민간 고용서비스 인력 실태 및 역량 강화 방안

Abstract

첫째, 민간 고용서비스 종사인력의 실태를 분석하였다. 전반적인 고용서비스업의 고용구조와 상담 및 취업알선 인력을 중심으로 유ㆍ무료 직업소개업 등 서비스 기관 등에 대하여 인력 실태를 파악하였다. 분석 내용은 주로 각 업종별 전반적인 종사인력 구조, 종사인력의 개인 특성 및 자격, 임금, 직무 특성 및 관련 역량 수준 등이다. 둘째, 민간 고용서비스 종사자 교육훈련 실태의 분석이다. 입직 전 관련 자격 및 교육훈련 실태와 현행 고용노동부 및 지방자치단체, 협회의 직업소개 종사자 대상 교육 실태를 분석하였다. 또한, 업체별 자체 종사자 교육 실태도 검토하였다. 셋째, 국제교육직업지도협회(IAEVG), 미국, 일본, 독일의 고용서비스 종사인력의 역량과 실태를 분석하였다. 주로 종사인력에 대한 자격 제도(국가 및 민간), 관련 역량 기준과 교육과정을 살펴보았다. 넷째, 민간 고용서비스 종사인력의 역량 제고와 관련된 장단기 정책과제의 도출이다. 종사인력의 전문성 강화를 위한 역량 도출 및 역량 강화 프로그램, 관련 자격제도 개선, 교육프로그램 제언 등을 모색하였다.

The purpose of this study is to analyze the present condition of private employment service staff members and to assess policy initiatives designed to reinforce their expertise and capabilities. To achieve this objective, first, the actual state of private employment services personnel was analyzed in terms of the current status of employment structures, quantity and quality of job referrals, and the competence of counseling staff in employment service organizations, including free or paid employment agencies. Second, the qualifications of employment service staff and the status of their education system were analyzed. Third, the condition of employment service staff members in other countries was analyzed, including those at the IAEVG(International Association for Education and Vocational Guidance), and those working in the United States, Japan and Germany. Based on this analysis, measures to reinforce the capabilities of human resources personnel are suggested as follows. First, capability guidelines should be provided at the national level. It is necessary to develop and adopt guidelines for the capabilities of career service personnel nationwide from a longer-term perspective. Because of the absence of such guidelines, policy initiatives have been inconsistent, and there is presently no educational system to develop career services expertise. Second, the current vocational counselor certification system must be complemented. There is a vocational counselor certification system in place to strengthen staff in certain specialties, but such licensing is minimally effective in this market. Above all else, the lack of practical skills among career services personnel is in urgent need of improvement. Third, it is necessary to educate the staff of private employment services, with education programs provided according to career stages and areas. Also, educational opportunities for employment service staff should be expanded, with education programs offered in the local employment center, to be consistently developed and operated by the organization with regard to employment services policies and the execution of those policies. Finally, blended learning should be introduced where possible when advanced-level courses are undertaken.