• International Commerce and Information Review
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• v.17 no.3
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• pp.133-152
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• 2015

Cause of the technology leakage and trade secrets can be leaked to the lack of infrastructure, lack of coping skills of SMEs. In addition, small businesses can avoid technology outflow and re-experience the same half of the damage, even when the external leak developed after the fact and does not demonstrate such technology leakage time for the technology and situation which did not take any action, security, infrastructure investments difficult, work-related knowledge, lack of security, trade secret protection dedicated staff, inadequate legal and institutional measures have been identified as such complaints to date. For subcontracting, etc. mid-sized transactions, hinder the growth of SMEs, SME cross-technology leakage to the increase in unfair practices, including useful, and this has been accompanied by growth-based business-to-business it weakened.

• Journal of Korea Technology Innovation Society
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• v.17 no.1
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• pp.68-94
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• 2014

SMEs in Korea are suffering from severe manpower shortage due to poor incentive system and employees' frequent change of jobs. So far, the government has made continuous efforts to solve these problems, but SMEs still have the same problem. It is critical for SMEs to maintain core employees for long term who can directly contribute to the business performance. However, Korean manpower policies for SMEs has mainly focused on hiring new recruits and attracting experienced high caliber employees to SMEs. Relatively, policies for attracting in-house employees to work for longer term were insufficient. This paper focuses on providing strategic policy options to make core employees stay in the company for longer term. For this, it identifies the concept and features of core employees and reviews the necessity of introducing the Mutual Aid Project. Also, it suggests the way to enhance the effectiveness of policy by analyzing current Mutual Aid Fund programs in Korea.

• Journal of Digital Convergence
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• v.17 no.4
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• pp.29-39
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• 2019

This paper understands small and medium-sized enterprises(SMEs) with the lenses of 'labors' and 'technology' and analyzes possible alternatives for creating jobs in Korea. Interviews with eighty CEOs, directors, managers are conducted during the summer in 2017. In terms of 'labors,' critical issues were 'low income' and 'income gap from conglomerates.' When it comes to 'technology,' support for R&D was critically presented. This study proposes three policies for creating jobs: 1) National Management for Good Technicians, 2) Technical Bidding System, and 3) Mutual benefit disclosure System. Implications for the employment policy are followed.

• KDI Journal of Economic Policy
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• v.17 no.3
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• pp.55-128
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• 1995

본고(本稿)에서는 지난 1973~93년 기간동안 제조업부문에서의 고용(雇傭), 임금(賃金), 생산성(生産性) 등의 변화추이(變化推移)에 대한 분석을 통하여 우리나라 중소제조업(中小製造業)의 세가지 특징적(特徵的)인 팽창양식(膨脹樣式)으로 (1)급격한 양적(量的) 팽창(膨脹), (2)중소기업(中小企業)과 대기업(大企業)간 임금(賃金) 생산성(生産性) 격차(隔差)의 거대(據大), (3)산업조정(産業調整)에 따른 고용조정(雇傭調整) 등에 주목(注目)하였다. 이러한 중소제조업 고용의 동태적인 변화에 대한 이해를 바탕으로 최근 심각히 부각되고 있는 중소제조업 생산직의 인력부족문제를 단순히 '노동(勞動)에 대한 초과수요(超過需要)'로 파악하는 정태적(靜態的)인 관점(觀點)을 비판하였으며, 또한 중소기업 인력(人力)의 질(質)이 대기업(大企業)에 비하여 상대적으로 저하되었음을 보임으로써 중소제조업(中小製造業) 고용문제(雇傭問題)의 핵심은 양적(量的)인 부족(不足)이 아니라 '인력(人力)의 질(質)'의 문제임을 강조하였다. 특히 우리나라 인력개발체계가 국가적(國家的)으로 직업자격(職業資格)을 갖춘 중간기술인력(中間技術人力)을 제대로 배출해 내는 데 실패함으로써, 대기업에 비하여 종업원에 대한 교육훈련에 있어서 규모의 경제를 갖지 못하는 중소기업의 경우 질 높은 인력의 확보에 어려움을 겪는 데 문제의 심각성이 있음을 지적하였다. 또한 본고(本稿)에서는 우리나라의 중소기업(中小企業)이 생산현장(生産現場)에서 바로 활용할 수 있는 직업자격(職業資格)을 갖춘 중간기술인력(中間技術人力)을 제대로 공급할 수 있도록, (1)직업기술교육(職業技術敎育), 직업훈련(職業訓練), 자격제도(資格制度)간의 연계(連繫) 강화(强化), (2)새로운 국가기술자격제도(國家技術資格制度)의 확립(確立), (3)인력개발(人力開發)네트워크의 구축(構築), (4)인력개발지원체계(人力開發支援體系)의 정비(整備) 등 네가지를 기본방향(基本方向)으로 하는 우리나라 인력개발체계(人力開發體系)의 전반적(全般的)인 개편(改編)을 제언(提言)하였다.

• 월간 기계설비
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• s.294
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• pp.124-126
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• 2015

한국건설기술연구원(원장 이태식)이 중소기업을 상대로 강소형 중소기업으로 거듭나기 위한 다리(Bridge)를 놓고 있다. 건설기술연구원이 놓는 다리(Bridge)는 ${triangle}$창업 활성화로 일자리 창출(Business Creation) ${triangle}$중소기업과 함께 연구(Reserch Collabortion) ${triangle}$미활용 지식재산권 공유(Intellectual Property Sharing) ${triangle}$중소기업 애로에 대한 차별화된 컨설팅(Differentiated Consulting) ${triangle}$건설 중소기업의 해외진출 지원(Global Frontier) ${triangle}$일류기업으로 성장토록 지원(Excellence Incubator) 등이다. 건설기술연구원은 이를 위해 중소기업에 기술개발, 인력, 시설 장비, 해외진출 분야에서 적극 지원한다. 건설기술연구원이 지원하는 내용은 다음과 같다.

