The Bridging Role for the Future, Human Resource Development
- Alternative Title
- 2007 Global HR Institute Forum
- Publication Year
- 2007-12-31
- Created
- 2007-12-31
- Table Of Contents
- PART I HRD Trends in Advanced Countries
Chapter 1. Vocational Education and Training Policies in EU Competitor Countries 3
Ⅰ. Introduction 3
Ⅱ. Background information and history of TVET systems 4
1. European Union 5
2. Australia, Canada, Japan, US 6
3. China, India, Korea, Russia 8
Ⅲ. National VET policies 11
1. Australia, Canada, Japan, US 11
2. China, India, Korea, Russia 13
Ⅳ. Conclusions 15
References 16
Chapter 2. In-Company Training in Germany - Structure, Trends and Permeability between the Dual System of VET & the Higher Education System 17
Ⅰ. Transition from School to work: Dual system of vocational education and training 17
Ⅱ. Supply and demand for company training 21
Ⅲ. Attractiveness for high potentials 24
Ⅳ. Permeability between VET and higher education 26
References 30
Chapter 3. The Challenge of Korean Society and New National Human Resource Development Policy 31
Ⅰ. Introduction 31
Ⅱ. The Challenge of Korean Society and the Need of New HRD system 32
Ⅲ. Old HRD Paradigm: College Preparation Learning Curve 34
1. Youth Stage(Primary and Secondary Education Stage) 34
2. Higher Education: Low performance and low investment 37
Ⅳ. At Adult Stage: Low participation rate of lifelong Learning 39
Ⅴ. New Paradigm for HRD: Lifelong Occupation Learning Curve 43
Ⅵ. Recent Korean Government Reform for National Human Resource Development(NHRD) 46
Ⅶ. Conclusion 48
Chapter 4. Global Issues and Talent Management - An Individual Perspective 49
Ⅰ. Introduction 49
Ⅱ. Near certainties 49
Ⅲ. Possibilities - to 2030 50
Ⅵ. Further possibilities 50
Ⅴ. The question we MUST address now is "Who will manage these possibilities?" 51
Ⅵ. What are the signs of talent? 51
Ⅶ. Managing talent 52
Ⅷ. The talent paradox 54
Ⅸ. Conclusion 58
References 60
PART II HRD Trends in Developing Countries
Chapter 5. Recent Developments in National HRD Policies and Programs for TVET 63
Ⅰ. Introduction 63
Ⅱ. Formal Education System and Labor Market 64
Ⅲ. Existing TVET capacity and output 68
1. Technical Education 69
2. Vocational Education 70
Ⅳ. Growth and Management of TVET System 72
1. Growth of TVET 72
2. Management of TVET 73
Ⅴ. Labor Force Survey 2005-06 77
Ⅵ. Recent Policy Initiatives and Programs 80
1. Ten Year Perspective Development Plan 2001-11 80
2. National Education Policy(1998-2010) 81
3. Education Sector Reforms(ESR) Action Plan 2001-2005(Extended up to 2010) 82
4. The Mid-Term Development Framework(MTDF) 2005-10; Policies and Strategies 83
Ⅶ. Future Trends and Prospects 84
1. Annual Plan Review 2006-07 84
2. Technical/Vocational Training Initiatives 85
3. Labor Market Information System & Analysis 86
4. Employment Projections 2007-08 86
Ⅷ. Conclusions 87
Abstract 88
References 90
Chapter 6. Human Resource Trend in Bhutan 91
Ⅰ. Introduction 91
Ⅱ. HRD perspective in Bhutan 92
Ⅲ. Fund Allocation for HRD 94
Ⅳ. National Human Resources: Supply Considerations 94
Ⅴ. Supply Source of Human Resource 95
Ⅵ. National Human Resources: Demand Considerations 97
Ⅶ. Human Resource Planning: Responding to Needs 98
Ⅷ. White-Collar Workers in Bhutan 99
Ⅸ. Blue-Collar Workers in Bhutan 100
Ⅹ. Constraints and Issues 101
XI. Conclusion 102
References 103
Chapter 7. The Research on the Strategy of Human Resource Development and Vocational Education Development in China 105
Ⅰ. The General Situation of China's Human Resources 105
Ⅱ. The General Situation of China's vocational education development 108
Ⅲ. The Challenges to China's Vocational Education and Training 111
Ⅳ. The Problems in China's vocational education and training 113
