다문화멘토링의 운영사례와 활성화 방안 연구

Abstract

이 연구는 다문화멘토링에 대한 운영상의 문제점을 분석하여 활성화 방안을 제안하는데 목적이 있다. 이를 위해 선행연구 및 문헌을 SWOT분석, 관련자들에 대한 FGI 인터뷰, 멘토를 대상으로 설문조사를 실시하였다. 그 결과, 멘토들에게 활동비를 지급하고 양적으로 확대되었으나 국가 근로장학금과 연계되면서 멘토중심으로 운영되는 한계점이 있었다. 다문화멘토링 추진 체계에 대한 활성화 방안은 장학금제도가 아닌 자원봉사 형태로, 획일화에서 다양화·다원화, 수요자 요구에 맞는 맞춤형 멘토링으로 운영되어야 한다. 운영체계에 대한 활성화방안은, 다양한 운영 모델이 개발되고 전문인력을 양성 및 운영비를 지급해야 한다.

The purpose of this study was to examine if there would be any problems with the management of multicultural mentoring in an effort to suggest how to revitalize it. Earlier studies and literatures were analyzed by making a SWOT analysis, and focus group interviews were conducted on the selected people concerned. Besides, a survey was conducted on the selected mentors. As a result, it's found that the mentors were provided with expenses necessary for their mentoring activities, and multicultural mentoring was on the increase in terms of quantity. But there was something to be desired. Relevant programs became mentor-centered after the programs were linked to national labor scholarship. To dynamize multicultural mentoring, that should be offered in the form of volunteer services instead of relying on scholarship, and diversified, customized mentoring should be provided in response to the needs of clients instead of uniform, stereotyped one. In terms of operating system, a wide variety of management models should be developed, and professional human resources should be nurtured. In addition, operating expenses should be offered.