Future Directions for strengthening the Qualitative Service of Vocational Education and Training through NCS in Korea

Dr. Jinsil KIM 한국직업자격학회 2017 한국직업자격학회 학술대회 Vol.2017 No.10

The Korean rapid and high economic growth in the past was possible through vocational education and training of a highly qualified workforce. However, worldwide recession in the late 1980s significantly slowed down the economic growth rate in Korea. Korea now faces high mismatch(youth unemployment and labor shortage in SMEs) at the same time, this situation calls for reforms in vocational education and training systems. The comprehensive system of vocational education and training needs to go through a continuous reform effort in order to adapt to the changing environment and needs for Lifelong-Learning society. The Vocational Education and Training is to enable the individual to acquire knowledge, skills and attitude that the chosen occupation demands. In spite of the same meaning and purpose, the providers of vocational education and vocational training system are different. Vocational education is conducted in vocational high schools and colleges for 2-3years under Ministry of Education, on the other hands, vocational training is conducted in public and private vocational training institutions and corporate training center under Ministry of Employment & Labor for specific gravity of months up to 3 years. In order to reduce the mismatch and enhance the comprehensive system of VET(VE+VT), vocational education and vocational training should be linked tightly through the NCS( National Competency Standards) in the concept of lifelong learning. Korea NCS is a set of standards which identifies and standardizes competencies required for successful job performance. From this, field based education and training and qualification as well as the company's personnel management and employee career development can be made systematically. In addition, the waste of national manpower and budget and consumer-oriented human resource development system can be deployed. This paper aims to take a look at the current status of vocational education and training, and suggest the new directions for strengthening the qualitative service of vocational education and training through NCS in Korea. The results is as follows. First, NCS and course-based Qualification is more activated as the means of VET connection which can be contributed VET, qualification and HRM. If people are assed their skills accurately and supplied in the labor market, the company has the opportunity to reduce recruitment cost due to improper selection and facilitate labor movement for flexibility. Second, on a societal level, the role of vocational education and training should focus on making a contribution to constructing a society where occupational ability is more valued than academic credentials. Third, on a national level, the role of vocational education and training should make a contribution to constructing an infrastructure (ex, NQF) for a nation based on knowledge and information technology. Forth, the comprehensive system of vocational education and training needs to go through a continuous reform effort to adapt to the changing environment and needs. Such effort should include clearer identification and categorization of education and training types and methods, and systematization of the conditions and procedures of qualifying educational training providers through the participation of the different stakeholders, such as the corporations, non-profit organizations and social groups and individuals, etc. As the domestic training market opens, an environment should be created which fosters fair competition and management of the quality of vocational education and training.

Labor Market of Vocational Training Teachers and Policy Issues in Korea Focusing on the Employment Status

이승협 지역사회학회 2017 지역사회학 Vol.18 No.2

The vocational training teachers who support and guide the development of vocational ability of new recruits, unemployed and workers have more various and broad activity areas than the teachers of the general schools. The particularly important of their functions may be the role linking and mediating the demand and supply between job seekers and labor seekers. The vocational training system and the vocational training teacher which perform the traditional vocational training education and are able to train the expert workers with self-directed ability in the study organization and systematic OJT(On-the Job Training are needed. This study analyses the status of the labor market of the vocational training teachers who play the important role for the result of the vocational training and seeks the direction of the policy directions for the vocational training teacher. Many private vocational training institutions in Korea are small-sized, and most training teachers working at the private institutions are temporarily employed only for the period of courses after the courses are approved and trainees are recruited. The average training period overall is very short such as 4~5 months, and the average training period of Individual Training Accounts is only 2 months or so making the employment market of vocational training teachers very insecure. As a result, many of them are shifting their jobs from vocational training to more secured jobs. Furthmore, their initial pay is low, and range of their wage rise based on working experience is relatively small. Vocational training teachers' capability and passion decide the training's quality and achievement. Accordingly, we need to take approaches inducing to secure capable training teachers in making related policies to increase the achievement of private-commissioned training programs. To enhance quality and achievement of the training program, and to stabilize the training teachers' labor market, competitive atmosphere is needed in the private training institution market centered on training institutions of high quality.

