인적자원개발 정책의 생애 단계 및 영역별 분포와 그 의미

The distribution and significance of HRD policies in terms of lifelong stage

이 연구는 2001년부터 2006년까지 제1, 2차 국가인적자원개발기본계획과 인적자원개발회의에 나타난 생애단계별 인적자원개발정책의 양성, 배분, 활용의 분포를 분석하여 정부의 생애단계별 인적자원정책의 선진화에 기여하기 위하여 착수되었다. 따라서 생애단계별로 씨줄과 날줄로 인적자원개발정책 그물망을 만들어서 인적자원개발정책이 양성, 배분, 활용 면에서 어떻게 분포하고 있으며, 어느 부문이 상대적으로 빈 부문이 많은가를 분석하여 향후 발전 과제를 제시하는데 연구의 목적이 있다. 분석결과, 첫째, 생애 단계면에서 1, 2차 국가인적자원개발기본계획과 인적자원개발회의 상정 안건 모두 특정 생애 단계가 아닌 ‘전 생애’ 단계를 대상으로 하는 과제가 가장 많은 것으로 나타났다. 둘째, 성인 중기와 성인 후기에 해당하는 과제의 비율이 극히 낮았다. 셋째, 영역별 분포를 보았을 때, 양성과 관련된 과제가 가장 높은 비율을 차지했다. 향후 발전과제로서는 생애단계별 인적자원개발정책과 양성, 배분, 활용간의 균형 있는 정책 개발이 필요하다는 것이 제시되었다.

This study is an attempt to analyze the First and Second National Human Resource Development Plan, the agendas of Human Resource Development Council, the human resource development policies of the ministries concerned in terms of lifelong stage. Namely, the analysis is focused upon the training, allocation and usage of human resource development policy on the vertical and horizontal basis. In doing so, it is hoped that this study can provide the means with which the government can jump start its human resource policy. It is expected that we can grasp the profile of human resource development policy in terms of lifelong stage, the strong and weak spot in the aspect of both vertical and horizontal basis. The study reveals the following findings. First, most of the HRD policies were concentrated upon the areas of training irrespective of lifelong stage. Second, most of the HRD policies cover all stages of life. Therefore, it is difficult to find the HRD policies targeted at any specific life stage. Third, it is very regretable to see that low regard is given to the third age group. It can be safely asserted that old adults are neglected species in terms of the social benefit of human resource development policies. The study tries to present the following recommendations. First, it is needed to pursue a more balanced approach in HRD policies in both lifelong and life-wide basis. More priority should be given to the allocation and usage of human resources developed. Second, deep regard needs to be given to the neglected species of aged group. Third, more efforts be made toward the qualitative approach of HRD policies. So it is desirable to decrease the number of HRD programs and to increase the quality of HRD policies. Finally, it is strongly urged to network among many HRD programs.