근로시간 유연화를 위한 기업의 HRM 방향 : 전환형 시간선택제를 중심으로

According to the Korean labor law, part-time work refers to 'working shorter weekly hours than full-time workers carrying out the same type of work at the workplace'. The classification standard for working hours for part-time(flexible) worker differs with countries by countries, but the common usual standard is thirty to thirty-five hours per week. In order to boost the employment rate through job creation, the government implements policies to increase women's participation in economic activities, to achieve work-life balance by restricting long working hours at firms, to encourage gradual retirement of the older generations and to support the younger generation's management of work and study in the midst of low birthrate, aging population and unemployment crisis. The government is also actively encouraging the adoption of 'flexible part-time work', which coincides with voluntary demand of the workers, guarantees basic working conditions and has no unreasonable legal discriminations. Since 2015, The Ministry of Employment and Labor of Korea has been defining the switchable part-time work system as 'working by switching from full-time to part-time (reducing working hours) for a certain period of time according to the worker's needs, such as caring for a child or family, looking after one's health, pursing studies or preparing for retirement'. This study analyzed the attitude towards part-time work and intention to utilize the switchable/ shiftable part-time work system in for the private and public sectors. For the private sector, an in-depth workshop was conducted in order to inspire positive recognition for part-time work and listen to the workers' opinions on the vitalization plans. Also, hindrance factors for adopting the switchable/shiftable part-time work system from the aspects of firms and workers, as well as the possible solutions in the field of human resources management were examined. Changes in the population composition such as 'low birthrate and aging population' have led to absolute and relative labor shortages, and flexible working hours are necessary in order to actively attract female workforce into the labor market, and to encourage childbirth. Flexible working hours are also becoming gradually important for the workers as well. Senior managements in firms need to recognize the need to improve the working methods, and obtain professional manpower in order to strengthen the firm's competitiveness as the labor force is gradually shrinking due to the changes in the population composition. As for the human resources managers, instead of focusing on being innovative, it is time to contemplate the changes in the human resources system that actually fit the firm's characteristics.