Analysis Region: Gyeongsangbuk-
do Core Regions: Pohang, Gumi, Gyeongsan, Andong, Gyeongju, Yeongcheon, Uiseong, etc. (University-Industry-KU City Linkage Zone)
Agenda: Semiconductors, AI, Robotics, Secondary Batteries, Bio, Future Mobility, etc. Are Gyeongbuk's industrial transformation and large-scale investments actually translating into future roles, employment, wages, career growth, and regional settlement for young people from local universities?
Golden Time Type: Opportunity + Talent Retention Risk
Reference Date: August 28, 2026
Version: Regional AX Golden Time Intelligence v3.2
By 2026, Gyeongbuk's youth policy is shifting from a focus on support projects to a stage that connects education, employment, and settlement into a single regional talent circulation structure . For 2026, the first year of the 2nd Basic Plan for Youth Policy, Gyeongbuk Province has allocated 603.2 billion won for 112 projects across five major sectors —employment, education and vocational training, housing, finance, welfare and culture, and participation infrastructure —with 355.1 billion won specifically allocated to 39 projects in the employment sector. The policy objective has also been set not merely as job support, but as a virtuous cycle of fostering local talent, facilitating employment and entrepreneurship, and establishing a regional settlement. ( Gyeongbuk Provincial Government )
The scale of the university policy is larger. Gyeongbuk will invest over 300 billion won in the Regional Innovation-Centered University Support System (RISE) by 2026, and a total of over 1.5 trillion won over the five-year period from 2025 to 2029. In April 2026, the province announced plans to restructure this into a 'Regional Growth Talent Cultivation System (Anchor),' shifting approximately 300 billion won in annual university support funds until 2029 to an outcome-oriented model of university admission → employment at local companies → settlement in the region. ( Gyeongsangbuk-do Air Quality Information )
Initial outcomes have also begun to be confirmed. According to the first-year RISE and Anchor performance results announced by Gyeongbuk Province, 3,602 local youths found employment and settled in the region through the project from May 2025 to February 2026. Additionally, there were 297 cases of technology transfer between universities and companies , generating 2.8 billion won in revenue . This serves as evidence that university support has begun shifting from the number of educational programs to outcomes in local employment and industry-academia collaboration. However, since the publicly available data does not confirm the employment retention period, wages, job suitability, or settlement status by city or county for these 3,602 individuals, this should be distinguished from long-term settlement performance. ( Gyeongbuk Provincial Government )
KU City is also moving in the same direction. By 2026, Gyeongbuk Province plans to invest 36.3 billion won in KU City , integrating cities/counties, universities, businesses, and residential areas. In July 2026, Gyeongbuk Province reviewed the performance of the past three years and recorded approximately 12,000 trained personnel, 160 employed individuals, and 197 partner companies in KU City . While there is a significant gap between the scale of talent training and the scale of employment conversion, and the premise that all trainees are immediately eligible for employment cannot be upheld, the gap confirms the need to manage Training-to-Employment Conversion as a separate KPI . ( Gyeongbuk Provincial Government )
Looking solely at overall labor market indicators, Gyeongbuk is not a region where employment is collapsing. In the third quarter of 2025, Gyeongbuk’s employment rate stood at 66.3% , with approximately 1.514 million employed individuals , an increase of about 34,900 compared to the same period the previous year. However, during the same quarter, the province experienced a net outflow of 3,932 people from its total population, with 2,629 people in their 20s alone showing a net outflow. This indicates that employment growth and a youth outflow occurred simultaneously. ( National Data Institute )
The long-term structure is identical. According to Statistics Korea's analysis of population migration to the Seoul Metropolitan Area over the past 20 years, Gyeongbuk was included in the group of regions that consistently experienced a net outflow of population to the metropolitan area from 2004 to 2024. A structural talent drain has already formed that is difficult to resolve solely through the expansion of short-term employment programs. ( National Data Center )
Therefore, the core gap in youth employment in Gyeongbuk is Career Conversion rather than Job Creation .