직업훈련의 개념에 관한 소고(小考)

최홍기 부산대학교 법학연구소 2019 법학연구 Vol.60 No.3

The current Vocational Training Legislation has a structure that is difficult to identify and explain organically and uniformly as various matters related to Vocational Training are regulated by various individual laws based on the Employment Policy Framework Act, and the system and policies are complicatedly operated based them. To discuss the Vocational Training Legislation systematically and comprehensively, first of all, it is imperative to categorize the clear meaning of the concept of 'Vocational Training' and its distinction between similar concepts. The reason for this discussion is that when the Vocational Training Legislation is adopted logically and systematically, the only key points of the study will inevitably be the review of concepts such as 'Vocational Training, 'Vocational Ability Development Training' and 'Vocational Education and Training' that are being used in the Vocational Training Legislation. This study briefly reviewed the meaning of 'Vocational Training' actually used in the Vocational Training Legislation system of major countries, including the International Labour Organization (ILO), and then tried to identify the relationship and the meaning between 'Vocational Training' and related terms by examining the development process of Legislation in relation to the Vocational Training in Korea and the interrelationships among related laws. Finally, this study is characterized as a foundation or basic research to study the Vocational Training Legislation in-depth and has the intention of devising more systematic interpretation and legislative policies as well. Therefore, this study will continue to establish a theoretical foundation and systematic understanding of the Vocational Training Legislation through the follow-up studies.

장애인 직업적응훈련시설의 역할과 프로그램 표준(안) 연구

정승원,강윤주,이성하 한국보건복지학회 2019 보건과 복지 Vol.21 No.1

The purpose of this study is to propose the roles and functions of the vocational adjustment training facilities and to develop areas for vocational adjustment training programs. For this purpose, literature research, analysis of operation cases by facility, and interviews with focus groups were conducted. As a result, vocational adjustment training facilities for the disabled should serve as an institution for adjustment training for the severely disabled, link(bridge) with other vocational rehabilitation facilities, and function as a hub for vocational rehabilitation case management for the severely disabled. And programs of vocational adjustment training facilities for the disabled were localized for individual and social life adjustment, vocational preparation, and vocational transfer training. In personal and social life adjustment training, we proposed four types of personal life adjustment training. Six types of vocational preparation training suggested time management, financial management, job recognition, job search, job search skills, and interview skills. And there are three types of vocational transition training, namely job competency acquisition, work tool understanding and job maintenance skills training. In addition, it was proposed that the role and function of vocational adjustment training facilities for the disabled need to be established in operating standards for the program to become practical. 본 연구는 장애인 직업적응훈련시설의 역할과 기능을 제안하고, 직업적응훈련 프로그램의 표준(안)을 개발하는데 그 목적이 있다. 이를 위해 연구방법으로 문헌연구와 시설별 운영사례 분석, 초점집단 면접을 실시하였다. 그 결과, 장애인 직업적응훈련시설은 중증장애인을 위한 적응훈련 전문기관으로서의 역할을 해야 하고, 타 직업재활시설과의 연계(가교) 역할을 해야 하며, 중증장애인의 직업재활 사례관리 허브로서의 역할과 기능을 해야 한다. 그리고 장애인 직업적응훈련시설의 프로그램은 개인․사회생활적응훈련, 직업준비훈련, 직업전이훈련으로 영역화하였다. 개인․사회생활적응훈련에서는 개인생활적응훈련 4종, 사회생활적응훈련 5종을 제안하였다. 그리고 직업준비훈련에서는 6종으로 시간관리, 재정관리, 직업인식, 직업탐색, 구직기술, 면접기술 훈련을 제안하였으며, 직업전이훈련은 3종으로 직무능력 습득, 작업도구 이해, 직업유지기술훈련을 제안하였다. 이와 더불어 장애인 직업적응훈련시설의 역할과 기능을 활성화하고, 프로그램이 실용화되기 위해 직업적응훈련시설의 운영기준이 마련될 필요가 있다고 제안하였다.

