• Journal of Convergence Society for SMB
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• v.3 no.1
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• pp.7-13
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• 2013

It will prove that with a more plausible specification of the relationship between income and the value of leisure, we can develop a more accurate model of the labor market without necessarily losing the primary merit of the received model. Moreover, with an improved understanding of labor market dynamic we can see that progressive era labor market legislation, designed to mitigate the effects of bargaining power inequality in low wage labor markets, was in fact based upon sensible economic foundations. The results of this study as follow; These low-wage dynamics present an example of a positive feedback system or "vicious circle" at work in the economy. With the revised labor supply schedule presented above, the market dynamic of the low wage sector push the wage away from the range that is consistent with a self-regulating market.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.8
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• pp.440-446
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• 2020

This article highlights the issues and problems in the revised National Sports Promotion Act, Article 11(Fostering of certified sports leaders) and Article 11-2(Designation, etc. of qualifying examination institutions and training institutions) that were amended by Presidential decrees and Ordinances of the Ministry to implement the acts, July. 4, 2014. The national certification that was introduced to promote job career and to effectively manage human resource is forming a strong link with the education and labor market. Given the numerous human resources majoring in sports and exercise of the higher education and as they are providing them with professionalization of curriculum and instruction in higher education, the national sports promotion act administrative legislation article 8-2(offering certification for any person aged over 18 years old) should be omitted. The national sports promotion act administrative legislation article 12(Training course) that requires 90 hours of professional development should be revised to a few hours of continuing professional development every year.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2020.06a
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• pp.204-205
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• 2020

Construction Standard Unit Price is the unit price calculated based on the market price for work items in construction projects that have already been conducted. It is used as basic data for calculating the budget price of public construction projects. In the Construction Standard Unit Price Book implemented in the second half of 2020, there are 1,810 types of unit prices. Since 2017, 100-150 construction standard unit prices have been revised semiannually (on January 1 and July 1 of each year) through Construction Site Surveys. Other work items have been set based on the rate of inflation during the corresponding period. Later in 2020, this procedure was changed, with on-site survey period extended to one year to strengthen the construction standard unit price investigation. The revisions previous announced during the second half of the year were changed only to reflect the price inflation rates. With such changes in the revisions to construction standard unit prices, one important issue that was raised: The timing of announcing the revisions during the second half of the year (reflecting the price inflation rates). The market unit wage, which is the unit price standard of labor cost that takes up a large part of the construction cost, is announced in January and September. The figures announced in September is reflected on the construction standard unit price four months later in January, but the market unit wage announced in January is reflected only six months after in July, which causes a timing issue. As such, the current study analyzed problems rising from the changed timing of the announcements of the construction standard unit price during the second half of the year, in addition to analyzing their impact on public construction projects.

• Perspectives in Nursing Science
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• v.7 no.1
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• pp.23-35
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• 2010

Purpose: The purpose of this paper is to analyze the demand and supply of advanced practice nurses and suggest alternative benefit strategies in the Korean national health insurance. Methods: A revised demand & supply model was used to estimate the excess supply of APNs, and policy making process and key actors in the Korean health insurance were considered to develop a political approach to the APN issue. Results: The social demand for APNs is currently estimated to be less than 50% of its supply and the APN education program fell into difficulties in recruits. No reimbursement mechanism for APN's services in the national health insurance has given no economic incentive to hospital managers who have monopsony power in nursing labor market, which has caused the demand shortage of APNs in hospital industry. Payment for APN's services recognized as one of the most significant strategies to booster the social demand for APN's services should be carefully designed and implemented in the national health insurance. In line with this, key actors in health insurance policy decision-making include government, national assembly, labor unions, NGOs, civic groups, medical associations, and academia. Conclusion: The basic researches for APN's activities and cost-effectiveness analysis in clinical settings are required to support the strategies aforementioned. Constructing a policy network among key actors is able to make the payment strategy feasible, which will increase the socal demand for APNs.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.187-202
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• 2020

