KLI Employment & Labor Brief

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해당 컨텐츠 트위터에 추가하기 해당 컨텐츠 페이스북에 추가하기

KLI Employment & Labor Brief No. 98 (2020-05): COVID-19 and Employment Administration Delivery Systems
KLI Employment & Labor Brief No. 98 (2020-05): COVID-19 and Employment Administration Delivery Systems
  • Table of Contents

    Table of Contents

    . Introduction

    II. Understanding Changes in Employment Administration Delivery Systems: What Will Change?

    . The Directions and Principles of Change in the Employment Administration System: What Kind of Reforms Should be Made?

    . Summary



    The purpose of this paper is to understand the changes of employment administration delivery systems following the COVID-19 crisis, and to present directions and principles in response to the crisis. Given the nature of the COVID-19 crisis, there will be an increasing demand for employment administration to transfer from face-to-face services to non-face-to-face, increase in claimants of cash benefits by those unfamiliar with employment administration, expansion of the selection process for direct job creation programs which are opportunity benefits and a growing need to control infectious diseases in workplaces, increase in demand for timely employment administration and increased requests for accessibility to employment administration. Considering these changes, the following needs should be considered: implementing and following strict infectious disease control guidelines on work sites, transition from face-to-face employment service/administration to non-face-to-face, resource reallocation to on-site employment agencies and adjustment of duties between relevant agencies, simplifying the employment administration process from filing to decision-making and execution, expanding administrative infrastructure through increased staffing as the last resort, extending data network with other employment-related organizations to accelerate the administrative process and utilizing temporary branch offices to improve accessibility. Furthermore, this paper emphasizes: human resource management to be implemented to the extent that it does not undermine existing fundamental principles even under the current emergency; when building the delivery system for new employment policies which were adopted as a response to the economic crisis, the organization's experience in similar programs or clients should be considered as an important standard; and that from a mid-long term perspective, it is necessary to build a plan for administrative delivery system in times of emergency that allows realignment or reallocation of public administrative duties.