직업능력개발훈련법제의 쟁점과 과제

최홍기 한국노동법학회 2019 노동법학 Vol.0 No.69

Although the importance of vocational ability development training is recently emphasized for the national employment policy and company’s employment management as well as national lifelong study, the legislative system of vocational ability development training has not been received much attention as a separate study subject of labor law until now. In this study, the right to work in Article 32 of the Constitution is liked with the right to education in Article 31 of the Constitution, with the premise stated the right to self-determination in Article 10 of the Constitution; and the right of (lifelong) vocational ability development training, as a modern meaning of right to work, is actively conceptualized and utilized as a basis and rule for improving the legislative system of vocational ability development training. The major developed countries, on the other hand, recognize the importance of vocational ability development training, and actively pursue the improvement of legislative system of vocational ability development training. The core of content is to improve the legal system to ensure that all people have opportunities for vocational skills development from the perspective of a lifelong learning and to enforce the right of the vocational ability development training for labors. In this connection, although Korea’s legislative system of vocational ability development training has been fulfilled a formal system for the lifelong vocational ability development training through the development process of last 50 years, it is considered that laborers’ right for the vocational ability development training is still not enough secured. Therefore, this study examined what extent of the vocational ability development training right is guaranteed, how current management status and result appeared and whether there are other limitation and problem for current legislative system of vocational ability development training. As a result, there are still insufficient for ensuring the individual/collective right guarantee from the side of right for the laborers’ vocational ability development training. This is unsatisfactory part in that the legislative system of vocational ability development training should expedite/support the self-directed lifelong vocational ability development training from the perspective of lifelong learning. Therefore, in this study major improvement issues (the right of working hour reduction for the vocational ability development training, the right of paid learning leave etc) are suggested for enforcing the right of vocational ability development training with modifying the legislative system for lifelong vocational ability development training. Consequently, this study is newly derived the vocational ability development training right from the right to labor of Constitution, and based on this, the legislative system of the vocational ability development training is established, and improvement issues are suggested. There is still insufficient part because a study on legislative system of vocational ability development training is attempted from the perspective of public opinion considering that there is insufficient legal discussion on the vocational ability development training so far. Through a further study related to the legislative system of vocational ability development training, I hope that the systematization of labor market laws and the realization of the right to vocational ability development training can be materialized.