Can job training be considered a social right? Who must bear the costs of individual job training? This paper studies these two issues by examining the Korean Individual Learning Accounts (ILA) revised in 2020 and proposes future policy directions. Although there is no explicit legal provision stipulating job training as a lawful right in Korea, such absence does not negate the government's role of providing vulnerable people, etc with necessary training. Korean ILA heavily depends on the Skills Development Scheme under the Employment Insurance System which succeeded the past mandatory training levy system and it becomes harder to maintain principle of insurance because of sizable volume of atypical workers who are not insured. For future policy directions, it is desirable to increase the burden of general budget and self-financing as they are below 30% combined and the coverage of the ILA needs to be steadily expanded to all economically active people. Also, labor-management should step up joint efforts to stimulate the use of already existing policies such as paid training leave and request for reduction of working hours.

• Journal of the Korean Society of Surveying, Geodesy, Photogrammetry and Cartography
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• v.38 no.3
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• pp.211-222
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• 2020

The purpose of this study is to derive a plan to improve the standard of survey cost, which is a system for estimating survey cost operated by the National Geographic Information Institute. The current standard has not been revised significantly since the initial enactment. However, in the situation where the survey industry is getting worse, the actualization of the standard is an urgent task for training engineers and industrial development. In this study, in order to break the problems of the standard and to derive improvement plan, we analyzed the outline, basic characteristics, and history of the standard and compared it with similar domestic ones. We collected opinions from the government and the industry through a survey, and verified labor cost and overhead rates. The conclusions are as follows. First, it is necessary to complement standard for production rate that directly affects direct cost, and to compensate for the missing items in the direct cost. Second, when compared with cost standards in foreign countries and cadastre field, the labor cost in survey field was found to be very low and improvement is needed. Third, the overhead rates were assessed to be appropriate, and the problem of improper overhead design should be coped with by strengthening education and promotion. Fourth, it is necessary to consider the introduction of deliberation committee or standard market price system for rapid response to new technologies.

• Explosives and Blasting
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• v.32 no.1
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• pp.23-30
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• 2014

The overall management for explosives in domestic and regulation for blasting is managed by the control Act of guns, sword, explosives etc. On the details for handling and method, delivery, storage, use and management for explosives and work safety for the accident prevention is recommended to the related business site through Standard safety work guideline of blasting which set by safety & health 27 Act handling. In this study, It reviews the standard safety work guideline of blasting notified by Ministry of employment & labor. We propose the new products introduced into domestic explosives market, definition of explosives word when the newest blasting technology is revised, emulsion explosives, bulk explosives and electronic detonators which increased in the latest. Indeed, We propose a typical handling method of non-electric detonator and electronic in order to make the renewed Standard safety work guideline of Blasting on work guideline.

• The Journal of the Korea Contents Association
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• v.12 no.10
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• pp.169-177
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• 2012

Due to the influences of global financial crisis, countries are putting their efforts on the enhancement of appropriateness and transparency of director compensation. In several countries including Germany, the United States, the United Kingdom, France, and Italy, listed companies and financial institutions in certain levels make public announcement for compensations of individual directors, not the averages. Recently, even Asian countries including China, Hong Kong, and Singapore are introducing individual director compensation public announcement policies. On the other hand, in cases of companies, which must submit annual reports, under current Korean capital market laws and enforcement ordinances, they are obligated to mention 'total wage paid to all executives in that business year' on the annual report, but does not have to mention individual wages of each executive. About this, at the 17th national assembly, revised bill for the Securities and Exchange Act for companies to mention wages of each executive. The financial world is opposing to open individual director compensation to the public as they concern about the shrinking of outstanding human resources recruitment, breach of corporate confidence, privacy invasion, deterioration of labor-management relations, and downfall of the executive's management will as director compensation will be standardized downward; however, if public opening of individual director compensation is forced, domestic companies will prepare more objective and rational standards when they calculate director compensations, and moreover, it will prevent arbitrary intervention of dominant shareholders. Therefore, to clearly and efficiently control director compensation, we need regulations for obligating public opening of individual director compensation.