For the better Coordination between Employers and Training Providers - - PowerPoint PPT Presentation

For the better Coordination between Employers and Training Providers in Korea

abridged version of National Skills Development Strategies in Korea

7 May 2011 Hwang, Gyu-hee

Korea Research Institute for Vocational Education and Training

○ With dwindling productive population and getting higher education level,

• rapid decrease of training target resources in initial-training
• degraded vocational education function of vocational high school.
• However, co-existence of continuous youth unemployment and lacking workforce in small

companies ○ Changed target of Vocational Training

• Increased demand for employee upgrading
• 1. Challenges in Current VET
• Increased demand for employee upgrading
• Strengthened vocational training for rehire of laid-off workers

○ Gradual decline of training system effectiveness led by government

• Insufficiency of the industry-specified training and the skill-upgrade training
• Transition to a support program for private vocational training
• New trend of job training program led by worker

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• 2. On-going Changes

2.1. Education and Labor Market

○ For the effective human resource development

• Participation of industry in workplace training and school-company partnership

: Specialized vocational high-school : Contract-based curriculum in response to company needs : Diagnosis and management on Quality of Educational and Training

• Enhancing information for reasonable career development:

: Not only the current situation but also information for future vision and skills needs : Not only the current situation but also information for future vision and skills needs

• Continuous educational reformation

: Enforce vocational education in overall school-level : Higher education(including Master and Ph.D.) as one of VET (not yet fully included)

○ For better workforce utilization

• Improve economic opportunity and labor condition in small companies
• Provoke business opportunity for talented persons including students

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○ Introduction of the Vocational Training Account in 2008

• Enforced the right to choose and the self-driven training program,

by transition from training institute centered support method to direct support method to trainee

• Aimed employment expansion by supporting certain amount of money to job-seeker and

enhancing self-choosing training course from the government-approved ETPL(Eligible Training Provider Lists)

< Evaluation on pilot program >

• 2. On-going Changes

2.2. Vocational Training Account

< Evaluation on pilot program >

○ Positive aspect:

• job-seeker's will to participate the training became higher
• customized training was possible with modulated training.
• Private training institutes became vitalized

○ Negative aspect:

• Training result was not led to higher rehire rate

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• < Direction for Improvement >

○ Training consulting with sufficient information provided is necessary:

• information of labor market demand & wage,
• information for best training institute
• diagnosis on job-seeker's ability
• 2. On-going Changes

2.2. Vocational Training Account

• ○ Management of learning/training history is necessary
• Competency required by desired duty needs to be connected with learning/training history
• Connecting the competency acquired through training

along with qualification and regular education & training system. * Connecting technical qualification and education history is the priority task ○ Impose responsibility to trainee and training institute for employment is necessary ○ Adjust self-payment rate by training course :

• Trainee pays 20~40% of training expense to avoid moral hazard

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• 2. On-going Changes

2.3. Response to the Future Skills Needs (not yet arrived in policy)

• ○ Importance of future skills needs in response to technological change
• When considering the time lapse of high-level HRD, preparation for 2020 technology prospect

should start by now

• Interconnecting industry's future technological demand, job change prospect and reforming school

curricula

• Provide this information to school, student and parents

○ Prospect on future technology, job change and skills needs

• Prospect on future technology, job change and skills needs
• On the basis of technology realization timing, technical difficulty and similarity with existing

technology, foresight emergence of new jobs and necessary HR demand level

• peer review (occupation analyst, technology information analyst) + patent analysis (IPC, keywords)

○ Analysis on related curriculum

• Analysis on related curriculum according to the analysis on technology outlook and future skills needs

○ HRD task and policy development

• Connection between subjects : Enterprise ~ School ~ Government
• Connection among Government Ministries: Sci./tech. ~ Industry ~ Labor ~ Education

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• 3. Further Coordination between Employers and Training Providers
• ○ For correspondence of development of VET curriculum and skills needs from

employers

• Participation of sector council into VET curriculum development
• Under the circumstance in which developing corporation-led-training-program is possible in major

enterprises only in Korea, small enterprises need more expanded support on consigned training of employees

• Employers and Training Providers

○ Sharing better Information between employers and training providers

• Providing information on training contents from best training institutes and achievement in labor

market by training course to related companies

• Integrating the information of employment opportunity, job-seeking and training
• Strengthening the management of trainee’s learning/training history
• > The main role of government should be the supporter and facilitator for them

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