저성과자 해고에 관한 법적 검토

방준식 노동법이론실무학회 2022 노동법포럼 Vol.- No.35

이 논문은 저성과자 해고의 정당성을 판단하는데 있어서 필요한 법적 쟁점들을 검토하였다. 특히 저성과자 해고가 문제된 지점이 취업규칙에 규정되어 있는 저성과의 내용(업무능력 결여나 근무성적 부진)이 해고사유에 해당하는지, 만일 해고사유라면 그 해고사유가 계약위반인지 사업장질서위반인지에 따라 법적 평가가 다르다는 점에 착안하였다. 또한 저성과자 해고의 내용은 계약위반에 따른 일반해고와 사업장질서 위반에 따른 징계해고로 구분될 수 있음을 확인하였다. 다만, 저성과 자체는 사업장질서위반이라기 보다는 채무불이행과 관련된 계약위반이기에 그 계약위반에 따른 해고에 대한 정당성 판단을 위해서는 입법적으로 근로계약법의 제정이 필요하다는 점을 강조하였다. 한편, 취업규칙의 법적 성질에 있어서 계약적 성질을 강조할 경우, 저성과자 해고의 문제는 양당사자의 합의에 따른 것으로서 유효하게 된다. 반면에 법규범적 성질을 강조할 경우, 저성과자 해고의 문제는 취업규칙의 내용통제에 따라 합리적인 범위 내에서 유효하게 된다. 따라서 취업규칙에서 정하는 퇴출프로그램에 의한 저성과자 해고는 합리적인 범위 내에 있다고 볼 수 없을 것이다. 원래 저성과는 노무급부와 관련된 내용으로서 사업장질서와는 적합하지 않다. 반면에 취업규칙의 계약적 성질에 근거하여 저성과자 해고를 취업규칙에 규정하더라도 무방할 것이다. 다만 저성과자라는 이유만으로 해고로 나아갈 경우에는 정당성이 인정되기 어렵다. 법원의 판례를 살펴보더라도 저성과자는 저성과 이후 사용자의 교육명령 및 훈련지시에 불복종하거나 노력하지 않은 경우에 징계해고로 나아갈 가능성이 높기 때문이다. 따라서 저성과만을 이유로 하는 일반적인 통상해고는 적합하지 않다고 해야 할 것이다. 다음으로, 앞에서 살펴 본 바와 같이 취업규칙상 해고사유로서 제시되는 저성과 그 자체는 행위규범으로서 불확실한 요건이기 때문에 해고의 정당성을 완성시키지 않는다. 즉, 추가적으로 사회통념상 고용관계를 더 이상 기대할 수 없을 정도로 근로자의 귀책사유가 있어야 하는데, 그 정도에 관해서는 결국 법원의 판단에 맡길 수밖에 없다는 한계가 있다. 더욱이 통상해고와 징계해고는 구분되는데 저성과자의 통상해고는 정당성 여부가 문제되고, 징계해고는 행위의 확정성으로 인해 결과적으로 징계양정의 문제만 남는 것이다. 또한 저성과자에 대한 인사평가는 합리적이고 공정한 평가가 요구된다. 이는 정리해고의 4요건 중 합리적이고 공정한 기준에 의한 대상자 선발과 유사하다. 최근의 PIP나 AI의 활용도 이러한 합리적이고 공정한 평가를 위한 수단이지만, 아직은 평가기준으로서 확립되지 않았기 때문에 이에 관한 구체적인 연구가 앞으로 필요하리라고 생각한다. 마지막으로, 지금까지 근로관계의 종료와 관련해서는 사용자측의 일방적 의사표시인 해고에 대한 노동법적 규제가 주된 내용이었다. 반면에 근로자측의 일방적 의사표시인 사직이나 근로자와 사용자 사이의 합의해지에 관해서는 노동법의 주된 논의대상이 아니었다. 프랑스는 우리나라보다 해고가 더욱 엄격하게 제한되어 있는데, 프랑스 노동법전에 법정 합의해지제도를 도입함으로써 합의해지의 절차를 통한 계약당사자간의 고용조정기능을 확보하였다. 합의해지에 관한 별도의 법적 절차규정이 없는 우리나라에 시사 ... This thesis does not focus on judging the justification for dismissal of low performers. Rather, it is based on the fact that the problem with the dismissal of low-performing workers differs depending on whether the low performance stipulated in the employment rules is a reason for dismissal and, if so, whether the reason for dismissal is a violation of contract or workplace order. The details of dismissal for low performers can be divided into general dismissal for breach of contract and disciplinary dismissal for violation of workplace order. However, he emphasized the need for enactment of a separate labor contract law in order to judge the justification for dismissal due to the breach of contract, since the low performance itself is a breach of contract related to default rather than a breach of workplace order. On the other hand, if the contractual nature is emphasized in the legal nature of the employment rules, the issue of dismissal of low performers becomes valid as an agreement between both parties. On the other hand, if the legal and legal nature is emphasized, the issue of dismissal of low performers becomes effective within a reasonable range