The document discusses labor reform in Korea, outlining several key issues and challenges. It notes that Korea has a dual labor market structure with regular employees and irregular employees. Long working hours are also discussed as a problem. Additionally, the document addresses issues like youth unemployment, an aging workforce, and mismatches between labor supply and demand. Potential solutions around improving job opportunities for different generations are presented.
Zishan Aziz is seeking a position in supply chain management where he can utilize problem solving and customer relations skills. He has over 8 years of experience in supply chain, administration, and management roles. His responsibilities have included procurement, vendor management, logistics, inventory control, import/export, and process improvement. He holds an MBA in HR and marketing and has skills in sales, project management, customer service, and Microsoft Office.
- The intern analyzed manpower requirements in MECON's marketing section and found it was overburdened with 12 employees handling excessive overtime of over 20 hours per day.
- Competitor analysis showed MECON could improve by targeting new customers rather than just existing ones and increasing advertising spending.
- The transportation sector was identified as a promising new area for MECON to diversify into given large upcoming government investments in roadways. It was recommended MECON add marketing staff, improve advertising, focus on new clients, and expand into transportation consulting.
The document summarizes key aspects of Korea's labor laws as they relate to the Malaysia Embassy in Korea, Malaysian investors in Korea, and Malaysian workers in Korea. It discusses the main areas of focus under labor laws, including the Labor Standards Act, trade union and labor relations laws, laws around foreign workers, and an overview of Korea's legal structure around employment. It also provides more detailed summaries of rules around hiring, wages, termination, retirement benefits, and implications for foreign missions as employers under Korea's labor laws.
How to Make Awesome SlideShares: Tips & TricksSlideShare
Turbocharge your online presence with SlideShare. We provide the best tips and tricks for succeeding on SlideShare. Get ideas for what to upload, tips for designing your deck and more.
SlideShare is a global platform for sharing presentations, infographics, videos and documents. It has over 18 million pieces of professional content uploaded by experts like Eric Schmidt and Guy Kawasaki. The document provides tips for setting up an account on SlideShare, uploading content, optimizing it for searchability, and sharing it on social media to build an audience and reputation as a subject matter expert.
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Zishan Aziz is seeking a position in supply chain management where he can utilize problem solving and customer relations skills. He has over 8 years of experience in supply chain, administration, and management roles. His responsibilities have included procurement, vendor management, logistics, inventory control, import/export, and process improvement. He holds an MBA in HR and marketing and has skills in sales, project management, customer service, and Microsoft Office.
- The intern analyzed manpower requirements in MECON's marketing section and found it was overburdened with 12 employees handling excessive overtime of over 20 hours per day.
- Competitor analysis showed MECON could improve by targeting new customers rather than just existing ones and increasing advertising spending.
- The transportation sector was identified as a promising new area for MECON to diversify into given large upcoming government investments in roadways. It was recommended MECON add marketing staff, improve advertising, focus on new clients, and expand into transportation consulting.
The document summarizes key aspects of Korea's labor laws as they relate to the Malaysia Embassy in Korea, Malaysian investors in Korea, and Malaysian workers in Korea. It discusses the main areas of focus under labor laws, including the Labor Standards Act, trade union and labor relations laws, laws around foreign workers, and an overview of Korea's legal structure around employment. It also provides more detailed summaries of rules around hiring, wages, termination, retirement benefits, and implications for foreign missions as employers under Korea's labor laws.
How to Make Awesome SlideShares: Tips & TricksSlideShare
Turbocharge your online presence with SlideShare. We provide the best tips and tricks for succeeding on SlideShare. Get ideas for what to upload, tips for designing your deck and more.
SlideShare is a global platform for sharing presentations, infographics, videos and documents. It has over 18 million pieces of professional content uploaded by experts like Eric Schmidt and Guy Kawasaki. The document provides tips for setting up an account on SlideShare, uploading content, optimizing it for searchability, and sharing it on social media to build an audience and reputation as a subject matter expert.
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
- Doing projects and internships in college to build a portfolio.
- Learning about different roles and technologies through industry research.
- Contributing to open source projects to build experience and network.
- Developing a personal brand through a website and social media presence.
- Networking through events, communities, and finding a mentor.
- Practicing interviews through mock interviews and whiteboarding coding questions.
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
1. Core updates from Google periodically change how its algorithms assess and rank websites and pages. This can impact rankings through shifts in user intent, site quality issues being caught up to, world events influencing queries, and overhauls to search like the E-A-T framework.
2. There are many possible user intents beyond just transactional, navigational and informational. Identifying intent shifts is important during core updates. Sites may need to optimize for new intents through different content types and sections.
3. Responding effectively to core updates requires analyzing "before and after" data to understand changes, identifying new intents or page types, and ensuring content matches appropriate intents across video, images, knowledge graphs and more.
A brief introduction to DataScience with explaining of the concepts, algorithms, machine learning, supervised and unsupervised learning, clustering, statistics, data preprocessing, real-world applications etc.
It's part of a Data Science Corner Campaign where I will be discussing the fundamentals of DataScience, AIML, Statistics etc.
Time Management & Productivity - Best PracticesVit Horky
Here's my presentation on by proven best practices how to manage your work time effectively and how to improve your productivity. It includes practical tips and how to use tools such as Slack, Google Apps, Hubspot, Google Calendar, Gmail and others.
The six step guide to practical project managementMindGenius
The six step guide to practical project management
If you think managing projects is too difficult, think again.
We’ve stripped back project management processes to the
basics – to make it quicker and easier, without sacrificing
the vital ingredients for success.
“If you’re looking for some real-world guidance, then The Six Step Guide to Practical Project Management will help.”
Dr Andrew Makar, Tactical Project Management
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Applitools
During this webinar, Anand Bagmar demonstrates how AI tools such as ChatGPT can be applied to various stages of the software development life cycle (SDLC) using an eCommerce application case study. Find the on-demand recording and more info at https://applitools.info/b59
Key takeaways:
• Learn how to use ChatGPT to add AI power to your testing and test automation
• Understand the limitations of the technology and where human expertise is crucial
• Gain insight into different AI-based tools
• Adopt AI-based tools to stay relevant and optimize work for developers and testers
* ChatGPT and OpenAI belong to OpenAI, L.L.C.
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
- Doing projects and internships in college to build a portfolio.
- Learning about different roles and technologies through industry research.
- Contributing to open source projects to build experience and network.
