A Study on the Development of Human Capital Investment Indicators

본 연구의 목적은 OECD 및 주요 선진국의 지표개발 추이와 방향에 따라 인적자본투자에 관련된 국제비교 지표 개발을 위해 우리 나라의 교육 및 노동시장에 적합한 국가차원의 인적자본투자지표와 기업차원의 지적자본지표 개발을 위한 기초 자료를 제공하는 것이다. 또한, 이러한 인적자본투자지표 및 지적자본지표에 대하여 우리 나라의 인적자본투자를 효율적으로 관리, 개발하고 이를 토대로 인적자본투자의 효율성을 극대화하기 위한 정책의 단초를 제공하고자 한다.The objective of this study is to provide basic data required to build vocational training policy coping with a rapid change of the economic and technological environment and high unemployment. For this purpose, we analyze a recent change of the employment structure in Korea and forecast training demand closely related on the change of the employment structure. First of all, the most important change of the labor market in future is that the knowledge based industry will be greatly enlarged in economy. The forecasting is composed of three part of initial training, further training, the unemployed job training as the contents of the job training. Also the forecasting of training demand is in focus to find the number of a participant in each training which firms want to hire during five years to come. The method of the forecasting is made by the analysis of the statistical data. The source of the statistical data used to analyze and to forecast was "the Active Population Survey", "the Statistical Yearbook of Education", "Report on the Labor Demand Survey", "Survey Report in Wage Structure", "Survey Report in Circulation Conditions of Labour Force". The finding can be summarized as follow; First, in the result of the analysis about the employment structure, the manpower required in the knowledge industry is the specialist and the technician which have high skills or technology and knowledge. Thus, it is important that worker upgrade skills, acquire new technology and knowledge through the job training. Second, the number of initial training was estimated by decreasing from 74,342 persons in 1997 to 55,621 persons in 2003. This decrease in training be caused by deficiency of the trainee as the increase of the entering ratio at college and university and it is also because firms will reduce the initial training under Worker Job Training Promotion Act which is enforced recently. Third, if firms and workers actively participate in the training, further training demand is estimated by increasing from 178,266 persons in 1977 to 386,149 persons in 2003, and otherwise, further training is estimated by increasing to 247,337 persons in 2003. It is meaning that training condition in future require upgrading a skills of the incumbent worker. Fourth, under a scenarios that training participation rate is the highest, the unemployed job training is anticipated by decreasing from 34,196 persons in 1999 to 230,027 persons in 2003, and in the contrary case anticipated to 144,007 persons in 2003. It is because recovery of business cause unemployment rate. But since it cannot respect to lower unemployment rate as business recovery, the unemployed job training will play an important role as the active labor market policy.연구요약 Ⅰ. 서론 1 1. 연구의 필요성과 목적 1 가. 연구의 필요성 1 나. 연구목적 2 2. 연구의 내용 및 방법 2 Ⅱ. 인적자본의 이론적 배경 5 1. 인적자본의 개념 및 이론적 배경 5 가. 인적자본의 이론 5 나. 지적자본의 모델 12 Ⅲ. 인적자본투자지표의 구성 및 측정 37 1. 인적자본투자지표 측정 및 개발 체계 37 2. 인적자본투자지표 39 3. 인적자본의 스톡지표 45 가. 인적자본스톡의 측정방법 46 나. 인적자본투자의 스톡지표 47 4. 인적자본투자의 성과 지표 59 가. 인적자본투자성과의 측정방법 59 나. 인적자본투자의 성과지표 61 5. 인적자본투자지표의 활용성 74 6. 인적자본투자의 지표화를 위한 과제 76 가. 인적자본투자에 대한 인식 76 나. 교육훈련의 참가 측정과 인적자본 측정 77 다. 수익과 투자비용 비교 78 라. 인적자본의 균형적인 측정과 이해 79 마. 인적자본투자지표의 국제비교를 위한 방향 80 7. 기업차원의 인적자본투자지표 80 Ⅳ. 지표 도출 및 사례분석 83 1. 전문가 조사에 의한 지표 도출 83 2. 전문가 협의에 의한 기업지표 선정 89 3. 인적자본투자지표 기업사례 분석 91 가. 조사 개요 91 나. 설문조사 지표항목 91 다. 설문분석 결과 및 내용 92 Ⅴ. 결 론 115 1. 인적자본투자의 정책과제 115 2. 인적자본투자지표의 효율적인 활용방안 118 3. 시사점 및 향후 과제 119 참고문헌 121 ABSTRACT 125 부 록 12