[국내논문]

[국내 학위논문]

공인노무사제도가 시행된지 28년을 맞는 시점에서 공인노무사의 위상은 시행 초기에 비해 매우 상승하였으며, 2011년말 현재 3,443명의 공인노무사가 등록되어 활동하고 있다. 다만, 이렇게 높은 위상과 배출인원의 증가에 비하여 수익시장은 더디게 성장하고 있으며, 로스쿨제도 시행으로 인한 변호사수의 가파른 증가와 특히 한미·EU FTA가 발효로 법률시장이 단계적으로 개방되면서 경쟁력을 잃게 될 변호사의 노무 컨설팅서비스 시장에의 진출이 증가할 것으로 보여 출혈경쟁은 더욱 심화될 것으로 보인다. 이러한 경쟁구도에서 경쟁력을 잃지 않고 살아남기 위해서는 고객중심의 경영으로 한층 발전하여야 할 것이고, 고객과의 소통을 위해서는 노무컨설팅서비스의 품질을 측정할 수 있는 모형을 만들어 고객을 대상으로 서비스 품질을 측정하고 결과를 분석해낼 수 있는 틀을 구축해야 할 것이다. 본 연구는 위와 같은 배경에서 처음으로 시도되는 것이며, 그 구체적인 연구목적은 다수의 서비스품질관련 연구자들이 채택하고 있는 SERVQUAL모형의 항목을 이용하여 노무컨설팅서비스 품질의 측정 항목을 개발하고, 서비스를 받기 전 기대와 받은 후의 성과 및 평가를 기술통계분석하고 고객의 형태(업종, 매출액, 상시근로자수 등)에 따라 서비스의 평가(성과-기대) 수준을 비교하며, 서비스 품질 요인(기대 기준) 및 평가(성과-기대)가 각각 만족도 및 재구매 의도에 어떠한 영향을 주는 것인지 파악하고, 이와 더불어 노무사사무소 및 노무사 선임시 주요하게 고려하는 항목을 분석하는 것이었다. 위 목적 달성을 위하여 선행 이론 연구 및 설문조사를 실시하였으며, 설문조사지를 분석한 결과 다음과 같은 결론을 얻을 수 있었다. 첫째, SERVQUAL모형의 22개 항목으로 설문 조사한 결과 본 항목 중 애매모한 내용, 한가지로 구성된 요인을 제외한 19개 항목들은 고객 관계 지향, 고객 신뢰 지향, 고객 업무 지향, 고객 이미지 지향 등 네가지 요인으로 분류됨을 알 수 있었다. 둘째, 이러한 요인 중 ‘만족도에 가장 영향을 주는 것은 서비스 품질의 기대 요인으로 회귀분석을 한 경우 고객이 믿고 업무를 맡길 수 있는 측정기준인‘고객 신뢰 지향’이었고, 평가결과로 회귀분석을 한 경우에는 만족도에 정(+)의 영향을 주었다. 셋째, 위와 동일하게 ‘재구매 의도’에 가장 영향을 주는 것으로 서비스 품질의 기대 요인으로 회귀분석을 한 경우‘고객 신뢰 지향’, 평가결과로 회귀분석을 한 경우에는 ‘고객 지향’으로 만족도의 결과와 같았다. 넷째, 노무사사무소 및 노무사 선택시 고려사항으로는 노무사의 이미지 및 평판, 노무사사무소 직원의 친절도, 주변 사업장의 추천 등의 순이었다. 다섯째, 응답자 및 응답기업의 특성 중 평가(성과-기대)에 영향을 미치는 것은 응답자의 주 업무, 사업체의 업종, 노무사사무소의 이용기간, 응답자의 연령 등이었다. 이러한 결과는 현재 노무사사무소가 제공하고 있는 컨설팅서비스의 만족도를 높이기 위해 다른 무엇보다도 업무 과정 중 약속시간 및 결과 제출의 약속 기일을 준수하고 고객의 문제를 진심으로 이해하고 해결하며, 용모 단정한 외모 및 서비스에 적합한 사무실 분위기를 조성하여 고객이 신뢰를 갖을 수 있도록 해야 함을 보여주는 것이다. 【주요어】SERVQUAL모형, 서비스 품질, 기대, 성과, 평가, 고객 관계 지향, 고객 신뢰 지향, 고객 업무 지향, 고객 이미지 지향

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

[국내논문]

2011년부터 20인 미만 사업장의 주40시간 근무제 도입예정에 따라 한국공인노무사회는 주 40시간 근무제의 주요 내용과 운영방안 등에 대한 온라인 및 오프라인 교육을 실시하고 있다. 본지는 20인 미만인 회원사의 근로업무에 도움이 되고자 한국공인노무사회의 교육 일정을 소개한다.

