• Journal of Korean Society of Industrial and Systems Engineering
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• v.29 no.3
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• pp.43-54
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• 2006

The National Wealth Survey Method has been used to estimate capital stocks in Korea by the Korea National Statistical Office in every 10 years. However, this method requires huge amount of time and money, Since the Benchmark Year Method also has similar problems of difficulties to estimate the annual retirement rate and depreciation, the Korea National Statistical Office is now considered to adapt the Perpetual Inventory Method being used by the most OECD countries as an alternative. Hence, in this paper, the concepts of the Perpetual Inventory Method are introduced and its formation plans for the National Wealth Survey are suggested.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.30 no.4
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• pp.170-181
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• 2007

The purpose of computing economic depreciation value is to find valuation of assets closely in line with market prices. The valuation of industrial assets are called Engineering Valuation. The two representative techniques for such valuation are Hulten-Wykoff Method, which estimates real value using regression equations, and T-factor Method devised at Iowa State University. The two are all empirical methods for computing service life (duration period). In this paper, we derived the service life by empirical methods using national wealth statistics, and also by more conventional methods such as original group method and retirement method. The results from each method are compared with one another. We also computed economic service life from these results. In S. Korea where amount of asset value statistics is still insufficient, the most effective method for empirically computing economic service life turns out to be the one using national wealth statistics. In addition, we also present economic relationship between depreciation value computed by using Hulten-Wykoff Method and depreciation value computed by using T-factor Method.

• Journal of Families and Better Life
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• v.28 no.6
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• pp.195-205
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• 2010

households using the 2007 Korean Retirement and Income Study. Elderly households were classified into three groups based on the comparisons among the costs of living and then the factors influencing the probability of belonging to each group were investigated using multiple logistic regression models. The major findings are as follows. Firstly, the subjective adequate cost of living was the highest and the subjective minimum cost of living was the lowest. The actual cost of living was in between. Secondly, 42.6% of elderly households belonged to Group1(whose actual cost of living was less than the subjective minimum cost of living), 30.0% was classified into Group2(whose actual cost of living was greater than the subjective minimum cost of living but less than the subjective adequate cost of living) and the actual cost of living of the remaining 27.4% was greater than the subjective adequate cost of living(Group3). Thirdly, income was the strongest factor influencing the probability of belonging to each group, but the influencing factors were different for the logistic models for Group1 and Group3 based on Group2.

• Research in Community and Public Health Nursing
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• v.20 no.2
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• pp.152-160
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• 2009

Purpose: The purpose of this study was to analyze service occupation types and to develop training programs for the aged. Methods: This study used descriptive study design. The research process consisted of three stages: first, identified the demand of service manpower for the aged; second, investigated present jobs and education programs in Korea and Japan; and last, developed service jobs and education programs for the aged. Results: Potential users considered "health management" to be the most important area. They thought "providing job" as second most important. According to the result of analyzing Korean policies, there were 9 service occupations in 5domains. So, we derived 10 occupations such as 'daily living manager', 'care manager', 'care worker', 'health manager', 'education specialist', 'leisure manager', 'good manager', 'housing manager', 'financial specialist' and 'retirement consultant' in 5domains as healthcare, leisure, goods, housing and finance. Finally, we developed their tailored training programs. Conclusion: According to this study, there should be various occupations qualified by the government, and training programs should be settled. And healthcare providers must included in developing standardized training programs.

• Journal of Wellbeing Management and Applied Psychology
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• v.1 no.1
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• pp.21-26
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• 2018

Modern society has become an aging society, and the National Statistics Office(NSO) expects that Korea will be also an aging society by 2019, that is, people over the age of 65 will account for 14 percent from the total population. In addition, the increase of labor flexibility is also one of the dramatic features in modern society. However, this social shift have unpredictable results, that is, the advent and increase of grandparent and grandchildren family. Modern medical technology has given Koreans longer expectancies, and structural and economic changes in society have brought early retirement. One of the main reasons that grandparent and grandchildren family increase is below an average of two children per family. There are various services available such as Health support center, Dream start center, Youth support center, Community child center, and Community welfare center. Besides, schools operates various programs for grandparent and grandchildren family with social workers and school counselors. But, most of all, what is necessary is a change of perspective on them. Basically, we need to develop a clear perspective on grandparent and grandchildren family as a not dismantling family type but alternative family type with creating a separate program or service

• The Journal of the Korea Contents Association
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• v.22 no.3
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• pp.442-452
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• 2022

This study was conducted to understand research trends of HR Analytics (HRA) in Korea and to suggest future research directions. First, a comparative analysis was conducted by classifying six areas of recruitment on-board, work environment, performance evaluation, retention, and exit/retirement building on the employee life cycle framework. The results indicate that first, the distribution of detailed research topics in Korean HRA research has similar to that of international research. Second, Korean HRA studies related to employee training and development function are insufficient. Third, the scope and the method of machine learning are becoming enriched. Finally Korean HRA studies are still in the technical domain and toward entering the predictive analysis domain.

