• International Area Studies Review
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• v.20 no.4
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• pp.163-184
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• 2016

Recently, many companies consider various methods for hiring employees. Hiring talent employee has made influences on the future of the company. Therefore, companies spend a lot of money for developing many tools on hiring employee. But most of companies don't try to review the comparison between the assessment system of hire and performance. There is few research on the performance results from the assessment scores of hiring. Only, the companies focus on hiring good employee who have good ability. Sometimes, HR managers are satisfied only with low quit rate. The paper analyzes what kind of relevance between the hire assessment and performance assessment for the same people. It uses the actual data for A company. This is very useful data for research on the relevance between hire and perform assessment. We can consider what the important things are for hiring and managing employee.

• Journal of Korean Academy of Nursing
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• v.50 no.6
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• pp.837-847
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• 2020

Purpose: The purpose of this study was to investigate the effects of hospital characteristics on employment rate, working period, and retirement of ward nurses in Korea through a retrospective cohort study based on HIRAS data. Methods: Data were obtained from a report on medical care institutions of Health Insurance Review & Assessment Service (HIRAS). Data from 259,941 nurses who were working for a day or more from January 1, 2012, to December 31, 2016, at 2,942 medical care institutions were analyzed. Life table method analysis, Kaplan-Meier analysis, and Cox proportional hazard regression analysis were conducted. Results: The employment rates of 5 yeas and 10 years for the total sample were 38% and 28%, respectively. The estimated mean value of the working period was 3,642.7 days (SE: 17.4 days). Cox proportional hazard regression analyses revealed that nurses who were working at the general hospital/hospital, clinic, and nursing hospital were more likely to leave the hospital compared to those who were working at the 3rd general hospital. Nurses who were working at the medical institutions which were located in cities and countries, established by the private foundation, rated lower levels of nursing, and owned an insufficient number of beds, nurses and doctors were more likely to leave their workplace compared to those of the counterparts. Conclusion: This study indicates that hospital characteristics may play a significant role in retirement and working period of ward nurses in Korea. The improvement of hospital conditions to reduce ward nurses' retirement are needed.

• Journal of the Korea Society for Simulation
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• v.23 no.4
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• pp.163-170
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• 2014

This study calculates the employee receives severance pay scale are paid from the company in the DC system. In addition, by utilizing the reserve growth model were studied in accordance with shortfall risk levels generated by stochastic asset allocation. For the analysis, from 2004 to 2013 using the KOSPI returns and total bond yields were simulated. Scenario 1 is when compared to the severance reserve is insufficient. Scenario 2 is the same as if toy reserve this severance pay. During one period, depending on the asset allocation of stocks and bonds was confirmed that the probability pension risk does not occur. And we suggest that members of DC pension risk endeavor with the government and companies to avoid.

• Journal of Digital Convergence
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• v.22 no.1
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• pp.33-38
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• 2024

In recent years, as more and more middle-aged people who worked at companies are retiring, they are becoming interested in starting their own businesses, and the rate of middle-aged people starting businesses is increasing. The purpose of this study was to analyze the quality and satisfaction of educational services and trust in educational institutions in providing entrepreneurship education to prospective entrepreneurs over the age of 40 who want to start a business, and to analyze the impact of entrepreneurship education on entrepreneurship in the future. Afterwards, the goal is to establish an education strategy to improve the quality of entrepreneurship education. To achieve the purpose of the study, a hypothesis was established and an empirical analysis was conducted on educated prospective entrepreneurs and retirees over 40 years of age. As a result of the analysis, it was confirmed that confidence and reliability ultimately influence the factors that increase satisfaction with entrepreneurship education for middle-aged and older people. Satisfaction was found to play a meaningful role in trust. The research points out that entrepreneurship education institutions should provide education centered on the trainees rather than entrepreneurship education centered on support organizations. Moreover, due to the diversity of education, not only the content and method of education but also the education of employees working in supporting organizations is important.