according to the content control of the employment rules. Therefore, the dismissal of low-performing workers through the expulsion program stipulated in the employment rules cannot be considered to be within a reasonable range. Originally, low performance is related to labor benefits and is not suitable for workplace order. Therefore, it is okay to stipulate the dismissal of underperforming workers in the employment rules based on the contractual nature of the employment rules. However, it is difficult to justify the dismissal of employees just because they are low performing. In general, low performers are more likely to lead to disciplinary dismissal if they disobey the employer's education orders and training instructions or do not make efforts after low performing. Therefore, it should be said that ordinary dismissal is not appropriate for the sole reason of low performance. As discussed above, low performance (lack of work ability and poor work performance) suggested as a reason for dismissal does not in itself recognize justification for dismissal. This is because low performance as a reason for dismissal is an uncertain requirement as a code of conduct. In other words, according to social norm, there must be a reason attributable to the worker to the extent that an employment relationship can no longer be expected. In addition, there is a distinction between ordinary dismissal and disciplinary dismissal. In the case of ordinary dismissal of low performers, the question of whether or not it is justified or not, and disciplinary dismissal due to the certainty of the action, as a result, only the issue of disciplinary action remains. In addition, a reasonable and fair evaluation is required for personnel evaluation of low performers. This is similar to the selection of candidates based on reasonable and fair criteria among the four conditions for dismissal. The recent use of PIP or AI is also a means for such a reasonable and fair evaluation, but since it has not yet been established as an evaluation standard, I think that in-depth research on this is needed in the future. Lastly, regarding the termination of the labor relationship so far, the main content has been the labor law regulation of dismissal, which is the unilateral expression of the employer's intention. On the other hand, resignation, which is a unilateral expression of intention by the employee, or termination of an agreement between the employee and the employer was not the main subject of discussion in the Labor Law. France has stricter restrictions on dismissal than Korea. By introducing the statutory agreement termination system in the Labor Code, the employment mediation function between the contracting parties has been secured through the agreement termination procedure. It has great implicati...