[국내논문]

본 연구에서는 국내의 다양한 조직에서 문제로 부각되는 직장 내 괴롭힘(workplace bullying)의 영향요인을 개인 및 팀수준에서 연구하였으며, 인사평가에 따른 분배공정성과 경쟁적 풍토가 직장 내 괴롭힘에 미치는 영향을 살펴보았다. 또한 이러한 선행변인의 영향이 팀수준의 권력불균형에 따라 달라지는지를 분석하여, 직장 내 괴롭힘에 대한 영향력이 존재하는 수준(locus of level)에 대한 상호작용효과를 살펴보았다. 팀제를 실시하는 조직에서 팀원만을 대상으로 자료를 수집하였으며 33개 팀 175명을 대상으로 분석하였다. 연구가설의 검증을 위해 다수준분석으로 WABA(Within And Between Analysis)를 사용하고, 권력불균형의 상호작용효과는 WABA의 MRA(Multiple Relation Analysis)로 검증하였다. 연구 결과, 평가공정성과 직장 내 괴롭힘 간의 관계는 팀과 개인수준 모두에 존재하며, 경쟁적 풍토는 직장 내 괴롭힘과 팀수준 관계로 확인되었다. 권력불균형에 따라 선행변인의 영향이 다른 수준에서 나타나는 상호작용효과도 유의미하였다. 즉, 평가공정성은 권력불균형이 낮은 경우 팀수준 관계가 크며, 경쟁적 풍토는 권력불균형이 높은 경우 개인수준에서 관련성을 보였다. 이를 바탕으로 학문적 및 실무적 시사점을 제안하였다

[해외논문]

Voluntering is steadily increasing in Korea, and various legal problems can arise inthis regard. The content and methods of voluntering vary widely, even though it isvoluntary and not paid. And if voluntering is substantialy similar to labor, it can bequestioned whether the volunter is equivalent to the employe. In this regard, this ruling is the first Korean Supreme Court’s ruling that a volunterrecognized as an employe. As in other cases, this ruling judged acordingly afterpresenting criteria for determining the employe status. This ruling recognized the volunter as an employe by reviewing 1) Details ofvolunter work, 2) working paterns and hours, 3) actual expenses and subsidies aresimilar to or above the minimum wage, 4) recogniton of the parties, 5) designation ofthe defendant's working hours and locations, and 6) the plaintif directed and supervisedthe volunter in a considerable maner. In particular, this ruling judged that volunters were paid at a level similar to orhigher than the minimum wage as the main criterion for judgment. However,considering that other economic benefits can be provided in return for the volunter'labor, it is not necesarily the money that should be paid for the service. In aditon,considering that even if the remuneration is paid in money, the amount is determinedby the service agency and it is very rare to pay the minimum wage level, it is desirablenot to consider whether the remuneration is the minimum wage level, but how muchof the total income of the volunter. On the other hand, the curent criteria for determining the employe status is atwo-way decision is made on whether the employe is an employe or not. The resultis that the labor laws are either fuly aplied or completely unaplied. Volunters'intentions and forms of labor may vary, so it is necesary to recognize positons similarto those of employes and aply part of the labor law to the extent that protection isrequired.

[해외논문]

