지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2014.8
- 수록면
- 77 - 100 (24page)
- DOI
- 10.35505/slj.2014.08.3.2.77
이용수
초록· 키워드
오류제보하기
restructuring typically refers to a process of employee layoffs which is implemented to cut jobs or reorganize personnel makeup, in accordance with a corporate rationalization program due to an economic, industry structural or technological reason. In other words, restructuring, unlike ordinary dismissal or disciplinary dismissal, is carried out for an economic reason of the employer, with no reason directly attributable to the employees chosen for dismissal.
Henceforth comes the need to seek to upgrade the specific actions in each of the stages of the restructuring process to minimize the loss of interests for both employers and workers during and after the process, and to improve the existing relevant programs and increase mutual cooperation to facilitate re-employment of the dismissed workers and protect their living in a substantial way. The Economic and Social Development Commission, recognizing the need, has divided the restructuring program into three stages and discussed the way in which each stage should be implemented.
Stage 1 (Planning) concerns the preparation of administrative assistance to make an accurate judgment on the company"s economic conditions before restructuring takes place. Stage 2 (Consultation) includes the preparation of the coordinating and supportive measures to minimize the adverse effect of restructuring on the parties involved, that is, employers and workers. Stage 3 involves the efforts to improve the existing programs to facilitate re-employment of the workers dismissed in the restructuring process and protect their living, and to increase cooperation among social partners, the government, civic groups and other stakeholder in overcoming the consequent difficulties.
Every restructuring process must be implemented in a way that can fulfill the underlying objective of the process and minimize the prejudice to the interests of the interested parties. Along with that, institutional arrangements should be in place to encourage concerted efforts to ride over the difficulties involved.
Henceforth comes the need to seek to upgrade the specific actions in each of the stages of the restructuring process to minimize the loss of interests for both employers and workers during and after the process, and to improve the existing relevant programs and increase mutual cooperation to facilitate re-employment of the dismissed workers and protect their living in a substantial way. The Economic and Social Development Commission, recognizing the need, has divided the restructuring program into three stages and discussed the way in which each stage should be implemented.
Stage 1 (Planning) concerns the preparation of administrative assistance to make an accurate judgment on the company"s economic conditions before restructuring takes place. Stage 2 (Consultation) includes the preparation of the coordinating and supportive measures to minimize the adverse effect of restructuring on the parties involved, that is, employers and workers. Stage 3 involves the efforts to improve the existing programs to facilitate re-employment of the workers dismissed in the restructuring process and protect their living, and to increase cooperation among social partners, the government, civic groups and other stakeholder in overcoming the consequent difficulties.
Every restructuring process must be implemented in a way that can fulfill the underlying objective of the process and minimize the prejudice to the interests of the interested parties. Along with that, institutional arrangements should be in place to encourage concerted efforts to ride over the difficulties involved.
목차
Ⅰ. 문제제기
Ⅱ. 경영상해고제도 운용 현황
Ⅲ. 경영상해고제도의 단계별 운용방안
Ⅳ. 맺음말
참고문헌
Abstract
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UCI(KEPA) : I410-ECN-0101-2015-300-002476006