GAP ì ¸ì¦ ìš°ìˆ˜ì‚¬ë¡€ 경진대회 ì‹œìƒ
êµë¦½ë† ì‚°ë¬¼í’ˆì§ˆê´€ë¦¬ì› ì€ ìš°ìˆ˜ê´€ë¦¬ì ¸ì¦ (GAP) ë† ì‚°ë¬¼ì „ 알리기 위해 ê²½ì§„ëŒ€íšŒì— ì„œ 우수 사례 13ê³³ì „ ì„ ì •í–ˆë‹¤ê³ 25ì ¼ ë° í˜”ë‹¤. (사진 = ë† ê´€ì› ì œê³µ) 2024.11.25. *ìž¬íŒ ë§¤ ë° DB 금지
[ì¸ì¢ =ë´ìì¤]ìž„í•˜ì € ê¸°ìž = êµë¦½ë† ì‚°ë¬¼í’ˆì§ˆê´€ë¦¬ì› ì € ìš°ìˆ˜ê´€ë¦¬ì ¸ì¦ ( GAP) ë† ì‚°ë¬¼ì „ 알리기 위해 ê²½ì§„ëŒ€íšŒì— ì„œ 우수 사례 13ê³³ì „ ì„ ì •í–ˆë‹¤ê³ 24ì ¼ ë° í˜”ë‹¤.
GAP ì¸ì¦ ì€ ë† ì‚°ë¬¼ ìƒ ì‚°Â·ìˆ˜í™• 후 관리 ë° ìœ í†µì ˜ ê° ë‹¨ê³„ì — ì„œ ê¸°ì¤€ì— ë”°ë ¼ 위해요소를 차단해 ìœ„ìƒ ì ì ¸ ë† ì‚°ë¬¼ì „ 공급하는 ì œë „ë¥¼ ë§ í•œë‹¤.
올해로 10년째를 ë§žì ´í•œ GAP ì ¸ì¦ ìš°ìˆ˜ì‚¬ë¡€ 경진대회는 ìƒ ì‚ °ê³¼ ìœ í†µ 2ê°œ 부문으로 ì°¸ê°€ìž ë¥¼ 모짒해 ì „êµì— ìˆ¨ì–´ìžˆë ˜ GAP ì ¸ì¦ ê³ ìˆ˜ 13ê°œì ˜ 사례를 ì„ ì •í–ˆë‹¤.
ëìíë¶ ì¥ê´ìê³¼ ëê´ìì¥ìì ìì¬íë ìììì êµë´ ìµë ìí ì¶ì ì¸ ìì¸êµì ìíì°ì ì ìì ì´ë ¸ë¤.
ëê´ìì GAP ì°ìì¬ë¡ì íµí© ëê´ì íë³´ê´ì ì´ìíë©° ìë¹ììê² ì§ì êµê°ì¸ì¦ì ëí´ ì리기ë íë¤.
ìƒ ì‚° 부문 ëŒ€ìƒ ì € 스마트팜 ê¸°ìˆ ì „ ë „ìž…í•´ ë²„ì„¯ì „ ìƒ ì‚°í•˜ëŠ ” ê°•ì› ë „ í™ ì²œì— ìœ„ì¹˜í•œ ì²ëŸ‰ë²„ì„¯ë† ì› ì— ê²Œ ë Œì•„ê°”ë‹¤. ìž¥ê´€ìƒ ì— 500ë§Œì› ì ˜ ì‹œìƒ ê¸ˆì „ 받았다.
ê¸ˆìƒ ì€ 100% 해외 ìˆ˜ì¶œì „ í•˜ê³ ìžˆëŠ” ì „ë‚¨ ê³¡ì„±ì ˜ 곡성군배 ì˜ ë† ì¡°í•©ë²•ì ¸, ì€ìƒ ì€ íŠ¹ë“± ì‚¬ê³¼ë§Œì „ ê³ ì§’í•˜ëŠ” ê²½ë¶ í ¬í•ì ˜ ì˜ ì ¼ë§ŒGAP 과수잒목반과 충남 ê¸ˆì‚°ì— ì„œ ì ¸ì‚¼ì „ í ‘ì‚¼ìœ¼ë¡œ 가공해 íŒ ë§¤í•˜ëŠ” ê¸ˆì‚°í ‘ì‚¼ì£¼ì‹ íšŒì‚¬(GAP 관리시설)ì ´ ìˆ˜ìƒ í–ˆë‹¤.
ë ™ìƒ ì— ëŠ” GAP ì ¸ì¦ ìœ¼ë¡œ 산지 ê° ê·¤ íŒ ë§¤ì— ì„œ 지리ì 한계를 ê ·¹ë³µí•˜ì—¬ 매출 ì˜¬ë¦¬ê¸°ì— ì„±ê³µí•œ ì œì£¼ ì œì› í•˜ëŠ˜ë† ìž¥, GAP ì ¸ì¦ ì „ 통해 입지와 íŒ ë¡œë¥¼ 확장한 ë³´ì €ëŒ€ ì¶”ê³ ì „ë† ìž¥, ìœ í†µ 차별화를 ë’¬ 매출 ì‹ ìž¥ì— ì„±ê³µí•œ 죽장사과 ì˜ ë† ì¡°í•©ë²•ì ¸ 3ê³³ì ´ ìˆ˜ìƒ í–ˆë‹¤.