- Industrial investment ≠ Youth jobs
- Completion of training ≠ Employment
- Employment ≠ Future Job
- Local employment ≠ Long-term settlement
- Number of employed people ≠ Career growth
- College Application ≠ Talent Retention
Gyeongbuk’s Golden Time lies in whether it can first transform future job roles in the industry into university curricula, on-the-job training, and recruitment during the next two to three years, when investment in the semiconductor, robotics, AI, battery, and bio industries begins in earnest, and whether it can establish a career path where hired youth can continue to grow in Gyeongbuk even three to five years later .
In Gyeongbuk's labor market, overall employment and youth population migration show diverging trends. While the employment rate for the third quarter of 2025 rose to 66.3%—a 1.5 percentage point increase from the same period the previous year—Gyeongbuk experienced a net outflow of 3,932 people during the same period, with the net outflow of those in their 20s reaching 2,629, the largest among all age groups. ( National Data Institute )
In the fourth quarter of 2024, Gyeongbuk experienced a net outflow of 2,528 people, with the outflow concentrated among young adults and early career workers, marked by -1,169 people in the 20–24 age group, -489 in the 25–29 age group, and -426 in the 30–34 age group. This is not a temporary phenomenon but a recurring pattern observed after university enrollment and during the labor market entry period. ( National Data Center )
On the other hand, Gyeongbuk possesses a physical production base for future industries such as semiconductors, steel, secondary batteries, nuclear power, automotive parts, biotechnology, and robotics. If the Industrial AX investments and the transition to small and medium-sized manufacturing enterprises identified in Nos. 025–027 proceed as planned, the demand for future jobs is highly likely to expand.
Therefore, the current youth problem in Gyeongbuk needs to be assessed as a structure where the jobs required by industry do not align with the career paths chosen by young people, rather than a structure where there are no jobs at all .
Of the 603.2 billion won allocated for youth policies in 2026, the employment sector accounts for the largest share at 355.1 billion won. Over 300 billion won is being invested annually in RISE, and 36.3 billion won has been allocated to KU City. The policy investment aimed at youth employment and settlement is substantial. ( Gyeongbuk Provincial Government )
However, the units of policy differ. Youth policy supports employment, entrepreneurship, housing, and welfare; RISE and Anchor connect universities and industries; and KU City links cities, counties, universities, companies, and settlements. Industrial policy separately promotes investment in semiconductors, robots, AI, batteries, and biotechnology.
Public evidence lacks data connecting these four streams to the same youth unit.
What industrial investments occurred?
→ How many people are needed for each job?
Which university trained how many people
Which company did you get a job at?
→ How have job duties and wages changed?
There is a Talent Runtime Data GAP connecting whether the individual remains in the region after 3 years .
The key change in Gyeongbuk's university policy is that the criteria for university support are shifting from student recruitment and curriculum management to regional settlement outcomes . The 2026 anchor system has been reorganized to streamline inefficient projects, concentrate investment on high-performing ones, and strengthen new student and talent-centered projects as well as talent cultivation in super-regional growth engine sectors. ( Gyeongbuk Provincial Government )
The second change is that the cultivation of industrial talent is shifting from a function solely for universities to a shared responsibility among cities, counties, universities, and businesses . KU City does not stop at university education alone but integrates regionally specialized industries, corporate employment, and housing and culture. The fact that the project budget for 2026 has nearly doubled from 18.5 billion won in the previous year to 36.3 billion won aligns with the direction of strengthening residential functions. ( Gyeongsangbuk-do Provincial Government )
The third change is that AI itself is becoming a new subject of vocational education. In June 2026, Gyeongbuk was selected for the AI Employment Leap Youth Challenge Support Project, targeting vulnerable youth, and secured 400 million won in state funding. This is an early sign that AI utilization capabilities are expanding from being exclusive to certain technical professions to becoming a common capability for entering the labor market. ( Gyeongbuk Provincial Government )
The fourth change is the shift in the talent required by local companies from a single major type to a Domain + AI/Data convergence type . As the transition to manufacturing AX, robotics, and semiconductor supply chains expands, it is highly likely that AI and data utilization capabilities will be required in production technology, quality, equipment, logistics, and management roles. If No. 027’s manufacturing AX transition and youth talent policies are operated separately, there is a risk that skill mismatch will worsen.
