• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.2
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• pp.273-282
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• 2021

This study investigates for skills mismatching of the IT service sector in the flows of fast technology changes. It was conducted through an in-depth interview method for professional groups. There were differences in demand for skilled labor by business organizations and educators as providers of skilled labor. A five-point Likert scale was used. The degree of importance of 3.7 average point and the degree of satisfaction of 3.4 average point were responded for the set items in case of matching. In addition, the degree of importance of 3.79 average point and the satisfaction of 3.12 were responded in case of non-majored education students for IT. The skills desired from business organizations included multi-dimensional competencies and soft-skill items. For the reason of skills mismatching, business organizations presented ineffective specifications or divisions of the industrial manpower structure, and educational institutions selected the mismatching of time. Professional groups forecasted that the mismatching gap would expand in the future. To solve the gap, the participated professionals selected an industry-university institute collaboration course and gave an opinion to seek a method to foster manpower in the long-term perspective.

• Safety and Health at Work
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• v.10 no.1
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• pp.125-129
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• 2019

The ultimate goal of the quality control program for special periodic health examination agencies is to diagnose the health condition of a worker correctly, based on accurate examination and analysis skills, leading to protect the worker's health. The quality control program on three areas, chemical analysis for biological monitoring since 1995, and pneumoconiosis, audiometric testing since 1996, has contributed to improve the reliability of occupational health screenings by improving the issues including standardization of testing methods, tools, diagnostic opinions, and reliability of analysis for biological monitoring. It has contributed to improving the reliability of occupational health monitoring by rectifying the following issues associated with previous monitoring: absence of standardized testing methods, testing tools that are not upgraded, mismatching diagnostic opinions, and unreliable results of biological specimen analysis. Nevertheless, there are issues in need of further improvement such as lack of expertise or the use of inappropriate method for health examination, and passive and unwilling participation in the quality control. We suggested solutions to these problems for each area of quality control program. Above all, it is essential to provide active support for health examiners to develop their expertise, while encouraging all the health screening agencies, employers, and workers to develop the desire to improve the system and to maintain the relevance.

• Journal of Labour Economics
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• v.41 no.1
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• pp.39-81
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• 2018

This study focuses on whether non-standard workers are matched by voluntary contract with employers in the labor market and analyzes the factors of involuntary choice of non-standard employees that are diverse by firm size. For the analysis I consider non-standard employees as either voluntary or involuntary according to the push/pull theory based on labor mobility. The Economic Activity Census Added Survey data 2016 show that the proportion of involuntary non-standard employees is greater than voluntary ones as the firm size is smaller. As a result of the analysis, involuntary non-standard employees are not significantly discriminated from voluntary non-standard employees in large firms. However, in small and medium-sized firms and micro small-sized firms, workers are more likely to be involuntarily non-standard if they are older or less educated. In addition, they are more likely to be employed involuntarily in micro small-sized firms than in small and medium-sized firms. Therefore, we should take into account the mismatching problems of compensation, specialty, and career in order to establish policies on non-standard workers. In addition to the financial support for small and medium-sized and micro small-sized firms, it is necessary to provide workers with job information that matches their job skills and career experiences.