Earticle

본 연구는 고용허가제를 통해 국내에 입국하여 장기 체류 중인 외국인 근로자의 한국어 학습 경험과 요구를 분석하고, 이를 토대로 실질적인 교재 개발 방향을 제시하는 것을 목적으로 한다. 이를 위해 한국에 6년 이상 체류하고 있는 외국인 근로자 8명을 대상으로 심층 면담을 실시하였으며, 한국어 학습 목표, 한국어 사용 환경, 교재에 대한 구체적인 요구를 중심으로 분석을 수행하였다. 연구 결과, 근로 자들은 기본적인 의사소통을 넘어 고급 수준의 한국어 능력을 목표로 하고 있었으 며, 직장 내 의사소통 상황 중 듣기, 말하기, 발음 영역에서 큰 어려움을 겪고 있었 다. 또한 이들의 주요 한국어 사용 환경은 직장이며, 실제 업무 수행에 필요한 언어 표현, 직장 문화, 안전 수칙 등 실용적인 내용을 중심으로 한 교재에 대한 요구가 높게 나타났다. 더불어 주요 내용의 모국어 번역 제공, 음성 및 동영상 자료 지원, 워크북과 참고서 등 자가 학습이 가능한 학습 자료에 대한 수요도 확인되었다. 이러한 결과는 외국인 근로자를 위한 한국어 교재가 생존 한국어 수준을 넘어 직 무 수행 능력 향상과 더불어 삶의 질 제고를 목표로 개발되어야 함을 시사한다.

This study aims to analyze the Korean language learning experiences and needs of long-term foreign workers who entered Korea through the Employment Permit System (EPS), and to propose practical directions for textbook development. In-depth interviews were conducted with eight foreign workers who have been residing in Korea for over six years, focusing on their learning goals, Korean language usage environments, and specific demands regarding learning materials. The results showed that the workers aimed to achieve advanced Korean proficiency beyond basic communication and faced significant difficulties in listening, speaking, and pronunciation, especially in workplace settings. The primary environment for using Korean was the workplace, and there was a strong demand for textbooks that focus on practical content such as job-related expressions, workplace culture, and safety regulations. In addition, the participants expressed a need for materials with translations in their native languages, support through audio and video resources, and self-study aids such as workbooks and reference books. These findings suggest that Korean language textbooks for foreign workers should be developed not only to support basic survival communication but also to enhance job performance and improve quality of life.

The basic principle of Employment Permit System (EPS) are subsidiarity principle, the transparency principle, the principle of respect for the market demand, short-term circulation principle, the principle of non-discrimination. Government, reflecting the realistic needs and the interest conflict between the foreign worker and the employer, has undermined the basic principles of the Employment Permit System (EPS) The government reflects the realistic feasibility, while does not emphasis on the legal validity. Therefore, weighted by the uncertainties of the foreign workforce policy, inefficiency and institutional stability of the foreign workforce policy in the long-term perspective is spoiled. For the settlement of the Employment Permit System (EPS), the government should not be obsessed with only the benefit of stakeholders(the foreign worker and the employer). By not departing from the basic principles of the Employment Permit System (EPS), there is a need to establish the principles of the Employment Permit System (EPS). First, the transparency principles of the foreign workforce transmission process is to recognize a certain degree of achievement. However, In order to secure the transparency in the process of transmission of the MOU countries, the improvements should be presented. Second, the government is not easy to make the corporate profits and the labor rights issues compatible. Therefore, sustained by government ambiguous policies, often cause confusion. Especially conflict between the foreign worker and the employer in the change of workplace is most severe. The minimum limit in workplace change is necessary. However, it is reasonable to restrict exceptionally, but in principle to ensure the workplace change in terms of the right to work on the environment. In order to quickly resolve the conflict surrounding the workplace change, it is also necessary to install and operate agencies with authority to investigate and judge that fact. Third, there is a need to strengthen the function of legislative policy in order to prevent the contraction of the domestic labor market and enhance the self-regulation for inflows of domestic workers. Current Employment Permit System (EPS) adhere to the principles of the short-term circulation. In practice, however, the legislative purpose that stipulate to use the skilled worker or reemployment in EPS conflict with that principle. In the future, Employment Permit System (EPS) should establish clear principles about whether or not to use foreign workers as workforce settled. Fifth, the employment permit system stipulates as basic principle the same treatment for the same work principle. However, to some extent exists objective discrimination such as exclusive blooded ritual, cultural discrimination, racial discrimination. Special employment system (H-2) that assumes the discrimination between foreign workers is contrary to the principle of complementarity. Therefore need to be accessed by the general standards of the Employment Permit System (EPS). The discrimination in current law is prohibited. But sanction provision for discrimination does not define. Therefore the effectiveness of the law is low.

