A Research on the Social Pact for Human Resource Development

본 연구는 최근 선진국의 인적자원개발을 둘러싼 사회적 대화 및 사회협약에 대한 분석, 우리나라 노사의 인적자원개발 추진 실태에 대한 분석 등을 토대로 기업수준-산업·업종수준-지역수준-전국수준 등 다양한 수준에서 평생학습-평생근로-평생복지가 체계적으로 연계된 인적자원개발 사회협약 체제를 구축할 수 있는 정책대안을 모색하는 것을 목적으로 한다. 특히 이 연구는 우리나라에서 인적자원개발 사회협약의 가능성과 추진방안을 마련할 수 있는 미시적 기초를 탐색하는 데 초점을 맞추었다. 주요내용 - 유럽 선진국의 최근 인적자원개발 사회협약의 현황과 시사점 - 인적자원개발 활성화 정책(Activation Policy)의 필요성 - 우리나라 노사의 인적자원개발 실태 분석 - 인적자원개발 중심의 사회협약을 위한 정책과제1. Research Outline This research examines the possibility of social pact for HRD in Korea based on an analysis of the recent social dialogues and social pacts for HRD in advanced European countries and the survey analysis of the Korean labor and management. Through this research, the policy alternatives were presented to establish the systems of the social pact for HRD systematically linked to the lifelong learning - lifelong working - lifelong welfare on the various level. Particularly, this research is focusing on exploring the micro foundations of the possibility and the way of promoting the social pact for HRD in Korea. There are two reasons of emphasizing the social pact for HRD at this point. One is that the social pact for HRD is the most powerful alternative which can achieve the national competitiveness aiming at the economic effectiveness and the social balance simultaneously. The other reason is that the social pact for HRD is the most effective way that can change the paradigm minimizing the social conflict between labor and management. The core agenda of social pact before the 1990's in advanced European countries was focused on the demands for the distribution but has since been changed to the supply side. The point is that the change in the policy paradigm about the labor market in advanced European countries is to convert the distribution-centered paradigm to the activation policy for HRD centered paradigm. This research examines the processes of developing the social pacts for HRD in Germany, Sweden, France and England. The implication from these cases, and the micro foundations and the possibilities of promotion of the social pact for HRD are explored by assessing the current situation of the Korean labor-management and the policy for driving the new social pact for HRD in Korea are suggested on the basis of these analysis. 2. Results of the Research The social pact for activating HRD in Germany, Sweden, France and England is connected with the economic crisis and political change. Generally, the more critical crisis happens, the bigger demand for the social pact appears and the stronger effectiveness strengthens. And there are variations of the core-standard of the social pact for HRD. Also there are differences among participants of the social pacts for HRD in European countries. In Germany and Sweden, three parties of government, business and labor have conducted the role as the core participants of social pacts on the regional and national level. On the contrary, in France, they have sticked to the rule of labor-management initiatives thoroughly. And finally, the keynotes of the social pact for HRD in European 4 countries are summarized as follows. In Germany, the way of social pact for HRD is expanding the level from the region to the nation. In Sweden, three parties of government, business and labor is most fortified, appearing as the earliest in the world. In France, the way of the social pact for HRD is that labor-management concludes the social pact for HRD by periods, and this is legalized by government and diffused on a national scale. In England, government and business without labor have conducted social pact on the industry/occupational level. This research found out that the social pact for HRD is not concluded on the particular level uniformly and not conducted by singular participant. Ultimately, it is settled by variations that are the dynamics among the interested parties, the historical and systemic conditions, or the seriousness of crisis. We need to attend to these points to promote the social pact for HRD successfully in Korea. 