A Study on Core Manpower to Strengthen the Competitiveness of the Promising Service Industry

본 연구는 중장기 인력수급 전망에 기초하여 일자리 창출 및 성장잠재력 제고 효과가 높은 대표적인 고기술 분야의 유망서비스산업을 선정하고, 해당 산업에 대한 실태조사 및 전문가 의견수렴 등을 통해 핵심 인력을 도출하며, 국가직무능력표준(NCS)과 연계한 핵심 인력 양성 및 활용 방안을 마련함으로써 유망서비스산업의 경쟁력을 강화하기 위한 실질적 인력정책 방안을 제시하는 것을 목적으로 한다.1. Outline of Research The importance of service industry as a new growth engine and a source of new jobs for youth has been increasing. However, the competitiveness of Korea’s service industry consistently ranks as one of the lowest among Organization for Economic Cooperation and Development(OECD) countries and the productivity of service industry relative to manufacturing is very poor compared to major countries. To strengthen the competitiveness of the service industry, more research is clearly necessary with regard to how to train and utilize core manpower who may be the foundation of the improved productivity through innovation in the promising high-tech service industry that has a great capacity to create jobs and improve growth potential. This study aims to provide practical manpower policy measures in order to strengthen the competitiveness of the promising service industry. Accordingly, we selected promising high-tech service industry, that has a great capacity to create jobs and improve growth potential, based on the Korean government’s Medium- and Long-term Manpower Supply and Demand Forecast in promising service industry. The core manpower was extracted through an investigation on actual conditions of and expert opinions about the promising service industry. A plan for core manpower training was suggested using the National Competency Standards(NCS). This study is composed of as follows: First of all, the promising service industry fields were selected and the definition of “core manpower” was drawn up. Based on the Medium- and Long-term Manpower Supply and Demand Forecast of the promising service industries that the Korean government selected in 2014, this study set the promising service industry as high-tech industry that has a great capacity to raise growth potential and create jobs. The selected promising service industries were software and contents industries, including publishing activities(including software); motion picture, video and television programme production, sound recording and music publishing activities; broadcasting; computer programming, system integration and management services; creative, arts and recreation related services. Through experts advisory meetings and investigation of enterprises, the term “core manpower” was defined as “skilled manpower, from higher education sector, that is equipped with a network of people from all walks of life including R&D masters and doctors and an ability to create new useful products and services.” Next, an international comparison analysis was conducted using the labor productivity index for the promising service industries. Data was matched for the international comparison analysis based on the OECD STAN DB. The result showed that the productivity of most industries in Korea was significantly lower than comparable countries. In particular, Korea was ranked as the lowest labor productivities of computer programming, system integration and management services and information service activities among OECD comparable countries. Also, the market and manpower status of “software” and “contents” industries, which were selected as the promising service industries in this study, was examined and the governmental policies for those industries were investigated. The Korean government expects to see a shortfall in development-related manpower of approximately 80,000 in the software field. It is also urgent for the contents field to construct a system for training creative human resources and developing sustainable careers. We examined a plan for reorganization of the curriculum for the purpose of training core manpower for the promising service industries. Considering the definition of core manpower in promising service industries - the skilled manpower with an ability to lead and expand the related market - the massive manpower training requires the standardized professional technologies to be equipped. Aware of the necessity of using the NCS for training the standardized manpower, the present study investigated the current states of the NCS introduction and the core manpower training in the software and contents fields, and thereby, provided useful policy implications. An investigation was conducted to find policy measures for enhancing the overall competitiveness of the promising service industries, and then, the result was analyzed. As such, we attempted to provide important policy implications for the development of Korea’s promising service industries. Lastly, practical manpower policy measures for enhancing the competitiveness of the promising service industries were provided, including manpower policies for training core manpower and creating jobs in the promising service fields, a higher education reform for advancement in the service field and the improvement of governmental policies. 