- Developing a personal brand through a website and social media presence.
- Networking through events, communities, and finding a mentor.
- Practicing interviews through mock interviews and whiteboarding coding questions.
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
1. Core updates from Google periodically change how its algorithms assess and rank websites and pages. This can impact rankings through shifts in user intent, site quality issues being caught up to, world events influencing queries, and overhauls to search like the E-A-T framework.
2. There are many possible user intents beyond just transactional, navigational and informational. Identifying intent shifts is important during core updates. Sites may need to optimize for new intents through different content types and sections.
3. Responding effectively to core updates requires analyzing "before and after" data to understand changes, identifying new intents or page types, and ensuring content matches appropriate intents across video, images, knowledge graphs and more.
A brief introduction to DataScience with explaining of the concepts, algorithms, machine learning, supervised and unsupervised learning, clustering, statistics, data preprocessing, real-world applications etc.
It's part of a Data Science Corner Campaign where I will be discussing the fundamentals of DataScience, AIML, Statistics etc.
Time Management & Productivity - Best PracticesVit Horky
Here's my presentation on by proven best practices how to manage your work time effectively and how to improve your productivity. It includes practical tips and how to use tools such as Slack, Google Apps, Hubspot, Google Calendar, Gmail and others.
The six step guide to practical project managementMindGenius
The six step guide to practical project management
If you think managing projects is too difficult, think again.
We’ve stripped back project management processes to the
basics – to make it quicker and easier, without sacrificing
the vital ingredients for success.
“If you’re looking for some real-world guidance, then The Six Step Guide to Practical Project Management will help.”
Dr Andrew Makar, Tactical Project Management
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Applitools
During this webinar, Anand Bagmar demonstrates how AI tools such as ChatGPT can be applied to various stages of the software development life cycle (SDLC) using an eCommerce application case study. Find the on-demand recording and more info at https://applitools.info/b59
Key takeaways:
• Learn how to use ChatGPT to add AI power to your testing and test automation
• Understand the limitations of the technology and where human expertise is crucial
• Gain insight into different AI-based tools
• Adopt AI-based tools to stay relevant and optimize work for developers and testers
* ChatGPT and OpenAI belong to OpenAI, L.L.C.
1. 한국의 노동 개혁의 전망과 준비Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
2. Neo-liberalism and Technological Innovation
``Globalization
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
3. Changes Accompanied by Liberalization of Capital Transactions-1
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
4. Changes Accompanied by Liberalization of Capital Transactions-2
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
5. Responses from Globalization
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
6. Responses From Globalization: Legacy
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
7. 한국의 노동 개혁의 전망과 준비
Growth of Flexible Jobs: OECD EPL Index (1985-2008)
0
0.5
1
1.5
2
2.5
3
3.5
4
Regular Contracts Temporary Contracts Source OECD
Continuous deregulation
of temporary contracts
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
8. 한국의 노동 개혁의 전망과 준비
Labor Force Participation Rates (2000-2010)
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
9. 한국의 노동 개혁의 전망과 준비
Unit Labor Costs in International Comparison
Index OECD base year 2000=100
Seasonal adjusted values (national currency)
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
10. Understanding the targets of reform
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
11. Dual labor market theory
Two labor markets exist with very different levels of wage and working
conditions. The two markets rarely exchange manpower, and employment
and wage are determined on a mutually exclusive basis.
- 1st labor market :
Higher wages, greater stability in employment, opportunities for promotion, fringe
benefits and reasonable procedures are the features of this market, which exists inside
companies with an internal labor market.
- 2nd labor market :
lower wages, less stability in employment, high turnover, fewer fringe benefits, and
arbitrary labor management are the features of this market.
How did the 1st labor market come to be?
- Company-specific skillsets
- Monopolistic division
- Insiders and outsiders created by the presence of a labor union.
Polarization of the labor market
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
12. Dual structure
of the Korean
labor market
Regular
employees
(A)
56.82%
Union-
shop (B)
24.99%
Large
companies
(C)
12.20%
Irregular
employees
(E)
37.99%
Regular
employees
Union-shop
Large
enterprises
(D) 7.56%
National Statistics Office (August 2009)
Dual labor market structure in Korea
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
13. Vicious Circle of the Dual Labor Market
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
14. Solutions to the Dual Structure
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
15. 한국의 노동 개혁의 전망과 준비
How to effectively design labor market policy?
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
16. What is a work hour system?
A work hour system refers to an institutionalized system of working hours that are
regulated according to company, societal and individual goals through regulations,
standards and laws. Such a system is also influenced by labor market supply and
demand.
Working hours & labor productivity
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
17. Long working hours
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
18. 한국의 노동 개혁의 전망과 준비Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
19. Aged Worker & youth unemployment
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
20. Shift in demographics
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
21. 0
2
4
6
8
10
12
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014
전체
청년층 남자
청년층 여자
장년층
Recent Trends : Youth (15~29 age) and Aged (55~64 age)
Ratio(%)
YearSource : Korea Statistics
Unemployment Trends by Age Group
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
22. Classification 2008 2013 (%)
Increase/
Decrease
(%)
Full-time employee 2,339,435 2,183,456 58.3 -155,979 -113.9
Temporary employee 953,332 1,050,707 28.0 97,375 71.8
Daily employee 262,672 270,397 7.2 7,725 5.7
Self-employed, with employee(s) 41,309 38,110 1.0 -3,199 -2.4
Self-employed, w/o employee(s) 212,565 129,626 3.5 -82,939 -61.1
Family member with no pay 74,111 75,427 2.0 1,316 1.0
Total 3,883,423 3,747,723 100.0 -135,700 -100.0
Source: Statistics Korea (2013)
Shift in types of youth employment
Shift in employment status of the youth (ages 15-29)
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
23. 한국의 노동 개혁의 전망과 준비
Mismatch of Labor Force Supply-Demand
5~9 10~29 100~299 300~499 500
N0 Qualified
Labor force
36.8%
High Wage Preference
35%
Insufficient Payment
Capability 10.7%
etc
7.8%
Imperfect
Job-offer system
9.7%
Korea Employers Federation
10
20
30
40
50
60
70
2
3
4
5
S/RateShortage
6
69
5.1
60
40
2.35
28
2.4
3
5
30~99
(1000) (%)
7
1.02
0.48 1
3.19
Labor force Shortage by Business Size Reason for Labor force Shortage
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
24. Large
enterprises
say:
SMEs
say:
Job Opportunities: Solutions for inter-generational Conflicts
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
25. General definition
Definition of decent part-time
jobs
According to Joon-hyup Lee (2013), there were no more than 60,000 (3.3%)
decent part-time jobs that satisfied all 5 of the above conditions in 2012.