The 2026 Youth Policy Implementation Plan invests 603.2 billion won in 112 projects across five major sectors. Centered on 39 projects totaling 355.1 billion won in the employment sector, the plan combines initiatives such as RISE, the Youth Dream Allowance, phased startup support, expansion of family-friendly enterprises, and youth culture centers in industrial complexes. ( Gyeongsangbuk-do Provincial Government )
In university policy, over 300 billion won will be invested in RISE by 2026, and the system will transition to an anchor structure while maintaining an annual scale of approximately 300 billion won until 2029. For the first year, Gyeongsangbuk-do presented 3,602 local hires and settlers, along with 297 cases of industry-academia technology transfer, as achievements. ( Gyeongsangbuk-do Air Quality Information )
KU City will invest 36.3 billion won by 2026 to connect regionally specialized industries with university education, businesses, and housing. Cumulative performance over the past three years has been announced, showing 12,000 trained talents, 160 employed individuals, and 197 partner companies. ( Gyeongsangbuk-do Provincial Government )
The average freshman enrollment rate for universities implementing the RISE program in 2026 was 97.8% , a 2.0 percentage point increase from the previous year; 15 general universities recorded 99.9%, while 12 junior colleges recorded 95.3%. Although this provides evidence that conditions for securing students at regional universities have improved in the short term, freshman enrollment and post-graduation settlement in the region must be verified separately. (Gyeongsangbuk -do Provincial Government )
The policy supply chain has already expanded from universities to education, employment, and settlement. The remaining bottleneck is Labour Market Intelligence, which connects Future Job Demand with education and recruitment in real time .
Gyeongbuk’s strength lies in the simultaneous presence of future industries and universities in the same region. Unlike the Seoul metropolitan area, regional talent policies can go beyond mere population policies and be linked to actual production bases for semiconductors, batteries, biotechnology, nuclear power, robotics, and future mobility.
Investing over 1.5 trillion won in RISE over five years and shifting the performance criteria for university support to local employment and settlement also enhances the institutional readiness of talent policy. ( Gyeongsangbuk-do Air Quality Information )
On the other hand, the long-term brain drain to the capital area is already structural. According to Statistics Korea's analysis from 2004 to 2024, Gyeongbuk is one of five provinces and cities that experienced a continuous net outflow to the capital area for 20 years. ( National Data Agency )
Gyeongbuk’s competitiveness lies not in catching up with the number of jobs in Seoul, but in how quickly it advances industrial careers that can only be created in Gyeongbuk .
The current position is assessed as a stage where Industrial Opportunity is high but Talent Retention still has structural vulnerabilities .
Gyeongbuk's youth policy for 2026 consists of 112 projects totaling 603.2 billion won . Of these, job creation accounts for 39 projects and 355.1 billion won . ( Gyeongbuk Provincial Government )
RISE is projected to exceed 300 billion won in 2026 and 1.5 trillion won from 2025 to 2029. ( Gyeongsangbuk-do Air Quality Information )
As the achievements of the first year of university support, Gyeongbuk Province reported 3,602 people finding employment or settling in the region , along with 297 cases of industry-academia technology transfer totaling 2.8 billion won . ( Gyeongbuk Provincial Government )
KU City has a budget of 36.3 billion won by 2026 , has fostered approximately 12,000 talents over the past three years , placed 160 people in employment, and has 197 partner companies . ( Gyeongbuk Provincial Government )
The freshman enrollment rate for the 27 universities implementing RISE in 2026 is **97.8%**. ( Gyeongbuk Provincial Government )
On the other hand, in the third quarter of 2025, despite a net increase of approximately 34,900 employed people in Gyeongbuk compared to the same period of the previous year , the total population experienced a net outflow of 3,932 , with a net outflow of 2,629 people in their 20s . ( National Data Institute )
When connecting the numbers, the Conversion Gap appears before the lack of policy input.
