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고급과학기술인력의 보상포트폴리오 분석과 시스템 개선(Portfolio analysis and system reformation on the compensation for advanced S&T manpower)

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  • 고급과학기술인력의 보상포트폴리오 분석과 시스템 개선(Portfolio analysis and system reformation on the compensation for advanced S&T manpower)
  • Min, Chulkoo; Kim, Hyunho; Cho, Hyun-Dae; Choi, Jong-in민철구; 김현호; 조현대; 최종인
  • 과학기술정책연구원


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Title 고급과학기술인력의 보상포트폴리오 분석과 시스템 개선(Portfolio analysis and system reformation on the compensation for advanced S&T manpower)
Similar Titles
Material Type Reports
Author(English)

Min, Chulkoo; Kim, Hyunho; Cho, Hyun-Dae; Choi, Jong-in

Author(Korean)

민철구; 김현호; 조현대; 최종인

Publisher

서울:과학기술정책연구원

Date 2009-12
Series Title; No 정책연구 / 09-04
ISBN 978-89-6112-065-4
Pages 184
Subject Country South Korea(Asia and Pacific)
Language Korean
File Type Link
Subject Industry and Technology < Science/Technology
Holding 과학기술정책연구원

Abstract

Recently a number of researchers attributed decrease in applicants for science
and technology at high school and university to poor compensation system in
Korea, but a few researches so far did show us much about the relationship
between the compensation level and the mode of its system. Therefore, a more
sophisticated and systemic study is needed for the consideration of compensation
system, which includes not only economic compensation but also non-economic
like social reputation, self-satisfaction about their job and opportunity to develop
themselves. Particularly, as each research agency like company, university or
government-funded research institute(GRIs) has their own reward system, it is
recommended that reward system should consider rather the specificity of each
agency than an unitary method in order to make a better decision.
This study driven by such needs has took the following approach. First, we
have built a systemic model of compensation in consideration of both monetary
and non-monetary sector consisting the whole system. In particular, this model
includes the consideration of difference among agencies like companies,
universities or GRIs. Next, we have suggested a new model reflecting the
difference of reward for advanced S&T manpower among the agencies. In
particular, as non-economic aspect has been fully considered to design the model,
this study has proposed the policy measures to attract high grade human resources.
The final conclusion of this study can be summarized as follows. Firstly,
advanced S&T manpower has preferred not only economic rewards, but also
non-economic rewards which comprises both social reputation, self-satisfaction
for job and other aspects of life.
Secondly, the way of what high grade human resources in S&T have preferred
to be rewarded differs among agencies. While professors in universities prefer
monetary reward, researcher working for GRIs want to have social reputation.
Thirdly, two main factors to change their occupation have been turned out to
be monetary reward and social reputation. As the difference of salary between
university and GRIs is not much, this means that advanced S&T manpower at
GRIs and companies prefers university due to low social reputation. It implies
that the compensation system should satisfy what advanced S&T manpower at
GRIs and companies need, upgrading their social reputation.
These results can be applied to policy making. In respect of social reputation,
policy makers should raise the morale of advanced S&T manpower and enforce
their job-stability. In terms of job satisfactory, laws and regulation are needed to
promote reasonable economic rewards for scientific achievements. Finally, in
respect of their environment-appropriation, each agency are recommended to
enforce the welfare service for them, to provide them with the opportunities of
education for getting a job and to construct more infrastructure for research.