과학기술분야 핵심인력의 경력단계와 인적자원정책

Abstract

국가 경쟁력은 첨단과학기술분야의 우수 핵심인력을 어떻게 양성하고 활용하는지와 관련된 국가 정책 실현성과 관련이 깊다. 이 연구는 국내외 18인의 과학기술분야 박사들을 대상으로 경력형성, 성장, 성숙기, 은퇴기 등 경력단계별 국내활동의 촉진과 장애 요인에 심층적으로 접근하여 국내활동의 주요 요인을 추출하였다. 과학기술분야 박사학위 취득 이후 국내외에서 체류하는 인력의 경력단계별 접근과 생애사 접근의 질적 심층면담 연구는 전혀 시도된 바 없는 것이기에 더욱 값진 연구성과라 할 수 있다. 특히 이 연구의 정책 제안들은 정책을 형성하고 집행하는데 중요한 기초자료를 제공하여 핵심인력의 전 생애 주기적 국가 정책을 입안하고 실현하는 주요한 촉진제가 될 것이다. ○ 주요내용 - 과학기술분야 핵심인력의 국내 활동 촉진 및 장애요인 분석 - 국내외 과학기술분야 핵심인력의 경력단계별 국내활동 요인 - 과학기술분야 핵심인력의 국내 활동 유치 및 활용 정책 방안

With the rapidly development of ICT and the importance of HRD policy specially in the area of Science and Engineering, OECD countries have been tried to investigate the “right” policy for development and utilization of the core-human resources in this area for the strong national competitiveness. Korea is not the exception. Mostly research for this area in Korea is focus to reveal the quantitative approach to show the numbers such as Ph.D. holders and rate of the employment/unemployment. This quantitative oriented research has the limitation of explanation why core-human resources in Science and Engineering field decided to stay United States where they received the Ph.D, and have the hesitation to come back and develop careers in their home country. Thus, the concrete and dynamic process of career development for whole life of core-human resources were need to investigate for the "right" policy development with the qualitative research methodology not the quantitative way. This research is purpose to investigate and explanation what is the push and pull factors to develop their careers for the core-human resources in Science and Engineering filed in Korea. A person who received the Ph.D in the United States and have the position in University, Company and Research institute more than 10 years are referred to as a core-human resources in this research. For the purpose, career development stages were dived to four stages such as career formation, career growing, career maturation and career retirement stage. Total of 18 numbers of core-human resources were agreed to participate this research and actively performed the deep face to face interview for their life and careers history. Life satisfaction, push and pull factors depending on 4 stages of each participates were interviewed and analyzed. In addition, "career picture" were drawn by 18 participations for understanding their career and life history. In conclusion, this research investigated and explained the reasons of push and pull factors that they experienced the hesitation of developing careers in Korea according to their career stages. Moreover HRD policy alternatives especially for the core-human resources in the Science and Engineering Field were suggested according to the 4 stages in the perspectives of 18 participations. Therefore, this research tried to broaden the perspective to understand the pull and push factors working in Korea after receiving Ph.D from the United States and the results are expected to utilize in developing national policy for the issue of "brain drain" matter in Korea.