University recruitment, talent development, employment, future industry roles, and regional settlement are not the same indicator.
Future assessments should shift from budget and training personnel to Education-to-Career Conversion Rate and 3-Year Retention Rate .
The biggest gap lies between industrial investment and job demand . While investment amounts for semiconductors, robots, batteries, and biotechnology are disclosed, public workforce forecasts that integrate required personnel, skill levels, and wage ranges by job over the next 3 to 5 years are limited.
The second point is the gap between education and recruitment . Even if many talented individuals are trained in RISE·KU City, if they are not converted into actual hiring by local companies, they remain merely training output.
The third point is the gap between recruitment and career growth . While the initial result of 3,602 local hires has been confirmed, it is difficult to sufficiently verify their industry, company size, wages, alignment with majors, and 1- to 3-year tenure rates through publicly available evidence. ( Gyeongbuk Provincial Government )
The fourth point concerns the relationship between youth policy and industry AX . In No. 027, Gyeongbuk plans to transition 150 manufacturing companies into the robotics industry and establish 80 AI factories. If university education and youth training lag behind changes in corporate roles, a paradox arises where local companies seek necessary talent from outside, while local youth seek jobs from outside.
The core Readiness GAP is not Job Quantity, but Career Architecture .
Gyeongbuk has an institutional foundation to connect university support, youth policy, KU City, and industrial policy. The problem is the possibility that data from these projects will be managed under separate performance systems.
Future Workforce Intelligence must precede a company's current job postings.
→ Investment Plan
→ Changes in facilities and technology
→ Job change
→ Required Skill
→ Curriculum
→ Field training
→ Recruitment
Longevity and career growth must be managed by industry.
In particular, in the transition to AI and robots , the Domain + AX Talent Model , which combines AI and data capabilities with existing mechanical, electronic, materials, and production technology majors , is likely to become more important than mass-producing new AI majors .
University policies should also be evaluated based on the speed of synchronization between the curriculum and future job functions of companies, rather than the rate of department reorganization .
The announcement of 3,602 local employment and settlement outcomes in the first year of university support serves as evidence that the policy has begun to reach the intersection of businesses and youth. The 297 cases of industry-academia technology transfer also demonstrate that the connection between universities and businesses has not been limited to education alone. ( Gyeongsangbuk-do Provincial Government )
However, the figures of approximately 12,000 trainees and 160 employed at KU City over the past three years are unsuitable for calculating a simple employment rate because the composition of participants and the timing of employment targets differ. Instead, this demonstrates the need to track the scale of education and actual employment outcomes using the same cohort.
Based solely on currently available evidence , it is difficult to determine how long participants of Youth Policy, RISE, and KU City remain with local companies and how much they have grown after employment .
It is a Retention Outcome Data Gap .
Future job opportunities are not evenly distributed across Gyeongbuk. Industrial opportunities vary by region, with Gumi focusing on semiconductors, electronics, and robotics; Pohang on steel and secondary batteries; Gyeongju on nuclear power and future mobility; and Andong on biotechnology.
The fact that KU City conducted on-site consulting for 17 cities and counties and 30 universities aligns with the direction of designing industry, universities, and settlement into specialized structures for each city and county.
However, establishing the same industries and universities in every city and county is not realistic. Youth settlement should also be approached on a living and industrial basis rather than as a self-contained initiative within administrative districts.
