KRIVET 한국직업능력연구원 국무총리 산하 정부출연 연구기관

직무능력 수준이 가장 높았던 시점의 능력을 100%이라고 할 때, 기업이 인식하는 40대 후반 근로자의 직무능력 수준은 85%, 50대 초반은 79%, 50대 후반에는 70%로 떨어짐.
반대로 50대가 받는 임금을 100%라고 할 때, 40대는 82.5%, 30대는 55.1%로 연령이 높아질수록 직무능력과 임금 간의 미스매치가 커짐.
50대 이상 장년 근로자의 직업훈련 참여율은 13.5%로 30대 37.7%보다 크게 떨어짐.
정년 연장 시 예상되는 문제점으로는 기업의 76.5%가 인건비 부담을, 절반 이상의 기업에서는 중년 근로자의 역량 문제를 꼽음.
정년 연장에 대한 기업의 대응으로는 임금피크제 도입이 34.5%, 쉬운 직무로 재배치는 32.2%이나, 장년 근로자를 위한 교육 훈련 실시는 20.5%에 불과함.

Changes in the Job Competency Levels of Middle-Aged and Older Workers
Supposing that the peak job competency level of a worker is 100%, companies recognize that the competency level of workers in their 40s is 85%, which drops to 79% in workers in their early 50s and to 70% in workers in their late 50s. 
On the other hand, supposing that the level of wages earned by workers in their 50s is 100%, workers in their 40s earn only 82.5% of what workers in their 50s earn, and workers in their 30s earn only 55.1% of what workers in their 50s earn, indicating that the mismatch between job competency and wage becomes wider with age.
Companies recognize that the age at which the job competency of a worker reaches its peak is the late 30s. In terms of occupation, the job competency of people who work in the manufacturing sector peaks in their 30s and decreases dramatically afterward, while the job competency of people who work in the services sector increases dramatically in their 30s and decreases gradually afterward. 
For extension of the retirement age to be beneficial to both the workers and the companies, the job competencies of workers must be accumulated in a constant manner via training and reach a peak in their 50s.
The vocational training participation rate for workers aged 50 or over is 13.5%, which is significantly lower than the 37.7% of workers in their 30s. This may be the cause for the decrease in job competencies of workers over the age of 30.
The Difficulties that Extension of the Retirement Age Causes for Companies
As the problems that would arise if the retirement age were extended to 60 years old, 76.5% of companies picked 'burden of labor costs’ and near 50% picked 'insufficient competencies of middle-aged and older workers'.