Direction and Strategy of Human Resource Development Policy in the Future Environment

The purpose of this study is to explore the direction and strategy of human resource development in response to changes in future society. The major social change factors of the future are three: 1) technological progress by the 4th industrial revolution, 2) changes in population structure due to low fertility and aging, and 3) accelerated international division of labor and formation of a global value chain. We also examined the impact of these three factors on human resources development. In order to characterize the formation of human resources in Korea, we first examined the institutionalization process of human resource formation in Korea. In order to clarify the characteristics of the human resource formation model, we first compared the process of human resource formation in the United States, Germany, and Japan. In order to gain implications for human resource development direction and strategy formulation in Korea, we surveyed cases of foreign countries. In the case of foreign countries, we analyzed the following: 1) state-led human resources development strategy in Singapore; 2) US-Australia industrial-academic collaborative human resource development strategy; and 3) human resources development strategy in Japan. In order to establish human resources development direction and strategy, Delphi survey was conducted for experts in each field. In order to validate the results of the Delphi survey, we conducted a questionnaire survey of 141 professors from academic and business professions

대학에서의 문화다양성 정책: 서울대학교와 럿거스 대학교의 비교 연구

학위논문 (석사) -- 서울대학교 대학원 : 행정대학원 글로벌행정전공, 2020. 8. 권혁주.Abstract Cultural Diversity Policies on Campuses: A Comparative Study of Seoul National University and Rutgers, The State University of New Jersey The world has become a society where people of various nationalities must live together at a rapid pace of internationalization. Considering that Korea is rapidly becoming global, it is inevitable to consider the diversity of its citizens. A university campus is an important space to be considered as a starting point for understanding and harmonizing various cultures. This is why many people perceive higher education as a vehicle for producing, circulating, and distributing cultural norms, values, and beliefs. This qualitative study compares and analyzes the contents of policies related to cultural diversity for foreign students at Seoul National University and Rutgers University. It analyzes the causes for differences between the two universities with respect to cultural diversity and suggests policy directions for Seoul National University to move forward. This study may contribute to raising awareness of the importance and need of diversity values on campus. It can be seen as the beginning of an important discussion about how Seoul National University can work to create a support environment for all members of the university community. In order to gain a better understanding of cultural diversity policy of the two universities, interviews were conducted with staff members who deal with diversity issues and students of the two universities. In addition, each universitys research results, statistics related to diversity, reports, and websites were used for the secondary data. In this