• Korean Journal of Labor Studies
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• v.24 no.3
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• pp.109-142
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• 2018

This paper aims to analyze the Award wage system in Australia for construction workers. Considering low wages and precarious employment situation of construction workers in general, it is of advantage especially for them in Australia. Furthermore, it seems to be instructive for Korean construction workers, who stand in more precarious and unstable situation and furthermore are lack of fair wage and social safety. After strong and longstanding labour struggle in the late 19th century in Australia, it has been established a tripartite institution called as 'tribunal' between trade unions, employers, and the government. Under the highly institutionalized form of industrial relations, it functions as an arbitration and conciliation system between labour and management. The Award wage system stands in the middle point. This Award wage system including various welfare provisions is settled by the tribunal, today renamed as Fair Work Commission. In this wage system should be defined level of minimum wages according to the various skill levels, which are in turn connected with compulsory superannuation and Medicare as well as vocational education and training. Furthermore, it provides especially for the construction workers, who suffer from job instability, so-called 'portable benefits', which relate to long service leave and redundancy pay. Considering general conditions of precarious construction workers in Korea, In that respect, the Australian Award wage system would be very instructive for our social wage and safety system for construction workers.

• Journal of Labour Economics
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• v.24 no.1
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• pp.207-230
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• 2001

This paper uses the Korean Labor Panel data to investigate changes in the employment types of male workers following their job changes with the classification of workers into three categories: regular wage workers, non-regular wage workers, and self-employed workers. It also estimates a competing-risks hazard model to analyze the determinants of employment types of workers. The results show that the type of employment of a worker at an immediate previous job has a critical importance in determining his employment type at a new job and that the types of employment at jobs other than the immediate previous job also play some role in determining the type of employment at a new job, although their impact declines as the number of intervening jobs increases. A job loser, who worked as a non-regular worker at his immediate previous job, for example, is considerably less likely to find a regular job, but more likely to get reemployed at another non-regular job than one who worked as a regular worker at his immediate previous job. Similarly, a worker who quit self-employment is much less likely to find a regular job but more likely to restart his own business than one who worked as a regular worker at his immediate previous job. These findings suggest that it is not easy at all for a worker who worked as either a non-regular worker or self-employed worker to become a regular worker, although it might be premature to assert that non-regular jobs or self-employed jobs are dead-end jobs. Another interesting finding of this analysis is that a high unemployment rate lowers a probability of reemployment at either regular jobs or self-employed jobs, but raises a non-regular job reemployment probability, which strongly implies that as labor market conditions become adverse to workers the proportion of non-regular employment can rise rapidly.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.416-431
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• 2018

The purpose of this study was to analyze in-depth the nurses' experience of hospital work and the factors affecting career interruption of nurses. For this purpose, 20 inactive nurses aged 26-55 participated in interviews about their experience as nurses, characteristics of nursing work, and reasons for retirement, and applied the analysis method of Colaizzi among phenomenological research methods. The analysis resulted in 104 significant statements, 17 formulated meanings, 6 clusters of theme, and 2 categories. The two categories are nursing work characteristics and work environment characteristics. In the characteristics of nursing work, there are four clusters of theme of 'time pressure', 'lack of autonomy', 'physical and emotional labor', 'low wage increase', and in the characteristics of nursing work environment, there are two clusters of theme of 'physical environment' and 'human environment'. Therefore, in order to improve the nurse career interruption, efforts should be made to alleviate excessive work intensity, raise the appropriate level of pay and provide a safe working environment.