Decent Job
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
26. Classification Employees in 1st labor market
Regular employees 67%
Regular ▪ Large enterprises 10-12%
Regular ▪ large enterprises ▪ labor union Less than 8%
Decent jobs 16% (approximately 3 million)
Decent jobs
Classifications within 1st labor market & sizes (2014)
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
27. Conditions for expansion of hiring the youth (company)
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
28. 2012 The Korea Employers’ Federation
Public Sector
Large
Company
SME
Financial Sector
Foreign Invested 4.0%
Venture 3.0%
New hire scale down effect in extension of retirement age
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
29. Source: 2012 Survey by Korea Employers’ Federation
1. Guaranteed employment until
retirement age & difficult
termination (42.9%)
2. Reduced new hires due to
financial burden from seniority-
based pay (18.6%)
3. Reduced new hires due to slump
in business (15.7%)
4. Protracted service period due to
extension of retirement age
(12.9%)
5. Increase in new hiring of
experienced persons (86%)
6. Reduced need for new hiring
due to development of
technology
Causes of the aging
workforce
Employer Survey: Feel about workforce aging trends & the causes?
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
30. 한국의 노동 개혁의 전망과 준비
Depending on the root causes in a country, strategies worked in other countries
▪ General or sector-specific growth initiatives
corresponding to qualifications of graduates:
industrial policies favoring existing talent to
develop a competitive advantage
▪ Morocco: Emergence
Program
▪ Tunisia: Off-shore strategy
and qualification label
▪ Systemic approach: Align needed and
obtained qualification by institutionally involving
employers in vocational training
▪ Involving employers in targeted adaption of
qualifications for pre-qualified young
unemployed
▪ Individual approach: case management,
personal coaching, application and interviewing
practice, career counseling
Winning strategies for change Country case
▪ Germany: Dual System of
Apprenticeship
▪ Tunisia: Off-shore readiness
label for graduates
▪ Norway: Job Club
Root cause pattern
DEMANDCLEARANCE
1 Lack of hard
skills
3 Skill mismatch
2 Lack of soft skills
and motivation
5 Discouraging
regulation
4 Lack of
transparency
6 Low job
creation
SUPPLY
▪ Incentives to hire/retain: limit overprotection of
incumbents and create hiring incentives
▪ Ensuring decent working conditions:
regulative standards favoring stable employment
▪ Information services: comprehensive and
specific up-to-date information on vacancies,
jobseekers and required qualifications
▪ Uruguay: PROJOVEN
program for vulnerable youth
▪ Germany: Virtual Labor
Market and Regional Labor
Market Monitor
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
31. Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
32. Definition
According to I.L.O, “Social security is the protection which society
provides for its members through a series of public measure, against
the economic and social distress that otherwise would be caused by the
substantial stoppage of earning resulting from :-
Sickness Injury Unemploy-
ment
Maternity
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
33. Social
Assistant
Social
Insurance
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
34. 34.8
28.9
23.1
19.5
25.5
17.3
20.7
25.8
46.3
35.7 37
26.1
36.5
28.1 26.5
34.8
0
10
20
30
40
50
Sweden the U.K. Germany the U.S. Luxembourg Japan Korea OECD Avg.
Tax Burden Ratio Social Insurance Burden Rate
Tax Burden vs. GDP in Major OECD Countries in 2008
(in GDP, comparison: %)
Social welfare system: comparison of national tax burdens
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
35. OECD : Types of Social Welfare
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
36. Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
38. Economic structure reform: Germany & France
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
39. Labor Market Reform in the U.K.
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
40. Labor market reform in Denmark
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
41. 한국의 노동 개혁의 전망과 준비
Unemployment in Germany (1960-2009)
0
500
1,000
1,500
2,000
2,500
3,000
3,500
4,000
4,500
5,000
5,500
1960 1965 1970 1975 1980 1985 1990 1995 2000 2005 2010
inthousands
Reunited Germany*
West Germany
East Germany
1,094,229
2,368,217
3,462,446
Source: Federal Employment Agency
Oil crises
German
reunification
Post-war
economic boom
Dotcom bubble
Hartz reforms
► In October 2008 the unemployment dropped under the level of 3 million for the first time since 1992
► This might be an indication that the fundamental structural problems of the German labor market
could have been decisively loosen by the Hartz reforms
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
42. Labor Market Reform in Germany
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
43. Labor Market Reform in Germany
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
44. 한국의 노동 개혁의 전망과 준비
The Principles of German Labor Reform
Transform the Welfare Paradigm
Workfare (Work + Welfare)
1. Duty and Supply
2. The Request for Working with Social Wage
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
45. 45%
41% 40% 38%
7%
8% 10% 11%
4%
3% 3% 3%
4%
6% 8% 7%
7%
25% 25% 24% 21%
5%
4% 4% 5%
2%
6%
6%
7%
0%
25%
50%
75%
100%
1992 1997 2002 2007
Inactive
Unemployed
Unemployed
with job
Self-
employed
Marginal /
irregular
Agency work
Temporary
Vocational
education
Permanent
part-time
Permanent
full-time
한국의 노동 개혁의 전망과 준비
Overall Reform Effects: Evolution of the German Labor Force (1992-2007)
Source: SOEP
Decrease in the share of permanent full-time employment
Decrease in the share of inactive individuals
Growth of
flexible jobs
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
46. 한국의 노동 개혁의 전망과 준비
Stock of Short-Time Workers (1991-2010)
1. One-Euro Jobs
2. Mini-Jobs
3. Midi-Jobs
4. Self-Company
5. PSA (Man Power Service)
* Non-competent Job Seeker
* Avoid Illegal Labor
* No competition to Normal Market
* Continue Social Benefit
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
47. Variables for success or failure of labor reform
Implications of European Labor Reform
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
48. Success factors in Germany
Implications of European Labor Reform
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
49. Why have other countries failed?
Implications of European Labor Reform
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
50. 한국의 노동 개혁의 전망과 준비
Germany: A Role Model for Other Countries?