study, the diversity policies of the two universities were classified into four types namely, Structural Diversity, Class Diversity, Informal Interaction Diversity, and Institutionalization of Cultural Diversity as analytical tool which is based on the conceptual attributes of cultural diversity. Each policy was compared and analyzed to identify important factors to promote the university's cultural diversity policy. Diversity leadership at universities can be an important driver of diversity policies and it can be implemented in all areas of education, research, and administration of universities only if the leaders of the organization are fully aware of the value of diversity and have a strong willingness to share these values among community members. The linguistic environmental factors of the university can be particularly advantageous for expanding structural diversity. In addition, as an important factor for Class Diversity, it is an element that needs attention to lectures in foreign languages and efforts to expand information access. The composition and connection activities of various communities, which are the factors that can strengthen the Structural Diversity, were analyzed as an important element for representing minority groups and promoting communication and understanding among members. Accessibility of programs, which is the strengthening element of Informal Interaction Diversity, can be driven by efforts to provide language services for foreign members and to provide a single platform for easy access to various program information. Regular and systematic Value Awareness Programs, another crucial element of Informal Interaction Diversity, were identified as an important factor for the perception of diversity values of campus members. In terms of Institutionalization of Cultural Diversity, defining and sharing Core Values of diversity is seen as a facilitating factor in recognizing diversity values and revitalizing diversity policies. Two more important facilitators of Institutionalization of Cultural Diversity are a systematic main engine for diversity, and linkage and collaboration between institutions. The systematic organization of a main engine and the input of personnel and budgets could enable the establishment of linkage and collaboration between institutions, which will eventually contribute to the formation of an inclusive university community. Promoting cross-cultural dialogue and cooperation is one of the most pressing issues of our time. Academic excellence through diversity and inclusion is a key part of higher education institutions. This is because diversity broadens individuals perspectives and strengthens their education as they interact and collaborate with themselves and others. Therefore, higher education institutions should strive to create a space for groups that are prone to marginalization, and to promote meaningful and positive interactions between diverse individuals and communities.국문 초록 대학에서의 문화다양성 정책: 서울대학교와 럿거스 대학교의 비교 연구 세계는 국제화의 빠른 속도로 다양한 국적의 사람들이 함께 더불어 살아가야하는 사회가 되었다. 한국도 빠른 속도로 세계화가 되어가는 점을 감안하면 이에 따른 구성원의 다양성을 고려하지 않을 수 없다. 대학 캠퍼스는 다양한 문화의 이해와 화합의 노력이 필요한 출발점이라고 볼 수 있을 만큼 중요하다. 많은 사람들이 고등교육을 문화적 규범, 가치, 신념을 생산, 순환, 분배하는 매개체로 인식하고 있는 이유이기도 하다. 본 연구는 질적 및 비교 연구로서 서울대학교와 럿거스 대학교의 외국인 학생을 위한 문화다양성 관련 정책 내용을 비교 및 분석한다. 두 대학 간의 어떤 차이를 보이는지 또한 그 요인은 무엇인지를 분석하여 서울대가 앞으로 나아가야 할 정책 방향을 제시한다. 