직업훈련 프로그램이 장애인 직업준비도에 미치는 효과

이달엽,김다혜,이승욱 한국장애인재활협회 2004 재활복지 Vol.8 No.1

직업재활을 위해서는 무엇보다 장애인의 직업적 능력을 최대한으로 개발하고 적응시키기 위한 직업훈련이 필수적이며, 이러한 훈련을 통해 직업인으로서의 바탕이 되는 자질과 기능을 충분히 갖도록 해야 한다. 직업훈령에 있어서 단순한 직업적 기능의 훈련만으로는 효과를 거둘 수 없고 직업인으로서의 전인적 훈련이 필요하다. 따라서 장애인에게 적용되고 있는 직업훈련프로그램이 직업적응, 직업유지를 위해 가장 바탕이 되는 직업준비도에 어느 정도 영향을 미치는 효과가 있는지를 파악하여 직업훈련서비스 제공에 있어서 개선을 위한 기초자료로 활용하고자 하였다. 구체적인 연구문제로 직업훈련프로그램이 장애인의 직업태도, 대인관계 및 사회기술, 직업생활 유지에 필요한 직업에 대한 인식과 직업적응에 미치는 효과와 장애인 직업준비도 요인간의 영향에 대해서 알아보았다. 본 연구에서는 WPP, VALPAR 17, 진로태도성숙도, 자기효능감 측정 도구를 사용하여 대구직업전문학교 입학생 16명을 대상으로 4-5개월 동안 직업훈련프로그램 적용 전과 적용 이후 직업인성, 대인관계 및 사회기술, 직업인식, 자기효능감을 측정하여 직업준비도의 변화정도를 파악하였다. 직업준비도에 미치는 효과를 알아보기 위해 실시한 연구를 통해 나타난 결과들은 다음과 같다. 첫째, 직업준비도 요인 변화에 있어서 직업에서 요구하는 일에 적응하는데 중요한 요인이 되는 직업인성은 직업훈련프로그램 적용 이후 향상되었고, 직업준비를 위한직업인성 형성에 효과가 있는 것으로 나타났다. 둘째, 직업훈련프로그램 적용이 장애유형에 따른 직업준비도에 미치는 영향은 직업인성과 직업인식, 자기효능감에서 장애유형에 따라 효과의 차이가 발생하였다. 셋째, 직업준비도 요인간의 상관관계는 직업인성이 높으면 자기효능감도 높아지며, 또한 자기효능감이 높을수록 직업인식이 높아지는 것으로 나타났다. 넷째, 직업준비도 요인에 대한 독립변수들의 상대적 기여도를 알아보기 위해 실시한 회귀분석 결과에서 대상자들의 나이와 장애유형, 대인관계와 사회기술이 직업인성에 큰 영향을 미치는 것으로 나타났으며, 대인관계 및 사회기술은 아니와 직업인성이 큰 영향을 미치는 것으로 나타났다. 결론적으로 직업생활 유지에 있어서 직업적응을 위한 작업준비도를 높이기 위해서는 직업인성을 향상시킬 수 있는 직업훈련프로그램이 필요하며, 이러한 직업인성을 향상시킬 수 있는 방법은 대인관계 및 사회기술 영역에 비중을 둘 수 있는 직업훈련프로그램이 필요하다. 그리고 직업훈련프로그램의 직업유지나 직업적응에 대한 효과성 조사와 훈련교사들에 대한 교육도 지속적으로 이루어져야 하며, 이러한 것들이 프로그램구성이나 교과과정 작성 시 반영하는 연구설계가 필요하다. It is essential for rehabilitating persons with disabilities, to develop employment skills. To maximize vocational potential and abilities of persons with disabilities, it is required for them to obtain work attitudes and skills. However, the work skills training alone may not be enough for persons with severe disabilities, requiring them t o have work preparation services. Therefore, this study was aimed to understand whether the vocational training program provided by Dae-Gu Metropolitan Training Institute for Persons with Disabilities had impact on the improvement of both work skills and job readiness skills for them. Data gathered included the following areas. The effect of the disabled's vocational behaviour. the personal relations, the social skills, the vocational consciousness and the job readiness areas. The WPP, VALPAR 17, Course Attitude Maturity, Self-Efficacy Feeling Measurement Tool were utilized for the data gathering purposes. For vocational Rehabilitation, first of all, it is essential for disabled trainees to develop and adapt through individualized service provisors. They are required to have enough appropriate attitudes and skills which basic to average workers. For the vocational training, a simple vocational skills training alone may not be enough. Therefore, this study was aims to figure out whether the vocational training program which have applied to the trainees in Dae-Gu Vocational Training Institute (DGVTI) was effective or not. This training program was composed of the work adaptation training and job readiness training. Initial study questions posed are as follows. Whether this training program had effect on the research participants' vocational behaviours, personal relationship skills, social skills, the vocational consciousness and the job readiness skills. The current researcher utilized the WPP, VALPAR 17, Course Attitude Maturity. Self-Efficacy Feeling Measurement Tool. They measure types of vocational personality. personal relations and social skills, vocational and self-efficacy feeling in comparison with before and after the application of training program. The 16 research participants had exposed to 4-5 months in Dae-Gu Vocational Training Institute(DGVTI), operated by Korea Employment Promotion Agency for the Disabled (KEPAD). Statistical analyses focused on the means, standard deviations, and frequencies. Futher analyses included t-tests, correlation Analyses, regression analyses. The results of this study can be summarized as follows. First, in the job readiness skills area, after training, vocational personality (which is the important factor adapting to assignment demanding occupation) is improved, and reveals that the formation of vocational personality for job readiness and, in the vocational recognition and self-efficacy feeling are positively changed. Second. job readiness skills had effect to improve research participants' vocational adaptation skills, vocational recognition and self-efficacy feeling. Third. "correlation between job readiness factors" appeared that if scores of the vocational personality is high, then the self-efficacy feeling also rises. When the self-efficacy scores are high, the vocational recognition rises. Fourth, the results of regression analyses indicated that the age and the types of disabilities of the research participants had influenced on the occupational personality. Also, research participants who showed good personal relation skills and social skills had good job readiness. It is conclusive that the method of improving occupational personality would influence on personal relations and social skills. In conclusion, it is necessary for the rehabilitation practitioners to provide skills and interpersonal skills with their clients and trainees. The implication of this study is that there is a strong need to improve quality of vocational training programs.

