한국 에너지 산업 인력양성 인프라 구축에 관한 연구: 에너지 분야 국가기술자격을 중심으로

Abstract

To Promote the energy industry, as a motive power for new growth, the infrastructure should be preceded and the cultivation of human resources also be set beforehand. For economic growth through human capital and advances in technology, based on endogenous growth theory, productivity of human capital should improve. In establishing human resources cultivation for energy industry HRD, HRD plans should be made in light of national HRD vision and strategy, and system improvement based on energy labor demand should precede. Particularly, awareness expansion for importance of energy HRD and functional labor cultivation are of primary importance, for which energy industry national qualifications should be introduced. In this study, viability and its ripple effect through energy human resources cultivation taken seriously, for energy industry developments, on a short term HRD in energy efficiency sectors, nuclear and electricity sectors. In the meanwhile, HRD of new resources developments and in the long run, HRD is essential to a motive power for new growth: new energy sectors and greenhouse reduction energy sectors. In this study, viability and its ripple effect through energy human resources cultivation taken seriously, for energy industry developments, on a short term HRD in energy efficiency sectors, nuclear and electricity sectors. In the meanwhile, HRD of new resources developments and in the long run, HRD is essential to a motive power for new growth: new energy sectors and greenhouse reduction energy sectors. Therefore, national qualifications should be set up 'energy diagnosis' in energy efficiency, 'overseas resources developments expert juggler in overseas resources developments.' In order to substantially implement national qualifications in energy sectors, by means of consistent competency-development HRM system settlement, in-house qualifications institution activation, reward reinforcement, focus on policy development for qualification acquisition accessibility, demand-based qualifications transfer, qualification classification utility and performance analysis & regular assessment implementation and systematic DB set-up pertaining to qualifications.