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
51. Economic Awareness
levelsEducational Labor
Korea : Need for reform
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
52. Current Labor Market in Korea
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
53. Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
54. 한국의 노동 개혁의 전망과 준비Anatomy of Preamble
Back Ground Contents
1. Rapid Globalization
2. Low Birth Rate
3. Aging Society
4. Industry Restructuring
(Knowledge▪Information▪
Service Oriented)
5. Inefficient Labor Market
6. Aggravated Polarization
7. Youth Unemployment
1. Rectify the Dual Structure of Labor
Market
2. Protection of Vulnerable Workers
3. Reduce Long Working Hours
4. Remove the Uncertainty in Labor Market
5. Improve the Efficiency in Labor Market
6. Expansion of Social Safety Net
This agreement shall not be regarded as the final word on labor market reform.
The most important thing is to act upon this agreement in the future
Labor Reform in Korea
Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
55. Ⅰ. Vitalization of Jobs for Youth
Agreement Implementation Measure Consideration
1. Efforts to hire more
Youth
- Breakthrough Youth
unemployment cliff
expected face over
next 3 years
- Adopt all measures aimed at hiring more Youth
- Refrain from raising wage for Executives
- Increase Investment
- Support simultaneous employment between
generations
- Expand the target of ‘Employment Impact
Assessment’
- Promote Tech-oriented business Start-Ups
- Tax credit for Creating jobs
- Granting Exemption from Tax audit
- Granting subsidies to SME for long term
employment
- Additional points in bidding for government
contract
- Adjustment of Wages and Working hours
- Encourage Peak Wage System
- Reduce the gap between Large companies and
SMEs
. Wage, Benefit, Working condition
- Support Future-oriented & small but strong SME
1. Understanding of
National support fund
2. Target feasibility of
‘Employment Impact
Assessment’
3. Implement Peak Wage
System
2. Stronger Social
Support
3. Council for Promotion
of Youth Employment
- Support Decent Job opportunity for Youth
- Link Schools and Employment center
- Support job seekers who majored in the Humanities,
The arts or Physical education
- Create the council for Promotion of Youth Employment
Company Government Tripartite
Labor Reform in Korea
Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song)
T) 010-2714-1707 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
56. 한국의 노동 개혁의 전망과 준비Ⅱ. Mitigating the Dual structure of the
Labor market-1
Agreement Implementation Measures Consideration
1. Mutual Growth, Such
as Cooperation for
Coexistence between
Contractors &
Subcontractors and
Large Enterprises &
SMEs
- Promotion of
Performance Sharing
- Sharing of Burden by
Tripartite
- Establishment of Fair
Trade Practices and
Vitalization of the
Market Economy
- Top 10% voluntarily refrain from raising wages
- Improvement of working conditions of contractors
through the Coexistence Cooperation Foundation
- Promoting the use of in-house workers' welfare
funds by enterprises
- Improve the Mutual Growth Index
- Establish a joint industrial safety response system
- Expand the Labor Welfare Promotion Fund to
support the irregular and low-income workers
- Monetary incentives for simultaneous hiring
- Vitalization of the council for adjustment of
contractor prices
- Anonymous reporting system for Complaints
- Encourage to enter into standard subcontracting
agreements.
- Subdivision of standard market unit wages per
type of business and type of work
- Try to avoid regulating market prices
1. Understanding of
National support
fund
2. Social Responsibility
Labor Reform in Korea
Outlook & Preparation
Company Government Tripartite 위세노무법인 대표노무사 송희열 (Maven H. Song)
T) 010-2714-1707 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
57. 한국의 노동 개혁의 전망과 준비
Agreement Implementation Measures Consideration
2. Improvement of
Systems Related to
Employment of and
Rectifying
Discrimination
against Irregular
Workers
- Healthy Employment
Culture
- Guidance by the
Public Sector
- Effectiveness of the
Discrimination
Correction System
- Protection of
Irregular Workers
and Rationalization
of Regulations
- Prohibiting from unreasonable discrimination
- Encouraging to hire regular employment status to
positions of continuously-occurring tasks
- Increasing the regular employment to irregular
workers in the public sector
- Strength the force of Discrimination Correction
- Orders to pay punitive penalties in Discrimination
Correction System
- Labor supervision on the practice (‘passion pay’ and
unfair dismissal in probation)
- Submit Irregular worker related legislation
- Additional items to be discussed for irregular workers
. The period and number of renewal times
. Jobs to eligible or restricted for dispatched work
. Unions to represent for correction of discrimination
. Classification between dispatched and subcontract
. Top 10% high salaried on dispatched work
. Prohibition of using irregular workers for core tasks
in the areas of life and safety
. Application of retirement benefits.
1. Refrain from unduly
relying on
employment of
irregular workers
for the sole purpose
of reducing payroll
costs.
2. Discrimination
Correction System
3. Amendment on
Irregular worker
related law
4. Preparation to
Labor Inspection
Ⅱ. Mitigating the Dual structure of the
Labor market-2
Labor Reform in Korea
Outlook & Preparation
Company Government Tripartite 위세노무법인 대표노무사 송희열 (Maven H. Song)
T) 010-2714-1707 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
58. 한국의 노동 개혁의 전망과 준비Ⅱ. Mitigating the Dual structure of the
Labor market-3
Agreement Implementation Measures Consideration
3. Vitalization of the Labor
Market
- ensure employment
stability
- Establishment of
Reasonable HRM Principles
- Standards and Procedures
for Termination of
employment contracts
- Strengthening the
requirement to Endeavor
to Stabilize Employment
before Dismissing
for Managerial Causes
- Clarification of Procedures
for Dismissals due to
Managerial Causes
- Create a culture of directly employing
workers under regular employment status
- Minimize the layoff by first adjusting wages,
working hours, reassignment, suspending
business , leave of absence, vocational
training
- Strengthen its support by reorganizing its
employment stabilization projects.
- Detailed examples of efforts to avoid
dismissals for managerial causes shall be
given in the Labor Standards Act
- Strengthen the effectiveness of the re-
employment system.
- Establish a fair assessment system
- Clarify the standards and procedures for
termination of employment according to law
and judicial precedence
(The government shall not unilaterally
implement these things until they are
fully discussed with workers and
employers.)