The Labor Relations Commission, which is a quasi-judicial labor dispute resolution organization in accordance with the original purpose of the Labor Relations Commission Act, is established itself as an effective organization specialized in resolving individual and collective labor disputes. In particular, compared to other judicial systems, it is playing an important role as an effective agency for rights remedies for the vulnerable workers such as low-wage workers, small businesses and non-regular workers based on speed, economic feasibility, convenience and professionalism. As the business environment surrounding companies has changed rapidly, labor disputes are recently increasing. In addition, the powers and functions of the Labor Relations Commission are gradually expanding. If the Labor Relations Commission does not come up with the adjudication jurisprudence that adequately respond to disputes arising in the diversified relationship of labor provision, it cannot function properly as an agency for relieving the rights of labor providers under the Labor law. It is high time to review whether the Labor Relations Commission is properly implementing the jurisprudence of the Labor law by reflecting the changing environment in the process of resolving disputes. In this paper, with respect to the adjudication jurisprudence of the Labor Relations Commission, the followings are reviewed in the order of the study as follows: the worker's nature under the Labor Standards Act due to the expansion of the unstructured form of labor in the adjudication jurisprudence of the unfair dismissal remedy; the worker's nature under the Trade Union and Labor Relations Adjustment Act in the adjudication jurisprudence of the review on the renewal expectation right and the unfair labor practice; the existence of workers subject to comparison in the adjudication jurisprudence of the review on the expansion of employer’s nature and the discrimination correction under the Trade Union and Labor Relations Adjustment Act and others. As a result of the study, the necessity of reinterpreting the case jurisprudence was raised based on the fact that employers can diversify employment types by using their economic and superior status and unilaterally manipulate and determine the judgment criteria such as eligibility for parties, recognition status of the renewal expectation right and existence of workers subject to comparison to correct discrimination. In other words, in light of the need for protection of labor laws for labor providers, the Labor Relations Commission must reinterpret the existing case principles, which can adapt to the changed environment, such as weakening the judgment criteria that the employer has unilaterally decided through economic and superior status. In addition, it is a great burden for the labor provider who lacks evidence and information in personnel and labor management compared to the employer to prove all the elements of judgment in the adjudication jurisprudence. Therefore, the employer needs to bear the burden of proof to some extent. Workers who are not protected under the labor law should not be created due to the lack of proof. In this thesis, the adjudication principles of the Labor Relations Commission are reviewed, and it is expected that the Labor Relations Commission will further develop as a labor dispute resolution organization.

[해외논문]

This article examines the basic concept of minimum services and the underlying ideas of introducing the regulations of minimum services in Korea, problems about the legal formulations of the concept of minimum services, and the related issues on criminal law(esp. nulla poena sine lege). In this, it attempts to identify the relevant considerations for the decision of minimum services and suggest the legally adequate and practically applicable criteria for the decisions of minimum services.In Korea, The revised “Trade Union and Labor Relations Adjustment Act”(TULRAA)(2006) has abolished the compulsory arbitration and introduced the regulations of minimum services for the essential public services.In TULRAA, the concept of minimum service is formulated as “essential maintenance work”. According to TULRAA, the parties in labor relation shall conclude an agreement on essential maintenance work in writing(Article 42-3). If an agreement is not concluded, both or either of the parties in labor relations shall make an application for the Labor Relations Commission(LRC) to decide minimum services. The decision of the LRC shall include “necessary and minimum level of works, jobs classified as the essential maintenance work and number of workers to provide the essential maintenance work, etc.”(Article 42-4).Although there is the duty to conclude the agreement, many employers make an application for the LRC to decide the minimum services without substantial negotiation with trade union. And the LRC rules that it can decide the essential maintenance work as its own authority regardless of the negotiation between the parties. It is seriously problematic that the LRC ignores the principle of priority of the agreement of minimum services between the parties. The situation is not different from the compulsory arbitration, and the similar problems of the compulsory arbitration are haunting.Furthermore the LRC has the idea that the determination of necessary and minimum services to be maintained is essentially about interests dispute(as opposed to rights dispute) such as the arbitration ruling concerning peripheral terms and conditions of employment. Thus the LRC determines that the LRC’s rulings which, arguably, overprize the requirements of necessary and minimum services do not violate law and thus appeals against the ruling are not to be approved.But the balance of collective action rights in the Constitution and Public interest is a legal issue not about interests disputes but about collective rights disputes. Decisions of minimum services should be scrutinized from the viewpoint on the adequate protection of collective action rights. Therefore the standards in deciding the adequate requirements of necessary and minimum services without neutralizing collective action rights are an essential criteria of the legality of decisions of minimum services.According to the ILO, minimum services should meet at least two requirements. First and foremost, it should genuinely and exclusively be a minimum service, that is, one which is limited to the operations strictly necessary to meet the basic needs of the population or the minimum requirements of the service, while maintaining the effectiveness of the pressure by collective action. Second, since this system restricts one of the essential means of pressure available to workers to define their economic and social interests, their organizations should be able, if they so wish, to participate in defining such a service.Therefore the determination of minimum services must apply the principle of proportionality. For this reason, “essential maintenance work” must meet the substantial definition of minimum service and “jobs classified as this work, levels of works to be maintained, and number of workers to operate these jobs” each must be subject to rigorous judgement criteria: “essential and minimum” requirements.