58 research outputs found
A Case Study on Recognition of Prior Experiential Learning at Higher Education Institution of Korea
μ΄ μ°κ΅¬λ μ νκ²½ννμ΅μΈμ μ μλ² μ΄μνκ³ μλ Sλνμ μ¬λ‘ μ°κ΅¬λ₯Ό ν΅ν΄ μ°λ¦¬λλΌ κ³ λ±κ΅μ‘κΈ°κ΄μμμ μ νκ²½ννμ΅μΈμ μ λμ λμ
κ°λ₯μ± λ° νκ³λ₯Ό νμνλ λ° λͺ©μ μ΄ μλ€. μ΄λ₯Ό μνμ¬ μ νκ²½ννμ΅μΈμ μ λν μ΄λ‘ μ κ³ μ°°κ³Ό ν¨κ» Sλνμ μ νκ²½ννμ΅μΈμ μ¬λ‘λ₯Ό λΆμνκ³ κ·Έ μ μ© κ°λ₯μ±κ³Ό νκ³λ₯Ό λ
Όμνμλ€. κ²°λ‘ μμλ μ νκ²½ννμ΅μΈμ μ λ λμ
μ μν΄ μ λΆμ°¨μμμ κ²ν ν΄μΌ ν κ³Όμ λ₯Ό μ μνμλ€.
μ΄ μ°κ΅¬ κ²°κ³Όλ κ³ λ±κ΅μ‘κΈ°κ΄μμ μ νκ²½ννμ΅μΈμ μ μ΄μ μ€μ λ₯Ό μ¬μ μ μ κ²ν¨μΌλ‘μ¨ μ λ λμ
μ λ°λ₯Έ μνμ°©μ€λ₯Ό μ΅μννκ³ μ λμ μ±κ³΅μ μΈ μ΄μμ μν κ³Όμ κ° λ¬΄μμΈκ°λ₯Ό νμ
νλ λ° μ€μν μ 보λ₯Ό μ κ³΅ν΄ μ€ κ²μΌλ‘ κΈ°λλλ€.The purpose of this study was to represent the outlines of pilot project of RPL(Recognition of Prior Experiential Learning, especially workplace experience) and some of the issues that have arisen through the case study of a higher education institute in Korea. The case study has been chosen to identify the issues and investigate the problems through RPL project.
To meet the purpose of the study, the theoretical perspective of RPL was reviewed and RPL policy and implementation process of PRL project was analysed. Also the possibilities and constraints that emerged from the case study were identified and the policy tasks of government to promote RPL in higher education were proposed.
The results of the study will provide information to resolve key problems regarding RPL implementation and highlight a few significant factors facilitating the introduction of RPL in higher education institutions in Korea
A Study on the Role of Government and the Current Trends of Vocational Qualification System toward LifelongΒ·Learning Society in Japan and its Suggestions
I. μλ‘
II. μΌλ³Έ μ§μ
κ΅μ‘νλ ¨μ λμ νΉμ§
III. μΌλ³Έ μ격μ λμ μ΄μκ³Ό μ λΆμ μν
1. νμνμ΅μ¬ν μ€νμ μν λ¬ΈλΆμ±μ μ격μ λ
2. νμμ§μ
λ₯λ ₯κ°λ° 체μ ꡬμΆμ μν λ
Έλμ±μ μ격μ λ
IV. νμνμ΅μ¬ν ꡬμΆμ μν μΌλ³Έ μ격μ λμ νΉμ§ λ° μμ¬μ The purpose of this study is to review the role of government in the current trends of vocational qualification system for building life learning society in Japan and to provide useful suggestions for the future directions to develop vocational qualification system in Korea.
The vocational education and training system of Japan has been operated on the basis of ministry of education(Munbuso) and ministry of labor(Nodouso)is responsible for human resource development. But there has not been any partnerships between them to operate vocational education and training.
Recently, Japan has been tried to actualize lifelong learning society at large. So ministry of education and ministry labor have supported and developed it's own vocational qualification system toward the lifelong learning society. In relation to that, they begin to take little partnerships and form a loose alliance. This is reason why lifelong learning society needs strong links between general and vocational education, vocational education and vocational training, learning and work.
