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Korean Experience of HRDwith the Development of National Competency Standards
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ⅠⅠ. Economic Growth and. Economic Growth and
Human Resources DevelopmentHuman Resources Development
1. Rapid Economic Growth of Korea
from an impoverished country to a modern industrial state
Source: Bank of Korea.
2. Economic Development: GDP 2. Long-term Trend of Per Capita Income (1953~2013; US$)
4
Global Crisis
Asian Crisis
Economic Planning
Liberation
Korean War
OECD
Source : Bank of Korea
3. Economic Development : Major Industries
Maximizing the effectiveness through “Selection and Concentration” basis
AssemblyParts Distribution End UserRaw
MaterialsProcessedMaterials
Industry Linkage b/w Strategic Sectors in Korea
GeneralTrading
Co’s
Foreign Buyers
Textile
Autos
Electronics
Apparels
Steel
PetrochemOil & Gas
Imports
Iron Ore
ElectronicParts
Auto Parts
Ship-Building
Ship-building Parts
StrategicSectors
Objective
4. Selection of Strategic Industrial Sectors
ImportsImports
Input-driven Industrialization Innovation-driven
1997~present1961~1973 1973~1997
Industry
• Light Industry
• Wig, Plywood, Garment, Textile, Shoes
• Export Promotion Policy initiated
• Heavy & Chemical Industry
• Big 5 + 1
• Steel, Autos, Shipbuilding, Petrochemical, Semi-Conductor, Construction
• Economic crisis and global competition
• Technology-based Industrial Upgrading
• 6 T’s (ICT, NT, BT, ST, ET, CT)
Demand for labor
• Simple but abundant laborSkilled workers and
Technicians• Practical engineers
HRD Policy
• Massive migration from rural to urban
• Formal compulsory Education
• Korean model of factory- school-dormitory
• Vocational Educations and Training
• Vocational High School, Technical College, Training Center
• National Skills Qualifications
• PPP for SMEs
• Development of NCS’s
• Korean Apprenticeship based on NCS’s
Efficient supply of workforce based on industrial demand
Objective
5. Aligning HRD with Labor Demand
5-1. Korean Model of Factory-School-Shelter
Model of Factory-
School-Shelter
Factory/Workplace(8-17 O’clock)
Dormitory(22-8)
School(18-22)
Family
Job/incomeHousing/Security
Education/Basic competency
Assistance/Community
• By Law, large factories must operate formal schools with boarding.
• Then, youth were truly workers-cum-students.
Education/Basic competency
Experience of Korean economic growth and Skills training
Meaning of Initial Education to the Job World
Meaning of Vocational Education and Training to the People
5-2. Model of Practical Engineers
Reform the Engineering Schools to supply Practical Engineers
5-3. PPP: Training Consortium for SMEs
Education/Basic competency
5-4. Korean Model of Training Consortium for SMEs
Consortium for SME Training
Government Large Enterprises
University SMEs
finance leadership
competency followership
Linkage in Supply
Chain
• Trainers : 20% from Academy and 80% from Industry
• Trainees : 20% from Large Enterprises and 80% from SMEs
Education/Basic competency
제 13 강 노동조합제 14 강 노동쟁의와 단체교섭제 15 강 노동시장 및 노사관계 정책
Industrial demand for skills and workforce Key HRD policies
Stage I
1960s –early 1970s
- Light Industries (Textile, Garments,
Shoes, Assembly of electric products)
- Well disciplined workers
- Abundant and cheap labor-force
- Labor Migration from rural to urban
(Low Paddy pricing, Urbanization)
- Basic Education for all
- In-plant schools
Stage II
late 1970s-1990s
- Heavy and Chemical Industries
- Big 5 + 1
(Steel, Shipbuilding, Automobile, Electronics,
Petro-Chemicals, and Construction)
- Skilled workforce and Technicians
- Vocational High Schools, Technical Colleges
- Vocational Training Centers
- Mandatory in-plant Training
- National Qualification System
Stage III
late 1990s-
- Technology-augmented manufacturing
- 6T’s: ICT, BT, NT, ET, ST, CT
- Practical Engineers
(working in plant cum designing in office)
- Innovation of engineering universities
- Poly-tech colleges and training centers
- Coop b/w school and industry
- in-plant engineering schools
New Challenges
- Global Skill Standards
- Lifelong HRD for Adults
- Special HRD programs for the
disadvantaged groups
- National Qualification Framework (NQF)
- National Competency Standards (NCS)
- Training Voucher for All
6. Summary and policy recommendations
• Formulation of comprehensive national development plan focusing on the strategic sectors(ex. Petrochem Sector Development Plan or National ICT Master-plan)
• Needs to coordinate with line ministries to formulate strategies
• Utilize international experience
National Development Plan for Strategic SectorsNational Development Plan for Strategic Sectors
HRD plan based on Strategic SectorsHRD plan based on Strategic Sectors
Implementation of
HRD Programs
Implementation of
HRD Programs
• Implementation and monitoring of HRD programs required
• Vocational Education and Training initiated by the Government
• Strong coordination between executing agency, line ministries, education and training authorities
• Well-defined HRD policies corresponding to the industrial needs
− Provision of employment information to job seekers
− Provision of education and training in the field
• Co-work between Industry, Education, and Labor Authority is required
6-1. Policy Recommendations
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ⅡⅡ. DEVELOPMENT of NCS in . DEVELOPMENT of NCS in
KoreaKorea
NCS(National Competency Standards)?
