1. Introduction to the text This reading lesson explores the increasing use of voluntary retirement programs by companies in South Korea, particularly targeting younger employees in their 30s. The article discusses the changing criteria for these programs, shifting from age-based to role-based and contribution-based assessments. 2. Vocabulary

Korean Word	Romanization	English Meaning	Contextual Example
희망퇴직	huimang-twidik	voluntary retirement	Over the past, voluntary retirement was considered a last resort for companies with poor performance, but now even successful companies are strategically using it as a human resource management tool.
실적	siljeok	performance	Even companies with good performance are now using voluntary retirement programs strategically.
인사관리	insagwalli	human resource management	Voluntary retirement has become an established human resource management tool, no longer just a last resort for struggling companies.
대상	daesang	target	The target of voluntary retirement programs has expanded from those in their 50s to now include those in their 30s as well.
조직 구조	jojik-guseo	organizational structure	As the organizational structure changes, the criteria for voluntary retirement are shifting from age-based to role-based and contribution-based.
기여도	giyeodo	contribution	The criteria for voluntary retirement are now focused on an individual's role and contribution, not just their age.
위로금	wirologeum	severance pay	Companies are providing severance pay of 1-2 years' salary for those who voluntarily retire.
잔류	janlyu	to remain	For employees who wish to remain, companies are offering transfers to the parent company as a way to adjust the workforce.
구조조정	gujojeongjeong	restructuring	Microsoft has carried out a large-scale restructuring, laying off more than 10,000 employees across all departments.
감원	gamwon	layoff	Microsoft has carried out a large-scale restructuring, laying off more than 10,000 employees across all departments.

3. The main text in both Korean and English 과거에는 실적 부진 기업들의 고육지책으로 여겨졌던 희망퇴직이 이제는 실적이 양호한 기업들조차 전략적으로 활용하는 인사관리 수단으로 자리잡고 있다. Voluntary retirement, which was once considered a last resort for companies with poor performance, has now become an established human resource management tool that even successful companies are using strategically. 최근 희망퇴직 대상이 50대를 넘어 30대까지 확대하고 있다. 변화하는 조직 구조에 맞춰 비교적 젊은 세대까지 포함되면서 퇴직 기준이 '연령' 중심에서 '역할'과 '기여도' 중심으로 전환되고 있다는 해석이 나온다. The target of voluntary retirement programs has expanded from those in their 50s to now include those in their 30s as well. As the organizational structure changes, the criteria for voluntary retirement are shifting from age-based to role-based and contribution-based. 스튜디오는 근속 연수에 따라 1~2년치 급여를 위로금으로 지급하며, 잔류를 희망하는 직원에 대해서는 모회사 전환 배치 방식으로 인력 조정을 진행 중이다. Studio is providing severance pay of 1-2 years' salary based on length of service, and for employees who wish to remain, the company is offering transfers to the parent company as a way to adjust the workforce. 마이크로소프트(MS)는 전 부문에 걸쳐 1만명 이상을 감원하는 대규모 구조조정을 단행했다. Microsoft has carried out a large-scale restructuring, laying off more than 10,000 employees across all departments. 주요 통신 3사 역시 희망퇴직을 실시하며 최대 4억원 규모의 위로금과 자녀 학자금 지원 등 업계 최고 수준의 보상 패키지를 제공하고 있다. The top 3 telecommunications companies are also implementing voluntary retirement programs, offering severance packages of up to 400 million won and child tuition support, which are the highest in the industry. 이어 "이제 퇴직 여부는 나이가 아니라 미래 역할에 대한 적합성과 기술 변화에 대한 적응력이 기준이 되고 있다"고 덧붙였다. It was added that the criteria for retirement are now based on the suitability for future roles and the ability to adapt to technological changes, rather than just age. 4. Reading comprehension questions

1. What is the main reason companies are increasingly using voluntary retirement programs?
2. How has the target of voluntary retirement programs changed in recent years?
3. What are the key factors companies now consider when determining who can voluntarily retire?
4. What types of compensation and support are companies offering to those who voluntarily retire?
5. How do the reasons for voluntary retirement differ from the past?

5. Cultural and historical notes The growing use of voluntary retirement programs in South Korea reflects the changing nature of the workforce and the need for companies to adapt to technological and organizational changes. This shift represents a move away from the traditional seniority-based system towards a more flexible, role-based approach to managing human resources.