Nevertheless, Japan's dual vocational qualification system is limited for actualizing lifelong learning society. Korea's vocational education and training system and vocational qualification system are similar with those of Japan. So, it is necessary for us to understand the implications of the current trends of vocational qualification system in Japan to build and develop vocational qualification system toward lifelong learning society
[ν΄μΈλν₯] μ£Όμκ΅μ μ§μ κ΅μ‘κ°ν λν₯κ³Ό μμ¬μ
κ·Έ λμ μ°λ¦¬ λλΌ μ§μ
κ΅μ‘μ κ²½μ μ°μ
λ°μ μ νμν μΈλ ₯μ 곡κΈνλ μ£Όμ ν΅λ‘λ‘μ κΈ°λ₯ν΄ μλ€. κ·Έλ¬λ κ²½μ νκ²½ λ³ν λ° μ§μΒ·κΈ°μ λ°μ μλκ° λ¨μΆλλ©΄μ μ§μ
κ΅μ‘μ΄ λ³Έλμ κΈ°λ₯μ μκ³ μλ€λ λΉνμ λ°κ³ μλ€. κ²½μ μ¬ν μ λ°μ κ±Έμ³ ν¨λ¬λ€μμ λ³νκ° μ΄λ£¨μ΄μ§λ©΄μ μ¬νꡬ쑰 μ λ°μ κ·Όλ³Έμ μΈ κ°νκ³Ό ν¨κ» μ§μ
κ΅μ‘μ κ°ν νμμ±μ΄ μ§μμ μΌλ‘ μ κΈ°λμ΄ μλ€. κΈλ³νλ μ§μ
μΈκ³μμ κ°μΈμ΄ μ μ°νκ² μ μνλ λ₯λ ₯μ κ°μΆλλ‘ μ§μνκ³ , κ΅κ°κ²½μλ ₯ ν보λ₯Ό μνμ°μ μΈλ ₯μ μμ±νκΈ° μν΄μλ νν μ§μ
κ΅μ‘μ κ°νμ΄ λΆκ°νΌνλ€.
μ΄λ―Έ μ μ§ μΈκ΅μμλ νμνμ΅μ¬ν μ€νκ³Ό κ΅κ° μΈμ μμκ°λ°μλͺ©νλ‘ μ§μ
κ΅μ‘μ μ€μ¬μΌλ‘ κ΅κ° κ΅μ‘νλ ¨μ²΄μ μ λ°μ λν λλμ μΈ κ°νμ μΆμ§νκ³ μλ€. μ΄λ€ κ΅κ°λ€μ 곡ν΅μ μΌλ‘ κ΅κ°μ μμ€μμ μ κ΅λ―Ό λμμ νμλ₯λ ₯κ°λ°μ μ§μνκ³ , κ²½μλ ₯μ ν보ν μ μλ μ°μν μΈλ ₯ μμ±μ μνμ¬ κ΅μ‘μ μ§ μ κ³ λ° λ€μνμ λ
Έλ ₯νκ³ μλ€. μ§μ
κ΅μ‘μ κ°νμ΄ μ μ€ν μμ²λλ μ΄ μμ μμ μΈκ΅μ μ ν μ¬λ‘ λΆμμ μ§μ
κ΅μ‘ κ°νμ λ°©ν₯μ΄λ λ΄μ©μ λͺ¨μν΄ λ³Ό μ μλ μ€μν μμ
μ΄ λ μ μλ€. μ°λ¦¬λλΌμμ λμ
κ°λ₯μ± λ° νλΉμ± μ¬λΆλ₯Ό ꡬ체μ μΌλ‘ λ
ΌμνκΈ°μ μμ κ° κ΅μ΄ μ΄λ ν λ°©ν₯κ³Ό λͺ©ν, μ λ΅μΌλ‘ μ§μ
κ΅μ‘ κ°νμ μΆμ§ν΄ λκ°κ³ μλκ°λ₯Ό λΆμνλ κ² μμ²΄κ° μ μ±
λ΄λΉμλ μ°κ΅¬μμκ² μ€μν μλ―Έμ μ 보λ₯Ό μ 곡νλ€
Effective Acquisition and Deployment System of Military Human Resources
λ³Έ μ°κ΅¬λ κ΅° μ°¨μμμλ κ°μΈμ λ₯λ ₯κ³Ό μ μ±μ μ κ·Ή λ°κ΅΄Β·νμ©ν¨μΌλ‘μ¨ κ΅° μΈμ μμ κ°λ°μ ν¨μ¨μ±μ μ κ³ νκ³ , μ
μμ κ°μΈ μ°¨μμμλ κ΅° 볡무 μ€ μ§μμ μΌλ‘ λ₯λ ₯μ κ°λ°νκ³ κ·Έ μ±κ³Όλ₯Ό μ¬νμ μΌλ‘ νμ©νλ κ²μΌλ‘ λͺ©νλ‘ κ΅° μΈμ μμμ νλΒ·λ°°μΉ μ²΄κ³λ₯Ό ν¨μ¨ννλ λ°©μμ λ§λ ¨νλ λ° λͺ©μ μ΄ μλ€.1. Outline of this study
The purpose of this study was to provide policy directions and assignments that should be pursued for the improvement of military acquisition and deployment system to develop and utilize military human resources efficiently. To accomplish this purpose, firstly, we reviewed the internal and external environmental changes needed to improve military acquisition and deployment system. Secondly, the operation status of military acquisition and deployment by Military Manpower Administration(MMD) and Army were analysed. Thirdly, the military acquisition and deployment systems in Israel and United Nations were reviewed. Fourthly, the perceptions and needs of soldiers toward the current status and problems of the military acquisition and deployment systems were surveyed. Lastly, the policy directions and measures to improve the military acquisition and deployment systems were suggested.
