ScholarWorks@숙명여자대학교

초록

This study examines policy options for introducing a certification system for corporate career consultants who support employees’ career development. Drawing on institutionalism and the sociology of professions, it compares certification systems in five countries (Japan, Australia, the United States, Germany, and France). Building on the OECD (2004) Career Development Governance Framework and integrating North (1990) and Hall (1968), the study measures the balance between state intervention and professional self-regulation through seven variables. Using a rubric-based comparative matrix to quantify qualitative evidence, we assess institutional maturity and identify three governance models: state-led, professional association–led, and public service–integrated. Overall, roles have expanded beyond individual counseling to include corporate HRD, internal mobility, outplacement, and career transitions, implying that Korea should design standardized training, certification, renewal, and quality assurance alongside firm-level utilization mechanisms.

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