이 연구는 캠퍼스에서 다양성 가치의 중요성과 필요성에 대한 인식을 높이는 데 기여할 수 있으며, 서울대가 대학 커뮤니티의 모든 구성원을 위한 지원 환경을 조성하기 위해 어떻게 노력할 수 있는지에 대한 중요한 대화의 시작이라고 볼 수 있다. 대학의 문화 다양성 정책에 대한 이해를 돕기 위해 다양성 관련 업무 담당자들과 두 대학의 학생들을 대상으로 인터뷰를 진행하였다. 또한 각 대학의 기존 연구 결과자료, 다양성 관련 통계, 보고서, 웹사이트 등의 자료를 활용하였다. 본 연구에서는 문화다양성의 개념적 속성을 근거로 한 분석 도구로 두 대학의 다양성 정책을 4유형 (구조적 다양성, 수업다양성, 비공식적 상호작용 다양성, 문화 다양성의 제도화)으로 분류하여 각각의 정책 내용을 비교하고 분석하였다. 분석한 결과, 대학의 문화다양성 정책을 촉진시키는 몇 가지 중요 요소를 확인할 수 있었다. 무엇보다 대학의 Diversity Leadership이 관련 정책의 중요한 촉진제가 될 수 있다. 조직의 리더가 다양성의 가치를 충분히 인식하고 이러한 가치를 커뮤니티 멤버 들간 공유할 의지가 강해야 대학의 교육, 연구, 행정 등 전 분야에 다양성 정책이 시행될 수 있을 것으로 판단된다. 대학의 언어적 환경 요소의 경우 특히 구조적 다양성 확대에 유리한 요소로 작용될 수 있음을 확인할 수 있었다. 또한, 수업다양성에 중요한 요소로 작용하므로 외국어 강의와 정보 접근성 확대 노력에 주의를 기울여야 하는 원인으로도 분석된다. 구조적 다양성의 강화 요인으로 작용되는 다양한 커뮤니티의 구성과 연계 활동은 소수집단을 대변하고 구성원간 소통과 이해를 증진하는 중요한 요소로 분석되었다. 비공식적 상호작용 다양성의 강화요소인 프로그램의 접근성은 외국인 구성원들을 위한 언어서비스 제공과 다양한 프로그램 정보에 쉽게 접근할 수 있는 단일 플랫폼 제공의 노력이 더 많은 구성원의 참여를 이끈다고 보았다. 비공식적 상호작용 다양성의 또 다른 강화요소인 정기적이고 체계적인 가치인식 프로그램은 구성원의 다양성 가치 인식이 일상으로 스며들기 위한 중요한 요소로 파악되었다. 문화 다양성의 제도화 측면에서는 다양성을 위한 핵심 가치를 지정하고 구성원간 공유하는 것은 구성원의 다양성 가치 인식과 다양성 정책의 활성화에 촉진요소로 작용할 수 있는 것으로 보았다. 문화 다양성 제도화의 또 다른 중요한 촉진 요소는 다양성 전담부서의 체계적인 조직 구성과 기관간 연계 및 협업이다. 다양성 관련 업무를 위한 체계적인 조직 구성과 이에 따른 인원 및 예산의 투입은 기관간 연계 구축과 협업을 가능하게 하여 결국 포용적 대학 커뮤니티 형성에 기여할 수 있을 것이다. 문화 간 대화와 협력을 증진시키는 것은 우리 시대의 가장 시급한 문제 중 하나이며, 다양성과 포용을 통한 학문적 우수성은 고등교육기관이 추구해야 할 핵심의 한 부분이다. 다양성은 개인이 자신과 다른 사람들과 상호 작용하고 협력할 때 시각을 넓히고 교육을 강화 시키기 때문이다. 따라서, 고등교육기관은 소외되기 쉬운 그룹을 위한 공간을 만들고, 다양한 개인과 커뮤니티 간에 의미 있는 긍정적인 상호작용을 촉진하기 위해 노력해야 한다.Chapter Ⅰ. INTRODUCTION 1 1.1 Background of the Research 1 1.2 Purpose of the Research 3 Chapter Ⅱ. LITERATURE REVIEW 5 2.1 Understanding Diversity 5 2.2 Toolbox Approach to Diversity 6 2.3 Rationale of Diversity on Campus 7 2.4 Cultural Diversity 8 2.4.1 Theoretical Background of Cultural Diversity 9 2.4.2 Conceptual Elements of Cultural Diversity 13 Chapter Ⅲ. METHODS 16 3.1 Research Questions 16 3.2 Research Methodology 16 3.3 Analytical Framework 17 3.4 Unit of Analysis and Variables in Research 19 Chapter Ⅳ. POLICY COMPARISON AND ANALYSIS 21 4.1 Facts Overview of the Two Universities 21 4.1.1 Seoul National University 21 4.1.2 Rutgers, The State University of New Jersey 22 4.2 Recognition of the Value of Cultural Diversity: Multiculturalism 23 4.2.1 Structural Diversity (SNU) 23 4.2.2 Structural Diversity (Rutgers) 28 4.2.3 Comparison and Analysis of the Structural Diversity Policies 35 4.2.4 Class Diversity (SNU) 37 4.2.5 Class Diversity (Rutgers) 41 4.2.6 Comparison and Analysis of the Class Diversity Policies 45 4.2.7 Informal Interaction Diversity (SNU) 47 4.2.8 Informal Interaction Diversity (Rutgers) 52 4.2.9 Comparison and Analysis of the Informal Interaction Diversity Policies 54 4.3 Cultural Competency: Institutionalization of Cultural Diversity Policy 56 4.3.1 Institutionalization of Cultural Diversity Policy (SNU) 56 4.3.2 Institutionalization of Cultural Diversity Policy (Rutgers) 58 4.3.3 Comparison and Analysis of Institutionalization of Cultural Diversity 62 Chapter Ⅴ. CONCLUSIONS AND SUGGESTIONS 64 5.1 Conclusions 64 5.2 Suggestions 66 5.2.1 Structural Diversity 66 5.2.2 Class Diversity 67 5.2.3 Informal Interaction Diversity 68 5.2.4 Institutionalization of Cultural Diversity 68 References 72 Appendix 75 Abstract in Korean 82Maste