ìœ í†µë¶€ë¬¸ ëŒ€ìƒ ì € 960ëª…ì ˜ í•™ìƒ ë“¤ì— ê²Œ ë§¤ì ¼ GAP ì ¸ì¦ ë† ì‚°ë¬¼ë¡œ ë§ Œë“ 쌀과 ë°˜ì°¬ì „ ì œê³µí•˜ëŠ” 경기 ìˆ˜ì› ì†Œìž¬ ê¶Œì„ ì´ˆë“±í•™êµ , ê¸ˆìƒ ì € ì‹ ì„ ì±„ì†ŒÂ·ê³¼ì ¼ 등 êµë‚´ ìœ ì ¼í•˜ê²Œ ì˜¨ë ¼ì ¸ ì— ì„œ GAP ì ¸ì¦ ì „ìš©ê´€ì „ 개설하여 ìš´ì˜ ì¤’ì ¸ íŒ”ë „ê° ì ´ì •í™” MDê°€ ìˆ˜ìƒ í–ˆë‹¤.
ì €ìƒ ì € ê21⁄2ê ̧° íTM”ì„±ì— ì„œ 매ì 1⁄4 ì•1⁄2 1500ëa…ì ̃ ìˆë“±í•ìƒì „ „ …임지는 서연ì ́ˆë“±í•TMêµ ìTM€ 10ë…„ ì „ë¶€í„° GAP ì ¸ì¦ íTMœì„±íTM”ì— ë… ̧ë ¥ ì¤ ‘ì ¸ íTMˆí”ŒëŸ¬ìŠ¤ ìƒ í’ˆ1부묬 ́ ë°›ì• ̃다.
ë ™ìƒ ì € í•™êµ ê¸‰ì‹ ë‹¨ì²´ë¡œ 대구 ë‹¬ì„±êµ°ì— ìœ„ì¹˜í•œ 논공초등 í•™êµ ì™€ 경기 ìˆ˜ì› ë§ í ¬ê³ ë“±í•™êµ ê°€ ìˆ˜ìƒ í–ˆë‹¤.
ë† ê´€ì› ì€ ì•žìœ¼ë¡œë „ GAP ì ¸ì¦ ìš°ìˆ˜ì‚¬ë¡€ ì „ì‹œ í™ ë³´ê´€ ìš´ì˜ , 우수사례 í™ ë³´ ì˜ ìƒ ì „ ì €ìž’ê¶Œ ì—†ì ´ ì œìž’Â·ì œê³µí•˜ëŠ” 등 í™ ë³´ë ¥¼ ì´ì–´ê°„다.
박성우 ë† ê´€ì› ìž¥ì € “GAP ê²½ì§„ëŒ€íšŒì ˜ 취지는 ìž ë°œì 으로 GAP 기준 Eh „ 준수하는 우수 ë† ê°€ë¥¼ 발굴하는 것”ì ´ë ¼ë©° “대회를 계기로 ìž…ìƒ í•œ ìƒ ì‚°Â·ìœ í†µì—…ê³„ ë“±ì ´ ë ”ìš± í™œì„±í™”ë ˜ê³ ìž… ìƒ ë† ê°€ë¥¼ 벤치마킹해서 ì „ë°˜ì ì ¸ 관리 ìˆ˜ì¤€ì ´ 높아지 기를 기대한다”ê³ ë§ í–ˆë‹¤.
â—Žê³µê° ì–¸ë¡ ë‰´ì‹œìŠ¤ [email protected]
* How can HR professionals reframe their perspective on “GAPs” to recognize the potential value and unique experiences they may represent?
## Discussing the Challenges of “GAP” Periods in the Job Market
This article emphasizes the contrasting viewpoints of HR professionals and young job seekers regarding “GAP” periods on resumes.
Let’s break down the discussion into thematic sections and formulate open-ended questions to encourage nuanced conversation:
**Section 1: Understanding the “GAP” Phenomenon**
* What are the various reasons why young professionals might have “GAPs” in their work history?
* How do cultural expectations and societal norms contribute to the stigma surrounding “GAPs”?
* What are the potential risks and opportunities associated with taking a “GAP” year or period?
**Section 2: HR Perspectives on “GAPs”**
* Why do some HR professionals view “GAPs” with skepticism or concern?
* What specific questions do recruiters typically ask about “GAPs” during interviews?
* What strategies can HR departments adopt to create more inclusive hiring practices that value diverse career paths?
**Section 3: Young Professionals’ Experiences with “GAPs”**
* How do young job seekers perceive the challenges associated with disclosing “GAPs” on their resumes?
* What strategies do young professionals use to explain “GAPs” in a positive light during interviews?
* How can young professionals leverage their “GAP” experiences to demonstrate valuable skills and perspectives?
**Section 4: Bridging the Gap: Building Understanding and Collaboration**
* What are some ways to foster open and honest conversations between HR professionals and job seekers about “GAPs”?
* How can educational institutions and career counseling services better prepare young people for navigating “GAPs” and potential employer perceptions?
* What systemic changes could be implemented to create a more supportive and inclusive job market for individuals with diverse career trajectories?
This structured discussion focuses on open-ended questions that explore multiple perspectives, encouraging a deeper understanding of the challenges and solutions surrounding “GAP” periods in the job market.
