The Development of a National Certificate on the Basic Competencies for Korean Workers
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Transcript of The Development of a National Certificate on the Basic Competencies for Korean Workers
- AASVET Meeting: Asian Session -- AASVET Meeting: Asian Session -INAP ConferenceINAP Conference
* Seung-IL Na ∙ **Jeong-Yoon Cho ∙ * Hyun-Jin Jang ∙ * Hee-Jin Sung
*Vocational Education and Workforce Development Program, Seoul National University, 599 Gwanak-ro, Gwanak-gu, Seoul 151-742, South Korea**Korea Research Institute for Vocational Education & Training, 46 Samseong-ro,
147gil, Gangnam-gu, Seoul, 135-949, South Korea
* Seung-IL Na ∙ **Jeong-Yoon Cho ∙ * Hyun-Jin Jang ∙ * Hee-Jin Sung
*Vocational Education and Workforce Development Program, Seoul National University, 599 Gwanak-ro, Gwanak-gu, Seoul 151-742, South Korea**Korea Research Institute for Vocational Education & Training, 46 Samseong-ro,
147gil, Gangnam-gu, Seoul, 135-949, South Korea
May 26th, 2011May 26th, 2011May 26th, 2011May 26th, 2011
IntroductionIntroduction
MethodsMethods
ResultsResults
ConclusionsConclusions
ImplicationsImplications
Seoul National Univ. Seung-Il Na
c Background
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I. Introduction
Skill mismatch problem
- Youth unemployment rate : 8.5%(Statistics Office, 2011)- Workforce vacancy rate of companies : 17.6%(Ministry of Labor, 2009)
To Recruit and Retrain Cost for Basic Competencies are High
- Recruiting cost of each applicant required 1 million 150 thousand KRW(1,150$)- Retraining time of new employees takes 19.5 month- Retraining cost of each new employees required 60 million KRW(60 thousand $)
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I. Introduction
• No certificate to assess the entire domain of basic competencies
• Assessment the basic competencies are not eligible
in National Technical Qualification system in Korea
• NTQ Act scope has been included a section on basic skills in Article 8-2
Needs for the Basic competencies Certificate in KoreaNeeds for the Basic competencies Certificate in Korea
The new installation needs be reviewed with focus on the necessity of
certificate new installation, the validity in industrial fields, and plan for
assessment and execution in consideration of relevant legal
requirements
• Assessing the basic competencies as a governmental requirement
• Assessment-based certificate on basic competencies (e.g., GWRC in U.S.A)
• Course-based certificate on basic competencies (e.g., FSQ & WSQ in the U.K.,
NCES in New Zealand, Employment skills in Australia)
Assessment the Basic Competencies in Advanced CountriesAssessment the Basic Competencies in Advanced Countries
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Methods(1)
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II. Method
Literature Review
- Reviews previous studies on the basic competencies qualification and websites in Korea and other countries
Survey of Industrial Needs
- Population : Member companies of Korea Chamber of Commerce & Industry- Sampling : 400 companies were sampled randomly among 1,065 member
companies of Korea Chamber of Commerce & Industry
Benchmark of Overseas Case
- Countries : U.S., Australia, New Zealand, U.K., Japan- On-site survey for Australia and New Zealand- Expert invitation and local expert’s investigation for U.S cases
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Methods(2)
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II. Method
Expert Consultation
- Three session of expert consultation have been exequted for validity of this study- Panel: Vocational Experts, Qualification Experts, Vocational High school Teachers
Public Hearing
- One session of public hearing for validity of the plan proposed in this study- Modified and supplemented newly installing basic competencies assessment plan
Seoul National Univ. Seung-Il Na
Industries’ Needs for the Certification(1)
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III. Results
Objective identification of applicant’s basic competencies
Usefulness of assessment on the basic competencies
※ Over half of companies answered that
objective identification of applicant’s
basic competencies in hiring process is
difficult
※ Most of companies answered that the
assessment of basic competencies is
useful to their company
Seoul National Univ. Seung-Il Na
Industries’ Needs for the Certification(2)
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III. Results
Intention to Use Certificate on Basic Competencies
※ Most of companies answered that they
will reflect basic competencies certificate
in hiring process
Need for the Level and Output of the Certificate
※ 85.6%(39.8% + 45.8%) of companies
want to be provided multiple level(three
level) certificate
※ Also, 54.3%(39.8% + 14.5%) of
companies need raw score
Ratio
①Multiple Level+ Raw Score
②Multiple Level ③Raw Score
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Overseas Cases for Benchmarking
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III. Results
Classification U. S. A. U. K. Austrailia New Zealand Japan
QualificationName
Georgia Work Ready Certificate
Functional Skills Qualification
Wider Key Skills Qualification
Employability SkillsNational Certificate in
Employment SkillsYES-Program
QualificationType
One Certificate Modular qualification -One Certificate
(training course)-
Assessment Type
Assessment based certificate
Course based certificate Course based certificate Course based certificateCourse based
certificate
Level
∙Platinum level∙Gold level∙Silver level∙Bronze level
∙Level 2∙Level 1∙Entry 2∙Entry 1
∙Level 4∙Level 3∙Level 2∙Level 1
∙Advanced Diploma∙Diploma∙Certificate Ⅳ∙Certificate Ⅲ∙Certificate Ⅱ∙Certificate Ⅰ
Pass/Fail
∙College level Program
∙High School level Program
AssessmentMethod
∙Paper and Pencil test∙Computer based certificate
∙Portfolio∙Paper and Pencil test∙Task-based assessment
∙Paper and Pencil test∙Portfolio
∙Task-based assessment∙Evidence-based assessment
∙Paper and Pencil test∙Task-based assessment
Management Institute
Governor's Office of Workforce Development
Qualifications and Curriculum Development Authority
National Quality Council New Zealand
Qualification Authority
Ministry of Labor
Assessment Institutes
Technical College System of Georgia, etc.
