Purpose: This study explores how demographic transitions with workforce implications taking place in South Korea are affecting the job market, and proposes a novel conceptual model to analyze the increased role that migrant workers will play as the changes progress in the medium term. Research design, data and methodology: A qualitative approach based on the available published data is used in order to create a conceptual model that could be used to determine the order in which job sector strata will be gradually taken over by migrant workers, as the demographic transitions will create an increasing need for workforce reforms. Results: The study determines that migrant workers will replace domestic Korean workers in a stratified manner, initially in rural areas, followed by regional cities and then in the industrial areas on the edges of big cities, and the strata can be analyzed based on a proposed four-category model to determine where the opportunities will open. Conclusion: It is possible to use a conceptual model for this phenomenon. Extensive Government planning is needed to avoid possible social exclusion problems and to determine how to keep the economies of rural and regional Korean cities economically viable while they are becoming increasingly depopulated.

Abstract
1. Introduction
2. Research Question
3. Methodology
4. Literature Review
    4.1. Overview
    4.2. Sustained fertility rates below the replacement level
    4.3. Increased Life Expectancies
    4.4. High urbanization and internal migration
    4.5. High Third Level Participation Rates
    4.6. High Third Level Participation Rates
    4.7. Use of Migrant Labor to address workforce shortages
    4.8. Two-tier working environment
    4.9. Seniority based payment and workers continuing work past retirement
    4.10. Seniority based payment and workers continuing work past retirement
5. Analysis
    5.1. Overview
    5.2. Politically sensitive job sectors
    5.3. The salary, location and social status level of the job
    5.4. The level of unionization or employee representation
    5.5 The comfort level, safety and physical demands of the job
    5.6. Implications and Recommendations
6. Conclusion
    6.1. Implications and Recommendations
    6.2. Key takeaway of the study
    6.3 Considerations
    6.4 Limitations and Further Study Options
References

• Nigel CALLINAN(Linton School of Global Business, Hannam University)