Establish reasonable
human resource
management principles
1. Managerial Dismissal
2. General Dismissal
3. Performance
Evaluation
4. Hiring
Labor Reform in Korea
Outlook & Preparation
Company Government Tripartite 위세노무법인 대표노무사 송희열 (Maven H. Song)
T) 010-2714-1707 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
59. Agreement Implementation Measures Consideration
1. Removing Blind Spots
and Strengthening the
Social Insurances
2. Improvement of the
Unemployment
Benefit System
3. Employment Support
for Vulnerable Social
Groups
4. Protecting Vulnerable
Workers and Raising
Their Incomes
5. Improvement of
Minimum Wage
6. Support for Balancing
Work and Family
7. Employment and
Welfare Services
Suited to Users
8. Creating a Society
driven by Vocational
Skills by Vitalizing
their Development
- Prevent discrimination against working students
- Increase efficiency of the Durunuri Program
- Compensation for accidents occurring during
commute to and from work
- Accepting illnesses caused by emotional labor as
work-related illnesses
- Workers and employers to participate in policies
to Social safety net.
- Strengthen the coverage of unemployment
benefits (Extending the benefits period, raising
the amount and expanding the beneficiaries)
- Screening applicants and strengthening the
support for re-employment
- Prevention of back pay
- Establish comprehensive Minimum Wage System
by the end of May 2016
. Statistical standards, wages to be included in
calculation, issues for under 15 hours worker
determination by region or type of business
- build a system that allows workers to work and
study simultaneously
1. Emotional labor policy
2. Working students
3. Compliance with the
minimum wage
한국의 노동 개혁의 전망과 준비Ⅲ. Expansion of the Social Safety Net
Labor Reform in Korea
Outlook & Preparation
Company Government Tripartite 위세노무법인 대표노무사 송희열 (Maven H. Song)
T) 010-2714-1707 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
60. 한국의 노동 개혁의 전망과 준비Ⅳ. Removal of Uncertainty on 3 Major Issues -1
합의내용 진행방법 기업의 고려점
1. Clarification of the
Ordinary Wage
System
2. Organization of Legal
System to Reduce
Actual Work Hours
- Build a clear definition of ordinary wage
- Annual average actual working hours will be
reduced to approximately 1,800 hours by 2020
- holiday work hours shall be counted as overtime
work hours
. Work hours per week (40+12 Overtime)
. Application in Phases
- Special Overtime Work (52+α)
. Cause (increased orders, etc.)
. Procedure (written consent from the worker
representatives and the employee involved)
. maximum hours (1주 8시간)
- Help SMEs in industries that will be adversely
affected
- Reducing the Number of Business Types Subject
to Special Treatment in Terms of Work Hours
. From 26 business type to 10
. Maximum working hours and minimum
guaranteed rest hours (2016 End of May)
- Labor and management to voluntarily set work
hours within the allowed range of total work
hours
- Discretionary Work Hours
- Using all Given Leave
1. Labor and
Management to
voluntarily set work
hours
2. Measures to Urge
Workers to Take all
Given Leaves
Labor Reform in Korea
Outlook & Preparation
Company Government Tripartite 위세노무법인 대표노무사 송희열 (Maven H. Song)
T) 010-2714-1707 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
61. 한국의 노동 개혁의 전망과 준비Ⅳ. Removal of Uncertainty on 3 Major Issues-2 -2
Agreement Implementation Measures Consideration
3. Improvement of
Wage Systems for
Successful
Introduction of
Extended Retirement
Age
- Efforts to Improve
Wage Systems
- Expanding Wage and
Work Hour Peak
Systems
- Reorganization of
Wage Structure
- Support for
Adjustment of Wage
Structures
- Workers and employers voluntarily adjust wage
structures
. Stabilize the employment of middle-aged workers
. Establish a system of balanced employment
between the generations
. Organize and operate a dedicated organization
according to duties, amount of experience, etc
- Adjust wages, work hours and number of work days
in consideration of workplace conditions
- Take the initiative to make wage systems
- Support to develop appropriate jobs and provide
consulting advice and subsidies
- Clarify the requirements and procedures for
amendment of collective agreements and rules of
employment with regard to adjustment of wage
structures (shall not unilaterally implement the
foregoing, unless they are fully discussed with
workers and employers)
- Retirement-Aged worker support
. Improve work environments, career change
support, re-employment of middle-aged workers.
. Such support especially to SMEs.
1. Implement Peak
Wage System
2. Amendment of
collective agreements
3. Amendment of rules
of employment
4. Adjust wage structure
5. Understand
government support
. The Wage and Duty
Center
Labor Reform in Korea
Outlook & Preparation
Company Government Tripartite 위세노무법인 대표노무사 송희열 (Maven H. Song)
T) 010-2714-1707 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
62. 한국의 노동 개혁의 전망과 준비Ⅴ. Tripartite Commission Partnership
Agreement Consideration
1. Settle the culture of productive negotiating
2. Strengthen the function and role of the Tripartite
Commission
. Inviting youth and irregular worker representatives
. Endeavor to pass a bill for finalized and agreed on in
2013 to be promptly enacted,
. Operate committees for each business type
1. Company union under the Korean
Confederation of Trade Unions
2. Irregular worker representatives
Labor Reform in Korea
Outlook & Preparation
Company Government Tripartite 위세노무법인 대표노무사 송희열 (Maven H. Song)
T) 010-2714-1707 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
63. 한국의 노동 개혁의 전망과 준비
Impending Practice on Tripartite Agreement
2 Guidelines
5 Bill Revisions
1. General Employment Termination
2. ROE Disadvantageous Amendment
1. LABOR STANDARDS ACT
2. ACT ON THE PROTECTION, ETC. OF
TEMPORARY AGENCY WORKERS
3. ACT ON THE PROTECTION, ETC. OF
FIXED-TERM AND PART-TIME WORKERS
4. EMPLOYMENT INSURANCE ACT
5. INDUSTRIAL ACCIDENT COMPENSATION
INSURANCE ACT
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
64. 한국의 노동 개혁의 전망과 준비Main Content of Saenuri Party Bill
Legislation Saenuri Party Proposals Issues
Employment
Insurance
Act
1. Strengthen protection of unemployment benefits
- Raise benefit payments from 50% of average wage before unemployment to 60% and
extend payment period from 90~240 days to 120~270 days.
- persons at or above 65 years of age who continue to work at a same business place are
eligible for unemployment benefits, even if the paying employer changes.
2. Tighter conditions for payment of job-seeking benefits
- Strengthen conditions for job-seeking benefits (from at least 180 days during 18 months
prior to unemployment to at least 270 days during 24 months prior to unemployment).
- Adjust lower limit of job-seeking benefits from 90% to 80% of minimum wage.