Gyeongbuk's spatial strategy needs to transition to a multi-nucleated Talent Network consisting of regional specialized industries → anchor universities → wide-area joint education → corporate sites → settlement in adjacent cities and counties .
2026 marks the first year of the 2nd Gyeongbuk Youth Policy Basic Plan (2026–2030), the second year of RISE, and the point at which university support is being reorganized into an anchor system. The budget for KU City has also been expanded from 18.5 billion won last year to 36.3 billion won. ( Gyeongbuk Provincial Government )
At the same time, the industrial transformation of semiconductors, AI, robots, batteries, and biotechnology confirmed in Nos. 025~027 is set to begin in earnest after 2026.
Over the next two to three years, companies will form new job structures by introducing new facilities and AI and robot processes.
If local university curricula fail to keep up during this period, companies will expand their recruitment of external talent, and local youth are highly likely to move to the Seoul metropolitan area unable to find future jobs in Gyeongbuk.
The irreversibility of youth policy occurs after the youth has left.
The cost of moving young people who have built their initial 3 to 5 years of career in the metropolitan area back to regional areas is likely to be greater than the cost of connecting them to a regional career at the graduation stage.
12-1. Golden Time Application Case in Basic Local Governments ① — Gumi City
Gumi is a region where a specialized complex for semiconductor materials and components coexists with manufacturing bases for electronics, robotics, and defense, and where the Manufacturing AX Demonstration Industrial Complex, identified in No. 027, is being established. As new facility investments and existing companies transition to the robotics industry proceed simultaneously, it is highly likely that changes in production technology, quality, facilities, AI, and data convergence roles will appear most rapidly.
Readiness GAP is a system that converts investment funds into a Future Job Map for local universities. Gumi's Golden Time is to eliminate the time lag where talent development lags behind industrial investment by connecting future job roles and required skills for each company from 2026 to 2028 with university education, field training, and employment agreements .
12-2. Golden Time Application Cases in Basic Local Governments ② — Uiseong-gun
Although Uiseong is not a large-scale manufacturing city, it is a declining population region with high empirical value for the regional specialized industry-university-settlement model pursued by KU City. It is a type of youth policy where the success must be verified not by the number of employed people in large cities, but by jobs and startups that solve local problems in fields such as agriculture, food tech, aviation, and lifestyle services.
The Readiness GAP is Career Density rather than the number of jobs . Even for a small number of young people, the likelihood of settlement decreases if education, businesses, startups, housing, and culture are not simultaneously connected. Uiseong's Golden Time is not about forcibly replicating jobs that do not exist in the region, but rather the next two to three years to transform local industries and issues into specialized roles and companies where young people can grow .
The first loss is the separation of industry and talent . While high-tech industries grow in Gyeongbuk, a structure could become entrenched where key talent is drawn in from the outside and local youth migrate to the Seoul metropolitan area.
The second point is the settlement effect of university investment. Although annual university support amounting to 300 billion won contributes to educational outcomes, if talent moves out after graduation, it does not lead to the accumulation of long-term human capital in the region.
The third is Local Value Capture in Industrial AX. If external talent preempts high-wage, high-skilled jobs required for the transition to AI and robots, the added value of industrial investment returning to local youth decreases.
The fourth factor is the early career population. If the net outflow of people in their 20s continues, future marriages, childbirths, housing, and consumption will sequentially take place outside the region. The net outflow of 2,629 people in their 20s in the third quarter of 2025 demonstrates that this risk has not yet been resolved. ( National Data Institute )
Gyeongbuk is already investing significant resources into university, industrial, and settlement policies, so there is no need to create a new large-scale system from scratch.
The key is the connection to existing policies.
If industrial investment predicts jobs three years in the future, universities adjust their curricula, companies provide on-site projects and recruitment, youth policies support housing, culture, and welfare, and KU City connects local settlement, individual projects can be transformed into a single Talent Supply Chain .
