Manpower Policy Directions and Issues Based on the Industrialization of Knowledge in Korea

본 연구는 우리 나라의 경제구조를 통해 지금까지 지식기반산업이 경제에 기여해 온 과정을 살펴보고, 그 결과로 지식기반경제로의 이행 정도를 분석하며, 이의 시사점을 통해 향후 지식기반경제를 위한 인적자원개발 정책의 방향을 제시하는 데 목적이 있다. 이를 위해 본 연구에서는 우리 나라의 원천적인 핵심 기술개발의 원천이 되는 R&D 투자의 경제 성장에 대한 기여도를 생산함수에서 유도된 내생성장모형을 변형한 Jones모형을 이용하여 실증적으로 측정함으로써 결과를 확인하고, 또한 인적자원개발의 경제 성장 기여도를 추정·제시함으로서 인적자본 형성의 근거를 마련하고, 또한 OECD 선진국 등을 통한 인적자본 형성의 시사점을 찾음으로서 인적자본 형성의 양 축인 기술혁신 시스템과 인력개발 시스템의 혁신과 연계를 위한 인적자원개발 정책과제를 제시하고자 한다.I. Purpose and methods of this study The necessity newly raises its head that the system of manpower demand and supply and human resource development which is made for constricted economic growth solidarity, symbolizing 20th century industrial society, should be newly organized to be matched to the knowledge-based economy of the digital period. The purpose of this study is to examine the procedure in which the knowledge-based industry contributes to economy till the present, through analysis of our domestic economy structure; to analyze the execution degree to knowledge-based economy, as a result; and, on these findings, to suggest the directives of human resource development policy for knowledge-based economy, hereafter. For this purpose, the contribution degree of R&D investment for economic growth, which is the source of national core technology development, is positively measured through Jones pattern which is transformed from endogenous growth pattern induced from production function. The contribution degree of human resource development for economic growth is presumed and suggested, also. In addition, the findings through analysis of human resource forming process of the OECD developed countries and the tasks for human resource development policy to renovate and connect technique innovation system and manpower development system are to be presented. II. Performance progress to knowledge-based economy Examining recent domestic growth progress shows that since the value added of knowledge-based industry is increased, our national economy should aim at industrial policy centered at knowledge-based industry. In addition, in the labor market, the employee rate of the knowledge-based industry is remarkably increased. Especially, the employee rate of the knowledge-based manufacturing industry is rather increased nevertheless that of the whole manufacturing industry is decreased. Accordingly, it can be clearly seen that the harmonious demand and supply of manpower in knowledge-based industry and the necessary manpower development is the core for raising national competitive power. III. Current of research and human resource development Modification of international economy system such as reorganization of WTO system is carried out and change in the business environment is considerable; that is, integration of international economy, intensification of regional labor division, and role change of small and medium sized companies for skills and innovation It is needed that R&D investment level is raised to acquire the competitive power of scientific technique; research development investment of governmental and public sector is enlarged in order to aid research development investment of private sector; and continual investment for university and fundamental research in order to acquire fundamental and original technique and for this purpose, to construct fundamental research institutes and infra. While fundamental environment for our national research development is poor, the rate of research development investment per GDP is leveled as that of the developed countries and compared to the international trends of R&D investment, it can be affirmed that the effective control of R&D investment is rather important. The distinctions of the change in human resource system are; first, enlargement of investment for human resource development; second, procession of the consumer-led proper program; third, plan and conduction of low-cost and high-effected education and training program; fourth, evaluation of periodical accomplishment; fifth, construction of lifelong learning system, etc. The directives for human resource development policy are; first, effectuation of information-oriented technique education to prepare for information-oriented society; second, education centered at ability which is asked for at knowledge and information-oriented society; and third, renovation of academy to prepare for knowledge-based society. IV. Status and prospect of research development and human resource Due to swift business decline resulted from IMF economic crisis, business circumstance of corporates got extremely worsen and thus production is highly restricted. The prime purpose of corporate's operation is just duration and thus investment for research development of enterprise is contracted. Government is also affected by this circumstances, R&D investment is highly diminished and its recovery is delayed also. However, it is prospected that R&D investment will be enlarged because of enlargement of governmental investment support for research development of fundamental science. Examining the base of human resource, it is found that digital technology and information base is unsatisfactory, excellent human resource is not enlarged qualitatively, and the change in industrial scene is not reflected in cultivation of human resource because of skill disagreement of in supply and demand of manpower. Meanwhile, in the human resource market, demand for high-learned experts and high-skilled workers is increased; organization of enterprise and ability for tasks are changed; status of employment is diversified and so on. In the education and training market, paradigm of education and training is changed; demand and supply of education is diversified; digital between industry and community is differentiated. V. Positive analysis on contribution degree of research development and education and training toward economic growth In order to compare and analyze the contribution degree of each production element such as labor, capitals and etc. in our domestic long-term economic growth, especially in order to examine the effect which investment of human resource development, investment of research development, and etc., which are important in the process to knowledge-based economy, has brought out on economic growth , Jones model is positively analyzed. As a result, it is found that production per person during the