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.

신기술과 기간·전략 분야 인력양성 프로그램 만족도 및 고용가능성 관계모형 비교

정선정,이문수 한국취업진로학회 2022 취업진로연구 Vol.12 No.1

This study is to investigate the variables that affect the satisfaction and employability perception of those who have participated in the new technology, infrastructure & strategy industries manpower training program. To this end, the Ministry of Employment and Labor's projects (Digital New Technology Core Practical Talent Training, National Infrastructure and Strategy Industries Training) that can represent human resources training programs in related fields were selected, and training status and course evaluation response data in the first half of 2021 were secured (new technologies 741, infrastructure & strategy 23,015 people). The analysis method was analyzed using mean difference analysis and regression analysis between groups. In conclusion, first, the training service quality, satisfaction, and employability perceived by those who completed new technology and infrastructure & strategy were all higher than 4.1. However, as a result of testing for differences by field, it was found to be high in both infrastructure & strategy fields (4.31, 4.40, and 4.11 for new technologies, 4.51, 4.53, and 4.31 for infrastructure & strategy, respectively). Second, in the field of new technology, only six sub-factors of training service quality perceived by trainees (training content, training method, training teacher, facility equipment, administrative support, employment support) formed a relational model that affected satisfaction, whereas in the field of infrastructure & strategy, in addition to the six sub-factors of training service quality, most variables such as individual trainee characteristics (gender, age), training process characteristics (training hours), and training institution characteristics (certification grade, institution ghost, training scale) was forming a relational model that affected satisfaction. Third, in the field of new technology, a relational model was formed in which the variables affecting employability were concentrated on three sub-factors of training service quality (employment support, training content, and training method). Whereas In the field infrastructure & strategy, the influence of the three sub-factors is high as in the field of new technology, but other than sub-factors of training service quality (facility equipment, administrative support, training teachers), as well as individual trainees (gender, age) and training process (training hours) and training institutions (certification grade, training scale) characteristics, etc., formed a relational model in which employability increased. 이 연구는 신기술과 기간·전략 분야 인력양성 프로그램에 참여한 이수자의 만족도와 고용가능성 인식도에 영향을 미치는 변인을 구명하는 것으로, 각 분야별로 어떠한 변인들이 만족도와 고용가능성에 영향을 미치는지 관계모형을 비교하는 데 있다. 이를 위해 관련 분야의 인력양성 프로그램을 대표할 수 있는 고용노동부 사업(디지털 신기술 핵심 실무인재 양성훈련, 국가기간·전략산업직종훈련)을 선정하고, 2021년 상반기 훈련현황 및 수강평 응답 자료(신기술 741명, 기간·전략 23,015명) 등을 확보하였다. 분석방법은 집단간 평균 차이분석과 회귀분석을 활용하여 분석하였다. 결론은 첫째, 신기술과 기간·전략 분야 이수자가 인식하는 훈련서비스 품질과 만족도, 고용가능성은 모두 4.1이상으로 높게 나타났지만, 분야별 차이 검증을 실시한 결과 기간·전략 분야에서 모두 높게 나타났다(신기술 각 4.31, 4.40, 4.11 / 기간·전략 각 4.51, 4.53, 4.31). 둘째, 신기술 분야는 훈련생이 인식하는 훈련서비스 품질의 6개 하위요인(훈련내용, 훈련방법, 훈련교사, 시설장비, 행정지원, 취업지원)만이 만족도에 영향을 미치는 관계모형을 형성한 반면, 기간·전략 분야는 훈련서비스 품질 6개 하위요인뿐만 아니라, 훈련생 개인 특성(성별, 연령), 훈련과정 특성(훈련시간), 훈련기관 특성(인증등급, 기관유령, 훈련규모) 등 대부분의 변인들이 만족도에 영향을 미치는 관계모형을 형성하고 있었다. 셋째, 신기술 분야는 고용가능성 영향 변인이 훈련서비스 품질의 3개 하위요인(취업지원, 훈련내용, 훈련방법)에 집중된 관계모형을 형성한 반면, 기간·전략 분야는 신기술 분야와 동일하게 3개 하위요인의 영향력이 높지만, 그 이외 훈련서비스 품질 하위요인(시설장비, 행정지원, 훈련교사)뿐만 아니라, 훈련생 개인(성별, 연령) 및 훈련과정(훈련시간), 훈련기관(인증등급, 훈련규모) 특성 등 다양한 변인들을 통해 고용가능성이 높아지는 관계모형을 형성하고 있었다.