2. Main Findings This study analyzed surveys of enterprises so as to prepare ways to train core manpower for an improved competitiveness of the promising service industries. Based on the findings, we obtained several important implications as follows: First, the loss of manpower was not properly compensated, with the promising service fields including software and contents fields having general backwardness compared to OECD countries. In Korea, the software field has long been degraded into so-called “3D jobs.” Problems that Korean employees experience such as low wages, poor working conditions and long hours of labor are the greatest obstacles to the advancement in the promising service industries. Second, the promising service industries had met several difficulties due to the rapid technological changes and had a very high turnover rate due to their vulnerable industrial ecosystem. As rapid technological changes require active responses to new technologies, the necessity for related educational training has been realized. Third, it is difficult for new college graduates to secure the opportunity to systematically build their career since the preferential employment for experienced individuals appear more commonplace in the promising service industries than any others. The result showed the perception that the preferential employment for experienced individuals prevails was higher by 28.6 percentage point than otherwise. Nevertheless, in terms of routes for career enrichment, 46.0 percent of respondents answered that it is desired for new employees including new college graduates to build their career during their employment, displaying an ambivalent attitude. Therefore, it is urgent to find systematic ways to ensure the career enrichment of new college graduates in order to improve the youth employment rate. Fourth, it was confirmed that Korea has a poor level of training system for creative human resources. Among a total of 150 respondent enterprises in the promising service industries, 56.0 percent answered that Korea does not foster creative human resources. On the other hand, only 7.3 percent answered positively. The negative views were eight times more than the positive opinions. This shows the cause for Korea’s repeated failures in training creative human resources. In other words, it implies how dysfunctional the Korean college education has become in reinforcing the students’ creative capabilities. Fifth, it was confirmed that college education does not reflect the needs of industry. The opinion that it does reflect the needs of industry and the opinion that it does not are 11.3% and 38.6% respectively. This can be seen that negative opinions are more than 3 times higher than positive opinions. As a result, the opinion that the new college graduates’ business ability is low is 46.7% whereas the opinion that it is high is only 2.7%. The opinion that the new college graduates’ adaptation to workplace is high is only 8.0%, whereas the opinion that it is low is 34.0%, which is more than 4 times its opposite. This shows the reason why enterprises avoid hiring new college graduates. Lastly, it was confirmed that governmental policies for promoting the promising service industries do not function properly. As for the question of whether governmental intervention is useful for the development of the promising service industries, 41.4 percent answered “No, it is not.”, which was a 20.1-percentage point higher than the opposite(21.3%). This shows that opinions against governmental intervention for the development of such industries are dominant. Especially, the opinions that government projects for creative industry promotion are useful for the industry development are 7.4%, whereas the opinion that it is not is 50.7%, indicating that government projects for creative industry promotion are not helpful in the development of such industries.요 약 제1장 서 론_1 제1절 연구의 필요성과 목적 3 제2절 연구 내용과 방법 7 제2장 유망서비스산업의 선정과 핵심 인력의 정의_13 제1절 우리나라 서비스산업의 고용 현황과 문제점 15 제2절 유망서비스산업의 선정과 핵심 인력의 정의 27 제3절 유망서비스산업의 인력수요 전망 44 제4절 분석의 시사점 56 제3장 유망서비스산업 국제 비교 분석_59 제1절 유망서비스산업의 국제 비교를 위한 자료 매칭 61 제2절 유망서비스산업 국제 비교 결과 분석 64 제3절 분석의 시사점 82 제4장 유망서비스산업 노동시장 현황 및 정부정책 분석_85 제1절 유망서비스산업별 현황 87 제2절 유망서비스산업별 노동시장 현황과 전망 114 제3절 정부의 유망서비스산업 지원 정책 현황 120 제4절 분석의 시사점 132 제5장 유망서비스산업 핵심 인력 양성을 위한 교육과정 개편_135 제1절 유망서비스산업 핵심 인력 양성을 위한 NCS 활용 필요성 137 제2절 유망서비스산업 선정 분야의 NCS 개발 현황 141 제3절 NCS 수준 체계를 활용한 핵심 인력 양성 144 제4절 분석의 시사점 157 제6장 유망서비스 사업체 실태조사 분석_161 제1절 조사 개요 163 제2절 실태조사 결과 분석 164 제3절 분석의 시사점 202 제7장 정책 제언_207 SUMMARY_217 부록_23