period 1970-1996 grew by 5.3%, the effect of labor distribution is negligible and its contribution degree is negative. It is presumed that the effect of education accomplishment is 14.6%, and that of research intensification is 38.7%. The prime presumptive purpose of this positive analysis is the effect of human resource, which is composed of the effect of education accomplishment and that of research intensification, is presumed to be 53.3% and this is three times of the effect of capital intensification. Through these findings, it can be positively coincided that the power for our domestic economic growth can be the effect of human resource rather than that of capital intensification. VI. Directives and task of Human resource development (HRD) policy 1. Fundamental directives for HRD innovation In the directives of demand and supply of manpower which is on the process of knowledge and information-oriented society, acquisition and supply of core manpower is essential, which metamorphoses new technique satisfying the process to digital economy. In the international skill market, as international market is integrated, the cost for research development is increased because technique innovation is important for acquisition of the competitive superiority; the efficiency of R&D is emphasized as the technical and commercial uncertainty is increased; and the period for research development is shortened. In addition, in the human resource development market, in macroscopic view, at the change of technique circumstances, preparation of diverse system, policy and vision and promotion policy to connect the labor market and the education market at national scale is getting on focus. In microscopic view, modification of corporate organization and rules, grant of incentives to organization men, and change of paradigm toward the department of education and training. The core directives of HRD change through technique innovation is to allocate strategic areas which can bring out competitive superiority in the international market; to develope supporting system to support it intensively; to value highly the development of nation innovation system in the long-term view rather than short-term accomplishment. For this purpose, policy plan and evaluation needs to be settled, which approaches systematically to the whole innovation process, and related technical manpower group should be cultivated. The essence of HRD renovation directives should be creation and distribution of new knowledge and information through education and training policy; cultivation of manpower that can absorbs and utilizes the proper knowledge and information at proper time. Thus, domestic manpower policy should be promoted to raise the ability for creation, absorption, and utilization of knowledge and information of each citizen, basically. 2. HRD tasks through technique innovation policy Industrial policy tasks for technical innovation are aggressive enticement of the multi-international corporations and propulsion of industrial integration of the small and medium sized companies of middle standing. R&D policy tasks for technical innovation can be support for the private sectors through enlargement of R&D investment of government and public sectors; new appreciation about the importance of R&D; R&D investment and support in the competitive fields; construction of organic R&D connecting systems; reinforcement of incentives regarding research manpowers; formation of cognition, efforts and knowledge of the highest managers with respect to R&D; inducement of college as central base for R&D enlargement. 3. Policy tasks for HRD innovation National tasks for human resource development are first, as those of the labor market, dealing with increasement of demand for the core technical manpower. For construction of information infra in the labor market, i) management of statical information to provide technical information in detail, ii) conventionalization of information process in the labor market and raise of the education market utilization are needed. In addition, quality raise of manpower demand in the manufacturing sectors is needed. Second, as tasks for manpower demand and supply, estimation of investment earning rate for manpower demand and supply, estimation of human resource for manpower demand and supply, and inducement of signal systems of the labor market for the view of demand and supply are needed. Third, as tasks for human resource development, the proper directive is development of human resource having skills and knowledge which can cope with the corporation's requisition with favorable jobs in knowledge-based industrialization. For this purpose, the process should be divided as I) development of core human resource, ii) development of periphery human resource, iii) development of minority human resource such as woman, handicapped men, etc. In addition, improvement of supply organization for intellectual manpower; improvement of manpower quality based on excellent scholarship; creative development of human resource; substantiation of vocational education and training, construction of various lifelong education that is, ⅰ) inducement for employee's participation into lifelong learning and support enlargement, ii) uplift of quality and job sites through lifelong education, iii) enlargement of opportunity for lifelong vocational education and training, iv) substantiation of lifelong vocational education and training. The enterprise's tasks for human resource development are inducement proliferation of knowledge business to strengthen enterprise's competitive power, support intensification for small and medium sized companies and ventures and support for inauguration of enterprises, systematization of human resource development of enterprises and inducement of management, cultivation of human resource developing industry, labor union's participation to HRD.I. 서 론 1 1. 연구의 배경 1 2. 연구의 필요성 2 3. 연구의 목적 4 4. 연구 추진 방법 4 II. 지식기반경제로의 이행 추이 분석 9 1. OECD국가의 지식기반경제로의 이행 추이 9 2. 우리 나라 지식기반경제로의 이행 추이 분석 10 3. 지식기반산업 및 교육·연구부문 취업자 수 추이 17 III. 연구 및 인적자원개발의 흐름 21 1. 기술혁신의 세계적인 추세 21 2. 세계 기술혁신 투자의 기본 흐름 25 3. 인적자원개발의 국제 동향 30 IV. 연구개발 및 인적자원 현황 및 전망 35 1. 우리 나라 R&D 실태 분석 및 전망 35 2. 인적자원 기반 현황 및 전망 46 3. 인적자원시장 전망 51 V. 연구개발 및 교육·훈련 투자의 경제 성장 기여도 실증 분석 59 1. 선행연구의 이론적 고찰 59 2. Jones 모형을 이용한 실증 분석 66 3. 소결론(시사점) 82 Ⅵ. 인적자원개발(HRD) 정책 방향과 과제 85 1. HRD 혁신을 위한 기본 방향 85 2. 기술혁신 정책을 통한 HRD 과제 91 3. HRD 혁신을 위한 정책과제 99 참고문헌 127 Abstract 13