“If you look at the global talent war, Korea is in a ‘disaster situation’ right now. Just as there is a control tower as soon as a disaster occurs, it is necessary to establish an innovative talent headquarters as soon as possible to develop 12 major national strategic technology talents. If you pass the medical school or specialist exam, or if you pass the law school or bar exam, you will get a “lifelong license.” There is no reason not to grant scientific licenses to researchers who have been digging a well for decades. It’s time to do everything possible to put talent in the right place.”
Koo Ja-kyun, chairman of the Korea Industrial Technology Promotion Association (LS Electric Chairman), was outspoken. It was solely the energy of human assets that the Republic of Korea overcame the ruins of the 1950 warfare and achieved outstanding development in a brief time period. Chairman Koo recalled, “The enthusiasm for education of students in school uniforms and mothers who were so hot as to be called the Chimat Baram, which used to embroider Hyehwa-dong Rotary in the past, was a huge driving force for the development of the country,” and emphasised, “Now is the time for a meticulous human resources development system and system at the national level to replace that commitment.” The following is a query and reply with Chairman Koo.
-What is the cause for itemizing scientists and engineers on payments.
“Because it is the strongest and most symbolic message of how much the country respects technology and researchers. In Japan alone, the currency is changed roughly every 20 years, including thinkers, businessmen, and scientists all the time. In Korea, people such as Jeong Yak-yong, a master of pragmatism who can achieve national consensus, or Jang Young-sil, a scientist from Cheonmin, should be included in the bill. When a technician is engraved on the bill, it becomes the best storytelling for the younger generation and foreigners to naturally explain what kind of technology Korea is.”
-Excellent talent is selecting medical faculty.
The cause why proficient persons are concentrating on medical faculty is that they need a steady life moderately than fierce competitors. Doctors and pharmacists will not be assured a lifetime revenue base with out the retirement age of 60. On the different hand, R&D engineers, the core of nationwide competitiveness, should depart the web site once they attain the age of 60
-Is it a ‘lifelong license’ for researchers.
“Yes, we need to create an environment where engineers can work for the rest of their lives once they get a license. Retired researchers with a certain level of competency or higher should be granted national certification (certification) every five years to pave the way for continued work. If high-experience talents over the age of 60 can continue to work for small and medium-sized companies and maintain medical insurance benefits even if they receive a little less wages, they are happy and have a great social re-employment effect. To this end, LS Electric has preemptively established a “reemployment committee” to objectively examine and rehire competent retirees.”
-How to extend the morale of R&D personnel.
“Our society has become more inclined to demand extreme ‘absolute equalization’ even within the organization since high school equalization. In the past, R&D jobs were explicitly given more high school performance or promotion benefits, but now other departments are strongly opposed, saying, “Why do you solely give preferential remedy to R&D?” However, R&D is a very delicate job, so solid motivation is the lifeblood of this job. Only when we get out of the pitfalls of levelling up can real innovation sprout.”
-What compensation system must be launched.
“LS Electric has very tightly subdivided its wage and performance pay system. Based on PS (excess profit distribution) received by all employees, the system was designed to ensure that key talents who achieved results by splitting them into small pieces with PI, target incentives, and CEO special incentives receive absolutely large rewards. Starting this year, it has also introduced a “spot award” system that immediately compensates for developing core technologies or winning large orders without waiting for regular performance. There is no such strong motivation for the younger generation as a definite monetary differential reward.”
-What are the limitations of the authorities’s present R&D assist system and talent coverage.
“Technology-related departments, such as the Bureau of Industrial Technology and the Bureau of Environmental Technology, are scattered in different ministries and are playing their own games. This structure cannot consistently lead to innovation across the country. To solve this problem, Israel should be noted among the examples of overseas innovative countries. Israel has established a chief scientific office in science and technology-related government departments, such as the Ministry of Industry and the Ministry of Environment, and has them oversee policy and budget execution. A doctor of science and engineering, not an administrative official, is appointed, and the chief scientific officer plays a role in establishing and coordinating R&D policies.”
-You’ve been steadily proposing the institution of the Innovative Human Resources Headquarters.
An revolutionary talent headquarters should even be established. However, it shouldn’t be simply one other administrative division that splits the price range of current schooling initiatives. They ought to have sensible authority to combine and coordinate the total cycle from manpower demand forecast to schooling, area placement, and profession upkeep. Currently, the Ministry of Science and ICT, the Ministry of Trade, Industry and Energy, and the Ministry of Education are solely taking good care of their very own pipelines, so it is offbeat.”
-There is a motion to honor top-level researchers by establishing a “national scientist” system.
In truth, 80 % of the nation’s complete R&D funding is dealt with by firms. Let’s take a look at China’s “wonsa” system. China provides top-level students and researchers the title of yarn, giving them monumental advantages and honors equal to these of the ministerial stage for all times. Korea must also give high engineers of firms which have led global innovation in industrial fields such as semiconductors, secondary batteries, and electrical energy to put the groundwork for them to rise to the ranks of yarn by giving them titles such as “national supreme technology committee.”
Koo Ja-kyun, chairman of the Korea Industrial Science and Technology Association
△ Born in 1957 △ Bachelor of Law at Korea University △ Master of International Business Administration at the University of Texas at the United States △ Doctor of Corporate Finance at the University of Texas at the United States △ Professor of Business Administration at Kookmin University from 1993 to 1997 △ Professor of International Business Administration at Korea University from 1997 to 2005 △ Vice President of LS Industrial Complex Management Headquarters from 2005 to 2007 △ President, Vice Chairman, and Chairman of LS Electric (previously LS Industrial Complex) CEO from 2007 △ Chairman of the Korea Smart Grid Association △ 2019 ~ Chairman of the Korea Industrial Technology Promotion Association △ 2020
[Reporter Lee Saebom]