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
- 연구보고서
- 저자정보
- 발행연도
- 2012.12
- 수록면
- 1 - 203 (203page)
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초록· 키워드
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This study aims to propose policy recommendations to promote the employment of people with disabilities in the temporary work industry by analyzing the status of and the difficulties in employing people with disabilities in this industry.
Firstly, the employment status of the disabled according to the mandatory employment quota system is analyzed. Then, the status of temporary agency work and the application of mandatory employment quota system in this industry in Germany, Japan and France are
investigated and compared. Finally, a survey of 410 temporary work agencies and 401 user companies is conducted.
Three conclusions are drawn from the study. Firstly, the employment rate of the disabled in temporary work agencies hiring more than 50 full-time workers is 2.36% compared with the 2.19% of other private companies. Most of the employees with disabilities hired in temporary work agencies have jobs in non-dispatched work such as full-time office work or contract work. There have been concerns that temporary work agencies have difficulties in keeping up with the mandatory employment quota system. However, the study shows that the grounds for such concerns are weak.
Secondly, there are differences between the work agencies and the user companies in identifying barriers to employing people with disabilities. While the work agencies count the user companies’ rejection as the most important barrier, according to the user companies’ reply the most important reason is because the work agencies do not dispatch workers with disabilities.
Finally, following policy issues appear to be essential to promote the employment of the disabled in temporary work industry: promotion of the dispatched workers to become employed as full-time workers, improvement of the assistance programs for indirect employment, identification of the demands for dispatched work among job seekers with disabilities and matching this job demands to the industry, deregulation of temporary agency work with the disabled, enhancement of employment stability for workers with disabilities and dispatched workers.
Firstly, the employment status of the disabled according to the mandatory employment quota system is analyzed. Then, the status of temporary agency work and the application of mandatory employment quota system in this industry in Germany, Japan and France are
investigated and compared. Finally, a survey of 410 temporary work agencies and 401 user companies is conducted.
Three conclusions are drawn from the study. Firstly, the employment rate of the disabled in temporary work agencies hiring more than 50 full-time workers is 2.36% compared with the 2.19% of other private companies. Most of the employees with disabilities hired in temporary work agencies have jobs in non-dispatched work such as full-time office work or contract work. There have been concerns that temporary work agencies have difficulties in keeping up with the mandatory employment quota system. However, the study shows that the grounds for such concerns are weak.
Secondly, there are differences between the work agencies and the user companies in identifying barriers to employing people with disabilities. While the work agencies count the user companies’ rejection as the most important barrier, according to the user companies’ reply the most important reason is because the work agencies do not dispatch workers with disabilities.
Finally, following policy issues appear to be essential to promote the employment of the disabled in temporary work industry: promotion of the dispatched workers to become employed as full-time workers, improvement of the assistance programs for indirect employment, identification of the demands for dispatched work among job seekers with disabilities and matching this job demands to the industry, deregulation of temporary agency work with the disabled, enhancement of employment stability for workers with disabilities and dispatched workers.
목차
[표지]
[머리말]
[목차]
표목차
그림목차
[Abstract]
[연구요약]
[제1장 서론]
제1절 연구의 필요성 및 목적
제2절 연구방법
[제2장 국내·외 근로자파견제도 현황]
제1절 국내 근로자파견제도
제2절 국내 근로자파견 관련 주요 현황
제3절 해외 근로자파견제도 현황
[제3장 근로자 파견 관련 장애인 의무고용 및 장애인 근로자 현황]
제1절 파견·사용 사업체의 장애인 의무고용 현황
제2절 파견사업체의 장애인 근로자 현황과 특성
제3절 논의
[제4장 장애인근로자 파견 실태 조사 결과]
제1절 파견사업체 조사 결과
제2절 사용사업체 조사 결과
제3절 분석 및 논의
[제5장 결론 및 제언]
제1절 결론
제2절 제언
[참고문헌]
[부록]
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UCI(KEPA) : I410-ECN-0101-2016-336-001495147