인적자원개발 인증제 연구 - 체제구축을 중심으로

• 영문명: A Study on a Human Resource Development Recognition System - Centering on System Consolidation -
• 발행기관: 한국직업교육학회
• 저자명: 김미숙(Mee Souk Kim) 이동임(Dong Im Lee)
• 간행물 정보: 『직업교육연구』제21권 제1호, 29~50쪽, 전체 22쪽
• 주제분류: 사회과학 > 교육학
• 파일형태: PDF
• 발행일자: 2002.06.30

영문 초록

In knowledge-based society, human resource development (HRD) policies need rolling out with a relevant learning revolution. Further needed is the recognition of a consolidated institution responsible and necessary for individuals to obtain successful life capabilities in a changing society. To fulfill social obligations knowledge-based societies should foster a centralized HRD system. The necessity for introducing this recognition system has increased The HRD recognition system development scope and level requires preparation. Methods to maintain and further develop the system are also required. The system should aid individuals in competency self-development and facilitate corporate and national manpower demand and supply issues. Facilitation is especially significant for a knowledge-based economy. Thus, an HRD recognition system would serve as a knowledge-based economy foundation. A recognition system would play a role in not only quantitatively changing systems but also of qualitatively enhancing systems within organizations. Businesses may obtain employees more properly, placing them in appropriate positions to raise management efficiency and effectiveness. Radical changes may be realized from existing training program issues and methods. HRD organizations, like training institutions, may comply with national HRD policies mandating new program development and the revolutionizing of training and teaching method introductions and practices. Programs should be designed to develop human resources according to social demands. Furthermore, individuals may continue to systematically develop their own capabilities while employed, even after graduation from standard education institutions. Businesses could consolidate an infrastructure that allows for manpower demand provisions. By consolidating a system that confirms and develops an individual`s capabilities within their work place, they may obtain competency to survive and comply to the demands of a competitive society. Therefore, such a condition may serve as a momentum for a society to be a place where continuing education is regarded as a basic requirement. For accommodating issues and methods in training diversification caused by societal and technological changes, 「Diversified Supporting System for Vocational Competency Development」 is required. In other words, most existing programs for vocational competency development should be conducted by training groups in the form of indirect support, as in training course expenses. Accordingly, the support system for consolidating training infrastructure would be introduced. By this, all conditions for worker-centered training, reflecting changes in technology and industrial society would be prepared for. The apparatus that complements all existing vocational competency development training problems is required. The apparatus may be obtained by businesses arriving at the basis for HRD enforcement. By this, the required changes in company structure and in business culture may be guaranteed. Changes to be made are for strengthening business competitiveness and elevating individual competency for employment. The apparatus is needed, because existing programs are not efficient enough to be practically applied. Business and company owner requirements are difficult to perceive at appropriate times. This is because of the formalities and complicated procedures that are part of obtaining training approval. In these cases, training is neither substantial nor helpful, but only formal. Furthermore, recognition of the necessity and importance of training may be superficial. And due to insufficient training credibility, effectivity may not be expected, thus causing increased economic and social expenses. The future course of worker vocational comp