- Tighter qualifications for recognition of unemployment and penalties for receipt of
repeated reemployment benefits.
* For those who are not reemployed within 90 days or who receive benefits 3 or more
times within 5 years, reduce the period recognized to have been unemployed. When a
repeated recipient fails to follow orders for training, reduce job-seeking benefits by up
to 30%.
- Improve the benefit extension system (creation of a deliberation council to decide on
payment of training extension benefit) and abolish early reemployment allowance.
Legislation
pushed
forward by
the
government
Labor Reform in Korea
Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
65. 한국의 노동 개혁의 전망과 준비Main Content of Saenuri Party Bill
Industrial
Accident
Compensation
Insurance Act
1. Introduction of compensation for accidents occurring during
normal commute to and from work
- To be implemented in phases (by 2017: on foot or public
transportation, by 2020: in an automobile).
- Reduce insurance benefit (e.g. disability or survivor benefit) when
an accident occurs through gross negligence of the insured.
- Release employer from liability under the Labor Standards Act to
compensate for accidents occurring during normal commute to
and from work.
- Automobile accident insurance kicks in first for accidents occurring
during commute to and from work by automobile.
Whether the time of implementation
is effective or not
Act on the
Protection, Etc.
of Temporary
Agency Workers
1. Allow dispatched workers also for root industries.
2. Expand scope of jobs to which dispatched workers are allowed,
such as for the aged workers, those paying high incomes or
those requiring specialized skills.
- Allow dispatch of aged workers to all jobs other than direct
manufacturing process jobs in the manufacturing industry and
jobs to which dispatched workers are absolutely prohibited.
- Allow high income earners engaged in jobs that require
specialized skills to be dispatched to related jobs.
3. Clarify the standards for dispatch and subcontract.
1. When allowing dispatched
workers to root industries such as
molding, casting and welding, this
will be expanded to the entire
manufacturing industry.
2. Legalize the criteria of employer
of prime contractor and the
distinguishing markers between
dispatch and subcontract by
scaling it down.
Labor Reform in Korea
Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
66. 한국의 노동 개혁의 전망과 준비Main Content of Saenuri Party Bill
Act on the
Protection, Etc.
of Fixed-term
& Part-time
Workers
1. Restrict the number of times that a fixed-term employment contract can be
renewed (no more than 3 times within a 2 year period).
2. Allow extension of period during which a fixed-term worker can be employed
(2 years + 2 years) in exceptional circumstances.
- Limit extension to cases where a worker 35 years or older requests the extension him/herself.
- When an extended period is expired, the employer shall convert the status of the applicable
employee into an employment contract with no fixed term. When the applicable
employment agreement is terminated without conversion, the employer shall pay an
additional certain amount of ‘Separation allowance.’
* Stipulated the principle of considering the employee who continues in employment after
expiration of the extended period without any special arrangements as an employee with no
fixed-term under the Act on the Protection, Etc. of Fixed-term & Part-time Workers.
1. The number of irregular
employees will sharply
increase and it will be
impossible to improve
their employment
situation.
2. Employers will choose to
pay the Separation
allowance rather than
convert status to regular
employment.
Labor
Standards Act
1. Reduction of working hours, such as inclusion of holiday work into overtime
work.
2. Additional allowance for holiday work: 50% up to 8 hours, 100% for more than 8
hours.
3. Clarify the concept of ordinary wage.
Money and valuables paid regularly, uniformly and determined in advance.
4. Expansion of unit period towards a flexible working hours system.
5. Expansion and reorganization of the compensation leave system into the work
hour savings and leave system.
1. Diminishes the purpose
for reducing working
hours.
2. Reduces real wages by
prohibiting overlapping
extra pay.
Labor Reform in Korea
Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
67. Easy Dismissal ?
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
68. Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
69. KLI Report (Supreme Court Decision 2011Du4760, Decided May 29, 2012)
A terminated employee received the lowest score in HR evaluation for 3 years.
The employee was suspended for 1 month due to being absent from a skill improvement program without proper notice.
The employee participated only marginally in the skill improvement program, ranking the lowest of 39 participants.
Only 1 person was terminated out of 91 subjects for initial skill evaluation.
Description
Key point of Supreme Court Decision
- Reviewed fairness and objectivity of selection process and post-selection management (standards, methods and actual
monitoring of subjects’ behavior and evaluation by an evaluation committee).
- Recognized as an ‘improper act’ the employee’s failure to comply with company instructions in the course of the
evaluation process, in addition to the employee ranking the lowest in the skill improvement program, and deemed such
failure as due cause for termination.
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
70. KLI Report (Supreme Court Decision 2013Da22195, Decided June 24, 2015)
* The Original trail decision: 2012Na6377, Suwon District Court
- The existence of noticeable differences between average scores in performance evaluation of persons designated as
under-performers and that of the general employee body is due to discriminatory intent of the defendant company.
- Such discrimination cannot be deemed as an action within the scope of necessity. Thus the company abused its
discretionary authority and conducted unfair performance evaluations.
- It can be fully recognized that the defendant company implemented a discriminatory policy toward those designated
as under-performers with the clear intention of terminating a certain ratio of workers to reduce payroll costs.
Description
Key point of original decision
Performance evaluations conducted outside the scope of rights granted are subject to judicial review.
Performance evaluations must not be used with malicious motive or in a subjective way.
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
71. Comprehensive Decision & Suggestions by the Korea Labor Institute
① Five criteria for fair performance evaluations and systemic HRM policies:
▲ Establish a fair and transparent performance evaluation system and disclose and explain
the system
▲ Evaluate fairly
▲ Notify or explain the evaluation results to each employee
▲ Establish a complaint-handling or voluntary dispute resolution system related to the
evaluation results
▲ Adjust job levels, make re-assignments, develop job skills and offer job choices according to
the evaluation results
② Assure fairness by implementing a systematic and reasonable HRM system and
performance evaluation system
③ Apply performance evaluation results to HR activities aimed at improving employees’
personal skills.
④ Provide opportunities to inappropriately-skilled or under-performing persons to improve
their skills, and rely on termination as a last resort
⑤ Ensure employees actively participate in establishment and implementation of
performance evaluation systems
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
72. Characteristics of Termination-related Precedents
Termination-related precedents do not clearly differentiate disciplinary
termination from general termination. That is, the courts rarely recognize
termination only according to the causes of general termination.
Employers usually submit to the court both the causes for general termination and
disciplinary termination together.