3. Policy Implications 1) National-Level Policy Tasks Firstly, It is needed to strengthen the effectiveness of social pacts for HRD. Our social partners reached agreements several times on the emloyment and HRD issues. However, according this research, firm-level labor and management didn't comply with the national-level agreements. To solve this compliance problem, It is very important to induce participation of social partners in various HRD-related projects. Secondly, regional-industry or sectoral specific partnerships are more successful than national level partnerships. Especially both labor Unions and management prefer sectoral level social pacts to national level pacts(decentralization problem). Thirdly, It is urgently needed to guarantee substantial participation of labor and management on the human resources policy. Both labor and management strongly urge government to put more efforts to expand the roles of social partners. 2) Sectoral-Level Policy Tasks Firstly, It is needed to establish ‘focused partnerships’ taking account of the characteristics of specific industry. In practicing cooperative training, the social partners prefers ‘the same kind of industry and the same size of enterprise to a broad based partnership (labor union 68.7%, management 73.6%). Secondly, it is necessary to promote social partnerships and contract social pacts among sectoral-level peak organizations. Through these sectoral partnership, the degree of social understanding about the importance of HRD can be enhanced. 3) Regional-Level Policy Tasks Firstly, It is necessary to integrate RHRD related agencies and to expand the participation of regional representatives. Duplication of RHRD related agencies causes lots of loss of regional capabilities. Secondly, the governance structure of regional employment and HRD needs to be innovated. To reform the regional governance system, All the stakeholders of RHRD need to be incorporated into a new regional agency. 4) Firm-Level Policy Tasks Firstly, It is necessary to sublate unilateral firm-led training customs to induce the active participation of rank-and-file labors. At present, approximately 70 percent of workers consider firm-led training as a waste of time. Secondly, a new competency based compensation system needs to be established. To do this, the Korean social partners need to design a new social compromise to change wage systems.요 약 제1장 서론 제1절 연구의 필요성과 목적 1 1. 연구의 필요성 1 2. 연구의 목적 4 제2절 연구 내용 및 방법 5 1. 연구의 내용 5 2. 연구의 방법 6 제2장 인적자원개발 사회협약의 이론적 논의와 분석틀 제1절 사회협약의 개념과 전통적 사회협약 이론 7 제2절 사회협약 아젠다의 변화 10 제3절 인적자원개발 사회협약의 개념과 분석틀 12 제3장 선진국의 인적자원개발 사회협약 사례분석 제1절 독일의 인적자원개발 사회협약 사례 16 1. 개관 16 2. 전통적인 직업능력개발 파트너십 모델 16 3. 독일의 기존 사회협약 추진사례 19 4. 독일의 인적자원개발 관련 사회협약 25 5. 시사점 36 제2절 스웨덴의 인적자원개발 사회협약 사례 38 1. 개관 38 2. 기존의 사회협약 추진사례 39 3. 스웨덴의 인적자원개발 관련 사회협약 45 4. 시사점 52 제3절 프랑스의 인적자원개발 사회협약 사례 53 1. 개관 53 2. 기존의 사회협약 추진사례 54 3. 프랑스의 인적자원개발 관련 사회협약 56 4. 시사점 70 제4절 영국의 인적자원개발 사회협약 사례 72 1. 개관 72 2. 기존의 사회협약 사례 73 3. 영국의 인적자원개발 사회협약 사례 75 4. 시사점 89 제5절 선진 4개국의 인적자원개발 사회협약 사례분석 90 제4장 인적자원개발 사회협약관련 노사참여 실태분석 제1절 조사개요 95 제2절 전국수준의 인적자원개발 실태조사 분석결과 112 제3절 산업ㆍ업종별 수준의 인적자원개발 실태조사 분석결과 126 제4절 지역수준의 인적자원개발 실태조사 분석결과 135 제5절 기업수준의 인적자원개발 실태조사 분석결과 143 제5장 인적자원개발 사회협약을 위한 정책과제 제1절 전국수준의 정책과제 187 제2절 산업ㆍ업종 수준의 정책과제 195 제3절 지역수준의 정책과제 197 제4절 기업수준의 정책과제 200 SUMMARY 211 <부록 1> 직업교육ㆍ훈련실태 및 의식조사를 위한 설문조사지 219 참고문헌 25