This study executed analysis of literature and materials, expert councils and discussion meetings, questionnaire surveys, and interview surveys.
2. Current Status and Problems of the military acquisition and deployment system
A. Supply and demand management system
Firstly, the Military Manpower Administrations system is not very effective in managing human resources according to their aptitudes and predicting the aptitudes and skills of the future servicemen. There is an imbalance between availability of and demand for human resources.
Secondly, the plans for the manpower supply and demand are drawn up annually. Thus, human resources are not efficiently provided to the place where they are needed.
B. Classification of aptitudes and special skills
The aptitudes of servicemen are classified to match their aptitudes and their divisions. Their special skills are also classified to effectively assign human resources to the place where they are needed.
Firstly, the army classification of special skills are different from that of the Military Manpower Administration.
Secondly, the socioeconomic changes are not reflected in the aptitude classification system.
Thirdly, the difference in the time of the aptitude classification and the time of the enlistment cause more costs.
Fourthly, in the process of conscription and classification of special skills, the aptitude tests and formal interview or counselling needed to accommodate individual needs and wishes are not conducted.
3. Policy Directions and Measurement of the improvement of the military acquisition and deployment system
A. Fundamental Directions
β Making the maximum use of potential capacities of individuals
β Actively utilizing supporting human and material resources in society
β Strengthening efficiency of acquisition and deployment of military men
β Strengthening military services centered on military men
β Supporting individual ability development through life-span
β Enhancing social equity under the draft system
B. Measurement for improving the military acquisition and deployment system
β‘ Improvement of the military demand and supply system
β MMA needs to recruit and manage soldiers nationwide
β MMA and Army needs to construct the military acquisition and deployment system to support individual ability development with seamlessness through lifetime by predicating the enlistment time and job areas before they enter the army.
β Army needs to formulate the period of service flexibly to acquire qualified manpower and enlarge the recruitment system to actively secure soldiers with diverse special abilities.
β Army needs to diagnose the problems and evaluate outcomes of the recruitment system.