Employers do this as it is more advantageous for them to claim as many causes as possible than claiming only under-performance as
the cause for termination. Most precedents (Seoul Administrative Court 2008Guhap35067, Supreme Court 2000Du9113, etc.) are of
cases where an employee’s improper conduct and lack of professional knowledge were considered together.
‘Improper conduct’
of employee
‘Lack of professional
knowledge’
There exists some degree of confusion in judicial decisions, because the courts tend to handle cases that
correspond to general termination more than those corresponding to disciplinary termination.
Experts deem the current situation as ‘a legal vacuum for general termination’ where terminations take place in the form of
disciplinary termination, while there are no clear legal grounds for general termination.
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
73. Ambiguity of ‘Generally-Expected Minimum Performance’
A typical precedent on general termination (90Daka25420) defines an
under-performer as ‘one who fails to achieve the generally-expected
minimum performance when considering their rank and wage.’
‘Generally Expected Minimum Performance’
The typical precedent on general termination (90Daka25420) gives relatively greater detail of
the definition. However, it still fails to describe the specific standard to determine ‘generally
expected minimum performance’.
<Note> Types of termination
Termination is largely divided into: termination for employer reasons (mostly layoffs); and termination for employee reasons
(disciplinary and general terminations).
Article 23.1 of the Labor Standards Act, the foundation for all termination under current applicable law prescribes that the
employer shall ‘not terminate (employment) without just cause.’ However, such prescription is somewhat abstract and leaves
room for different interpretations by different persons in judgement.
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
74. Regarding ‘Constant Repetition’
Put together, periods in which under-performance constantly took place is determined
case-by-case and in accordance with the circumstances of each employer, the status
and duties of the employee, etc. Thus, it is incorrect to believe that an employer can
terminate an employee according to a universal standard, such as when his/her
performance falls below a certain point for a certain period or a certain number of
times.
How have courts ruled on this so far?
The courts have deemed termination appropriate when an employee significantly under-performs in terms of
collection of insurance premiums (90Daka25420) or management of accounts receivables (86Daka1875). However,
there is also a precedent which deemed that the termination was not justified when an employee lacked the specific
abilities required for provision of labor when this could be rectified within a short period of time (Seoul High Court
90Gu10997).
There is also a precedent which determines that termination is not justified even if the employee under-performed
for a two-year period. On the other hand, there is another precedent which recognizes termination of an employee
who received the lowest score in two consecutive performance evaluations.
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
75. Regarding ‘Incomplete Provision of Labor’
In this case also, there is no universal standard that can apply to every case.
How have courts ruled on this so far?
As an example, there are precedents where terminations have been justified: an automobile salesperson who sold an
average of 0.4 cars a month while other salespersons of the same rank sold 2.2 cars; and of 1 of 3 employees who
received the lowest score in evaluations of approximately 1,200 employees in total.
A further precedent rejects termination of 1 of 4 employees who received the lowest score in evaluations but with
positive feedback.
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
76. Professionalism of the Evaluator(s) Must Not be Overlooked
Refusing, without equitable grounds, to renew the employment contract
of employees with a reasonable right to expect renewal is of no effect.
(Supreme Court Decision 2012Du18868, Decided January 15, 2015)
Implications Details
An evaluation system that results in deciding to ‘maintain the
fixed-term employment status’ for an employee who has
served two full years after evaluation cannot be recognized
as reasonable. (The regulation prescribes that employees
who serve two full years shall have result either ‘converted to
regular employment’ or ‘be terminated’.)
From the officer in charge signing in the ‘Opinion Column’
blank without leaving any comments on the evaluation it can
be deemed that there was a material flaw in the evaluation
process.
Since the manager is not an expert in law or HR, there can
be doubt as to the reasonableness and fairness of evaluation.
A result of ‘maintain fixed-term employment status’ cannot be
interpreted that the person is ineligible to have their
employment status converted to regular employment, and if
seen otherwise, the employer is interpreting the evaluation
result in an arbitrary manner.
1 Unreasonable evaluation system
2 Violation of evaluation process
3 Evaluation skills of manager
4 Interpretation of evaluation result
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
77. Employees Must be Notified of any Changes to Evaluation Scoring Standard
In a case where an employer did not renew a fixed-term employment contract because the
employee’s performance evaluation score did not meet the reference score, the court found that the
failure to renew the employment contract could not be recognized as reasonable or conforming with
socially accepted ideas.
(Seoul Administrative Court Decision 2008Guhap34979, Decided March 13, 2009)
Implications Details
Since the employer failed to make prior notification to the
employees of the changed evaluation standard that raised the
score required for employment contract renewal, such score
is not deemed a suitable cause for rejecting the contract
renewal.
The employee failing to comply with work regulations only
once in a year shall be deemed insignificant in terms of
seriousness, and cannot be a cause for reduction of score.
Since not every employee received a reduction in score for
failure to comply with work regulations, the employer’s action
was not fair.
If the employee failed to comply with work regulations in the
course of providing service to a disabled customer upon
request, such failure cannot be a cause for reduction of
score.
The facts that no complaints were lodged against the
employee (a taxi driver for the disabled), and that the
employee had not received any disciplinary action during
his/her employment period must be considered.
1
Adjusted score for
contract renewal
2 Violation of work regulations
3 Uniform criteria for scoring
4 Reason of improper conduct
4 Sincerity of job performance
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
78. Employer’s Specific Efforts or Intention to Improvement is also Important
Imposing disciplinary termination only due the fact that an employee
received the lowest performance evaluation rating for 4 consecutive years
is an abuse of an employer’s right to manage human resources.
(Seoul Administrative Court Decision 2005Guhap23879, Decided January 27, 2006)
Implications Details
When considering termination of an employment relationship,
it is essential that personal evaluation be based on absolute
standards to assure objectivity and reasonableness for
termination.
The result of employee evaluation can be deemed strongly
reasonable if the evaluation is conducted after the job
assignment considered the characteristics of the job and the
employee’s performance abilities.
The employer is asked to consider the effort the employee
took to improve his/her performance and specifically whether
effort and a desire to improve was displayed.
1 Absolute evaluation and Objectivity
2
Evaluation based on characteristics
of job and performance abilities
3 Employer’s efforts to improvement
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
79. Advantages of Multidimensional Evaluations
Decision not to renew an employment contract based on the result of a
multidimensional evaluation is deemed to be reasonable.