Performance evaluation should shift from the number of trainees → number of employed trainees to **employment in future jobs → 3 years of service → wage and rank promotion → settlement in the region**.
Changes to observe | Things to do with AX | Policy decision | Verification indicators |
| Investment in high-tech industries | Future Job Demand Forecast | Pre-reflecting job demand for 3~5 years | Estimated demand by job function |
| Company AX | Job Transformation Map | Education adjustment for employed workers and youth | Number of new and changed job roles |
| university major | Skill Gap Analysis | Curriculum reform | Industry Skill Matching Rate |
| RISE·Anchor | Student-to-Career Runtime | Concentrated investment in performance-based projects | local employment rate |
| KU City | Cohort Tracking | Model adjustment by city/county | Education-to-Employment Conversion Rate |
| Field training | AI Matching | Pre-connection between companies and students | Employment conversion rate |
| local employment | Career Quality Tracking | Focus on high-quality jobs | Wage and major match |
| Youth outflow | Talent Flow Map | Intensive response to job leakage | Net migration of people in their 20s |
| Local settlement | 1·3·5 Year Retention | Housing and Culture Linkage | Length of service and residence rate |
| Talent Policy | Talent Intelligence Dashboard | Budget redistribution | Investment → Settlement ROI |
Talent AX Runtime
Industrial Investment → Future Job Forecasting → Skill Definition → University & Training → Corporate Projects → Field Training → Recruitment → Job Fit → Wages & Career Growth → 1, 3, & 5 Years of Service → Local Settlement → Reinvestment in Local Human Capital
Opportunity + Talent Retention Risk
Gyeongbuk's policy readiness is considerably high. By 2026, 603.2 billion won will be invested in youth policies, over 300 billion won in RISE, and 36.3 billion won in KU City. ( Gyeongbuk Provincial Government )
Initial outcomes also exist. In the first year of university support, 3,602 individuals secured local employment or settled in the region, and 297 cases of industry-academia technology transfer were reported; furthermore, the freshman enrollment rate for RISE-implementing universities rose to 97.8%. ( Gyeongbuk Provincial Government )
However, a different signal is emerging in the overall labor market. Although the number of employed people in the third quarter of 2025 increased by 34,900 compared to the previous year, there was a net outflow of 2,629 people in their 20s. ( National Data Institute )
Therefore, the success of youth policy cannot be judged solely by employment growth.
The core risk for Gyeongbuk is not just Job Shortage, but Future Career Shortage + Talent Retention Gap .
The next two to three years will be a period for the formation of new job roles and supplier networks in high-tech industries. If young people in Gyeongbuk fail to secure initial careers during this time, a dual structure could become entrenched where human capital moves outward even as the industry grows.
Currently, Golden Time is determined by Opportunity + Talent Retention Risk .
- Gyeongbuk youth population aged 19–34 and 19–39
- Net migration for ages 20–24, 25–29, and 30–34
- Net outflow of youth from the metropolitan area
- Youth employment rate and unemployment rate
- Median youth wage
- Youth permanent worker ratio
- Number of employed youth by industry
- Number of new job roles in semiconductors, robots, batteries, and biotechnology
- Workforce demand forecast by company for the next 3–5 years
- Number of participants in RISE·Anchor training
- Same Cohort Regional Employment Rate
- KU City Education-to-Employment Conversion Rate
- Employment rates in local companies by university
- Major-Job Match Rate
- Field training → Regular employment conversion rate
- Starting salary and wage growth rate for local workers
- 1-year retention rate after employment
- 3-year retention rate after employment
- Gyeongbuk residency rate 5 years after employment
- Youth Mobility Rate by Company Size
- 3-year survival rate of youth startups
- Net migration of youth by city and county
- New hiring of local youth in preparation for industrial investment
- Number of young people with AI·AX skills
- Return Migration Rate of External Talent
Data GAP: Individual project outcomes for youth policy, RISE, KU City, and industrial investment are disclosed, but the publicly available Talent Runtime connecting education → field experience → local employment → wages/job → 1, 3, and 5 years of service → residence for the same youth cohort is not confirmed.