실업자 직업훈련생의 취업률과 고용유지율에 관한 생존분석

정선정 한국직업교육학회 2016 職業 敎育 硏究 Vol.35 No.6

The purpose of this study was to identify the factors affecting the actual employment rate and job retention rate after completion of the training program the unemployed. Survival analysis was conducted by utilizing employment insurance status and subscription data over two years of 840 patients who finally completed a training course from 889 patients in response to survey about the training service quality in 2012. The finding of the study were as follows. First, the highest employment rate (36.8%) after the completion time was within three months, a period more than 50% of the trainees were employed within six months. While employment continued to occur even with the lapse of one year and two years after the completion point, the employment rate over time was found to decrease gradually. Second, the factors affecting employment rate after completing training, appeared teaching competency(-) among training service quality and potential employability(+), which low awareness of teaching capacity and high awareness potential employability increased the possibility of their employment. Third, the highest periods (each 22.0%, 22.3%) of employment loss rate were within three months and within three to six months, and more than 50% of the trainees have lost their unemployment insurance were less than 8.8 months. Fourth, the factors affecting job retention rates after employment, appeared relationship between teachers and students(+), a fellow student relationships(+) among training service quality and training satisfaction(+), which high awareness of teacher-student relationships, fellow student relationships and training satisfaction increased the possibility of their maintaining employment. 이 연구의 목적은 실업자가 훈련프로그램을 수료한 이후에 실업자의 실제적인 취업률과 고용유지율에 영향을 미치는 변인을 구명하는 데 있었다. 이를 위해 2012년 훈련서비스 품질 등에 관한 설문조사에 응답한 국가기간・전략산업직종(이하 ‘기간전략’) 훈련생(889명) 중에서 최종적으로 수료한 훈련생(840명)의 훈련과정 종료 후 2년 이상의 고용보험 가입여부 및 가입기간 등에 관한 자료를 활용하여 생존분석(생명표 분석, Cox 회귀모형 분석)을 실시하였다. 이 연구의 주요 결과는 첫째, 수료 후 취업률이 가장 높은(36.8%) 시기는 3개월 이내이고, 전체 훈련생의 50% 이상이 취업한 시기는 6개월 이내로 나타났다. 수료 후 1년과 2년이 경과된 시점까지도 지속적으로 취업이 발생하고 있지만, 시간이 지날수록 취업률은 점점 감소하는 것으로 나타났다. 둘째, 수료 후 취업률에 영향을 미치는 변인은 훈련서비스 품질 중 교수역량(-)과 고용가능성(+)으로, 교수역량을 낮게 인식할수록, 자신의 고용가능성을 높게 인식할수록 취업확률이 높게 나타났다. 셋째, 취업 후 고용상실률이 가장 높은(각 22.0%, 22.3%) 시기는 3개월 이내와 3~6개월 이내이고, 전체 훈련생의 50% 이상이 고용보험을 상실한 시기는 8.8개월 이내로 나타났다. 넷째, 취업 후 고용유지율에 영향을 미치는 변인은 훈련서비스 품질 중 교사-학생관계(+), 학우관계(+), 훈련만족도(+)로, 교사-학생관계와 학우관계의 품질을 높게 인식할수록, 훈련만족도를 높게 인식할수록 취업 후 고용유지확률이 높게 나타났다.