β Army and MMA needs to change the soldiers acquisition system gradually from dual system, namely, draft and recruit system, to an integrated system and formulate the unified acquisition system without classifying Army, Navy and Airforce.
β‘ Improvement of the aptitudes and special skills classification system
β MMA's aptitudes classification criteria needs to be integrated with Army's special skills classification criteria.
β There is a need to have reclassifications take place by examining the feasibility and the appropriateness of the aptitude-classification system to reflect the socio-economic changes in the knowledge-based economy.
β Guidance and counseling or interviews need to accommodate the needs and wishes of enlistment resources.
β‘ Improvement of recruit training system and special skills training system
β The recruit training system needs to be improved and recruit satisfaction survey needs to be implemented.
β The relevance of special skills training needs to be enhanced and investment in training equipment and facility for practical training is necessary.
β‘ Rebuilding military job specifications system
β The military job specifications system needs to be rebuilt through job analysis to modernize and build top military.
β‘ Strengthening military public relations and information system
β Such military-related information as the methods and procedures of recruit, training and deployment needs to be actively provided.
β The military service support systems for raising the level of satisfaction among recruits needs to be enhanced.
β‘ Building military career development and management system
β A military career record system needs to be developed to make a record of the military education and training outcomes, self-development activities, certificates and licenses, and job competencies achieved during the military services to support the smooth transition from military to work.
β A vocational guidance and information system needs to be built to support career development of the military human resources.
β‘ Efficient acquisition of military human resources through introduction of assessment and recognition system
β Training program undertaken during the period of military services needs to be assessed and recognized.μ μ½
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μ 1μ λ³μμ λμ μΈλΆ νκ²½ λ³ν 23
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2. κ΅λ°©κ³ΌνκΈ°μ μ μ μ§ν 28
3. νμνμ΅μ¬νμ λλμ κ΅° μΈμ μμκ°λ° μꡬ 29
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1. κ΅° 볡무기κ°μ λ¨μΆ 30
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μ 4μ μ λ³ μ μ κ΅μ‘ λ° νΉκΈ° κ΅μ‘ 126
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5. κ΅° 볡무μ λ°λ₯Έ λ§μ‘± λ° νκ° 148
μ 5μ₯ κ΅° μΈμ μμμ νλ λ°°μΉ μ²΄κ³ κ°μ λ°©μ
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1. κ΅° μΈμ μμ μκΈμ²΄κ³ κ°μ 154
2. μ μ±κ³Ό νΉκΈ°λΆλ₯체κ³μ κ°μ 159
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4. κ΅° μ§λ¬΄μ²΄κ³μ μ¬μ 립 163
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7. μΈμ¦μ λμ
μ΄μ 166
μ 3μ κ³Όμ μΆμ§ λ°©μ 168
μ 4μ μΆμ§ μ£Όμ²΄λ³ μν κ³Ό κΈ°λ₯ 171
1. μ‘κ΅°λ³ΈλΆ 171
2. λ³λ¬΄μ² 172
3. κ΅λ°©λΆ 173
4. μ λΆ κ΄λ ¨ λΆμ²(λ
ΈλλΆ, κ΅μ‘μΈμ μμλΆ, 보νμ² λ±) 174
5. κΈ°ν μ λ¬Έμ°κ΅¬κΈ°κ΄(νκ΅μ§μ
λ₯λ ₯κ°λ°μ λ±) 174
SUMMARY 175
μ€λ¬Έμ§ 183
μ‘κ΅°λ³ κ΅°μ¬νΉκΈ° μΌλν 192
μμ μλ΅ 202
μ°Έκ³ λ¬Έν 25
Soluble epoxide hydrolase(EPHX2)μ μ μ μ λ€νμ±μ΄ IgAμ λ³μ¦μ μ§νμ λ―ΈμΉλ μν₯
Thesis(master`s)--μμΈλνκ΅ λνμ :μνκ³Ό λ΄κ³Όνμ 곡,2007.Maste
νκ΄ λ΄νΌ μΈν¬ κΈ°λ₯ μ‘°μ κ³Ό μ μ₯μ§ν
νμλ
Όλ¬Έ (λ°μ¬)-- μμΈλνκ΅ λνμ : μκ³Όνκ³Ό, 2011.2. μ κ²½μ.Docto
Degree System Feform Trends of Tertiary Education in the English-Speaking Countries and Its Implications
μ΄ κΈμ μ°λ¦¬λλΌμ κ°μ΄ μ ν΅μ μΌλ‘ νκ΅κ΅μ‘μ ν΅ν μ§μ
κ΅μ‘μ κΈ°λ°μ΄ λ―Έμ½νκ³ λ¨μ ν νμ λ₯Ό κ°λ μλ―ΈκΆ κ΅κ°μΈ λ―Έκ΅, μΊλλ€, μκ΅μ λμμΌλ‘, κ³ λ±λ¨κ³ μ§μ
κ΅μ‘ λΆλ¬Έμ νμμ λ κ°νΈ μ¬λ‘λ₯Ό λΆμνκ³ μμ¬μ μ μ»λ λ° λͺ©μ μ΄ μλ€.