Runtime Chain
Investment in high-tech industries → Future roles → Skills → University/Training → Work experience → Recruitment → Wages/Job growth → Longevity → Local settlement → Net youth mobility → Accumulation of local human capital
By 2026, Gyeongbuk is simultaneously linking youth policies, university policies, and regional industries by investing 603.2 billion won in youth policies, over 300 billion won in RISE, and 36.3 billion won in KU City. In the first year of RISE, Gyeongbuk Province presented 3,602 local jobs and settlements, along with 297 technology transfers, as achievements. It is difficult to view this as a stage where policy input and initial output are insufficient. ( Gyeongbuk Provincial Government )
Conversely, in the third quarter of 2025, while the number of employed people in Gyeongbuk increased by approximately 34,900 compared to the same period of the previous year, there was a net outflow of 2,629 people in their 20s. In the long term, Gyeongbuk is also included among the regions that recorded a continuous net outflow to the Seoul metropolitan area from 2004 to 2024. This is structural evidence that an increase in total employment volume is not synonymous with youth talent retention . ( National Data Institute )
Currently, the biggest measurement gap lies after local employment. While the employment and settlement performance of 3,602 individuals has been announced, it is difficult to track, based solely on publicly available data, which job roles in future industries these talents have taken, how their wages and ranks rise, and whether they continue their careers in Gyeongbuk three to five years later. ( Gyeongbuk Provincial Government )
There is only one structural insight. Going forward, the youth issues of Gyeongbuk are highly likely to be determined not by "how many jobs are available," but by "how far a career started in Gyeongbuk can grow." Even if the semiconductor, AI, robotics, battery, and bio industries grow, the structure of youth outflow will not change if core job functions, wages, and career ladders are concentrated in the Seoul metropolitan area.
Golden Time Thesis — The golden time for youth employment in Gyeongsangbuk-do is not the time to expand employment support programs or provide short-term jobs to young people. The key lies in whether we can proactively connect newly emerging future roles—such as semiconductors and robotics in Gumi, steel and batteries in Pohang, biotechnology in Andong, and nuclear power and future mobility in Gyeongju—with university education, field training, and corporate recruitment within the next two to three years, and whether these young people can build a career architecture in Gyeongbuk where their wages and expertise continue to rise even one, three, or five years from now. Just as an industry's supplier list becomes fixed in the early stages, the talent pool for future industries is also formed early on. If this period is missed, even if high-tech industries remain in Gyeongbuk, the careers of future talent may accumulate in the Seoul metropolitan area.
Version | Reference Date/Revision Date | Major changes |
| v1.0 | 2026.08.28 | First analysis of future job and regional settlement readiness of Gyeongbuk youth based on Regional AX Golden Time Intelligence v3.2. It was cross-verified that in 2026, there were 112 projects in 5 major fields of youth policy totaling 603.2 billion won and 39 job creation projects totaling 355.1 billion won, RISE exceeding 300 billion won annually and over 1.5 trillion won from 2025 to 2029, a transition to an anchor system, 3,602 people employed and settled in the region in the first year of RISE, 297 cases of technology transfer totaling 2.8 billion won, 36.3 billion won for KU City in 2026, approximately 12,000 people trained, 160 employed, and 197 partner companies over the past three years, a freshman enrollment rate of 97.8% at universities implementing RISE, and Gyeongbuk’s employment rate of 66.3% in the third quarter of 2025, with an increase in employed people and a net outflow of 2,629 people in their 20s. The Talent AX Runtime of Industrial Investment → Future Job → Skill → Education → Work Experience → Recruitment → Career Growth → 1·3·5 Year Retention was presented and analyzed using Gumi and Uiseong as application cases, and the Golden Time was determined as Opportunity + Talent Retention Risk. |
