Ⅲ CHAPTER
1) Development of Apprenticeship Program
Chapter Ⅲ_Development and Operation of Apprenticeship Program 45
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Procedure of Program Development
②
The process for developing apprenticeship program has four phases;
pre-work, job analysis, composition of educational training program, establishment of operation plan. Pre-work includes conducting development committee; while job analysis involves designing job model based on NCS and producing knowledge, technical skills, tools. The composition of educational training program phase includes conducting courses, profile, program management model and lastly, operation plan would be established.
[Figure 3-3] Procedure for apprenticeship program development
Source:Ministry of Employment and Labor(MOEL). Human Resource Development Service of Korea(HRD Korea)(2016). Operation Manual for Korean Apprenticeship.
Chapter Ⅲ_Development and Operation of Apprenticeship Program 47
Standards for Program Development
③
The contents of apprenticeship program development should be designed to include both general skills of related fields and firm specific skills. According to the operation manual for apprenticeship, development of apprenticeship program should not only reflect the opinions of company; but it should also be designed based on new NCS-based qualification. This is defined as ‘customized program development for company based on NCS’ in the manual.
<Table 3-5> Standards for apprenticeship program development
Apprenticeship program should reflect opinions of company and be developed as qualification based NCS; it should be modularized; and it should be able to meet the certification standard.
[As of June in 2016, 615 qualifications based on NCS in 24 fields have been developed. Apprenticeship programs utilize 265 qualifications among them.]
Minimum training period: 6months
Minimum training period of NCS level: L2 L3(600hours), L4 L5(800hours) Annual training hour: 300 1,000hours
OJT: over 50%, Off-JT: over 20% under 50%
* OJT training hour should be more than OFF-JT training hour. (OJT training hour should be 5hour a day, 15hours a week)
Company can develop maximum 3 job programs that reflects the industrial demands and opinions.
* When company needs to develop additional job program, it can apply to the regional center of HRD Korea by submitting an official document.
* The regional center of HRD Korea considers capability of company's training and request initial development organization to develop additional job program.
* Development agencies that have been requested to develop additional job programs is in charge with appointing PM(Development cost covers difference of per-unit cost on the basis of 2016's development cost).
It should be developed by focusing on core job description, possible convergent course can be conducted.
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(Setting standards such as labour standards, industrial safety, ethical management, other course)
Developing customized program for company, based on NCS
- (NCS based qualification course) Course should consist of more than 70% of the essential competences units that is defined in NCS-based qualification; and more than 50% of the minimum training hours, per training level.
* It is recommended to use 100% competence units, considering external evaluation, and if essential competence units is in decimal point, it must be rounded off to the nearest whole number(4.2 5).
** if the program consist of over 70% of the essential competence units, even if the training hours is less than 50%, an exception will be made.
External evaluation will set their evaluation based on the whole essential competence unit.
Training hour of essential competence units conducted within ±50% of the standard time provided in the NCS based qualification.
Essential competence units should be delivered within 80% of the training schedule, considering external assessment of NCS qualification.
Optional competence units should include competence of NCS qualification and whole specific categories from NCS.
Training hour of optional competence: minimum training hour - essential training hour
Training hour of company's specialized job: it is possible to reflect training hour of company's specialized job as an overtime of NCS qualification training hour.
- (Undeveloped field of NCS-based qualification) Development of module type Existing undeveloped field of NCS based qualification is not applicable, since from 2016.
- (Module type) NCS competence units should be delicered in atleast 40% of the total training hour
Module type performs internal assessment for each competence, as well as comprehensive evaluation through experts recommended by ISC.
* Degree + qualification type accepts only NCS based qualification course.
Period of program development: approximately 2 months
Source:Ministry of Employment and Labor(MOEL). Human Resource Development Service of Korea(HRD Korea)(2016). Operation Manual for Korean Apprenticeship.
Chapter Ⅲ_Development and Operation of Apprenticeship Program 49 2) Verification of Apprenticeship Program
Procedure of Program Verification
①
Once a company develops apprenticeship program, it should be verified as to whether it satisfies the requirements, and meets the national standard for apprenticeship training. The company which intends to have their program verified, can apply at the regional branch in HRD Korea according to the following process.
Category
Inform about verification
process &
required document
Submit application
for verification
Evaluate verification
Notify results (P/F)
Accept training course (HRD-Net)
Agent Head office HRD Korea
Participating company
→ Regional branch in HRD Korea
Accreditation committee (24regional centers)
Regional branch
→ Company/
training center
Training center/
company
→ Regional
branch Source:Ministry of Employment and Labor(MOEL). Human Resource Development Service of
Korea(HRD Korea)(2016). Operation Manual for Korean Apprenticeship.
[Figure 3-4] Procedure of apprenticeship program verification
Standards for Program Verification
②
The main factors that will be verified are a) quality of program, b) standardization of program according to type of job and level, c) training condition of company, d) applicability of NCS. In terms of NCS
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applicability, more lenient policies and standards apply for the qualification type (proportion of essential competence is changed from 100% to 70%). Similarly for the module type, as only 40% NCS's competence is required, irrespective of new qualification, this makes its application easier than before. The verification standards for apprenticeship program consists of 6 categories and 20 subsections.
<Table 3-6> Standards for apprenticeship program verification
Category Subsection
1. Basic requirement
1-1. Appropriacy of workforce 1-2. Adequacy of training period(hour) 1-3. Inclusion of Off-JT & OJT
1-4. Ability to implement training in 10 days after verification 1-5. Completion of trainer's education
2. Frame & contents of program based on NCS
2-1. Adequacy of definition, level, name 2-2. Propriety of training period, course 2-3. Appropriacy of program's goal, content 2-4. Adequacy of training tools
2-5. Use of program data base 3. Plan for Off-JT
3-1. Propriety of Off-JT
3-2. Adequacy of plan for Off-JT
3-3. Adequacy of management plan for Off-JT 4. Plan for OJT
4-1. Adequacy of plan for OJT
4-2. Propriety of management plan for trainer 4-3. Adequacy of evaluation plan for OJT 5. Apprentice
management
5-1. Propriety of training & labour condition 5-2. Adequacy of management for drop-out 6. Employment &
Career
6-1. Link to employment
6-2. Treatment for apprentice(career management)
Source:Ministry of Employment and Labor(MOEL). Human Resource Development Service of Korea(HRD Korea)(2016). Operation Manual for Korean Apprenticeship.
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