한국 여성 직업훈련정책의 변천과정 연구

조혜승(Hye Seung Cho) 학습자중심교과교육학회 2023 학습자중심교과교육연구 Vol.23 No.20

목적 본 연구는 해방 후부터 현재까지 한국 여성 직업훈련정책의 변천 과정을 고찰하고 시기별 특징을 분석하는데 목적이 있다. 방법 이를 위하여 제 6-7차 경제사회발전 5개년계획, 제 1-4차 여성정책기본계획, 제 1-3차 양성평등정책 기본계획, 제 1차 평생직업능력개발기본계획, 제 2-3차 직업능력개발기본계획 등의 국가발전계획, 여성정책, 직업훈련 정책을 포괄적으로 분석하였다. 결과 한국의 여성 직업훈련정책은 준비기, 태동기, 정착기, 발전기, 전환기의 5단계로 구분된다. 준비기는 해방 후부터 1980년대 초반까지로 여성정책이나 여성 직업훈련정책이 수립되지 않은 시기이며 취약계층 여성을 위한 기능훈련, 혹은 교양교육에 치중하였다. 1980년대 중반부터 여성직업훈련에 대한 법과 정책이 도입되어 태동기로 구분된다. 1990년대부터는 정착기로 여성에 대한 직업훈련기회를 확대하는 정책이 적극적으로 추진되었으며, 여성발전기본법 제정(1995년) 이후 독자적인 여성정책이 수립되고 여성인력양성을 위한 체계적인 정책이 마련되어 여성 직업훈련정책의 발전기를 맞이한다. 마지막으로 2015년 이후부터는 전환기로 구분되어 직업훈련교육의 성주류화와 고숙련 직종 여성 직업훈련기회 확대 등이 정책적으로 추진되고 있다. 결론 한국의 여성 직업훈련정책은 여성정책의 발전과 함께 진보한 것으로 나타나며, 교양교육과 저숙련 여성인력 양성에서 고숙련 여성인력 양성으로 그 지향점이 변화하였다. 또한 여성 직업훈련정책이 변화해 가며 점차 정책의 대상이 다양해지고 세분화 되었다. 본 연구결과는 현대 한국 여성 직업훈련정책의 특성을 심층적으로 이해하는 데 기여하며, 나아가 한국의 여성 직업훈련정책을 참고하고자 하는 저개발국가에 시사점을 제공한다. Objectives The purpose of this study is to examine the process of change in women's vocational training policies in South Korea from the liberation to the present, and analyze the characteristics of women's vocational training policy. Methods To this end, comprehensive policy documents regarding women’s vocational training policies, such as the 6th - 7th Five-Year Plan for Economic and Social Development, the 1st-4th Basic Plan for Women's Policy, the 1st-3rd Basic Plan for Gender Equality Policy, the 1st-3rd Basic Plan for vocational Competency Development, are analyzed. Results South Korea's women's vocational training policy progress can be divided into five stages: preparatory stage, nascent stage, settlement stage, development stage, and transition stage. During the preparatory period, from the liberation to the early 1980s, no women's vocational training policy was established, and the focus of women's vocational training was on liberal arts education for vulnerable women. Since the mid-1980s, laws and policies on women's vocational training have been introduced in the nascent stage. From the 1990s, during the settlement period, women’s vocational training policies were actively pursued to expand vocational training opportunities for women. Since the enactment of the Framework Act on Women's Development (1995), a systematic policy for women’s vocational training has been established, leading to the development stage. Lastly, since 2015, during the transition period, policies such as gender mainstreaming of vocational training and expansion of women's vocational training opportunities for high-skilled occupations are promoted. Conclusions Women's vocational training policies in South Korea have progressed along with the development of women's policy. Its policy direction has changed from low-skilled women to high-skilled women training. In addition, the policy target of women’s vocational training was gradually diversified and specified. The results of this study help to understand in depth the characteristics of Korean women's vocational training policies, and furthermore, provide implications for women's vocational training policy in developing countries.