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νμμ λλ₯Ό κ°λ°ν¨μΌλ‘μ¨ λν, FE칼리μ§, μ§μμ¬νλν, μ°μ
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μ μΌλ°λνκ³Ό μ λ¬Έλν κ°μ μ ν΅μ μΈ μν λΆλ΄ λ° κ²½κ³κ° μ½ν΄μ§κ³ μμμ 보μ¬μ€λ€.
μλ―ΈκΆ κ΅κ°μ νμμ λ κ°νΈμ κ³ λ±λ¨κ³ μ§μ
κ΅μ‘μ μμ κ°ν, νμ¬νμμ λν μ¬νμ μμλ₯Ό νμ₯μ±μ΄ κ°ν μ§μ
κ΅μ‘λΆμΌλ‘ μμ©, κ³μ μ§μ
κ΅μ‘κΈ°ν 보μ₯, μλ ¨κΈ°μ μΈλ ₯ μμμμ λμ λ±μ λͺ©νλ‘ μΆμ§λμ΄ μλ€.
μΈκ΅μ νμμ λ κ°νΈ μ¬λ‘λ λ²λ Ή κ°μ μ ν΅ν΄ μ 곡μ¬νκ³Όμ μ νμ¬νμμ λνκ° νμ€νλκ³ μλ μ°λ¦¬μ μν©μμ μ 곡μ¬νκ³Όμ μ μ΄μ λ°©ν₯μ λ¬Όλ‘ μ€μ₯κΈ°μ μΌλ‘ κ³ λ±λ¨κ³ μ§μ
κ΅μ‘ λΆλ¬Έμ νμμ λ κ°νΈ λ°©ν₯ μ€μ μ μ€μν μμ¬μ μ μ 곡νλ€.The purpose of this study was to review the degree system reform trends of tertiary education in English-speaking countries: US, Canada and England and suggest some implications for the improvement of Korean tertiary education system. To accomplish this purpose, the trends of community colleges that have recently obtained specific authority to award baccalaureate degrees in US, the development of new four-year applied degree program in colleges and technical institutes in Canada, and of two-year foundation degree as employer-focused higher education qualifications in England were reviewed as good samples which have changed the non-university system to meet more competitive economic environment. The purposes of their reforms were to raise the standard of vocational education in tertiary education sector, to react to changing needs for skilled workers, to widen the opportunities of lifelong vocational education, and to integrate academic studies and work-based learning by providing bachelor degree in technical and applicable academic area.
