The purpose of this study was to develop a 'youth life-long employability competency model' by identifying the competency elements and behavioral indicators required for youth employment preparation activities to lead to successful employment from a lifelong perspective. For this purpose, two research questions were presented. The first is 'How should the youth life-long employability competency model be structured?' , and the second is 'What is the content validity result of the expert group' s competency model through the Delphi survey?' .
The first problem, in order to identify the components of the youth life-long employability competency model, we reviewed theories and previous studies on 'youth and career activities' , 'competency and competency modeling' , 'career competency' , 'core competency' , 'employability' , 'employment competency' , and 'employment system' . After deriving the components of youth employment capability, a draft of the youth life-long employability competency model was developed.
For the second problem, validity verification, Delphi survey was conducted three times. The panel of the Delphi survey consisted of 26 participants, consisting of 'corporate personnel and HRD manager group' , 'HRD expert group' , 'university career and employment manager group' , and 'youth career and employment consultant group' . In the Delphi survey, validity values were statistically processed into mean, standard deviation, median value, mode value, percentile (25, 50, 75), CVR, degree of convergence, degree of agreement, and coefficient of variation (stability). The validity of the youth life-long employability competency model was analyzed to be high, and it was judged that the expert panel had found a consensus. The panel's open opinions on the components and definitions of the competency model were collected and categorized, and based on this, the draft of the competency model was revised and supplemented to complete the youth life-long employability competency model.
The youth life-long employability competency model developed through this study consisted of 5 sub-competency groups, 15 sub-competencies, and 46 behavioral indicators, and was defined operationally. The composition is 'Vocational career preparation competency group (career attitude, vocational career exploration ability, vocational career planning ability)' , 'Occupational professional competency group (major knowledge development capability, Professional qualification development capability, job competency development capability)' , 'Occupational common competency group (basic work ability, work handling ability, organizational adaptability)' , 'Job search analysis competency group (job suitability analysis ability, organizational suitability analysis ability, recruitment analysis ability)' , 'Job search execution competency group (job search document preparation ability, job search interview ability, job search and support ability)' .
It is expected that the results of this study will contribute to the development of the following research departments and practices.
First, it can be used as theoretical data for 'establishment of a roadmap for development of employment competency' , 'development of step-by-step career and employment support programs' , and 'structured operation of career and employment counseling' in schools or educational and training
institutions.
Second, young people can use it as theoretical data that can be used as 'common behavioral standards for developing and preparing employment competency' .
Third, research institutes and researchers can use it as a 'diagnostic tool for establishing career and employment-related policies' and 'measuring the level of employment competency' .
Fourth, there are few previous studies on life-long employability competency modeling, and there are not many previous studies that attempted employment competency modeling and derived specific behavioral indicators, so it can be used as basic data for the development of studies related to 'life-long employability competency' and 'employment competency' .