• Proceedings of the Korea Technology Innovation Society Conference
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• 2013.10a
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• pp.419-433
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• 2013

• Proceedings of the Korea Technology Innovation Society Conference
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• 1999.11c
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• pp.425-441
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• 1999

우리 경제가 작금의 IMF 구제 금융체제를 조기에 극복하고, 21세기 선진국 경제체제로의 도약을 위해서는 글로벌 환경변화에 능동적으로 대처할 수 있는 산업의 국제경쟁력 제고가 절실하며, 특히 산업파급 효과가 크고 부가가치의 실현가능성이 높은 정보통신 산업 분야에서의 기술적/사업적 경쟁우위의 확보가 중요하다고 하겠다. 또한 선진국을 중심으로 전개되고 있는 지식기반 경제의 확립을 통한 지속적인 발전 및 세계적인 확산, 지식자원을 기반으로 한 국가 및 개별기업의 경쟁력 제고, 개인·산업·국가 수준의 네트워크 구축을 위한 제휴전략의 확대 등과 같은 새로운 페러다임의 형성에 효율적으로 대처하기 위해서는 제조업을 중심으로 한 대기업-중소기업이란 이분법적 구조에 따른 보유수준위주의 경쟁자원의 개념을 뛰어넘는 새로운 개념으로서, 벤처기업의 육성 및 지식자원의 ‘창출-변환-확산’을 통한 경쟁우위를 확보할 수 있는 효율적인 방안의 마련이 필요하다. 따라서 본 연구원에서는 정보통신 기술 집약형 중소기업의 지식자원 확충을 통한 경쟁력 제고를 위한 방안 마련의 일환으로 전문 인력의 투입(지식창출), 전문 인력의 관리/유지시스템(지식변환), 전문인력 양성제도/정책(지식자원 확산인프라)의 3 측면에서 문제점과 개선점에 대한 분석, 및 효율적 정책방안을 제시하였다.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.14 no.9
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• pp.2113-2119
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• 2010

In this paper, the cooperative curriculum between university and company according to the 'Type of IT Business(TIB)' is proposed for an IT manpower cultivation. The cooperative curriculum is established by the core technology from the matching table between 'Type of IT Business(TIB)' and 'Class of IT Techniques(CIT)'. The company participated in the cooperative curriculum gives a guarantee of the job position to the university students who took this cooperative curriculum. For the cooperative curriculum, the agreement is needed between university and company for the establishment and its operation of UCCCC(University and Company Cooperative Curriculum Council) after an exchange of the Memorandum of Understanding(MOU) including the supply-demand of IT manpower, the core technology, and the job conditions. The cooperative curriculum will be useful for employments of small and medium sized companies.

• The Journal of Small Business Innovation
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• v.19 no.3
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• pp.57-74
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• 2016

This paper analyzes the role of strategic fit, cooperation, and performance in small-sized subpart suppliers' interactions with large businesses. For this purpose, this paper analyzes survey data from 90 first-tier suppliers of Samsung Electronics and evaluates how strategic fit and cooperative relationships affect their performance. Empirical analysis suggests that strategic fit positively affects small companies' business and innovation performance. This finding aligns with theories arguing for strategies that accommodate specific business environments. In addition, strategic fit is crucial for innovativeness of SMEs (Small and Medium-sized Enterprises). With regard to forming relationships with large companies, findings also show that high quality technological and personnel cooperation boosts subpart suppliers' productivity and efficiency as notably reflected in SMEs' business performance. Moreover, such cooperation between small and large companies reinforces the benefits associated with strategic fit and innovation. This means that if the business environment of small-sized subpart suppliers is uncertain, harnessing differentiated strategies and pursuing collaborations with prime companies will produce innovative outcomes (e.g., increased patent publications). On the other hand, when degree of uncertainty is small, pursuing cost leadership strategies and collaborating with prime companies in areas, such as technology and personnel, will help small-sized subpart suppliers produce innovative outcomes. Based on these findings, this paper argues that choosing the right competitive strategy for a specific business context is intrinsically tied to (1) augmenting technological and human collaborations with prime companies, (2) improving the quality of these interactions, and (3) generating competitiveness among small subpart suppliers. Both competition and cooperation are necessary for strengthening the competitiveness of small companies.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.974-985
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• 2013

This research aimed to propose policy alternatives on acquisition and retention of SME's R&D personnel through the analysis of the status and problems of SME's R&D personnel. As research methods, literature review, survey analysis, domestic and foreign R&D personnel support system and practices benchmarking, human capital corporate panel (HCCP) and integrated survey DB material analysis, and case investigation by interview were used. The occupational status and problems of SME R&D personnel concerned on the corporate size, HRM practices on satisfaction and HRD problems, talent personnel management and training system status, the core talent management system and R&D personnel management system, and its complaints were organized. As conclusion, we have proposed alternatives on acquisition and retention of R&D personnel focused on the talent management. Suggestions were such as supports on R&D personnel management system and its dissemination, systematic career development programs, and excellency promotion on SME's and R&D talent personnel.