• Journal of the Korea Safety Management & Science
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• v.24 no.4
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• pp.157-173
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• 2022

In South Korea, the history of the qualifications has been matured with industry development. Since National Technical Qualifications Act was enacted in 1973, the government makes an effort to develop the ability for improving socioeconomic status and the contribution of qualifications to industry. As the industry has been diversified and globalized, the government has efficiently and systematically operating the qualification by enacting Framework Act on Qualifications in 1997. And then, the qualifications are classified into national qualifications, private qualifications, and foreign qualifications. However, it is hard for national qualifications to abolish or establish a qualification by each organization and the privileged license acquisitors as the qualifications are separately operated by the laws and the organizations and lack consistency. For private qualifications, it is harder to organize even by the government because of the entry barriers by each qualification association. For those reasons, it is necessary to organize the system adapted in the changing job market and operated by the organization managing the qualification system with consistency. This research indicates the inefficiency of the qualification system because the work-study parallelism National qualification system, enacted in 2020, is like the qualification system in business in terms of the general operating system and the operator, except the institute and the law related. Therefore, we analyze the work-study parallelism National qualification system and the qualification system in business and suggest the efficient method to operate and the future research plan regarding the whole qualification system.

• Journal of vocational education research
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• v.35 no.6
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• pp.113-141
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• 2016

The apprenticeship training is given as a solution of the youth unemployment problem. The apprenticeship is a system that companies hire and instruct trainees and is implemented in various countries. In Korea, there is a Korean work-learning dual system which is managed by the government rather than the company itself. This Study analyzed Germany, Switzerland and Austria's apprenticeship training system and compared common factors of apprenticeship system, a trainer in company and cost-benefit analysis. The result of the study can be shown as follows. First, Germany operates practical training, meanwhile Switzerland and Austria provide a pre-education course before students enter the upper-secondary VET course. Second, Germany and Switzerland give a single type apprenticeship training, whereas Austria runs a modularization system, which enables students to specify their skills and improves clarity. Third, social partners as well as the government, states, companies/schools actively participate in apprenticeship. Fourth, there is a suitable trainer's qualification system in all countries. Finally, Germany and Austria's companies cause larger cost than benefit in apprenticeship. On the other hand, Switzerland gets larger net-benefit than cost. We can give implications to the Korean work-learning dual system based on this study.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.145-162
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• 2020

The dual system in Korea already plays an important role in quantitative terms in the Korean lifelong vocational competency development system. However, since most of the existing dual system performance management plans in Korea focus on qualification-linked dual system, research on the effective performance management of the four-year university-driven dual system is very insufficient. This paper presents multiple measures for developing a performance management system suitable for the university-driven dual system to achieve qualitative improvement of the contract departments of the dual colleges or universities. As an approach to the end, a performance evaluation system is established by developing the evaluation items and indicators for the dual colloeges' contract departments. Next, it analyzes the needs of various stakeholder groups such as field teachers of the involved companies, students in apprenticeship and OJT professors of KOREATECH through FGI's and polls to diagnose the current operational performance, especially the causes of high drpout rates of the contract departments. From these results, the paper presents firstly the development of measuring methods for the developed performance indicators of the evaluation system and then a systemic performance management system which is based on 'input-transformation-outcome-feedback' structure. In addition, some measures for improving the high dropout rate and performance are presented from the viewpoints of each stakeholder.