임금피크제의 중요성에 대해 쓴 리포트로 한국과 일본 기업을 비교하여 썼습니다.
리포트이지만 형식은 논문으로 되어 있습니다.
Chapter 1 Introduction
1.1 Research background and purpose
1.2 Substance and a range
1.3 Research history
Chapter 2 Change in wages over the working environment
2.1 Korean labor environment
2.2 Japanese labor environment
Chapter3 Importance of introduction Salary Peak
3.1 What is Salary Peak?
3.1.1 Labor costs distribution principle of Salary peak
3.2 Necessity of introduction Salary Peak
3.3 Introduction’s of Salary Peak present condition
3.3.1 Introduction reward of Korea
3.3.2 Introduction reward of Japan
3.4 Meaning of salary peak’s introduction
Chapter 4 Conclusion
The aging society has come because developed medical science and leading to rising living standard etc. Consequently, the aged society needs to be a call for action, The problem is not only in limited locales in developed countries, including South Korea and other countries. According to Korean government figures, as the country’s birth rate has been declining, Korea already became an aging society in 2000 when people aged 65 and older exceeded 7 percent of the total population. Furthermore, the number of over-65s will have exceeded 20 percent of the population by 2018. Therefore, some companies have adopted a variety of wage systems to work out ways of tackling the nation’s low birthrate and aging population.
South Korean and Japan have in common such as increasingly being populated by middle-aged people, youth unemployment, and growing female employment of the labor market. Therefore, those countries need to keep pace with global developments and technological innovations.
Since Korean employment is an echo of Japanese employment, it is very meaningful to check by Japanese wage system cases because Japan has changed Japanese wage system. The salary-peak system is wages will be frozen at a certain age in exchange for guaranteeing employment until retirement age. According to The Korea Herald, salary-peak system refers to an incremental salary cut for workers after they reach a certain age in return for job security. Therefore, The labor unions and raised the aged and middle-aged people complaint because they can be expected to offer better wages and working conditions. Hence, employers are dissatisfied in the position with the unions. It is possible that interests between labor and management could lead to serious conflicts. Therefore, it is required to cause minimum threats of legal and systematic requirements in the process within the introduction of the salary-peak system.
Nevertheless, the introduction of the salary-peak system is good for creating and maintaining employment of the aged and middle-aged people. In addition, the improvement of the salary-peak system can make to increase employment stability of the aged and to redress discrimination against non-regular workers.
Jung Hwansuk, < Korea`s research on the salary peak system in preparation for an aging society>, 65p, 2008
Korea Employers Federation, <2005 Basic direction of Wage adjustment>, Korea Employers Federation, 2005
Lee Sangkun, < Research on the employment stability on the aged : To improve the wage system and full age system>, 108p, 2007
A separate volume
The Ministry of Labor, <White paper on labor>, The Ministry of Labor, 2008
An Heetak, <A case study of Japanese Enterprise`s innovation of Wage system>, NewParadigmCenter, 2007
Im Gongsu, < New paradigm of an employment system : application and problem of Salary peak system>, Olivetree, 2007
Kim Janggi, <Duty development plan by introduction of public corporation salary peak>, Korea Labor Welfare Corporation Labor insurance Institute, 2007
Chae Insuk, <Diverse forms of employment and strategy reorganization of human resources management in Japanese companies>, NewParadigmCenter, 2007
Song byungjun < Prospects of aging of workforce of the major industry growth and response>, Korea Institute for Industrial Economics & Trade, 2007