Chung, Ho-Jin. 2014. A Study on the Effect of Employment Permit System(EPS) to Labour-Sending Countries: Focusing on the Distribution of Korean Language and the Impact of Korean Culture. The Language and Culture 10-1: 233-252. This study aims to analyse the effect of Employment Permit System(EPS) to fifteen labour-sending countries focusing on the distribution of Korean language and the impact of Korean culture. In considering the distribution of Korean language, I present universities which have Korean language education as a major, and King Sejong Institutes and Korean Education Centers which are established in labour-sending countries. In all countries, Korean language education has been vitalized in both formal and informal educational institutes. For the consideration of the impact of Korean culture, I discuss the change which has appeared in the export of Korean cultural products such as dramas, films, K-pops, and so on. The amount of export to labour-sending countries has rapidly been increased. Various phenomena caused by the influence of Korean culture are also discussed. Some Korean dramas are introduced in local broadcasts and K-pop music is loved by the younger generation. Also, some Korean restaurants are open for business. The stability and development of EPS will continually have a positive influence on the distribution of Korean language education, and accelerate the impact of Korean culture to labour-sending countries. (Keimyung University)

This study aims to analyse the effect of Employment Permit System(EPS) to fifteen labour-sending countries focusing on the distribution of Korean language and the impact of Korean culture. In considering the distribution of Korean language, I present universities which have Korean language education as a major, and King Sejong Institutes and Korean Education Centers which are established in labour-sending countries. In all countries, Korean language education has been vitalized in both formal and informal educational institutes. For the consideration of the impact of Korean culture, I discuss the change which has appeared in the export of Korean cultural products such as dramas, films, K-pops, and so on. The amount of export to labour-sending countries has rapidly been increased. Various phenomena caused by the influence of Korean culture are also discussed. Some Korean dramas are introduced in local broadcasts and K-pop music is loved by the younger generation. Also, some Korean restaurants are open for business. The stability and development of EPS will continually have a positive influence on the distribution of Korean language education, and accelerate the impact of Korean culture to labour-sending countries.

한국 사회가 올해로 저숙련 외국인근로자를 받아들이기 시작한 지28년, 현재의 고용허가제를 시작한 지 15년이 되어가고 있지만, 여전히 국제사회로부터 외국인근로자에 대한 비인권적인 처우에 대해 수정권고를 받고 있다. 고용허가제의 가장 큰 문제점은 외국인근로자들에 대한 비인권적 처우의 요소들을 구조적으로 다수 함유하고 있다는것이다. 왜냐하면, 한국 정부는 고용허가제를 외국인근로자의 사회적통제구조와 거대한 틀로써 바라보지 못하고 고용허가제의 구조 개혁에 대한 지적이 거셀 때마다 약간의 법률적 규칙 변화를 꾀하는 것이전부였기 때문이다. 이러한 문제를 해결하고자 본 연구는 사회학자갈퉁(Galtung)의 구조적 폭력의 특징에 의한 인권침해의 관점에서 고용허가제의 통제를 받는 외국인근로자의 인권의 문제를 분석해 보았다. 분석 결과, 고용허가제의 문제를 더 이상 사용자와 근로자 간의개인적 차원의 차별과 배제의 현상으로만 판단할 것이 아니라, 근본적으로 고용허가제가 설계 시점부터 가지고 있는 구조적인 문제로 인해 폭력과 인권 침해를 야기한다는 사실을 밝혀내게 되었다. 따라서 이러한 구조적 폭력에 의한 인권침해의 문제를 해결하기 위한 제도적 개선 방향으로 현 고용허가제 내의 일반고용허가제(E-9)와특례고용허가제(H-2)로의 이중운영 철폐, 불법체류자나 여성 외국인근로자와 같은 중복적 인권침해 대상자에 대한 적극적 보호방안의 필요성, 점수기반 노동허가제를 거쳐 기술이민국가로의 전환을 통해 점진적으로 폐지하는 단계적 정책 변화의 방향성을 제시하였다.