공공조직 저성과자 선정 관리에 미치는 영향요인 분석

김병기(Byung Ki Kim) 한남대학교 사회과학연구소 2019 사회과학연구 Vol.23 No.2

본 연구는 조직 경쟁력 강화방안 중 저성과자 관리제도의 활성화 방안을 모색하였다. 이를 위해, 다수의 공기업에서 도입한 저성과자 관리제도가 활성화 되지 못하는 원인을 저성과자 선정수단을 통해 도출을 추진하였다. 연구 가설은 저성과자 선정수단인 근무평가에 미치는 영향요인을 제도 운영관점과 인사제도 관점으로 구분하여 독립변수로 정하고, 종속변수인 저성과자 선정규모에 독립변수가 어떻게 영향을 미치는지를 가정하여 설정하였다. 분석결과, 근무평가제도 운영관점에서는 연공서열 중심의 평가와 온정주의적 평가문화가 평가의 객관성 및 공정성에 부정적 영향을 미치고 있다고 인식할수록 저성과자 선정규모가 비정상적으로 나타난다고 인식하는 것을 확인할 수 있었다. 또한, 인사 제도적 관점에서는 근무평가제도 및 저성과자 관리제도에 대한 신뢰도가 높을수록 저성과자 선정규모는 정상적으로 나타난다고 인식하는 것으로 분석되었다. 이러한 검증결과는 조직 내 오랜 평가관행과 인사제도의 지속적 개선이 전제될 때 저성과자 선정규모의 적정성도 확보될 수 있음을 의미한다고 할 수 있다. 평가관행 개선, 평가자에 대한 피드백 강화, 상시평가제 도입, 저성과자 선정수단 다변화 등의 제도개선이 필요하다. The objective of this study is to explore the ways to revitalize the low performer management system among various measures to enhance the competitiveness of public organizations. To this end, the criteria for selecting low performers are analyzed in order to explain why low performer management systems are not revitalized in a number of public organizations. With regard to hypotheses, independent variables are divided by two perspectives (i.e., management of performance appraisal, personnel system) affecting performance appraisal, which is a criterion of selecting low performers. Thus, hypotheses assume how independent variables (i.e., management of performance appraisal, personnel system) affect a dependent variable (i.e., the proportion of selecting low performers). According to the results of hypothesis test, if seniority system and paternalistic appraisal culture are more perceived to have a negative impact on the objectivity and fairness of performance appraisal from the operational perspective of performance appraisal, the proportion of selecting low performers are found to be more abnormal. On the other hand, from the perspective of personnel system, if performance appraisal and lower performer management system are more reliable, the proportion of selecting low performers is recognized as more normal. Therefore, these results indicate that the adequacy for the proportion of selecting low performers can be predictable based upon the continuous improvement of the current deep-rooted appraisal practices and personnel system within K organization. K public organization needs to improve its appraisal practices, strengthen feedback to an appraiser, introduce a regular appraisal system, and diversify of the criteria for selecting low performers.

공공조직 내 저성과자 비율에 관한 연구: 결정요인과 영향력의 탐색

송현진,조윤직 한국국정관리학회 2018 현대사회와 행정 Vol.28 No.4

The purpose of this study is to identify organizational factors that determine the percentage of low performers in public organizations as well as to analyze the impact of the percentage of low performers on the overall performance. To improve organizational performance, managerial attention is required to not only high performing employees but also low performers. Nevertheless, existing studies have paid little attention to low performers. Seeking to fill the gap, the current research examines both antecedents and outcomes of the percentage of low performers. Four organizational factors, including goal clarity, communication, centralization, and innovativeness, are considered as antecedents of the percentage of low performers, which in turn is expected to decrease organizational performance. To test core hypotheses, the research conducts a structural equation model(SEM) analysis by using the data from the survey conducted by the Korea Institute of Public Administration. The analysis results demonstrate that clear goals and effective communication decrease the percentage of low performers, whereas the centralization increases the percentage. As expected, the percentage was negatively associated with organizational performance, which implies the importance of low performers’ management. 지난 30여 년간 정부는 역량있는 공무원을 양성하고 정부성과를 향상시키기 위해 다양한 관리기법을 활용한 인적자원관리를 시행해 왔다. 그러나 성과향상에 있어서 우수한 인재를 발굴하고 관리하는 것만큼이나 저성과자에 대한 관심이 중요함에도 불구하고, 아직 학문적으로나 실무적으로 이에 대한 관심은 크지 않은 편이다. 본 연구는 이러한 간극을 메우고자 저성과자 발생에 대한 조직차원의 결정요인(조직목표의 명확성, 의사소통 수준, 집권화, 혁신성)을 탐색하고, 저성과자의 비율이 실제 조직의 전반적인 성과에 부정적인 영향을 미치는지 검증해 보고자 한다. 연구질문에 답하기 위해 한국행정연구원의 ‘제1차 공무원 패널조사’를 사용해 구조방정식모형 분석을 실시하였다. 분석결과 조직 목표가 명확하고 조직 내 의사소통이 원활할수록 조직 내 저성과자 비율은 낮아진 반면, 집권화 된 조직일수록 저성과자 비율이 높아졌다. 또한 조직 내 저성과자의 비율은 조직의 전반적인 성과에 부정적인 영향을 주었다. 이러한 분석결과는 조직 내 저성과자에 대한 조직적 차원의 체계적인 관리가 필요함을 시사함과 동시에, 그 구체적인 관리적 처방으로 조직의 목표명확성과 조직 내 의사소통의 제고를 제시한다.

