국적선 증감에 따른 양성 해기인력의 적정성 평가에 관한 연구

Abstract

Although the number of Korean sailors boarding national flag carriers has increased gradually since the mid-1990s, it does not still meet the demand of the increasing number of national flag carriers for maritime workforce. For that reason, in order to fill maritime workforce demanded by national flag carriers, since the mid-1990s, foreign sailors were recruited for ratings, and, since the mid-2000s, for junior officers as well. As a result, korean ratings have been replaced by foreigners, except for special carriers, and marine officers also have been gradually replaced by foreign sailors.

Because of the continuing recession of the marine transportation industry since 2008, operators in that industry have taken all available measures to cut the costs, and, to reduce labor cost, replaced the maritime workforce with sailors from lower-wages developing countries. As a result, recruiting foreign sailors have been started up since 1993 after the agreement between managements and labor unions and national workforce have been rapidly replaced by oversea one in most national carriers.

By the Seafarers Act and Ship Personnel Act, recruiting foreign sailors on national flag carriers has been restricted, in 2014 the announcement of 『Criteria and Scope of Foreign Crew on International Ship』by Ministry of Oceans and Fisheries led to allow maximum 6 foreign ratings on 88 carriers designated and supported by national administration to be maintained in national emergency situation, maximum 8 foreign seafarers(or 1 junior officer and 7 ratings) on 212 carriers agreed originally between the managements and unions in 2007. The others carriers have been allowed all foreign seafarers by positions except the captain and chief engineer.

Additionally, In accordance with the agreement between the managements and unions involving in the coastal carriers which have been allowed to employ the maximum of 6 foreign ratings per carrier but the number of ratings shall not exceeds 1,000.

Accordingly, the maritime workforce on national flag carriers regardless of domestic and international voyage, has widely open to an oversea workforce and the recent builded carriers transporting the special freight make the national seafarers to be boarded since the carriers require the ones who have special certificates and advanced experience.

The 'Research on the Basic Plan for Crew Workforce Supply,' was performed by Ministry of Oceans and Fisheries in 2013, in order to review the prospect of crew supply, necessity of fostering and training marine workforce, management system for foreign crew, and basic plan for the seafarers' welfares, based on the results, considerations that were not included in this study were identified and the purpose, research method, and direction of this study were clarified. In this study, the global marine trading volumes, marine export and import of South Korea, bottoms of ships, and the number of ships were estimated, and crew demand was predicted based on the number of boarding personnel and proportions of shipping professional, staff members and reserved crew. The result suggested the worldwide crew demand would increase, on average, by 1.4% per year, by 2020, resulting in 1,593,000 employees, among which the shipping professionals would account for 721,000 in 2015 and 772,000 in 2020, with an average annual increase of 2.0% after 2010. However, considering the demand, worldwide crew supply would increase only by 1.3% per year, on average, resulting in crew deficiency of 71,000 in 2015 and 38,000 in 2020. Supply and demand of shipping professionals in South Korea was estimated based on statistics between 2000 and 2012, by using the changes in marine trading volumes and number of ships.

This study consists of five chapters. Chapter 1 introduced the background, purpose, and method of the study. Chapter 2, based on statistics, analyzed the current status of national flag carriers. In Chapter 3, regulations on the maximum number of crew members on national flag carriers were reviewed. In Chapter 4, based on a survey of the number of crew, number of sailors by position, and rate of reserved crew, marine workforce required by national flag carriers was calculated. Also, the current status of fostering marine workforce and employment of marine workforce by ranks was reviewed. Chapter 5 compared the number of crew to be supplied for national flag carriers and that boarding and employed by national flag carriers to review the balance between supplies and demands for the workforce fostered to be boarded in on carriers. This study proposes the scale of national flag carriers that can employ marine workforce to be fostered each year, as well as the conclusion, implications, and suggestions for the coming researches and assignments