본 연구는 기업체가 어떤 인적자원 특성을 가진 여성인력을 선호하고 채용하는가라는 물음에서 시작하였다. 연구는 충남 서북부권에 있는 기업체를 대상으로 1)선호하는 여성인력 특성, 2)채용조건 고려도, 3)여성고용지원제도 활용 변수를 통해 기업체의 여성인력 채용수요 특성을 실증적으로 분석하였다. 분석결과를 정리하면, 기업이 선호하는 여성인력 특성 중에서 연령, 학력, 채용직종, 채용형태, 제시임금은 업종 간 유의한 차이를 보였다. 그러나 직업훈련 필요성과 채용경로는 업종 간 차이를 나타내지 않았다. 기업은 선발요건으로 거주지와 경력을 중요하게 여겼고 채용조건 가운데 업종별 차이를 보이는 변수는 연령과 학력으로 서비스업체가 젊고 고학력인 여성을 채용하는 경향을 보였다. 반면 거주지, 경력(근무경험), 업무 기능·기술 및 자격증은 유의한 차이를 나타내지 않았다. 여성고용지원제도는 활용 비율이 낮아 기업의 고용현장에서 제대로 정착되지 못하고 있었다. 연구 결과가 기업체의 여성인력 채용 활성화에 제시하는 시사점과 과제는 업종에 따른 취업지원체계 세분화, 인턴쉽 확대와 회사생활 적응교육을 중심으로 한 직업훈련과정의 재편, 지역사회 단위에서 공공취업지원기관의 역할과 기능 확대, 일자리 중심의 그리고 근로시간을 지지하는 보육시스템 마련, 젠더 친화적인 채용수요 증가를 위한 기업의 적극적 노동시장정책 추진이다.

This study began with the question,“Female workers with what characteristics of human resources are preferred and recruited by enterprises?”. An empirical analysis was carried out on characteristics of recruitment of female workers by enterprises, targeted at enterprises in northwestern region of Chungcheongnam-do, with the variables such as 1) preferred characteristics of female workers, 2) consideration of conditions of recruitment, 3) female employment support system, using quantitative and qualitative methodologies. The summarized result of the analysis showed that significant differences existed among types of businesses in age, level of education, types of occupation for which recruitment was conducted, forms of employment, and proposed wages, from among all the characteristics of female workers that are preferred by enterprises. However, necessity of vocational training and channel of recruitment did not show any differences among types of businesses. Variables in conditions of recruitment that showed differences among types of businesses were age and level of education; service providers displayed a tendency to hire young and highly educated female workers. On the other hand, place of residence, employment history (work experience), business skills and technique as well as certificates did not demonstrate significant differences; however, enterprises gave great consideration to 'place of residence' and ‘employment history’. Female employment support system had a low ratio of utilization, which proved that it was not properly established in the field of employment by enterprises. The implications and tasks that are suggested by the result of the study in regard to the vitalization of recruitment of female workers by enterprises are subdivision of employment support system by types of businesses, reorganization of vocational training course focused on training for adaptation to work environment and internship, expansion of roles and functions of public institutes for employment support, provision of child-care system which supports the idea of laying emphasis on occupation and working hours, and promotion of active labor-market policy by enterprises for the sake of growth of demand for female-friendly recruitment.

This study began with the question,“Female workers with what characteristics of human resources are preferred and recruited by enterprises?”. An empirical analysis was carried out on characteristics of recruitment of female workers by enterprises, targeted at enterprises in northwestern region of Chungcheongnam-do, with the variables such as 1) preferred characteristics of female workers, 2) consideration of conditions of recruitment, 3) female employment support system, using quantitative and qualitative methodologies. The summarized result of the analysis showed that significant differences existed among types of businesses in age, level of education, types of occupation for which recruitment was conducted, forms of employment, and proposed wages, from among all the characteristics of female workers that are preferred by enterprises. However, necessity of vocational training and channel of recruitment did not show any differences among types of businesses. Variables in conditions of recruitment that showed differences among types of businesses were age and level of education; service providers displayed a tendency to hire young and highly educated female workers. On the other hand, place of residence, employment history (work experience), business skills and technique as well as certificates did not demonstrate significant differences; however, enterprises gave great consideration to 'place of residence' and ‘employment history’. Female employment support system had a low ratio of utilization, which proved that it was not properly established in the field of employment by enterprises. The implications and tasks that are suggested by the result of the study in regard to the vitalization of recruitment of female workers by enterprises are subdivision of employment support system by types of businesses, reorganization of vocational training course focused on training for adaptation to work environment and internship, expansion of roles and functions of public institutes for employment support, provision of child-care system which supports the idea of laying emphasis on occupation and working hours, and promotion of active labor-market policy by enterprises for the sake of growth of demand for female-friendly recruitment.

Local Enterprises, Female Workers, Characteristics of Recruitment, Preference Regarding Human Resources, Conditions of Recruitment, Female Employment Support System