광주지역 중소기업의 일학습병행제 사례연구

Abstract

ABSTRACT

A case study on Workplace and Learning Dual System of Small Business in Gwangju

by Boo, KI Cheol Advisor: Prof Jong-rok Yoon, Ph. D. Department of Business Adminstration Graduate School of Business Administration, Chosun University

The workplace and learning dual system is being promoted from setting up the achievement of a quantitative goal of 10,000 companies’ participation until 2017 as the prior goal. The number of companies in the whole country which were chosen as participation enterprises for the system as of November 2014 is a total of 2,081. Except 125 companies which gave up midway among them, 1,956 companies are taking the certification proceedings of the workplace and learning dual program or implementing training programs. When the investigation analysis of the promotion status is seen, the chosen enterprises which were selected as companies participating in the system as of March 2015 are a total of 104. It is in a situation that participation companies are increasing. 43 enterprises of them are carrying out training programs after certificating the workplace and learning dual program. Also, 71 companies are going through the authentication procedures of the program. Because parts which have studied present conditions of patriating companies and learning workers of the workplace and learning dual system in existing studies are focused on quantitative indexes like the expansion of participating companies and learning workers, if it can be known that there are problems such as insolvency possibility of the system, limit in certifying the training quality at companies like difficulty in securing proper teachers on the spots of enterprises due to 95% small- and medium-sized companies in participating in the system, trouble in using training equipment, possibility of no correspondence to the introduction purposes and goals somewhat though the aim of the system is to realize competence-based society, limit in inducing the participation in the system according to the delay of specific plans on the qualification endowment to the program graduates, lack of multi-lateral support systems to enhance passing rates from lessening learning worker wastage rates, lack of voluntary participation of companies, and development and operation of education training programs severely depending on government grants, it will be an opportunity to know difference between the workplace and learning dual system and previous in-company education. Namely, if there are problems of existing in-company education such as workers’ input in production manpower after too short education on characteristics of small- and medium-sized enterprises, exclusion of targetednew workers in the education due to time and money restriction in implementing overall education though understanding in complex production systems on properties of manufacturing business of molding becomes the foundation in the improvement of productivity, existing education which has been prepared and processed by companies are mostly under the real work level, and work implementation without knowing the factors which cause faults at all departments from conducting education just focused on theories of an initially assigned department with no knowledge about connected departments before and after the change for the simple reason of work efficiency. Therefore, to solve the problems of previous in-company education, the writer came to participate in the program of the workplace and learning dual system. In the program, intentions of participating companies and learning workers are the most important. For example, when lots of people who stopped their works during the education training are seen, they left their companies because their works did not fit to their aptitudes. The alternative is to hire new workers. However, at present, since there is restriction in new comers’participating in the program, they cannot participate although they want to do it. Even though maximum effect can be made while lessening the sense of difference of work contents and heading for the cultivation of competent people from processing the system, there is a risk element that it is impossible to say confidently that those workers work continually after completing the all education. That is, companies devote their energies to the cultivation of talented workers with time and effort, but the effect of education cannot be enjoyed because of workers’ resignations.