Korean government needs to reexamine fundamentally the reform directions of vocational education degree system in tertiary education including advanced degree course will be providing bachelor's degree in vocational colleges
[νΉμ§] κ΅μ‘ κ΄μ μμ λ³Έ μ²λ μ€μ
μ²λ
μ€μ
ν΄μλ₯Ό μν νμ μ§μ
κ΅μ‘μ μ€μμ± λλ
μ²λ
μ€μ
κ³Ό κ΅μ‘ λ¬Έμ μ§λ¨
1. μ²λ
μΈ΅μ λμ μ ν΄νμ¨
2. νκ΅μμ μ§μ
μΈκ³ μ΄νμ μ₯κΈ°ν
3. νκ΅κ΅μ‘κ³Ό μ°μ
κ³ μμκ° λΆμΌμΉ
4. μ²λ
μΈ΅μ λκΈ°μ
μ νΈ λ° μ€μκΈ°μ
κΈ°νΌ μμ
5. μ²λ
μΈ΅μ μ§μ
κΈ°μ΄ νλ λ° κ°μΉκ΄ λΆμ‘±
μ²λ
μ€μ
ν΄μλ₯Ό μν κ΅μ‘ λμ±
1. μ΄λ±κ΅μ‘ λ¨κ³μμ λνκΉμ§μ μ§μ
Β·μ§λ‘κ΅μ‘ λ° μ§λ체μ ꡬμΆ
2. κ³ κ΅ μ§μ
κ΅μ‘μ λ΄μ€νΒ·λ€μν
3. μ°μ
νμ₯μ μꡬμ νκ΅ κ΅μ‘κ³Όμ μ°κ³ κ°ν
4. μ°μ
νμ₯μ μμμ νμνμ΅ μꡬλ₯Ό λ°μνλ μ격μ λ κ°μ
5. κ΅κ°μ μμ€μ μ°ννλ ₯ μ§μμ²΄κ³ κ΅¬μΆ
6. κ΅° 볡무 μ€ μ§μ
κΈ°μ΄λ₯λ ₯ νλ‘κ·Έλ¨κ³Ό μ·¨μ
Β·μ§μ
μ 보 λ° μλ΄ μ 곡
7. VK21(μ§μ
κ΅μ‘κ°νμ¬μ
) μΆμ§ λ° μ§μ
κ΅μ‘ ν¬μκ°
[ν΄μΈλν₯] νΈμ£Όμ μΈμ μμκ°λ°μ μν νμ μ§μ κ΅μ‘νλ ¨ κ°ν λν₯
μ΅κ·Ό λͺ λ
μ λΆν° μ§μ
κ΅μ‘νλ ¨ κ΄λ ¨ μ μ±
μ°κ΅¬λ νλ¬Έμ λ
Όμμ μ₯μμ νΈμ£Ό μ¬λ‘κ° μ¬μ¬μΉ μκ² κ±°λ‘ λμ΄ μλ€. μ΄κ°μ κ΄μ¬μ νΈμ£Ό μ λΆκ° μ½ 10μ¬ λ
μ λΆν° μ°λ°© μμ€μμ μ§μ
κ΅μ‘νλ ¨ κ°νμ 체κ³μ μ΄κ³ μ§μμ μΌλ‘ μΆμ§ν΄ μμΌλ©° OECDλ ILOμ κ°μ κ΅μ 기ꡬμμλ νΈμ£Όμ κ°ν μ±κ³Όλ₯Ό μΈμ νκ³ μλ λ°μ λΉλ‘―λμλ€κ³ μκ°λλ€. νΉν κ΅μ‘μΈμ μμλΆμ κ°νΈκ³Ό ν¨κ» κ΅κ° μΈμ μμκ°λ°μ μ€μμ±μ΄ κ°μ‘°λλ©΄μ, μμ κ΅κ°μ μμ€μ μΈμ μμκ°λ° λ° νλ ¨(National Human Resource Development and Training) κ°νμ μΆμ§ν΄ μ¨ λνμ μΈ κ΅κ°λ‘μ νΈμ£Όμ μ§μ
κ΅μ‘νλ ¨ κ°νμ μ±
μ μλ‘μ΄ μ μ±
λμμ μ°Ύλ λ° μ΄κ°μ κΈ°μΈμ΄κ³ μλ μ λΆ μ μ±
λ΄λΉμλ μ°κ΅¬μ μ
μ₯μμ 맀λ ₯μ κ°λλ‘ νλ λ° μΆ©λΆνλ€κ³ ν μ μλ€. ..
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