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장애인스포츠실업팀 고용 현실화를 위한 운영특성 분석

An Analysis of the Operational Characteristics to practice employment for the people with disabilities in the Corporate-Sponsored Teams.

초록/요약

본 연구의 목적은 전국적으로 운영되고 있는 129개 장애인스포츠실업팀을 선행연구에서 제시한 장애인직장운동경기부 운영모형(임찬규, 최승권, 2012)을 기준으로 그루핑(grouping)하고, 그룹별 장․단점을 제시함으로써 선수생활의 은퇴 시 고용연계를 현실화하기 위한 정책적 시사점을 제시하는 것이다. 연구의 목적을 달성하기 위해 문헌고찰, 관련 홈페이지 분석, 관계자 인터뷰(유선 및 이메일) 등을 실시하였다. 자료의 분석결과, 국내 장애인스포츠실업팀은 세 가지로 그루핑 할 수 있었다. 첫째, ‘고용주도형’ 실업팀으로, 팀이 주도하여 훈련환경을 지원하고, 집합훈련을 실시한다는 공통점이 있다. 그러나 업무시간에는 업무에 전념하고, 업무외 시간을 훈련시간으로 규정한다는 점에서 훈련량이 적어 경기력 향상에 제약이 따르나, 은퇴후 해당 직무를 유지할 수 있다는 장점이 있다. 둘째, ‘운동중심형’ 실업팀으로, 팀이 주도하여 선수의 훈련에 필요한 제반환경(시설, 전임지도자, 용품)을 지원하고, 집합훈련을 실시함에 따라 경기력에 집중할 수 있는 장점이 있다. 그러나 선수들이 업무시간에 운동에만 집중하기 때문에 직무를 부여받지 않으며, 은퇴시 고용연계가 불안정하다는 단점이 있다. 셋째, 최근 민간기업 사이에서 급증하고 있는 ‘클럽형’ 실업팀으로, 팀은 최소한의 관여와 책임을 공유하는 운영방식으로, 집합훈련을 주도하거나 훈련시설을 지원하지 않는다. 다만 선수 당사자에게 일정 급여를 제공하여 개인훈련을 위한 비용만을 지원하기 때문에 경기력 향상에 제약이 따르며, 은퇴후 고용연계가 불안정하다. 이러한 결과를 종합할 때 장애인선수의 고용연계를 위해서는 클럽형이나 운동중심형보다는 고용주도형 실업팀 창단이 적극 장려되어야 하며, 정부차원에서도 고용주도형 실업팀 장려를 위한 지원을 우선 고려하여야 할 것이다.

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초록/요약

The purpose of this study was to present policy implications for making employment links a reality at the retirement of a player's career. Each group was classified according to the criteria outlined in the Operation Model of the Disabled Occupational Movement and Competition Department (Im, Chan-gyu, Choi, Seung-kwon, 2012) and presented advantages and disadvantages for each group. The study was conducted by 129 Corporate-Sponsored Teams for people with disabilities across the country to achieve the purpose of the research, literature review, analysis of the relevant website, and interview with officials were conducted. According to the analysis of the data, the nation's disabled sports industry team was able to grub in three ways. First, as a 'type of employment-driven' CSTDs, there was something in common that the team, like the movement-oriented, is to support the training environment and to conduct collective. However, in the sense that working hours were devoted to working and non-working hours are defined as training hours, there are limitations to improving performance, but the job can be maintained after retirement. Second, as a 'type of movement-oriented' CSTDs, the team had the advantage of supporting the overall environment (facilities, full-time leaders and supplies) required for the training of athletes, and focusing on the performance as the team conducts collective training. However, players were not given a job because they only focus on exercising during their working hours, and their employment links are unstable when they retire. Third, it is a 'type of club' CSTDs, which has recently been surging among private companies, and the club did not lead collective training or support training facilities, in an operating manner that shares minimal involvement and responsibilities. However, since the players only supported expenses for individual training by providing a certain salary to the players, the performance improvement was limited and the employment links after retirement are unstable. these results, the creation of a 'type of employer-driven' CSTDs rather than a 'type of club' or a 'type of movement-oriented' one should be actively encouraged for employment links of athletes with disabled, and support for encouraging a 'type of employer-driven' CSTDs at the government level should be considered.

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