고성과자와 저성과자의 이직의도: 전반적 조직공정성 지각의 역할

권기욱 한국기업경영학회 2015 기업경영연구 Vol.22 No.2

In a knowledge driven economy, organizations have recognized human resources as a source of sustained competitive advantage. In particular, retaining employees significantly influences organizations’ growth and profitability. Research in human resource management and organizational behavior have paid much attention to explaining employees’ retention and turnover processes. However, there are several limitations in this stream of research. First, although employee turnover could negatively influence firm performance, studies suggest that high performers’ turnover relative to low performers’ has differing impacts on firm performance. In addition, a recent study shows that although high performers’ turnover is negatively related to firm performance, low performers’ turnover are not significantly associated with firm performance. Nevertheless, most studies on employee’s turnover have not explicitly explored if high performers are more likely to leave their firm than low performers. Second, there are, in fact, a few theoretical and empirical studies on the relationship between employee performance and turnover intention or actual turnover. However, empirical results of this relationship are not unequivocal. For example, while studies indicates the negative relationship between employee performance and turnover, other studies show no relationship or positive relationship between employee performance and turnover. Third, as studies argue, there could be a direct relationship, either positive or negative, between employee performance and turnover behavior. However, scholars also suggest that this relationship may depend on the degree to which organizations recognize and reward employee performance using human resource practices such as performance-based compensation and promotion. Empirical studies support the moderating roles of such financial incentives on the relationship between employee performance and turnover. Although these studies help understand the employee performance-turnover relationship, there is lack of studies that investigate the moderating effects of other diverse factors besides financial incentives such as salary growth or promotion on the relationship between employee performance and turnover. Thus, this study explores these limitations and questions remained unanswered on the relationship between employee performance and turnover. First, this study examines the difference of turnover intention, which is a strong predictor of employee’s turnover behavior, between high performers and low performers. This study reviews diverse theoretical aspects of employee turnover including a March and Simon(1958)’s turnover model, which is foundation of understanding why and what factors could influence employees’ turnover intention and turnover behavior. Building upon three competing theoretical perspectives, this study develops three competing hypotheses related to turnover intention between high performers and low performers. Second, this study investigates the impacts of overall organizational justice perception on turnover intention of high performers and low performers. This study applies organizational justice theory and social exchange theory to develop hypotheses that turnover intention of high performers and low performers will be negatively influenced by overall organizational justice perception. Third, considering the conditional aspect of social exchange theory, this study predicts that the impacts of overall organizational justice perception on turnover intention will be stronger for high performers than low performer. The results of this study show that high performers’ turnover intention is lower than low performers’. In addition, the results indicate that while overall organizational justice perception negatively influences the turnover intention of both high performers and low performers, the effect of overall justice perception on turnover intention is stronger for high perform... 급변하는 경영환경 속에서 기업성과에 영향을 미치는 요인으로 인적자원관리의 중요성이 부각되고 있으며, 특히 고성과자의 확보, 유지 및 이직은 기업의 성과에 중요한 영향을 미칠 수 있는 것으로 나타나고 있다. 하지만, 기존의 개인의 성과와 이직 및 이직의도와의 관계를 살펴본 몇몇 논문들은 성과와 이직의 관계가 긍정적이라고 주장하는 한편, 몇몇 연구들은 이 관계가 부정적 또는 비선형적인 관계를 가진다고 주장한다. 이러한 개인의 성과와 이직의도 간의 관계의 복잡성과 불명확한 결과는 고성과자와 저성과자의 관리에 대한 기업들의 전략적인 대응을 어렵게 하고 있을 뿐만 아니라 성과와 이직에 관한 연구들을 이해하는데 어려움을 주고 있다. 이러한 상황에서 본 연구는 직원의 성과와 이직의 관계를 살펴보고 연구결과를 바탕으로 이론적이고 실무적 시사점을 제공하고자 한다. 이를 위하여, 본 연구는, 첫째, 고성과자와 저성과의 이직에 영향을 미치는 중요한 예측변수인 이직의도의 차이에 관하여 기존의 이직의도와 이직에 관련된 연구모델들을 바탕으로 살펴본다. 둘째, 고성과자와 저성과자의 이직의도가 전반적 조직공정성 지각에 의하여 영향을 받을 것이라는 것을 사회교환이론을 이용하여 설명하고, 셋째, 고성과자와 저성과자의 이직의도가 전반적 조직공정성에 의하여 영향을 받지만 그 영향의 정도는 고성과자에게 더 강하게 나타날 것이라는 가설을 도출한다. 가설검정은 6개 기업의 202명의 종업원들로부터 수집된 자료를 바탕으로 실증 분석을 실시하였다. 본 연구의 결과는 고성과자의 이직의도는 저성과자의 이직의도와 비교하여 낮게 나타났으며, 이들의 이직의도는 전반적 조직공정성 지각에 의하여 영향을 받는다는 것을 보여주었다. 또한, 고성과자의 경우 전반적 조직공정성이 이직의도에 미치는 영향이 저성과자와 비교하여 더 강하게 나타났다. 본 연구의 결과는 격화되는 시장경쟁에서 기업성과 향상을 위한 고성과자들의 유지관리에 관한 실무적인 시사점을 제공한다.