(Seoul Administrative Court Decision 2006Guhap33002, Decided July 6, 2007)
Implications Details
A multidimensional evaluation helps to exclude subjectivity
from and assure objectivity of a performance evaluation
system.
1
Multidimensional evaluation
and objectivity
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
80. Importance of Going Further than Just Evaluating to
Offering Employees Opportunity to Improve
When an employee is ordered to improve his/her job performance and
skills every year as a result of performance evaluation and fails to do so,
an employer’s termination of such an employee is fair.
(Seoul High Court Decision 2003Nu3316, Decided September 26, 2003)
Implications Details
It is necessary to specifically define the evaluation categories
and standards.
Keeping records of monitoring, which can be used as
evidence, helps to assure that a system is reasonable and
feasible.
An employer going beyond just keeping a monitoring record
to regularly offering opportunities to actually improve
employee performance is important.
1
Materialization of
evaluation standard
2 Value of monitoring record
3
Offering adequate opportunity
to improve
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
81. Cause of Under-performance & Appropriate HR Measures
① Behavioral type of cause
② Personal type of cause
③ Unclear cause
e.g. negligence at work
When there is clear cause of a behavioral type,
disciplinary action can be arranged.
e.g. abilities of an employee,
suitability to tasks, etc.
Consider improving job skills through training or
re-assignment.
Offer opportunity to improve performance, such as
lowering performance targets or extending the period
subject to performance evaluation, and then consider
taking action according to the outcome.
The employer extended the suspension period, but the employee still failed to collect the accounts receivable during the three month
extension. The employer’s decision of rightful termination is fair. <Seoul Administrative Court 2000Gu21853, December 15, 2000>
The employer placed the employee under suspended assignment, because the employee’s performance was extremely low for three
quarters (with the exception of Q2 2002, immediately after the employee was assigned to the job). The employer’s decision to do so
is fair. <Seoul Administrative Court, 2004Guhap27799, April 14, 2005>
Court Decisions case
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
82. Adequate Arrangement According to System Institutionalization
Some employers implement under-performer management programs for each under-
performing employee, while others have institutionalized performance improvement
programs for groups of employees to whom certain criteria apply, such as those with
performance evaluation scores ranking in the bottom 10% of all employees.
The institutionalized performance management programs are introduced because employers
need to increase the capabilities of their personnel to enable them to take the lead in
responding to changes in the managerial environment they face.
In light of the facts that: the under-performer program implemented at the applicable business place had been agreed by the labor-
management council; and the program seemed to have produced meaningful results, such as significantly improving the performance
of each employee participating in the program, it is deemed that the program is justifiable. <Seoul Administrative Court,
2010Guhap41673, September 9, 2011>
Court Decisions case
To justify a performance improvement program, the employer must: explain to employees the
need for such a program; and establish strict criteria and procedures for evaluation, to
practically achieve the program goals.
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
83. Appropriate Management of Personnel in a Manner Agreeable to Employees
The employer must clearly define the performance targets and the rewards and
disadvantages associated with success or failure to achieve the targets, to grant
employees the opportunity to willingly agree to the targets and attempt to raise their level of
performance. Follow-up measures will then be justified.
The plaintiff bank deemed it necessary to introduce a performance-base personnel management system to strengthen
competitiveness and determined that placing the employee under suspended assignment was fair, because the employee had already
signed the performance target and evaluation agreement and had failed to achieve the lowest required score in a number of
performance evaluations.
<Seoul Administrative Court, 2004Guhap27799, April, 14, 2005>
Court Decisions case
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
84. Current Labor Market in Korea
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
85. Reducing scope of LSA
application
Necessity for
protection suspended
period
Possibility of Easing Termination Clauses
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
86. Seoul Metropolitan Government: Under-performer Designation & Management Processes
Seoul Metropolitan Government C Player
Designation Method (2008)
Seoul Metropolitan Government C Player
Training & Evaluation Process
Employee(s)
ranking lowest
in performance
evaluations
Those failing
to participate
subject to
disciplinary
action
Subject to
regular
transfer
(2 years or
longer)
Feedback from
evaluated
employee(s)
on evaluation
results
1st Draft
2nd Draft
3rd Draft
Validation of servivors and exclusion of those
subject to disciplinary action
department
head Feedback
Auditor’s
Inspection
Review by
Evaluation
Committee
Final designation of
under-performers
1st skill improvement training
program (6 mos.) & skill diagnosis
1st Review Committee
2nd skill improvement
training program
(3 mos.)
2nd Review Committee
Return to original
post
Authorized
Dismissal
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
87. Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
88. Theoretical background of wage peak system
Wage-Productivity
Productivity
Investment
Wage
Age 50~54Source : Jung jinsung 2004
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
89. Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
90. The Court’s Opinion on Reasonableness According to Social Acceptance
The court has recently been restrictive and strict in interpreting the effectiveness of amended
rules of employment, because recognizing such amended rules based only on whether the
amendments are reasonable according to social norms would practically preclude the Labor
Standards Act, which prescribes that any amendment to rules of employment unfavorable to
employees must have employee consent.
The degree of disadvantage employees are expected to receive from such amendment
The employer’s reason to amend, and the extent needed
The feasibility of the amended rules
Other working conditions including the amended rules being improved
The history of negotiations with the labor union and its response or reaction from other employees
The general practice in country regarding similar matters
1
2
3
4
5
6
Determine the reasonableness according to social acceptance, in consideration
of the above
Factors for Consideration
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
91. Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
92. Specific conditions of discretionary incentive
Enforcement Decree No. 778.211(b)
Non-
discretionary
incentives
Discretionary
incentives
Ordinary wage
Incentives
Scope of ordinary wage in the U.S.
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
93. Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
94. 한국의 노동 개혁의 전망과 준비
What is not reasonable in Old Employee Management?
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
95. 한국의 노동 개혁의 전망과 준비
Knowledge and Lost Knowledge
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
96. 한국의 노동 개혁의 전망과 준비
HR Infrastructures
Labor Reform in Korea - Outlook & Preparation
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재
97. Personal Belief in HR Management
ER Management
WIN / win
Awareness Reform
Workplace Psychology
Process Reform
HR assessment
Success
In
All
위세노무법인 대표노무사 송희열 (Maven H. Song) T) 010-2714-1707
서울 영등포구 여의도동 36-23 맨하탄빌딩 1009호 e-mail (mrhysong@gmail.com )
15.10.14 영어세미나 교재