• Journal of Digital Convergence
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• v.19 no.2
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• pp.61-69
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• 2021

The military pension deficit is increasing due to an increase in the average life expectancy and pension option rate, and a significant reason for this is estimated to be a continued increase in the number of military pension recipients. In terms of the soundness of military pension finances, this paper uses the Markov chain model to validate the stability of the military group, suggesting the direction of future military pension system in terms of the ratio of pension receipts to employees, and verifying the feasibility of the method applied through verification. Through this paper, we have confirmed that the initial 45,270 military personnel converge to 43,141 after a certain period of time and reach a stable state, which is expected to help us to estimate the long term size of military pension recipients to confirm the direction of national financial support. Military man who are eligible for pensions for more than 20 years have a relatively low rate of turnover or retirement compared to ordinary private groups, making it easier to define their status and simplify state transition probabilities. Therefore, it is expected that the sustainability of the military pension will be confirmed from a long term perspective by viewing the military group as a system and applying it to the Markov chain model by checking the probability of transfer of status such as promotion, maintaining the current grade, and retirement during the period.

• Journal of Families and Better Life
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• v.24 no.1 s.79
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• pp.55-69
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• 2006

This study has been performed to investigate group differences and determining factors of burnout of the workers in elderly living facilities. In this study, 131 male and female workers composed of social workers, health practitioners, and other management workers were selected among 23 retirement and nursing facilities in Korea between 2003 and 2005. They were asked about their socioeconomic background, working environment, and their perceptions on burnout in the working places. As for main dimensions of the burnout, there were three elements such as emotional weariness, diminishing personal accomplishment, and depersonalized behaviors. Particularly in this study, the depersonalized behaviors were defined as aggressive or rude verbal and behavioral outbursts from anger. As a result of this study, the following results were found: Most workers have medium level of perception on their commitment and burnout, but there. are some risk factors; newly married young workers were less satisfied or fairly rewarded with their job and as a result, they have significantly higher level of emotional weariness but lower feeling of personal accomplishments. In addition, they occasionality practiced aggressive or rude behaviors such as yelling, threatening, and physically harassing As for the influence of determining variables, long-time workers of long established facilities were more satisfied and less burnout. In addition, there are some impacts of job category; health practitioners were more burnout than social workers. In this study, suggestions are made as follows: first, guiding and settlement programs should be developed for the newly started young married workers, particularly at early stage of their career. Second, future aspects of facility visions should be guided for the workers, so that they are relieved from stressful routines without any future plan. Third, medical workers such as physical therapists and nurses should be further monitored for main reasons of increasing their stress.

• Management & Information Systems Review
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• v.16
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• pp.139-159
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• 2005

In many countries the demographics clearly informs us that an aging population represent a serious problem. To this extent senior citizens welfare does matter it has developed into a public debate and genuine concern. it seems that the social issues are focused on how the socity views the social welfare policies. In a modern welfare state where the emphasis lies in pursing a high standard of living and thereby high quality of life. This does not cover the very well the old people in society, but the government clearly carries an obligation to look after and care for the retired & old people in the society. This obligation the social and economic impact that an old person faces as he/she grows old. it is important ensure that their lives carries a meaning and that they as a group will not be estranged from the mainstream of society just because they are considered to be part of the aging population. The key issues that must be addressed are 1) The impact of reduced spending power from less income. a lower income stream; 2) increasing health problems and costs; 3) the natural degradation of ones physical & mental powers; 4) and thereby an isolation from the public in general. So clearly the social policy related to the old people in society should be developed with the consent of what they believe is important to them. To ensure their minimum income level that a beneficiary of an old person's pension will receive, the monthly pension should be reflected by the official price index and be adjusted accordingly. by making the job market open for the senior citizens, expending the mandatory retirement age, give companiesincentives to hire senior citizens, there maybe an opportunity to extend to the aging population the possibility to continue to participate in the society at large.

• Journal of Technologic Dentistry
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• v.13 no.1
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• pp.79-97
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• 1991

To improve the management of dental laboratory through the research on the actual condition, this study posed questions on 36 dental laboratories. The results are as follows : 1. The establishment of dental laboratory in Chunbuk was increased between in 1980 and 1986. Especially it has been more increased since 1989. According to the proportion of population the number of the dental laboratories in Chunbuk was much more than that of other provinces and took the first place in september 1990. 2. The ratio between the unlicensed dental technician and the licensed was 24.83% and 67.11% each . The former must be replaced by the licensed. And the latter ought to try to improve their culture and technique. 3. Overtime payment must be paid for those who work above eight hours. 4. It takes 5 days at a minimum for the production of dental prosthesis with both stability and esthetics. 5. Every Saturday afternoon, Sunday and national holiday must be free. 6. Bonus must be paid 600% a year at a minimum. The system of retirement allowance should be active. All dental technicians ought to be affliated with their labor union and medica insurance. 7. Such dental restoration as porcelain and crown and bridge prosthesis must by increased to a degree between 30% and 50% at a minimum and the reduction system of charge for a dental technique has to be abolished. 8. The general working conditions of dental laboratory, especially pay and working hour must be improved. 9. To advance the service improvement of dental treatment and the banishment of illegal one, the medical insurance of crown and bridge prosthesis must be generally practised. 10. Ill case of the staff cull:lloyulent of dental laboratory, minimem wage system must be observed. 11. Directing dentist system on the ertablisment of dental laboratory must be abelished or wholly improved.