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브레이크뉴스 문홍철 기자= 생산가능인구 감소와 노년층의 건강 상태 개선 등으로 일각에서 정년 연장에 대한 논의가 일고 있는 가운데, 기업 10곳 중 8곳은 정년 연장을 긍정적으로 생각하는 것으로 나타났다.
22일 사람인에 따르면 기업 461개사를 대상으로 ‘정년 연장에 대한 입장’을 조사한 결과, 79.8%가 ‘긍정적’이라고 답했다.
정년 연장이 긍정적인 이유는 ‘숙련 근로자의 노하우 활용이 가능해서’가 57.9%로 1위였다. 다음으로 ‘고령자들의 생활 안정성이 커져서’(39.7%), ‘생산 인구 감소에 대비할 수 있어서’(34.2%), ‘구인난이 심한 업직종에 지원자가 증가할 것 같아서’(31.8%), ‘고용 안정성 증가로 직원의 사기가 올라서’(24.2%) 등이었다.
정년을 연장할 경우, 적당하다고 생각하는 정년은 평균 65.7세로 집계됐다. 구체적으로는 ‘65세’가 57.9%로 과반이었으며, ‘70세 이상’(13%), ‘63세’(7.6%), ‘69세’(6.3%), ‘68세’(4.3%), ‘64세’(3%) 순이었다.
반면, 정년 연장이 부정적이라고 답한 기업들(93개사)은 그 이유로 ‘청년 및 신규 일자리 창출에 악영향을 미칠 것 같아서’(44.1%), ‘고령자 인사 적체로 기업문화에 악영향이 있어서’(41.9%), ‘기업 분위기가 보수화돼서’(35.5%), ‘60세 정년도 지켜지지 않는 경우가 많아서’(30.1%), ‘고령자들이 너무 오랫동안 일하게 돼서’(18.3%) 등이었다.
정년 연장에 대한 긍정적인 인식과 함께, 5060세대 ‘영시니어(중장년층)’ 직원 채용을 생각 중인 기업도 절반이 넘었다. 전체 응답자의 52.9%가 5060세대 영시니어 채용 계획이 있다고 밝힌 것. 특히, 구인난을 겪고 있는 기업(60.7%)이 겪지 않는 기업(43.9%)보다 영시니어 채용 의향이 16.8%p 높았다. 실제, 구인난을 타개하는 대책으로 영시니어 인력을 활용하는 셈이다.
영시니어 직원을 채용하는 이유는 ‘경력, 인적 네트워크 등 활용할 수 있는 역량이 커서’(47.1%)를 첫 번째로 꼽았다. 계속해서 ‘젊은 층이 지원을 꺼리는 업직종이어서’(30.3%), ‘고용유지가 잘 되어서’(28.7%), ‘일반 채용 시 지원자가 너무 적어서’(21.7%), ‘중장년 일자리 창출에 동참하기 위해서’(15.2%) 등이었다.
영시니어 직원을 채용하고자 하는 직무는 ‘제조/생산’(40.2%), ‘전문직’(21.7%), ‘서비스’(21.3%), ‘영업/영업관리’(15.2%), ‘기획/전략’(6.1%), ‘R&D(연구)’(5.3%) 순이었다.
반면, 영시니어 직원 채용 계획이 없는 기업들(217개사)은 그 이유로 ‘연령 차이로 기존 직원들과 서로 불편해해서’(40.6%)’를 가장 많이 들었다.
다음으로 ‘젊은 층 대비 체력, 생산성 등이 떨어져서’(30%), ‘희망 연봉이 높아서’(26.3%), ‘기업문화, 위계 질서에 적응하지 않고 본인 고집대로 할 것 같아서’(23.5%), ‘정년이 얼마 안 남아 금방 또 채용해야 해서’(22.6%), ‘보유 경험, 기술 등이 낡아 요즘과 맞지 않아서’(15.7%) 등이었다.
break9874@naver.com
*아래는 위 기사를 '구글 번역'으로 번역한 영문 기사의 [전문]입니다. '구글번역'은 이해도 높이기를 위해 노력하고 있습니다. 영문 번역에 오류가 있을 수 있음을 전제로 합니다.<*The following is [the full text] of the English article translated by 'Google Translate'. 'Google Translate' is working hard to improve understanding. It is assumed that there may be errors in the English translation.>
79.8% of companies are ‘positive’ about extending retirement age.. Average appropriate age is 65.7 years old
As some are discussing extending the retirement age due to the decrease in the working-age population and the improvement in the health of the elderly, 8 out of 10 companies are positive about extending the retirement age.
According to Saramin on the 22nd, 79.8% of 461 companies responded that they were ‘positive’ when surveyed.
The reason why extending the retirement age is positive was ‘because it allows the use of the know-how of skilled workers’, which ranked first at 57.9%. Next were ‘because it increases the stability of the elderly’s lives’ (39.7%), ‘because it allows the preparation for the decrease in the working-age population’ (34.2%), ‘because it seems that the number of applicants for industries with severe labor shortages will increase’ (31.8%), and ‘because the morale of employees will increase due to increased employment stability’ (24.2%).
If the retirement age is extended, the average retirement age considered appropriate was 65.7 years old. Specifically, ‘65 years old’ was the majority at 57.9%, followed by ‘70 years old or older’ (13%), ‘63 years old’ (7.6%), ‘69 years old’ (6.3%), ‘68 years old’ (4.3%), and ‘64 years old’ (3%).
On the other hand, the companies (93 companies) that responded that the extension of the retirement age was negative gave the following reasons: ‘It seems like it will have a negative impact on the creation of young and new jobs’ (44.1%), ‘The backlog of senior personnel has a negative impact on the corporate culture’ (41.9%), ‘The corporate atmosphere has become conservative’ (35.5%), ‘The retirement age of 60 is often not observed’ (30.1%), and ‘Seniors are working too long’ (18.3%).
Along with the positive perception of the extension of the retirement age, more than half of the companies are considering hiring ‘young seniors (middle-aged)’ employees in their 50s and 60s. 52.9% of all respondents said they plan to hire young seniors in their 50s and 60s. In particular, companies experiencing a labor shortage (60.7%) were 16.8%p more willing to hire young seniors than companies not experiencing a labor shortage (43.9%). In reality, they are using young seniors as a countermeasure to overcome the labor shortage.
The first reason for hiring young senior employees was ‘because they have great capabilities that can be utilized, such as career and personal network’ (47.1%). This was followed by ‘because it is an industry that young people are reluctant to apply for’ (30.3%), ‘because it is easy to maintain employment’ (28.7%), ‘because there are too few applicants for general recruitment’ (21.7%), and ‘to participate in creating jobs for middle-aged and older people’ (15.2%).
The jobs that they want to hire young senior employees for were ‘manufacturing/production’ (40.2%), ‘professional’ (21.7%), ‘service’ (21.3%), ‘sales/sales management’ (15.2%), ‘planning/strategy’ (6.1%), and ‘R&D (research)’ (5.3%).
On the other hand, the most common reason for companies that do not plan to hire young senior employees (217 companies) was ‘because they are uncomfortable with existing employees due to the age difference’ (40.6%).
The next reasons were ‘because they are less physically fit and productive than younger employees’ (30%), ‘because their desired annual salary is high’ (26.3%), ‘because they will not adapt to the corporate culture and hierarchy and will do whatever they want’ (23.5%), ‘because they are close to retirement age and need to hire again soon’ (22.6%), and ‘because their experience and skills are outdated and do not fit with the current situation’ (15.7%).