New Paradigm of Human Resources Development

The purpose of this publication is to present an overview of the status of Korea’s human resources, and to investigate human resourceoriented national development strategies given the recognition for the importance of human resources in the new growth paradigm amid the rise of the knowledge-based economy. This book is composed of three parts, which are ‘Changes and Challenges’ (Part 1), ‘Overview of VET & HRD’ (Part 2) and ‘New Models in HRD’ (Part 3). The book first gives background to the increased emphasis on human resources, and reviews the main trends in human resources and policies in Korea. It then seeks to establish policy measures on the problems currently being faced in various domains of human resources. The book is also aimed at drawing the significance of human resources in the new growth paradigm, and at identifying the direction of human resources development strategy.KRIVET's newest publication 'New Paradigm of Human Resources Development', edited by KRIVET president Dr. Jang-Ho Kim, is a compilation of research undertaken by KRIVET. The publication is a research document aimed at providing a useful insight into various areas of HRD in Korea through critical examination of experiences and case studies.Foreword iii List of Tables and Figures xi About the Editor xv Contributors xvi Abbreviations and Acronyms xxi Introduction (by Jang-Ho Kim) 1 PART I CHANGES AND CHALLENGES Chapter 1 Socioeconomic Challenges in Human Resources Development / Ho-Young Oh Human Resources and Economic Growth 14 Supply Side of Human Resources 19 Demand Side of Human Resources 24 Changes in Occupational Structure 28 Mismatch between Human Resources Supply and Demand 31 Conclusion and Policy Implications 35 Chapter 2 HRD Policiesy and Strategiesy Sung-Joon Paik / Hyung-Mann Kim Concepts of Human Resources Development 40 Scope of National HRD Policies 43 The First National HRD Strategies 44 Systematic Implementation of National HRD Policies 50 Networking at the Regional Level 55 PART II OVERVIEW OF VET & HRD Chapter 3 Vocational Education for National Competitiveness / Jung-Pyo Lee, Tae-Hwa Jung Evolution of Vocational Education Policy 61 Overview of Vocational Education System 64 Major Issues in Vocational Education 73 Future of Vocational Education 76 Conclusion Remarks 78 Chapter 4 Structural Transformation for Demand-Oriented Vocational Training / Mee-Souk Kim, Taek-Soo Chung Overview of Vocational Training 79 Current Practices 82 Demand-Led Vocational Training 96 Chapter 5 Strategies for a Comprehensive Vocational Qualification System / Dong-Im Lee Major Historical Developments 100 Overview of Vocational Qualification System 101 Recent Developments in Vocational Qualification System 110 Future Challenges 115 Chapter 6 Career Guidance: Taking a Lifelong Career Development Perspective / Eon Lim, Mi-Sug Jin Need to Promote Lifelong Ccareer Ddevelopment 119 Career Guidance System 120 Support for Career Development of School Students 121 Career Guidance Service in Higher Education 125 Supports for Aadults' Ccareer Ddevelopment 127 Key Policy Issues 129 PART III NEW MODELS IN HRD Chapter 7 Promoting the Knowledge-based Economy through e-Learning / Hyun-Jeong Lee Comprehensive2. E Support System for ee-Learning 138 Infrastructure for 1. Eee-Learning 144 Furthering Education through e-Learning 147 2. ee-Learning for Workforce Development 149 III. ee-Learning Prospects 154 Chapter 8 Holistic and Strategic Approach to Learning Society / Jang-Ho Kim, Hong-Geun Chang The Foundations of a Holistic Learning Society 161 Transition to the Lifelong Learning Society 163 Building a National Framework for Lifelong Learning 169 Realizing a Holistic Learning Society: Strategies and Issues 173 Chapter 9 Partnership for HRD: a Long-Term Policy in Lifelong Learning Society / Ji-Sun hung, Hong-Geun Chang National HRD Partnership Framework and Key Issues at the Regional Level 180 Increasing Efforts to Strengthen of Ppartnerships 187forHRD F Future Pprospects and Role of of the HRD Ppartnership 196 References 203 Index 21

Developing innovation ecosystem in biomedical field by establishing organized physician-scientists nurturing system in Korea