직업교육훈련기관 인프라와 훈련내용이 훈련생 재참여에 미치는 영향에 관한 연구- 충북지역 지역·산업맞춤형인력양성사업 향상교육훈련 중심으로 -

이병찬,임종혁,정수현 충북대학교 국가미래기술경영연구소 2020 기술경영 Vol.5 No.4

The major suppliers of the labor market are job seekers, and the consumers are enterprise. For a company to grow, it is necessary to cultivate human resources necessary for the company through the supply and demand of manpower in a timely manner so that they can produce corporate performance. This study is provided by vocational training institutions to improve the job competency of incumbent workers through high-quality education, centering on the vocational education and training programs promoted by the government to revitalize the human resource competencies of corporations. The purpose of this study was to examine the relationship between vocational education training content and infrastructure on the vocational education satisfaction and re-engagement intention. In addition, the purpose of this study was to examine the types of participation in joint training centers and how the moderating effect according to the National Competency Standards(NCS), which is the content of education provided in vocational education and training appears. To test the hypothesis of this study, 776 responses were collected among all six joint training centers that participated in the Chungbuk regional and industrial vocational training program among 90 employees who participated in the incumbent improvement training. And their responses were analyzed. In order to test, we were conducted the correlation analysis, reliability and validity analysis, path analysis, and moderation effect. The results are as follow. First, it was found that the vocational education and training conditions had a significant effect on the satisfaction of the vocational education and training institution, and it was found to have a significant effect on the satisfaction of the vocational education and training institution and the intention to re-engage. Second, After classifying the types of joint training centers and the National Competency Standards (NCS) provided in vocational education and training into low-level (levels 1-3) and high-levels (levels 4-6), the results of analyzing the moderation effect, it was found that the contents of vocational education and training in the university type had an effect on facility satisfaction and re-engagement intention compared to the general types. Third, the results of the analysis of the adjustment effect by training level of the National Competency Standards (NCS) showed that high-level vocational education and training had higher facility satisfaction than low-level vocational education and training.

국내의 전기직종 직업훈련에 관한 통합적 문헌 연구

박지훈(Jihoon Park),정혜경(Hyekyoung Jung) 한국직업교육학회 2023 職業 敎育 硏究 Vol.42 No.1

본 연구는 Torraco(2016)의 통합적 문헌 연구를 활용하여 전기직종 직업훈련에 관한 연구문헌을 수집 및 선정하고, 연구 방향에 맞는 분석 틀을 마련하여 전기직종 직업훈련의 연구 동향을 분석하였다. 총 56건의 전기직종 직업훈련에 관한 연구문헌을 수집하였고, 해당 연구문헌을 분석 후에 이를 종합하여 향후 전기직종 직업훈련의 연구에 관한 방향성과 시사점을 제시하였다. 분석 결과, 1998년에 연구가 시작되어 현재까지 꾸준하게 전기관련 공학 학술지 학회를 중심으로 연구가 수행되었다. 다만 소프트웨어 훈련장비개발 분야의 연구가 편중되었고, NCS 소분류로는 “03.송배전설비”에 연구가 편중되어 있다. 이에 향후 연구에서는 연구가 편중된 원인분석을 위한 연구와 함께 직업훈련으로서 필요로 하는 전기직종 NCS 소분류를 재정비하는 추가적인 후속연구 수행이 필요하다. 또한, 대부분의 연구가 방안만 제시하고 그에 관한 효과를 검증하는 추가적인 실증연구를 수행하지 않았다. 향후 연구에서는 방안 제시뿐만 아니라 그것이 실제 훈련에서 사용되었을 때 어떠한 정적(+) 또는 부적(-) 영향을 주는지에 관하여 실증연구도 함께 수행될 필요가 있다. 또한, 훈련의 종류에 따라 훈련 참여자의 전문성 향상을 촉진시키는 요인이 무엇인지 검증하는 다양한 관점의 HRD 연구가 필요하다. 마지막으로 전기직종 직업훈련에서의 KQF 구축을 위한 추가적인 후속 연구를 수행하여 산업현장과 직업훈련의 상호 연동을 통한 훈련 참여자의 전문성 향상에 기여할 필요가 있다. This study collected research documents on vocational training in electrical occupations using Torraco(2016)'s integrative literature review, and analyzed the research trends of vocational training in electrical occupations based on an analysis framework for vocational training. A total of 56 research documents on vocational training in the electric field were collected, and after analyzing the relevant research documents, the direction and implications for future research in vocational training of electrical occupation were presented. As a result, research on vocational training for electrical occupations began in 1998 and has been steadily conducted in the academic societies of electrical engineering as well as vocational training. However, it was found that limited research has been conducted, focusing on software training equipment development or field of “03.Power transmission and Power distribution facilities”, a subcategory of NCS. Therefore, a further research is needed to identify the context and causes of biased research on some limited subjects, and additional follow-up studies are recommended to figure out the NCS subcategories of electric occupations for which vocational training should be supported. It was also confirmed that the empirical research on vocational training of electrical occupation was insufficient. In future research, it is necessary to carry out not only the proposal but also an empirical study on what kind of positive (+) or negative (-) effects it has when used in actual training. In addition, HRD research from various perspectives is needed to verify what factors promote the professionalism of training participants according to the type of training. Lastly, follow-up research should be conducted additionally to establish KQF for electric vocational training that helps trainees' professional development by linking industrial sectors with vocational training.

