Purpose

This paper aims to describe how the human resources development (HRD) policy has shifted from the national level to the sectoral levels; the paper also explains the changes that have been made in skills formation in the economy by presenting the emergence of Industry Skills Councils (ISC).

Design/methodology/approach

This paper presents perspectives of which include reviewing the change of governance and skills formation at the sectoral level.

Findings

Skills development strategy is needed both at the sectoral and national levels to cultivate the core competencies of Korean talents. The feedbacks based on the HRD practices implemented at the micro level are delivered to the state governments and business associations via the ISCs. The policymaking has thus become more decentralized from the state government, and it now reflects inputs from the practical field in the process of making new policies.

Originality/value

Korean skills regime is still difficult to classify because it does not follow the skills formation regime discussed in current scholarship. While the state government has played an active role in decision-making, financing and delivery of vocational training programs since the early phase of economic development, engagement by social partners has been limited in the Korean vocational education and training (VET) system. The participation of social partners in the Korean VET system has been limited, but various stakeholders such as the labor unions; trade unions; chambers of commerce; and small, medium and large enterprises have been engaged gradually in skills identification, formation, development and implementation within individual sectors.

中文翻译：

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韩国新政策协调模式的出现：在部门层面赋予 HRD 权力

目的

本文旨在描述人力资源开发 (HRD) 政策如何从国家层面转移到部门层面；该论文还通过介绍行业技能委员会 (ISC) 的出现，解释了经济中技能形成方面发生的变化。

设计/方法/方法

本文提出的观点包括审查部门层面的治理和技能形成的变化。

发现

需要在部门和国家层面制定技能发展战略，以培养韩国人才的核心能力。基于在微观层面实施的 HRD 实践的反馈通过 ISC 传递给州政府和商业协会。因此，政策制定从州政府变得更加分散，现在在制定新政策的过程中反映了实践领域的投入。

原创性/价值

韩国技能制度仍然难以分类，因为它不遵循当前学术界讨论的技能形成制度。虽然自经济发展的早期阶段以来，州政府在职业培训计划的决策、融资和交付方面发挥了积极作用，但社会伙伴的参与在韩国职业教育和培训 (VET) 系统中受到限制。韩国 VET 体系中社会伙伴的参与有限，但工会等各种利益相关者；贸易联盟; 商会；中小企业和大型企业逐渐在各个部门内进行技能识别、形成、开发和实施。