It is already 28 years passed since the Korean government startedimporting the low skilled migrant workers. And also it has been 15years since the opening of the current EPS, but Korea governmentstill have the strong recommendation from UN for the correction ofthe mistreatment of migrant workers against human rights. The biggest issue with the EPS is that it comprises a largenumber of elements against human rights issues which is led bystructural problem of the system. Korean government just trying to change some legal rules andregulations within the basic structure and framework of the systemwhenever there was strong tackle of structural reform for EPS. Thisis the result of failing to see the EPS as the structure of the socialcontrol system for migrant workers. This study analyzed the human rights of migrant workers in viewof the characteristics of Galtung's concept of structural violence tosettle the structural problem. As a result of the analysis, the issue of the EPS is no longerjudged as a phenomenon of discrimination and exclusion from thepersonal dimension between employers and workers, but it is ratherto be considered a structural problem of EPS against the humanrights. Therefore, I suggest some solutions to solve the problem ofhuman rights violation caused by the structural violence constitutingthe EPS. First, the dual EPS consist of general(E-9) andspecial(H-2) EPS must be abolished. Second, Korean governmentmust consider the necessity of affirmative remedies for humanrights protection of undocumented migrant workers and femalemigrant workers who are absolutely weak in human rightsprotection. Lastly, I suggest inducing of the point-based laborpermit system gradually, and it finally must go to the SkilledWorkers Immigration system of an advanced countries such asCanada and Australia which can integrate current long term migrantworkers who have worked more than 5 years.

본 연구에 의하면 외국인고용허가제는 송출과정을 투명하고 공정하게 하여 송출비리를 예방하는데 크게 기여한 것으로 나타났다. 입국과정에서 지불한 송출비용이 과거 산업연수생제도 하에서보다 3분 l 정도 감소하였다. 노동생산성을 고려하면 내외국인근로자 간의 임금차별이 거의 없으며, 임금체불과 인권침해사례도 산업연수생제도에 비해 크게 개선된 것으로 나타났다. 고용허가제는 외국인근로자의 사업장 이탈률이 3.3%에 불과하여 과거 산업연수생의 이탈률 50～60%에 비해 크게 개선된 것으로 나타났다. 그러나 여전히 불법체류자가 19만 명이나 존재하고 있어 불법체류 및 불법취업 근절을 위한 정부의 노력이 미흡하였음을 보여주고 있다. 건설업의 경우 외국인의 고용이 내국인 일자리를 부분적으로 잠식하는 현상이 나타나고 있으며, 임금과 근로조건에도 다소 부정적인 영향을 미치고 있는 것으로 나타났다. 외국인력의 도입이 산업구조조정을 저해하지 않도록 하기 위한 제도적 장치가 현재의 고용허가제에는 없어 제도적 보완이 시급하며, 양질의 외국인력을 도입할 수 있는 선별기능을 강화하는 것도 시급한 것으로 나타났다.

This paper shows that Korea's EPS for foreign labor has improved in transparency and fairness in recruiting migrant workers and their immigration process. The fee for coming into Korea under EPS has reduced to one third compared with former industrial training system. There is almost no wage differential between local and migrant workers considering labor productivity gap. Protecting basic human rights for migrant workers has greatly improved as well. In spite of such a big success, Korea's EPS leaves something to be developed. About 190 thousand irregular migrant workers, which are almost same number of people just before Korea introduced EPS in 2004, are still working in Korea. This means that Korea has not successfully reduced irregular migrants even after introducing EPS. Migrant workers began to slightly deteriorate wages and working conditions in some industries such as construction sector. There is no systematic instruments for preventing small and medium sized firms that demand low skilled migrant workers from delaying industrial reconstruction by depending on foreign labor. Thus Kora has to develop efficient measures for overcoming those challenges.