Issue Focus

■ In March, the Ministry of Employment and Labor announced the 4th Construction Worker Employment Improvement Plan (2020-2024). In its plan, the government announced that it will strengthen the growth path for young construction workers. ■ In order to revitalize the system in the future, it will be important ① to establish a field-based education system that reflects the demand of industry and ② to establish a career management system to present a vision as a job. - The biggest problems of the Construction Meister Training Project, which is currently being operated to foster young people, are "lack of participating companies," "lack of equipment for on-site education," and "unsystematic field practice." - As for OJT's problems, 'I don't know about apprenticeship in the field' and 'I don't teach systematically during the OJT period. In other words, 'just order chores' is pointed out as the main reason ■ Meanwhile, Japan and the U.S. have similar concerns as Korea, such as the aging of construction industry and the lack of domestic manpower. Therefore, if you look at the examples for the influx of young people in construction in these countries, the following are as follows. - First, Japan uses employment training support to encourage employers to systematically conduct OJT. At this time, the Job Card system is used to help workers plan their career. - State of California in the United States requires all public works projects over $30,000 to employ apprentices with a corresponding prevailing wage for each profession. Training consists of 80% practical training, 20% technical theory education, evaluated annually by testing. ■ Measures to improve education and training to foster young people at construction sites are as follows. - First, it is necessary to analyze and standardize the technologies required by each profession to create a manual for practical training. For this purpose, it is necessary to establish an education and training plan for OJT. However, the government should be able to provide guidelines for each profession. - Second, it is necessary to establish a system for career management of trainees participating in education and training. Through (ex)the establishment of a training information management system, career design should be provided to help them engage in the construction industry after the training is completed. Also, it is necessary to find ways to link the 'integrated career management system' to be introduced in the first half of 2021. - Finally, in order to promote on-site education for young people, policy incentives must be in place to encourage participation of construction companies. Also, it is necessary to find ways to give incentives to trainees.