• 비교교육연구
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• 제21권4호
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• pp.1-27
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• 2011

이 연구는 OECD 국가와 한국 국립대학의 교원 임용 및 보수체계를 비교함으로써 국립대학 인사 제도의 개선을 위한 시사점을 도출하는데 목적이 있다. OECD 회원국인 상당수의 고등교육 선진국들은 관료적 통제 모형에서 벗어나, 자율과 성과를 기반으로 하는 분권적 계약형 제도의 채택을 확대하고 있었다. 이러한 사실은 개별 국립대학의 여건과 특성이 다양함에도 불구하고, 획일적인 국가교원인사체계 내에서 관료적 통제를 지속시키고 있는 우리나라 국립대학 개혁을 위한 시사점을 주고 있다. 특히, 인력관리 측면에서 교원분류체계의 유연성 강화, 정원관리의 탄력성 확대, 공무원 신분에 대한 재검토가 필요하고, 보수체계 측면에서도 플러스섬 방식의 성과연봉제 검토, 합리적 교수업적 평가체제 정착, 국립대학 보수체계 개편을 위한 선행 여건의 정비 등이 필요함을 제시하였다.

• 디지털산업정보학회논문지
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• 제20권3호
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• pp.101-115
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• 2024

Compensation plays an important role in increasing the satisfaction of organizational members and reducing turnover. A balanced approach including competitive base salary and performance-based compensation can meet the financial and psychological needs of members, creating more dedicated and satisfied organizational members. From this perspective, this study was conducted on the impact of trainers' performance-based compensation system on customer satisfaction and turnover rate, focusing on TASTE FITNESS. TASTE FITNESS established differentiated compensation and performance-based compensation system based on performance-based compensation for each job group of counselors, managers, and trainers working within the organization, and confirmed that this led to the turnover rate of organizational members and customer satisfaction. However, a more efficient and satisfactory compensation system can be established by supplementing the stability of performance-based compensation, supporting the initial entry stage, diversifying performance-based compensation, and strengthening long-term performance-based compensation. This is an issue that should be considered not only by TASTE FITNESS but also by all similar industries.

• 한국프랜차이즈경영연구
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• 제7권2호
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• pp.27-35
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• 2016

Purpose - The primary objective of this study is to investigate the impact of employee characteristics on employees' preference towards corporate pension products. This study can provide a guidance for maximization of benefits for employees and their affiliated corporation. Employee characteristics include average length of labour, wage system of annual salary, age, types of interest rates and size of corporation. Existing research generally concentrate on vitalizations of corporate pension product raising an imperfection, improvements, tax benefit analysis and legal consideration. Thus, this study intensively analyses the effect of employee attributes on firms' decision for corporate pension products, such as DB(defined benefit) and DC(defined contribution) type. Research design, data, and methodology - The data were collected using self-administrated questionnaire survey on corporate pension products from CEOs or HR directors 250 foreign-invested companies', purchasing pension plans in practice with domestic financial trustees (insurance companies, banks and security companies). Hypotheses testing was conducted using Logistic Regression analysis with SPSS/PC+ 21.0. Results - The findings of the study are as follows. Employees with the long length of labour are more likely to have DB plan; more likely to prefer DC plan with the dividend distribution product regarding the types of interest rate. SMEs(less than 100 employees) are more likely to select DC plan whereas high fluctuation in wage with annual salary has no impacts. In addition, the ages has no significant effect on the preference. Conclusions - This study has examined with the empirical testing that employees' variable attributes and qualities are one of the vital factors for corporation pension plan selection. Currently, majority employees are highly likely to join DB plan and Defined interest types. Corporation with less than 10 employees prefer IRP scheme while most of corporation are intended to join DC plan. In a very near future, corporation more than 300 employees will be required to purchase mandatory plan under national regulation. For maximization of employees' contentment to corporation pension insurance and for complementing the flaws of existing plans, the future studies shall also research in a perspective of employee benefit.

• 지능정보연구
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• 제22권4호
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• pp.247-264
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• 2016

저출산 및 인구 고령화가 가속화되면서, 중장년 퇴직자 등 노동 소외 계층의 취업난 해결은 우리 사회의 핵심 과제로 등장하고 있다. 온라인에는 수많은 일자리 요구 정보가 산재해 있으나, 이를 중장년 구직자에게 제대로 매칭시키지는 못하고 있다. 워크넷 취업 로그에 따르면 구직자가 선호하는 직종에 취업하는 경우는 약 24%에 불과하다. 그러므로, 이러한 문제를 극복하기 위해서는 구직자에게 일자리 정보를 매칭시킬 때 선호하는 직종과 유사한 직종들을 추천하는 소프트 매칭 기법이 필수적이다. 본 연구는 중장년층에 특화된 소프트 직업 매칭 알고리즘과 서비스를 고안하고 개발하여 제공하는 것을 목표로 한다. 이를 위하여 본 연구에서는 1) 대용량의 구직 활동 기록인 워크넷 로그로부터 중장년층의 일자리 특성 및 요구 추세를 분석하였다. 2) 중장년층의 일자리 추천을 위해 직종 유사도 기준으로 일자리 분류표(KOCM)를 재정렬하였다. 이 결과를 이용하여, 3) 중장년에 특화된 인력 고용 소프트 매칭 직업 추천 알고리즘(MOMA)을 개발하여 구인 구직 웹사이트에 적용하였다. 자체 저작한 중장년층 특화 일자리 분류표(KOCM)를 이용한 소프트 일자리 매칭 시스템의 정확도를 측정하였을 때, 실제 고용 결과 기준, 하드 매칭 대비 약 20여 배의 성능 향상을 보였다. 본 연구내용을 적용하여 개발한 중장년층 특화 구직 사이트는 중장년층의 구직 과정에서 입력 정보 부담을 최소화하고 소프트 매칭을 통해 사용자의 요구직종에 적합한 일자리를 정확하고 폭넓게 추천함으로 중장년층의 삶의 질 향상에 기여할 수 있을 것으로 기대된다.