Ⅴ. The strategic measures to further develop China's vocational education 116
Ⅵ. Conclusion 118
Abstract 118
References 119
Chapter 8. COUNTRY PAPER on Capacity Building and Human Resource Development in Cambodia 121
Ⅰ. Introduction 121
Ⅱ. Education Perspectives 122
1. General Education 122
2. Technical Vocational Education and Training ? Problems and Issues 125
3. Higher Education 140
Ⅲ. National Strategy - Capacity Building and Human Resources Development 141
References 146
PART III Bridging HRD Between and Developing Countries
Chapter 9. Human Resources Development Needs of Advanced and Developing Countries 149
Ⅰ. Introduction 149
Ⅱ. Human Resources Development and Training; The Challenge 151
1. HRD and training: the challenge to poorer nations 152
2. HRD and training: the challenge for advanced nations 154
3. HRD and training: Asia and the Pacific 156
Ⅲ. HRD and Training Reforms 158
1. Competency standards 159
2. National qualification frameworks(NQF) 160
Ⅳ. Financing HRD and Training 162
Ⅴ. Interlink and Exchange 164
1. Interlink and exchange: issues and case studies 165
1) Training fellowships and study tours 166
2) Establishing competency-based standards, testing and certification 167
3) Case studies: donor interventions 168
4) Fully researched training fellowships 169
5) Web-based virtual interlink and exchange 170
2. Lessons learned 171
Ⅵ. Recommendations and Approaches to HRD and Training Interlink and Exchange - Information and communication technology(ICT) 172
Ⅶ. Summary 174
References 177
Chapter 10. Building Human Resource Highways for Bridging between Advanced and Developing Countries 179
Ⅰ. Introduction 179
Ⅱ. Regional Status and Trends of TVET for HRD in Asia and the Pacific 180
1. Demographic Trends 181
1) Population Growth 181
2) Aging Population 181
3) Massive and Rapid Urbanization 182
2. Brain Drain with International Migration 183
3. New Trends in TVET for HRD in Asia and the Pacific Region 184
Ⅲ. Harmonization and Standardization of HRD Systems for Labor Market Opening and Workforce Mobility 186
1. Pressing Problems in Workforce Mobility with Labor Market Opening 186
2. Labor Market Demands with Workforce Mobility 187
3. Establishment of Asia and the Pacific Regional Accreditation and Certification Commission 188
Ⅳ. Building e-Highways for Human Resources Management toward Global Labor Market 189
1. Career Development Systems 189
2. Employment Supporting Systems 191
3. Concept of Human Resource Highway 192
Ⅴ. Conclusion 194
References 196
Chapter 11. Bridging HRD in Countries at Different Stages of Development 201
Ⅰ. Introduction 201
Ⅱ. The Metaphor of the Bridge 202
Ⅲ. Why Are There One-Way HRD Bridges? 205
Ⅳ. Creating Two-Way HRD Bridges 207
Ⅴ. Conclusion 209
References 211
Chapter 12. Korea's Perspective on the Role of Interlink between Advanced and Developing Countries Regarding HRD 213
Ⅰ. Background 213
Ⅱ. Analysis of HRD in Developing and Developed Countries in Terms of a System Approach 214
1. Analytical framework: A system approach 214
2. Analysis 215
1) Environment 216
2) Inputs 221
3) Process 223
4) Output 226
5) Feedback 232
Ⅲ. Korea's Current Role in Bridging the Gap Between Advanced and Developing Countries regarding HRD 233
1. Korea's ODA Operation System 233
Ⅳ. Policy Suggestions for Bridging Roles 236
1. Suggestions for the environmental analysis 236
2. Suggestions for the input analysis 236
3. Suggestions for process analysis 237
4. Suggestions for output analysis 237
5. Suggestions for feedback analysis 238
References 239
- Publisher
- 한국직업능력개발원
- Citation
- 조은상. (2007-12-31). The Bridging Role for the Future, Human Resource Development. UNESCO Regional Center 사업(2007).
- Type
- Research Report
- Appears in Collections:
- 연구보고서 > I. 기본보고서 (1997~현재)
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