저성과자는 조직을 떠나야만 하는가? : 잡 크래프팅의 역할

김장현(Kim, Jang-Hyun),차윤석(Cha, Yunsuk) 한국인적자원관리학회 2020 인적자원관리연구 Vol.27 No.1

저성과자는 조직을 떠나야 하는가? ‘저성과자’란 다른 근로자에 비해 업무능력이 결여되고 근무 성적이 부진한 근로자를 의미한다. 지금까지 저성과자에 대한 관리는 퇴출을 위한 법적 및 제도적 회피 중심으로 진행되어오고 있어, 이러한 방법은 장기적 관점에서 조직 내·외부에 많은 부작용이 나타날 수 있다. 따라서, 본 연구는 (1) 저성과자에 대한 이해와 기업들의 본편적인 저성과자의 관리 동향을 살펴보고, (2) 저성과자의 퇴출보다는 인적자원으로의 저성과자를 바라보는 잡 크래프팅(Job crafting) 개념의 활용 방안에 대해 검토해 보았다. 또한, 조직의 경쟁우위 확보를 위한 인적자원으로서의 저성과자 활용 방안을 잡 크래프팅 개념 관점에서 제시하였다. Should the low performer leave the organization? “Low performers” refer to employees who lack work skills and have low working performance compared to other workers. Until now, management of low performers has been focused on legal and institutional avoidance for eviction, and this method may have many side effects within and outside the organization from a long-term perspective. Therefore, this study reviewed on (1) understanding low performers and the management trends of the underlying low performers of organizations, and (2) guided at how to utilize the concept of low-performing jobs that looked at low-performing persons as human resources rather than at the exit of low-performing persons. In addition, measures to utilize low performers as human resources to secure competitive advantage of the organization were suggested in terms of the concept of Job Crafting.

Effect of Green Transformational Leadership and Organizational Environmental Culture on Manufacturing Enterprise Low Carbon Innovation Performance

Li, Liang,Fuseini, Joseph,Tan, MeiXuen,Sanitnuan, Nuttida Kyung Hee University Management Research Institute 2022 Asia pacific journal of business review Vol.6 No.2

