• Management & Information Systems Review
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• v.29 no.3
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• pp.71-96
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• 2010

This article firstly reviewed Permanent Established(PE) concept of OECD and UN model tax treaty and compared it with that of Korean Corporate Income Tax Law(CITL). The various factors regarding profit like ways of deciding the local source profit, scope and calculation method which will be imputed to PE were also reviewed. Based on above, standard PE judgement basis and calculation method of local source profit were also studied by using actual cases in foreign corporation which performs plant construction & sales in Korea. Accordingly to properly solve the conflict regarding international tax and to protect the tax authority against the foreign corporation in Korea, by standing on equality, I now propose followings for the better concept of PE in Korea. Firstly, the article that a building site or construction or installation project constitutes a PE only if it lasts more than 6 months should be modified to reflect OECD model convention's criteria of 12 months. Second, the scope of 'subordinate attorney' which is regarded as PE under CITL is now including 'holding-delivery attorney', 'order attorney', and 'assurance attorney' as well as 'contract attorney'. This is overly limit the activities of foreign corporation. It had better be loosened only to include 'contract attorney' as OECD provisions. Third, the CITL limits the cases of preparatory and/or auxiliary place which is not regarded as PE, thus limit the foreign corporations' business by expanding the concept of PE. This had better be eased. Fourth, in deciding the amount of local source profits, the CITL stipulates to split the profits by the relevant contribution of transaction parties through 'profit split method'. To solve the conflict, the ways of profit split must be better clarified through providing object and detailed standard and basis.

• Journal of the Korean Society for Library and Information Science
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• v.45 no.2
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• pp.229-249
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• 2011

The purpose of this study is to investigate the developmental process of University-based librarianship education in Japan from a historical perspective by analyzing literature. The results show that America's librarianship education policy historically focused on the establishment of a new model of librarianship education whereas Japan's policy was to keep the one from the Second World War. In 1951, an American model of education was established at Keio University by the contract between U.S. Department of the Army and American Library Association in America, but it did not continue to develop as mainstream model. The American model of librarianship education was not successful in Japan. It is expected that this study concerning Japanese librarianship education which adopted by the American model at the first time after the war in Asia will give vision for further studies in the domain of library history.

• Korean Journal of Construction Engineering and Management
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• v.15 no.3
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• pp.23-30
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• 2014

Overseas construction orders of domestic companies had been increased significantly in a short period from $10.9 billion in 2005 to $64.9 billion in 2012. However experts are concerned that quality of growth will not support quantitative growth. This study suggest concentrate competencies for not only winning in bid but also successful execution of domestic companies. 4 Steps which are Pre-Marketing, Bid-Preparation, Bidding, Contract Phase are defined for competency assessment. After drawing specific tasks by phase, survey asking importance and capability of the tasks to the person in charge of bidding and site was conducted by utilizing Likert 7 point scale. According to the result of IPA analysis, domestic construction companies need to ensure internal competencies; Project risk review, Bid team organization, and external competencies; Client needs grasp, Localization strategy, Cooperation establishment. Hearafter domestic construction companies will be able to utilize the result of the study for setting bidding strategy for winning in bid and improving earning rate.

• Journal of the Korea Convergence Society
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• v.13 no.1
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• pp.89-99
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• 2022

Due to COVID-19, non-face-to-face cultures such as remote classes, remote work, and tele-medicine are spreading. The major contributors to the settlement of such a non-face-to-face society are small and medium SW companies and SW manpower. However, recently as large platform companies and foreign big tech companies hire thousands of SW manpower, SW small and medium-sized companies are experiencing a serious manpower shortage. Therefore, the purpose of this study is to suggest policy alternatives for SMEs to stably secure SW manpower and support continuous business operation. To achieve this purpose, this study examines the current status of the SW industry and manpower, then summarizes related issues and suggests policy alternatives to solve these issues. Those policies include the reinforcement of incentives to support manpower retention such as the Naeil Chaeum deduction system, youth housing union composition, special military service system, recruitment of manpower through the contract semester system of employment conditions, reinforcement of customized education through supplementation of the SW manpower training voucher system, SW field skill standardization, establishment of a governance system for nurturing SW manpower, preparation of countermeasures against the outflow of manpower to large companies, and a win-win cooperation program for large and SME SW manpower.