School, College, Training institutes, etc
RTO(Registered Training Organization)
Registered Educational Institutes
Related Project
∙Job Profiling∙Certificated work ready community
∙work ready region∙work ready sub business
- - - -
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The Purpose of the Basic Competencies Certificate
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III. Results
To provide objective signal on the level of employment skills required for job seekers as an holistic assessment
Through the certificate related with other business policies, pursue advancement of the national human resource development system
Assessment of
Employment Skills
Certificate
Identifies the skills required for company(Job Profiling)
Vocational training to enhance employability skills
Building employment DBfor future-oriented workforce S/D
Mediating project between job seekers and employers
Advancement ofAdvancement ofNational HRDNational HRD
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Name and Type of the Certificate
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III. Results
Name Employment Skills Certificate
Service field certificate as a common skills of all occupations according to Article 8-2 of National Technical Qualification Act
Type
National Technical Qualification
Skills & Technology Field
Service FieldEmployment Skills
Certificate
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Assessment Domains and Methods of the Certificate
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III. Results
AssessmentDomains Composed three dimensions
Common Skills-Common skills required all industrial fields-Related to communication, numeric, and IT skills
Industry-Specific Skills
-Differential skills according to the industrial fields-Related to organizational adjustment, resource management etc.
Industry-Specific Traits
-Differential skills according to the industrial fields-Related to work ethics, self-management, and interpersonal skills
AssessmentMethods
Paper & Pencil test, or CBT
Future research are required - To develop assessment criteria- To develop assessment items
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Levels and Components of the Certification
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III. Results
Level Pass Criteria
Level 1 ◦ Over 270 in 300 (Score over 90%)
Level 2 ◦ Over 225 in 300 (Score over 75%)
Level 3 ◦ Over 180 in 300 (Score over 60%)
※ Three assessment domain × 100 point by each assessment score = Total 300 point
※ Fail if lower than 40point at each assessment domain
Components of the Certification
Name of certificate
Certificate level , Total score, Percentile
Level and score of each assessment domain
Name of assessment and management institutions
Certificatelevels
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Applicants and Fee of the Certificate
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III. Results
ApplicantsJob seekers, and Employment applicant and workers seeking for job competencies improvement of job competencies
No restriction is imposed in the application
ApplicationFee
Determined in consideration of the number of applicants, the cost of problem development and assessment
According to the mid-long term cost-benefit analysis
Partial support of application fee by government should be considered
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Management and Operation System of the Certificate
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III. Results
Assessment of Employment skills
Certificate
(Korea Chamber of Commerce & Industry)
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Conclusions
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IV. Conclusions
The objective assessment of basic competencies is necessary to
solve the workforce supply and demand mismatch problem of Korea
for the individual workers and employers.
This certificate, which serves as signal to represent the objective
basic competencies level of job seekers, is anticipated to solve skill
mismatch.
To that end, an Employment Skills Certificate is necessary newly
proposed based on the National Technical Qualification Act.
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Implications
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V. Implications
It is necessary to actively review the new installation of qualification
system to objectively represent the basic and common competencies
level required for all the job seekers
This certificate will help solve the problem that National Technical
Qualifications have been assessed only on occupational competencies, and
improve the utility of qualification.
In particular, Asian countries also are required to review adopt basic
competencies certificate in consideration of the circumstance that assessment
of basic competencies is increasingly important to evaluate basic capability in
executing works and adapt in rapidly changing environment in globalized
society.