Previous studies stated that low carbon innovation performance could be influenced by government regulations and the green market, which is the new trend of consumer consumption in the present time, mainly focusing on external factors. Before study augured that low carbon innovation performance could be driven by internal and external factors of cooperation such as institutional pressure, stakeholder pressure, and innovation resources. However, the study of green transformational leadership and organizational environmental culture on low carbon innovation performance is rare, especially in Chinese manufacturing, as well as the effect of influencing factors of TPB model: environmental attitude, subjective norm, and perceived behavior capability on low carbon innovation performance. Previous studies mostly used the TPB model for predicting individual behavior. This study established a theoretical model combining the TPB model with green transformational leadership and organizational environmental culture of Chinese automobile manufacturing on low carbon innovation performance. This study consists of two sections of research methodology: section 1 related to questionnaire design and data collection. We established a questionnaire and distributed it online, targeting responses from the managerial level working in Chinese automobile manufacturing. Eventually, 155 valid questionnaires were used for analysis. Section 2 involved data analysis using statistical software. Reliability and data validity was examined by reliability analysis and factor analysis. Correlations and convergent validity analyses were applied, and structural equation modeling was conducted to test the proposed hypotheses. The findings indicated that green transformational leadership, organizational environmental culture, and essential factors of TPB model; environmental attitude, subjective norm and perceived behavior capability positively affect low carbon innovation performance. In addition, the indirect effect of green transformational leadership was tested and found that organizational environmental culture and TPB factors mediated the relationship between transformational leadership and low carbon innovation performance.

후강화 더블로이유리 창호의 단열성능에 관한 연구

안병립(Ahn, Byung-Lip),김치훈(Kim, Chi-Hoon),장철용(Jang, Cheol-Yong),이승복(Leigh, Seung-Bok) 대한건축학회 2013 대한건축학회논문집 Vol.29 No.2

Low-e glazing is classified as soft low-e glazing and hard low-e glazing. Hard low-e glazing can be temperable and its handling is comfortable because its coating film is a oxide film generated at high temperatures. But there is a fatal weakness that its insulation performance and shielding performance are lower compared to soft low-e glazing by low electrical conductivity of coating film. Soft low-e glazing is excellent because its coating film consists of Ag that is excellent electrical conductivity and it has strength that can supply various product consumers want. But soft low-e glazing has weaknesses that temperable and handling are difficult because Ag is oxidized easily. Therefore this study analyzes thermal performance of glazing by changing filling gas according to applying low-e glazing through simulation to judge performance before making sample. And then we produced test specimens and measured surface temperature of windows using TVS(Thermal Video System) and thermocouples. Finally we conducted experiment of thermal performance of an actual window composed most effective materials according to the result of analysing each element. As a result, we confirmed that the thermal performance of the window composed most effective materials was improved up to about 40% compared to general single low-e windows.

후강화 유리 적용 창호의 기밀 및 단열성능 측정

장철용(Jang Cheol-Yong),김치훈(Kim Chi-Hoon),안병립(Ahn Byung-Lib),홍원화(Hong Won-Hwa) 한국건축친환경설비학회 2010 한국건축친환경설비학회 학술발표대회 논문집 Vol.2010 No.10

Low-e glazing is classified as soft low-e glazing and hard low-e glazing. Hard low-e glazing can be temperable and its handling is comfortable because its coating film is a oxide film generated at high temperatures. But there is a fatal weakness that its insulation performance and shielding performance are lower compared to soft low-e glazing by low electrical conductivity of coating film. Soft low-e glazing is excellent because its coating film consists of Ag that is excellent electrical conductivity and it has strength that can supply various product consumers want. But soft low-e glazing has weaknesses that temperable and handling are difficult because Ag is oxidized easily. Therefore, This study analyzes thermal performance of glazing by Air Tightness and U-value measurement equipment