장애인의 직업훈련 참가 희망과 실제, 그리고 노동시장 성과

강순희 (사)한국직업자격학회 2018 직업과 자격 연구 Vol.7 No.2

This study analyzed the relation between desire and actual participation in job training, and its effect on employment and wages of persons with disabilities. For the analysis, pooled OLS and panel random effect analysis were conducted with Panel Survey of Employment for the Disabled. The finding results are as follows: The people with disabilities in the metropolitan area are less hoping for participation in vocational training, but the disabled with interpersonal/organizational adaptation ability, with vocational qualifications, and who had employment service experience are more hoping. As for the determinants of participation in job training, unlike the hope for participation, the disabled women and the disabled without spouse are more participating in training. In the case of unemployed persons, the physically disabled are more hoping to participate and actually more participate in vocational training than the persons with internal disabilities. In the case of employed persons, the severely disabled persons are more participate in vocational training than the mildly disabled persons. The less educated less participate in vocational training, but the disabled with vocational qualification, and with employment service experience more participate. SME workers with disabilities who are more hoping to participate in vocational training are not actually engaged in vocational training. It is necessary to find out the barrier causes and suggest political alternatives. Participation, however, in vocational training does not have a statistically significant effect on employment or wages. The desire to participate in vocational training for people with disabilities is an important condition that can be linked to actual participation of vocational training, increase of job hunting effort and employment of the disabled. Therefore, it is necessary to find the personal, social and institutional barriers of actual job training participation from its desire. Also, it is necessary for political efforts to resolve these problems. In addition, it is necessary to conduct in-depth follow-up research and countermeasures about the finding that there is no employment and wage effect of participating in vocational training. 본 연구는 장애인의 직업훈련 참가희망과 실제 참가 결정요인이 어떻게 다른지, 그리고 참가할 경우 취업과 임금효과는 어떠한지를 분석하고 있다. 장애인고용패널 3∼8차 자료를 가지고 합동 OLS분석과 패널 확률효과 분석을 한 결과는 다음과 같다. 비수도권 장애인일수록, 대인관계/조직적응 능력이 뛰어날수록, 자격증을 가지고 있을수록, 고용서비스를 받은 경험이 있을수록 직업훈련참가를 더 희망하고 있다. 하지만 이들 특성은 실제 참가에서는 통계적으로 유의하지 않으며, 여성장애인, 배우자가 없는 장애인이 직업훈련에 더 참가하고 있는 것으로 나타나 희망과 실제 참여 간 괴리가 있다. 미취업자의 경우, 신체내부 장애인에 비하여 신체외부장애인, 감각장애인이 직업훈련에 참여하기를 더 희망하고 실제 훈련에도 더 참가하고 있으며, 취업자의 경우 중증장애인이 경증장애인보다 직업훈련에 더 참가하고 있는 것은 이들 대상 공공프로그램이 더 많기 때문으로 보인다. 취업자와 미취업자 모두에서 일상생활도움이 필요할수록, 저학력자일수록 직업훈련에 덜 참가하고 있으며, 자격증을 가지고 있는 장애인일수록, 고용서비스를 받은 경험이 있을수록 직업훈련에 더 참가하고 있는 것은 통상적인 가설과 부합한다. 다만, 직업훈련 참가하기를 더 바라는 중소기업 취업 장애인이 실제로는 그렇지 않은 것으로 나타나 중소기업 장애인의 직업훈련 참가 장애요인을 찾아 대안을 모색할 필요가 있다. 또한 직업훈련 참가는 취업이나 임금에 통계적으로 유의한 영향을 미치지 못하고 있다. 장애인의 직업훈련 참가희망은 장애인의 현재 상황에서 향후 직업훈련 참가, 구직노력 증가와 취업 등으로 연결될 수 있는 중요한 신호인 만큼, 장애인의 직업훈련 참가를 가로막는 개인적, 사회적, 제도적 장벽을 찾아 이를 해소하는 정책적 노력이 필요하다. 또한 직업훈련 참가의 취업과 임금효과가 없는 것으로 나타난 점에 대해서도 심층적인 후속 연구와 대응책 마련이 필요하다.