Establishment of a Cooperative Network for Regional HRD

참여정부는 21세가 국가발전의 핵심요소로 '인적자원'을 규정하고, 국가인적자원개발과 관련한 다양한 정책과 전략수립 및 범국가적 인적자원개발을 위한 노력을 지속적으로 전개했다. 지역인적자원개발은 기존의 인재 양성 및 활용에서 지역적 편재 혹은 중앙집권적 정책을 바로잡고, 지역의 특성과 수요에 적합한 인재를 양성·공급하여 국가균형발전의 기반이 될 수 있도록 하는데 그 의의가 있다. 이에 본 연구는 지역인적자원개발 활성화를 위해 다양한 주체 간 다각적 협력망을 구축·운영하여 지역 특성에 적합한 인적자원개발 추진체제를 구축하는 방안 제시에 주 목적이 있다. 지역인적자원개발 정책은 지방분권과 지역균형발전을 성공적으로 수행하기 위하여 파트너십을 통한 정부가 지역인적자원개발 추진체계 구축이 중요하다. 이는 지역인적자원개발 정책수립과정에서 각 주체의 참여 보장 및 이들 간의 협력망 구축이 전제되어야 하고, 특히 기 논의되었던 중앙-지방간 관계를 뛰어넘어 실제 지역인적자원개발을 위한 지역 파트너십(거버넌스)에 대한 방향성도 중요하기 때문이다. ○ 주요내용 - 지역인적자원개발 협력망의 논리적 배경과 선행 연구 분석 - 지역인적자원개발과 협의체 운영 현황 및 사례 분석 - 지역인적자원개발을 위한 협력망 구축 방안1. The Purpose of the Research and Necessity Thereof The rapid progression towards the knowledge-based society of the 21st century has seen the possession and creation of knowledge emerge, along with competencies, as the core factors in terms of individual, organizational, and national competitiveness. The growing importance of human resources has in turn heightened individual countries interest in this particular factor. In the Korean case, the Participatory Government has identified human resources as the core factor in terms of fostering national development in the 21st century, and has to this end attempted to establish various policies and strategies relating to a pan-national approach to the development of human resources. In addition, in the name of balanced national development and the expansion of the decentralization policy, the government has also established and implemented regional human resources development (Regional HRD) policies that meet the geographical, industrial, and economic characteristics of the targeted regions. At this level, the importance of regional HRD policies can be understood to lie in the fact that they are designed to alleviate existing unequal development between regions, foster a centralized policy for education and the use of human resources, and to establish a basis for balanced national development by educating human resources that mesh with regional characteristics and demands. Meanwhile, the Ministry of Education and Human Resources Development has since 2004 supported regional human resources development centers in 13 cities and provinces outside of the capital area. Furthermore, in accordance with the Special Act on Balanced National Development, regional innovation councils(RIC) have been established in 16 cities and provinces. Sectional innovation councils closely related to regional HRD have in turn been established within 10 of these RICs. Nevertheless, the activities of these centers and councils have to date been limited. The linkage between the main actors involved in regional HRD has also been weak, thus rendering the conducting of effective operations difficult. This study is focused on the establishment of a local-specific HRD System to be brought about through the constructing of a multilateral cooperative network between the various main actors involved in the activation of Regional HRD. 2. Conclusion and Policy Suggestions There is an urgent need to construct a Regional HRD System between the local autonomies through which decentralization and balanced national development can be achieved. The participation of the main actors, and the construction of a cooperative network between these main actors, should be premised on the establishment of a regional HRD policy. It is particularly important that a direction for this regional partnership (governance) be established that makes it possible to go beyond the central-local relationship discussed above and foster the development of actual local human resources. In short, it is necessary to determine clear roles for each of these main actors (public sector, R&D sector, those in charge of use and effectiveness, and the civic sector). It is especially essential that the administrative and financial roles of the local autonomies regarded as the party or manager responsible for regional HRD be clearly spelled out. In order to construct a regional HRD partnership system, local autonomies should establish cooperative plans not only with regional actors, but also with the central government. Moreover, they should also play a leading or active supporting role in the implementation of such cooperative plans. For their part, universities and research institutes should focus on educating local human resources, while also playing an active R&D role in ensuring that these local human resources become permanent members of their respective local communities. In addition, enterprises and labor unions should change the existing industry-academic cooperation paradigm into one that is based on a form of enterprise (demander)-oriented industry-academic cooperation system through which actual business is conducted using the human resources and technologies developed in accordance with emerging types of industry-academic cooperation. Therefore, the provision of support to the academic sector should also encompass the integrated and comprehensive support needed to cover students, professors, and the human resources from enterprises. NGOs and citizen groups, in their capacity as monitors, should play the role of analyzing the HRD demands mad by local residents, preparing countermeasures, and inspecting the legality and transparency of the HRD policies in place in each individual field. In short, the legal and institutional devices, financial resources, and financial support needed to construct a cooperative network for regional HRD must be secured through the establishment of laws and institutions related to the regional HRD cooperative network, such as those pertaining to a cooperative network where human resources policy is concerned. To this end, the following suggestions are introduced herein: First, it is necessary to clearly separate the roles of the central and local governments, and to transfer the relevant authority and resources to local governments. Second, it is necessary to guarantee the representativeness of regions by establishing separate bodies such as a Vocational Education & Training Council, Regional HRD Council, and Lifelong Education Council, each with their own clear roles, and activating the organization and operation of a Regional HRD Council whose specialization can be guarenteed. Third, there is a need to restructure the functions of the HRD related departments in local autonomies in a manner that makes possible the full use of the regional HRD organizations that have been created within local autonomies. Fourth, there is a need to promote an awareness of the importance of regional HRD amongst residents, and to provide the various actors involved with pertinent information in a transparent and open-minded manner. The voluntary participation of residents is essential if government-government or public-private cooperation for regional HRD is to succeed. To this end, local governments should put in place and expand the windows through which regional organizations and residents can aggressively participate in the process of forging decisions relating to human resources development (HRD).요 약 제1장 서 론 제1절 연구의 필요성 및 목적 1 제2절 연구 내용과 연구 방법 3 제2장 지역인적자원개발 협력망의 논리적 배경과 선행 연구 분석 제1절 인적자원개발과 지역인적자원개발의 의의 7 제2절 협력망 구축의 논리적 배경 15 제3절 지역인적자원개발 관련 선행 연구 분석 42 제4절 협력망 구축 관련 지역의 문제점 70 제3장 지역인적자원개발과 협의체 운영 현황 및 사례 제1절 지역혁신협의회 77 제2절 충청북도 사례 99 제3절 지역인적자원개발 협력망 구축 관련 설문조사 결과 124 제4절 시사점 137 제4장 지역인적자원개발을 위한 협력망 구축 방안 제1절 협력망 구축의 배경과 전략 145 제2절 지역인적자원개발 협력망 구축 149 제3절 협력망 운영 및 개선 방안 162 제5장 결론 및 제언 SUMMARY 175 지역인적자원개발 협력망 구축을 위한 설문조사지 181 부산광역시 인적자원 개발 및 과학기술 진흥에 관한 조례 191 광주광역시 인적자원 개발 및 과학기술 진흥에 관한 조례 195 지방자치단체출연 연구원의 설립 및 운영에 관한 법률 197 참고문헌 20