| Title |
Analyzing on the Employment Status of Female Designer and Its Utilization Plan and Its Improvement Measures |
| Authors |
이준용(Lee, Jun-Yong) ; 신원상(Shin, Won-Sang) ; 손창백(Son, Chang-Baek) |
| DOI |
https://doi.org/10.5659/JAIK.2025.41.11.373 |
| Keywords |
Design Company; Female Designer; Employment; Utilization Plan |
| Abstract |
The purpose of this study is to analyze the employment status and utilization status of male and female design personnel by sales volume of
the design office and to propose effective utilization and inflow of female design personnel in the future in order to suggest a plan to solve
the problem of manpower supply and demand in the design field. The conclusion drawn through this study is as follows. 1) The larger the
sales volume of the design office, the more the number of design personnel employed, but not proportionally, and the sales per capita is
rather increasing, indicating that the more design personnel working in large design offices, the greater the burden of work. 2) Currently, the
main tasks of female design personnel were mainly in charge of implementation design, management support, and phenomenal design, and
many of the opinions found that the level of job performance competency was similar to or higher than that of men. 3) It was confirmed
that the possibility of utilizing female manpower in the design field was very high, and the optimal field of use was found to be the field
of implementation design, phenomenal design, and strategic support that is still in charge of a lot of work and can demonstrate the
advantages of women. 4) For the influx and training of female design personnel, it is most urgent to improve the poor working environment
compared to other industries, and it is necessary to develop and operate a recruitment system that matches jobs that can further grow and
utilize the current professional competencies. 5) It was confirmed that the UK and the US are operating various policies and programs to
expand the influx of female design personnel and support sustainable career maintenance, and proposed a benchmarking plan for the influx
and training of domestic female design personnel. This study proposed the utilization and inflow of female design personnel as a way to
solve the problem of manpower supply and demand currently occurring in the design field. However, the current design personnel were
compared and analyzed only by company sales and gender, and there is a limitation in that it did not consider various variables such as by
position and career and did not present specific improvement measures. In the future, follow-up studies are planned to be conducted to
supplement these limitations. |