• Asian-Australasian Journal of Animal Sciences
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• 제7권4호
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• pp.571-582
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• 1994

Three livestock/crop demonstration-cum-training farms have been established on plots of half, one and two acres, typical of the "Kandyan Forest Garden System" Vegetables, bananas, pepper, coffee, coconut and fruit trees are widely spaced, for intercropping with grass, and have been surrounded with live fences that also provide fodder for livestock to increase the family income. Each unit is operated by a selected employee and his family under a monthly incentive scheme based upon the gross margin. On these farms the technical parameters in dairying are better than elsewhere in the Mid-Country. Economic performance over 1985-1992 showed that dairying contributed most to the total gross margin of the half, one and two acre units, i.e. 31, 63 and 69%, respectively. Next came crops (29%, 37% and 19%), poultry (22%, 0% and 9%), and goats (18%, 0% and 3%). In the three farms the cash income per Sri Lankan Rupee spent was 1.5, 4.6 and 2.1, respectively. The overall ratio was 3.2 for dairying, 1.1 for poultry, 4.5 for goats and 9.9 for crops. Actual family labour in the three farms was 548, 548 and 639 days, compared to the 270, 330 and 440 days anticipated in the initial feasibility study. The average incentive payments, which were 20% (half acre), 61% (one acre) and 133% (two acres) of the parastatal salary of the employee, were only insufficient for the extra labour applied in the half acre unit. Dairying and goats proved to be attractive cash earners with a domestic fuel were important benefits. Poultry did little to improve farm income.

• 보건교육건강증진학회지
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• 제6권2호
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• pp.23-39
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• 1989

There have been a lot of considerable. discussion and debate surrounding the management model in the health insurance management system and opinions regarding the management operating cost. It is a well known fact that there have always been dissenting opinions and debates surrounding the issue. The management operating cost varies according to the scale of the management organization and component members characteristics of the insurance carrier. Therefore, it is necessary to examine and compare the management operating cost to the simulated management models developed to cover those eligible for the health insurance scheme in this country. Since the management operating cost can vary according to the different models of management, four alternative management models have been established based on the critical evaluation of existing theories concerned, as well as on the basis of the survey results and simulation attempts. The first alternative model is the Unique Insurance Carrier Model(Ⅰ) ; desigened to cover all of the people with no classification of insurance qualifications and finances from the source of contribution of the insured, nationwide. The second is the Management Model of Large-scale District Insurance Carrier(Ⅱ) ; this means the Korean society would be divided into 21 large districts; each having its own insurance carrier that would cover the people in that particular district with no classification of insurance qualifications arid finances as in Model I. The third is the Management Model of Insurance Carrier Divided by Area and Classified with Occupation if Largescale (Ⅲ) ; to serve the self-employed in the 21 districts divided as in Model Ⅱ. It would serve the employees and their dependents by separate insurance carriers in large-scale similar to the area of the district-scale for the self-employed, so that the insurance qualifications and finances would be classified with each of the insurance carriers: The last is the Management Model of the Multi - insurance Carrier (Ⅳ) based on the Si. Gun. Gu area which will cover their own self- employed people in the area with more than 150 additional insurance carriers covering the employees and their dependents. The manpower necessary to provide services to all of the people according to the four models is calculated through simulation trials. It indicates that the Management Model of Large-scale District Insurance Carrier requires the most manpower among the four alternative models. The unit management operating costs per the insured individuals and covered persons are leveled with several intervals based on the insurance recipients. in their characteristics. The interval levels derived from the regression analysis reveal that the larger the scale of the insurance carriers is in the number of those insured and covered. the more the unit management operating cost decreases. significantly. Moreover. the result of the quadratic functional formula also shows the U-shape significantly. The management operating costs derived from the simulated calculation. on the basis of the average salary and related cost per staff- member of the Health Insurance Societies for Occupational Labours and Korean Medical Insurance Corporation for the Official Servants and Private School Teachers in 1987 fiscal year. show that the Model of Multi-insurance Carrier warrants the highest management operating cost. Meanwhile the least expensive management operating cost is the Management Model of Unique Insurance Carrier. Insurance Carrier Divided by Area and Classified with Occupation in Large-scale. and Large-scale District Insurance Carrier. in order. Therefore. it is feasible to select the Unique Insurance Carrier Model among the four alternatives from the viewpoint of the management operating cost and in the sense of the flexibility in promoting the productivity of manpower in the human services field. However. the choice of the management model for health insurance systems and its application should be examined further utilizing the operation research analysis for such areas as the administrative efficiency and factors related to computer cost etc.