Thesis(Master) -- KDI School: Master of Development Policy, 2022In the post-corona era, Korea should strive to secure a new growth engine by creating an innovative ecosystem in the biomedical field and become a global first mover in biomedical technology. To this end, it is necessary to establish an organized physician-scientists training system, and to support growth as a leading independent researcher rather than simply participating in research. In addition, it is necessary to encourage doctors to participate in research by providing many benefits through institutional support, rather than for doctors to participate in research out of simple personal curiosity, and to increase the proportion of physician scientists in the long run. When looking at cases from other countries, the proportion of physician scientists in Korea is very low, and if many physician scientists are nurtured by benchmarking the cases of excellent physician scientists, it will be able to contribute to the development of biomedical technology in Korea. The purpose of this study is to analyze the systematic method for nurturing physician scientists using AHP and to analyze the method for creating a hospital-centered innovative ecosystem. To this end, an AHP analysis model consisting of 13 detailed items and two areas of increasing incentives for research participation and supporting the growth of independent researchers was constructed. Through this study, it was found that if the hospital provides an environment for research, such as reducing treatment hours and providing research facilities and space, participation in research increases. However, in the case of reduction of treatment hours, it is necessary to come up with a plan to compensate for the financial disadvantage of doctors. In addition, institutional support is needed so that doctors can challenge start-ups to create a hospital-centered innovation ecosystem, and by establishing regional research-focused hospitals, the industry, academia, and research circles can collaborate with hospitals, and they should be linked to create a synergistic effect. Most of the existing major bio clusters in Korea have weaknesses in clinical trials and licensing. To solve this problem, it can be said that the participation of hospitals is essential.I. Introduction II. Literature Review III. Methodology IV. Data Analysis V. Discussion VI. ConclusionmasterpublishedSangwook R

Skills Beyond School

This report provides an overview of the findings from the country-based case study of Korean post-secondary VET as part of the “Programme of Work and Budget 2011-12” under the OECD Skills Beyond School (SBS) project carried in 2010. It was a collaborative effort between the OECD and KRIVET, which recognize the growing importance of skills for economic and social development. Both organizations have been interested in examining the role of post-secondary vocational education and training (VET) in skills development. Thus, this project studies Korean post-secondary VET in general based on the pilot research carried out by OECD-KRIVET. The overall aim has been to develop an analytical framework and case study of Korea’s post-secondary VET with two objectives in mind, as part of the OECD’s country review. The first objective was to analyze and diagnose the issues and challenges faced by Korean post-secondary VET, and to suggest policy remedies to address them. The findings of the research study are presented as part of the OECD SBS project. Moreover, it is hoped that the study can also present an alternative view on the linkage between post-secondary VET and the labour market. This is guided by the recognition that Korean post-secondary VET can play a positive role in economic and social development. The second objective is to support the efforts of the OECD to present policy recommends on post-secondary VET based on a study of Korea’s post-secondary VET and the labour market. It is hoped that the policy implications of the research study can assist Korean policymakers in formulating policies on Korea’s post-secondary VET. ...Executive Summary… ⅴ Ⅰ. Introduction … p1 1. Background … p1 2. Objectives and Research Themes… p2 3. Research Approach and Methodology… p3 4. Structure of the Report … p4 Ⅱ. Post-secondary VET in Korea … p7 1. Korean Education System… p7 2. Definition and Scope of Post-secondary VET … p8 3. Topology of Post-secondary VET… p10 4. History of Korean Post-secondary VET… p12 Ⅲ. Structure of Post-secondary VET … p17 1. Features of Korean Post-secondary VET… p17 2. Programme Feature… p22 3. Excess and Completion … p27 4. Employment Rate and Entry into the Labour Market… p32 Ⅳ. Operation of Post-secondary VET … p41 1. Governance … p41 2. Funding and incentive … p48 3. Quality Assurance … p60 4. Partnership and Collaboration… p63 Ⅴ. The Linkage between VET and Labour Market needs … p71 1. Information … p71 2. Qualification … p79 3. Skills Delivery System … p86 4. Career Guidance … p90 Ⅵ. Challenges and Policy … p97 1. Economic and Social Changes… p97 2. Findings from Study on Post-secondary VET… p98 3. Policy Issues and Recommendations… p101 Reference … p109 Annex 1. 2010 OECD-KRIVET Joint Research Outline… p113 Annex 2. Guidance and plan of OECD SBS project … p123 Annex 3. Seminars and interview with OECD Experts … p14

Effectiveness of HRD for developing SMEs in South Asia

Today South Asia is host to a large youth bulge which is entering the labor market every year posing challenging questions for the national governments in the context of employable skills, space for entrepreneurship, innovation and economic freedom. SME sector provides an opportunity for the young to exercise their ideas and ideals. However a prerequisite for the young to be innovate is the how countries produce and retain a high end human capital. This study provides a review of national socio-economic policies in South Asian region - which answer such challenges.human resource development, small and medium enterprises, economic growth, competitiveness