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청년층 고용확대를 위한 직무역량 중심 채용시스템 연구

Related Document
Frame of Image , 한국직업능력개발원 주휘정 박사와 연세대학교 장원섭 교수가 공동으로 연구를 수행하였다. 제1장과 제3장은 장주희 박사가 집필하 였고, 제2장은 장주희 박사와 장원섭 교수가 집필하였으며, 제4장과 제5장은 장주희 박사와 주휘정 박사가 집필하였다. 장지선 위촉연구 원은 연구가 원활히 수행될 수 있도록 연구의 전 과정을 지원하였다. 본 연구의 설문조사와 인터뷰에 참여해주신 기업 인사담당자와 대 학 취업지원 담당자, 취업준비생들께 깊은 감사를 드린다. 바쁜 업무 중에도 아낌없는 조언과 자문의견을 주신 전문가들께 감사의 마음을
전한다. 이 보고서에 수록된 내용 및 의견 등은 한국직업능력개발원의 공식 의견이 아니며, 연구진 개인의 견해임을 밝힌다. 2015년 12월 한국직업능력개발원 원장 이용순
차례 i
제목 차례
요약 제1장 서 론_1
제1절 연구의 필요성 및 목적 ··················································· 3 제2절 연구 내용 및 방법 ·························································· 8 제3절 연구의 범위 ··································································· 15 제4절 용어의 정의 ··································································· 16
제2장 직무역량 중심 채용의 배경과 구성요소_17
제1절 능력주의 사회와 청년층 고용 ······································ 19 제2절 직무역량 중심 채용의 개념과 특징 ····························· 29 제3절 직무역량 중심 채용 동향 ············································· 44 제4절 소결 ················································································ 54
제3장 직무역량 중심 채용의 실태 및 사례분석_57
제1절 직무역량 중심 채용의 실태 ········································· 59 제2절 직무역량 중심 채용 사례 ··········································· 100 제3절 소결 ·············································································· 119
ii
제4장 직무역량 중심 채용에 관한 인식과 요구_123
제1절 인사담당자 ··································································· 125 제2절 취업준비생 ··································································· 143 제3절 대학 취업지원 담당자 ··········


Full Text
Title 청년층 고용확대를 위한 직무역량 중심 채용시스템 연구
Similar Titles
Material Type Reports
Author(Korean)

장주희; 주휘정; 장원섭

Publisher

세종 : 한국직업능력개발원

Date 2015-12
Series Title; No 기본연구 / 2015-23
ISBN 979-11-5940-882-3
Pages 271
Subject Country South Korea(Asia and Pacific)
Language Korean
File Type Documents
Original Format pdf
Subject Social Development < Employment
Holding 한국직업능력개발원
License

Abstract

The unemployment rate of people aged between 15 and 29 is at its highest level since 2000. Job competition is as high as it can be among those who enter the labor market. Therefore, fair competition and equality of opportunity cannot be more important. Korean society has placed more emphasis on educational background, especially which college the person graduated, when it evaluates a person’s qualifications. Also Korean companies have focused on an applicant’s educational background rather than on his/her competency to do the job. However, more companies have adopted competency-base hiring systems recently. In 2015, the Korean government started to encourage the use of the NCS (National Competency Standards) in hiring new employees in public institutions.
The purpose of this study was to explore the current status of competency-based hiring among Korean companies, and to make suggestions for its proliferation. A survey was conducted and 449 HR managers responded. Five case studies were conducted: one small sized private company, one conglomerate, and three public institutions. To identify perceptions and needs of both supply and demand sides, HR managers from the private and public sectors, job seekers, and career center staffs in colleges were interviewed. Suggestions for developing competency-based hiring were discussed.
The Korean government should provide clear policy guidelines for NCS-based hiring. The revision of related laws should be considered to enhance fairness and equality in companies’ hiring process. Success cases of NCS-based hiring should be accumulated and disseminated and continuous support and monitoring should be accompanied as well. Linkage of NCS-based hiring and existing policies which target HR practices will bring about synergy.