비정규직근로자 고용의 문제점과 개선방안에 관한 연구
(A) study on problems of contingent workers' employment and their solutions
비정규직근로자 고용문제 고용개선;
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The number of contingent workers has been sharply soaring since IMF in the second half of 1997, and according to the government's announcement it now exceeds the half of the total number of workers. As contingent workers emerge as a serious social problem, there are various efforts made by the governmental, civil, social and labor organizations to improve relevant systems including the legislation of laws to guarantee contingent workers' rights. Thus this study purposed to examine the definition of contingent workers, who are working in poor environment isolated from the safety network of the society without labor rights despite the rapid increase of their number, to identify problems in various types of contingent worker employment, ad to propose solutions for the problems. Chapter Ⅰ Introduction presented the objectives, methods and scope of this research. Chapter Ⅱ Theoretical Background, first, set the exact definition of contingent workers as well as the types of contingent workers and explained the number of contingent workers. Second, it suggested reasons for the increase of contingent workers related to social changes, companies' internal factors and the government's attitude. Third, it explained the costs of contingent workers, dividing it into economic costs and social costs. Chapter Ⅲ investigated the current state of contingent worker employment and problems in it. Firstly, this chapter examined the current state of contingent workers, secondly, suggested problems in the contingent worker-related employment, education and career management, job movement and change management, wage and welfare, human relations and labor-management relation, and thirdly, suggested legal problems under direct, indirect and special employment. Chapter Ⅳ proposed solutions for problems in contingent workers as suggested in the previous chapter, dividing them into solutions for basic problems and those for legal problems. Chapter Ⅴ drew conclusions. In this research, problems and their solutions were considered for both companies and contingent workers in five areas, which were efficient employment management, education and career development management, job movement and change management, wage and welfare, human relations and labor-management relations. The contents of this research can be summarized as follows. First, it is necessary to employ manpower qualified for job performance through examining workers' motives for working. In addition, the type of employment should be opened to the public so that people may view the employment status of contingent workers positively. Second, it is necessary to introduce detailed programs of education and career development in response to contingent workers' specific situations or desires. In particular, it is urgent to provide education like orientation before employment or systematic training programs for unit offices so that contingent workers may have the sense of membership. Third, it is necessary to stimulate contingent workers' commitment and loyalty to the organization which are usually expected from regular employees, through 'transferring to regular jobs' or 'adjusting the maximum term of contract'. Fourth, it is necessary to improve some welfare benefits particularly necessary for contingent workers and wage system. Wages based on the number of service years, piecework system, wages based on job performance, etc. may be adopted to give the impression that wages are rising every year though in a different way from that for regular employees. Fifth, it is necessary to establish an official channel to hear of contingent workers' opinions and suggestions and give positive and active feedback.