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$)

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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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