1) National - Mandatory, set by the Government - Nation-wide, Industry-wide, therefore common to industries
2) Competency- knowledge, skill, attitude required to perform a job or task effectively- based on industrial demand
3) Standards- established by public authority- common in each industry or occupation
1. Concept
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Qualification
VET
CareerDevelopment
NCS(National Competency Standards)
Common knowledge, skills, and attitude, standardized by public authority, required to effectively perform a job or task in each industry
Standardize
Feedback
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2. Classification of NCS
77 8 5 6
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3. NCS Level Framework (KSA: Knowledge, Skill, Attitude: A: Autonomy)
Level Description Title Qualification Academic Degree
8[KSA] Creating new theory using the highest degree of knowledge and[A] Assigning the obligations and responsibilities for organization and the whole work process
Executive
Director
Master
Craftsman/
Professional
Engineer
Doctorate
7[KSA] Not only using specialized knowledge and theory, also using related knowledge and theory[A] Assigning the obligations and responsibilities for others' consequences
General
Manager
6 [KSA] Accomplishing tasks within independent authorization[A] Using knowledge and theory relevant to field
Deputy
Gen.
Manager
Master
5 [KSA] Accomplishing tasks within overall authorization[A] Using knowledge and theory somewhat relevant to field
Manager Engineer Bachelor
4 [KSA] Accomplishing tasks within general authorization[A] Using knowledge and theory somewhat relevant to field
Assistant
ManagerTechnician Associate
3 [KSA] ] Accomplishing tasks within limited authorization[A] Using basic knowledge and theory relevant to field
Senior Staff
2 [KSA] Accomplishing tasks under the supervision and basic instructions[A] Using basic knowledge relevant to field
Staff CraftsmanHigh
School
1 [KSA] Accomplishing tasks under thorough supervision and specific instruction[A] Using basic knowledge, understanding vocabulary, ability to calculation, etc.
Intern
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4. Composition of NCS
A set of competency units= National Competency Standard
Report a development schedule and labor market analysis
n
6. National Qualification Framework(NQF)
NQF : A National framework in which alternatives of forming competecies are assessed and recognized as equi-valence
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III. Korean Model OF ApprenticeshipIII. Korean Model OF Apprenticeship
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Operator Individual company or Training center (not school)
Target group People between 15 and 29 years old who want to get a job
Status of trainee Worker under the Labor Law: Labor contract
Program- At least 6 months up to 4 years -Off-JT + S-OJT (Structured On the Job Training)- Each company makes its own program based on NCS
Trainer One with advanced competencies and qualifications
Evaluation& Certification
- Project-based evaluation - Government certifies trainees’ competency based on the NCS
Employment More than 90% of trainees have been employed to the company
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1-1. Korean Apprenticeship System:
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Select
Companies
Develop
Programs
Recruit
Apprentices
Off-JT
(70%) Assess
CompetenciesEmploy
S-OJT
(30%)
Verifying
Programs
Monitoring
Quality of Training
Awarding Certifications
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3. Government Supports
• Program development cost (per company) - Program development: 9,000,000 KRW (8,000 USD) - Teaching materials development: 3,000,000 KRW (2,600 USD) (p/c)• Operation cost (per year)- In-company trainers’ allowances: 8,000,000 KRW (7,000 USD)- HRD staff’s allowances: 3,000,000 KRW (2,600 USD) - Training support fees: actual expenses
- Apprentice allowance: 4,800,000 KRW (4,200 USD) - Boarding : 2,550,000 KRW (2,200 USD)
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4. Further Development
• Selecting 50 most successful firms (medium/small-sized)• Developing training programs with firms
• 7 strategic industries (e.g. Machine, Software, Electronics)• Selecting 1,000+ firms
• Expanding up to 10,000 firms & 70,000 trainees• Providing standards and curricula for apprenticeship programs• Officially recognizing the skills qualification based on the NCS
Thank youThank you
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