• Korean Journal of Social Welfare
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• v.64 no.4
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• pp.233-259
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• 2012

Recently, the youth employment crisis which is characterized by high unemployment and low employment rate has been considerably serious, while jobless growth has been observed. However, job shortage and unstable labor status of the old are also main issues. To solve this problem, the job creation and deferred retirement for the old has been proceeded. Consequently, it has caused to the intergenerational war on job due to equity of job creation for the youth. However, it is not desirable that the problem would be diagnosed and the policy would be set up although little attention has so far been paid to test empirically this kind of substitution relation. Thus, this research has been analyzed whether the employment relation between the youth and the old is substitution or not. The analysis method is panel data analysis in 15 OECD countries including Korea(1990~2000). Major findings are as follows. First, only half of the youth and the old works. It provides the evidence that the employment crisis is not a problem of special generation but all of them. Second, employment relation between generations followed by panel analysis is not substitution relation. This findings can be interpreted as evidence that it is unlikely to solve the youth employment matter even though the government encourages the early retirement.

• Korea journal of population studies
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• v.11 no.1
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• pp.204-229
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• 1988

This paper documents and discusses trends and differentials in youth's participation in the labor force and employment. Youth in this study is defined asthe young aged 15-29. Youth passes through a series of life-course transitions,which include school completion own family formation(marriage and childbirth) .mandatory service in the army (by males) , and their economic activities are affectedby those life-course events. Accordingly we show how and to what extent youth'slabor force participation and employment varies with age and how the age patternhas changed over time.Throughout the 1980's and 1990's, youth's labor force participation showeddifferent trends by age group Labor fDrce participation rate of the 15-19 agedsteeply decreased, while that of the 25-29 steadily increased during the twodecades, the rate fsr the 20-24 aged showing not much variation. The former is dueto the increased rate of school enrollment among the age group, while the lattercould be attributed, in part, to the young women s increased and more steadyparticipation in the labor force over time.While labor force participation could be considered as a result of one's choicesand preferences, employment opportunities are more or less restricted by labormarket structure and institutions . This study documents how the structuralconstraints have interacted with individual and group attributes to differentiateemployment opportunities between individuals (educational background) and groups(especially sex diffrences) . One of the most salient feature of youth's em[ploymentstructure is the recent high unemployment rate of the college graduates. We discusshow that is related to the'credential society'in which one's educational credentials and it's social status play major role in determining who gets what in terms of job opportunities. Also is discussed the discordance between school and labor marketsupply and demand system, which is apparent in the prolonged oversupply of thecollege graduates, which is due to the consistently high rate of college entranceobserved since the early 1980's. Theoretically the job market for college graduates isviewed not as the'neoclassical'wage competition market but as job competition market in which one's (good) job opportunity is determined by one s position in thejob queue, which is in turn heavily dependent on from which college one get shis/her college degree as well as one's sex.

• Korean Security Journal
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• no.24
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• pp.147-170
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• 2010

This study is to present a improvement directions for the protection of industrial key technology. For the purpose of the study, the survey was carried out on the administrative security activity of 68 enterprises including Large companies, small-midium companies and public corporations. survey result on the 10 items of security policy, 10 items of personal management and 7 items of the assets management are as follows; First, stable foundation for the efficient implement of security policy is needed. Carrying a security policy into practice and continuous upgrade should be fulfilled with drawing-up of the policy. Also for the vitalization of security activity, arrangement of security organization and security manager are needed with mutual assistance in the company. Periodic security inspection should be practiced for the improvement of security level and security understanding. Second, the increase of investment for security job is needed for security invigoration. Securing cooperation channel with professional security facility such as National Intelligence Service, Korea internet & security agency, Information security consulting company, security research institute is needed, also security outsourcing could be considered as the method of above investment. Especially small-midium company is very vulnerable compared with Large company and public corporation in security management, so increase of government's budget for security support system is necessary. Third, human resource management is important, because the main cause of leak of confidential information is person. Regular education rate for new employee and staff members is relatively high, but the vitalization of security oath for staff members and the third party who access to key technology is necessary. Also access right to key information should be changed whenever access right changes. Reinforcement of management of resigned person such as security oath, the elimination of access right to key information and the deletion of account. is needed. Forth, the control and management of important asset including patent and design should be tightened. Classification of importance of asset and periodic inspection are necessary with the effects evaluation of leak of asset.