지식강국건설을 위한 국가인적자원개발(III) : 사업 서비스 분야 인적자원개발

Abstract

사업 서비스업은 제조업이나 서비스업 등 산업 전반의 생산성 향상 및 고부가가치화에 핵심역할을 담당하며 그 자체가 대표적인 지식기반산업인 바, 지식의 창출 및 활용의 주체인 인적자원의 수준이 그 경쟁력을 결정하게 된다. 우리 나라의 경우 과거에 비하여 사업 서비스업의 비중이 지속적으로 증가하고 있으나, 생산성 측면에서 선진국에 비하여 낮은 수준에 머물고 있으며 무역수지 또한 수입이 수출을 훨씬 앞지르고 있는 현실이다. 이는 사업 서비스업에 종사하고 있는 우리 나라 인력의 질적 수준이 선진국에 비하여 상대적으로 낮다는 것을 시사하며, 인력의 양성 및 재교육 정책에서 이 분야 인적자원개발 문제를 보다 심도 있게 다루어야 할 필요성을 제기한다. 이러한 문제인식 하에 이 연구는 사업 서비스업 중 정보처리ㆍ컴퓨터 운영업, 법률, 회계, 광고, 시장ㆍ여론조사, 경영자문, 디자인 등 7개 분야를 중심으로 사업 서비스업의 변화 추세, 인적자원개발 현황 및 전망, 그리고 관련 정책을 분석하고, 이에 기초하여 사업 서비스업 인적자원개발 정책방안과 추진전략을 논의하고자 시도되었다. 이 연구에서 논의ㆍ제안된 정책 방안들이 우리 나라 사업 서비스업 인적자원개발 관련 정책의 수립ㆍ집행에 중요한 기초 자료로 활용되기를 기대한다.

Business services play a central role in increasing the productivity and value-added of other industries. As one of the key knowledge-based industries, the competitiveness of business services is heavily dependant upon the quality of human resources creating and utilizing knowledge. While business services in Korea has grown by 23.3% on annual average in terms of value-added created, it has had problems such as a mismatch between manpower demand and supply and a shortage of in-house education & training opportunities due to the large proportion of SMEs. This study analyzed changing trends of business services, manpower development & supply, and the related government policies in the 7 areas of business services -- IT information, advertisement, law, accounting, marketing and public opinion research, management consulting and design, and suggested policy tasks and strategies for the human resources development in the business services industry. Policy directions for the HRD in business services are as follows: 1) diversification and specialization of education and training opportunities for professionals in individual business services area; 2) human resources development based upon demands from actual service fields; 3) design and development of infrastructure such as information, finance, organization etc.; 4) enhancement of government support to education & training for SMEs in business services. On the basis of the above policy directions, following policy tasks are discussed. 1) development and operation of programs for training and retraining professionals in individual business services areas: ① development of training programs for professionals tailored to individual business services industries, ② securing competent teachers & trainers, ③ strengthening the linkage between training programs and qualifications, ④ development of reeducation and retraining programs for upgrading professional knowledge & skills of incumbent workers, ⑤ development of training program for cultivating generic skills, ⑥ introduction of accreditation for education & training programs in individual business services area; 2) implementation of education & training programs based on industry-education cooperation: ① strengthening cooperation between education and training institutes, and sector councils, ② provision of incentives to enterprises participating in the industry-education cooperation programs; 3) establishment of systematic and effective in-house HRD systems in enterprises: ① organization of a HRD unit within each enterprise or appointment of HRD personnel, ② provision of diverse retraining programs for incumbent workers, ③ development and implementation of career development plans for individual workers; 4) establishment of information system for HRD in business services: ① setting-up of a DB for professionals and related institutes in each business services area, ② building-up of manpower forecasting system; 5) improvement of the qualification system for each business services area: ① revision of a national qualification system, ② preparation of a new qualification system for international transferability; 6) provision of financial and administrative support to SMEs. Strategies for implementing the above policy tasks are as follows: 1) organization and operation of 'Sector HRD Council' in business services area, 2) formulation of a master plan for HRD in the business services industry at a national level, 3) systematic linkages and coordination among related policies through the 'Ministerial Meeting for HRD,' 4) government incentives, and 5) scientific monitoring and evaluation of policy implementation processes and results.