고성과 작업시스템과 혁신: 저성과자 관리관행의 조절효과

최형진,이아영,이상민 한국인사조직학회 2024 인사조직연구 Vol.32 No.1

Today, many organizations are pursuing innovation in order to survive in a rapidly changing environment. As a result, based on resource-based theory, organizations are introducing various human resource management practices for the growth of workers toward innovation. However, the resulting effect has not been the same for each company. This is because not enough consideration has been given to the relationship between the newly established human resource management practices and the existing practices of the company. The synergy effect of human resource management practices may be weakened or strengthened depending on how the sum of individual practices is bundled. From this point of view, this study conducted an exploration of the synergy between high-involvement work practices in high-performance work systems and low-performance management practices to create innovation based on the AMO framework. Specifically, the Korea Labor Institute's Workplace Panel Survey analyzed the moderating effect of low-performance management practices on the impact of high-involvement work practices for innovation. According to the analysis results, high-involvement work practices had a positive effect on innovation. In addition, the relationship between high-involvement work practices and innovation was moderated positively by pull-type practices among low-performance management practices. On the other hand, among the low-performance management practices, push-type practices did not have a significant moderating effect on the relationship between high-involvement work practices and innovation. Based on the results, we discussed the need for low-performance management and the direction for organizations pursuing innovation in high-performance work systems.

머신러닝을 활용한 중학교 수학 기초학력 미달 비율 예측모형 탐구

이종현 ( Jong-hyun Lee ),조규락 ( Kyoo-lak Cho ) 한국교육공학회 2021 교육공학연구 Vol.37 No.1

교육당국의 노력에도 불구하고 기초학력 미달 학생의 비율이 지속적으로 증가추세에 있다. 기초학력 미달은 학습결손이 초등학교, 중학교, 고등학교로 이어지며 누적되기 때문에 시급히 해결해야 할 교육문제가 되었다. 이에 본 연구는 기초학력 미달에 영향을 미치는 요인을 밝히기 위해 중학교 수학 기초학력 미달 비율을 예측하는 모형을 개발하고, 이 예측모형의 성능 분석과 최적화를 수행하였다. 수집된 자료는 ‘에듀데이터 서비스 시스템’에서 운영하는 2009년부터 2017년까지의 다년간 학교정보 공시자료이며, 이를 11개의 머신 러닝 알고리즘을 이용한 예측모형 개발에 투입하고, 개발한 각 모형에 대해 예측유효성을 평가하였다. 연구 결과, 먼저 기초학력 미달 비율을 판단하는 기준으로 중위값 4.7619를 얻었다. 둘째, 머신러닝의 정보획득 지수를 통해서 파악한 중학교 수학 기초학력 미달 비율에 영향을 미치는 요인에는 ‘학생당 방과후학교 지원비’, ‘학생당 학교예산’, ‘남여 학생 비율’, ‘방과후학교 프로그램 참여학생수 비율’ 등의 순으로 나타났다. 셋째, 본 연구가 활용한 11개의 머신러닝 알고리즘 중에서 random forest를 통해 개발한 예측모형이 가장 높은 예측유효성을 보여 최적의 알고리즘으로 나타났다. 본 연구 결과를 바탕으로 random forest 머신러닝 알고리즘을 통해 개발한 예측모형이 중학교 수학 기초학력 미달 비율에 영향을 미치는 변인 파악에 유용함을 확인할 수 있었다. 하지만 예측모형의 변인들은 인과관계를 나타내지 않으므로 유의해서 해석해야 한다. Despite the endeavor of education authorities, the ratio of low-performing students continues to increase. Since the learning loss connects and cumulates from elementary to high school, this has become an urgent educational problem to solve. Thus, in order to find out factors affecting low-performing, this study developed models that predict the ratio of middle school low-performing students, and conducted performance analysis and optimization of the prediction models. Data collected was the education public disclosure information from 2009 to 2017, was put into the prediction models developed by 11 machine learning algorithms, and evaluated robustness of the models respectively. Findings were as follows: first, the study gained the median value as categorization criterion of low-performing was 4.7619. Second, according to the information gain index, factors affecting mathematics low-performing in middle school included ‘after school support budget per student’ ‘school budget per student’ ‘the ratio of male/female students’ ‘the number of students participating in after school programs’ in order. Third, random forest prediction model, which has the highest robustness, was identified as an optimal algorithm among the 11 machine learning algorithms utilized in the study. The results of the study confirmed that the prediction model developed by random forest machine learning algorithm was useful to find out factors affecting the ratio of mathematics low-performing students in middle school. However, since variables in the prediction model do not have causality, interpretation with care is required.