• Title, Summary, Keyword: 성과연봉제

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Development Plan of Performance Annual Salary System In the Public Sector (공공부문 성과연봉제의 발전방안 -T공단을 중심으로-)

  • Park, Jong Gwan
    • The Journal of the Korea Contents Association
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    • v.18 no.6
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    • pp.554-563
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    • 2018
  • In recent years, problems like the formation of the organizational culture that emphasizes the outcome, deepening of stagnation of promotion, the advent of high wages and the open era, the shortage of talented human resources has occurred. Thus, public agencies have an effort to improve the traditional seniority supply wage system and have carried out introducing the performance annual salary system. This study analyzed performance annual salary system problems and the improvement plan in addition to the investigation of the recognition of employees related to the outcome annual salary system of recent public agencies. Performance annual salary system of public agencies was introduced in conjunction with the evaluation of the public agencies. Performance annual salary system of this way were studied something that it have been properly secured, what is problems generated by the annual salary system fusing process and improvement about them. According to the study, It found that there are various problems like strong negative perceptions of overall performance annual salary system, the sense of discomfort occurrence associated with the implementation of the outcome annual salary system, salary piling of objectivity for the performance evaluation, etc. In order to improve these problems, It is necessary to converse of negative recognization, eliminate discomfort of performance annual salary system, provide fair evaluation criteria of the outcome, and due to the implementation annual salary system, and clarification of sectoral performance concepts and criteria.

The Change of Job Wage System in Public Sector (공기업 직무급여제도 전환 연구)

  • Park, Jong Gwan
    • The Journal of the Korea Contents Association
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    • v.18 no.9
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    • pp.424-432
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    • 2018
  • Job-wage is "a compensation system in which the basic pay is determined by the value of the task regardless of the nature of the person performing the task." The retirement age of workers in 2016 is trying to improve the wage system due to the enactment of the 60-year-old law. The performance salary system introduced in the previous administration try to switch the government of Moon Jae-in. In other words, the introduction of performance salary from the Seniority based Wage and the shift to the job payment system are taking place. This study analyzed case agencies in connection with the transition of job wage to public agencies. In other words, based on the awareness of the employees involved to the contents of the transition of the performance annual salary system to the job wage system analyze empirically. This study finds that there was strong negative perception of the performance-based pay system as a whole and the shift to a job wage system was also highly opposing. It was revealed that efforts to improve the problem are needed to improve performance annual salary system, to reverse the negative perception of job wage, to prepare fair evaluation criteria for performance and job duty and to persuade employees who oppose job change.

Faculty Performance Evaluation, Annual Salary and Student Course Evaluation (교원업적평가와 성과연봉제 그리고 강의평가)

  • Han, Kyung-Soo
    • The Korean Journal of Applied Statistics
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    • v.24 no.2
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    • pp.435-443
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    • 2011
  • On March 2011, an annual salary plan was applied to new faculty members in National Colleges and Universities. In 2015, all tenured faculty members will receive salaries based on annual performance evaluations. The efforts and accomplishments of faculty are normally assessed according to a standard formula of 40% teaching, 40% research and 20% service. In almost all colleges and universities, student course evaluations may be considered as the only measure of the perceived quality of the courses offered by the faculty member. The mandatory course evaluations are becoming prevalent in Korea. The results of course evaluations do not reflect the fairness and the appropriateness of the quality of the course taught by the faculty member and should not be considered under the teaching evaluation criteria.

A Study on the Awareness of the Yearly Income System among Dental Personnels (치과의료 종사자들의 연봉제 실시에 관한 의식도 조사연구)

  • Yoon, Mi-Sook;Lee, Kyung-Hee
    • Journal of dental hygiene science
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    • v.3 no.1
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    • pp.5-10
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    • 2003
  • The purpose of this study was to examine how medical personnels in the field of dentistry perceived the introduction of the yearly income system in an effort to determine some of the right directions for that and find out in which way that could be vitalized. For that purpose, literature concerned and relevant materials were reviewed, and a survey was conducted on 95 medical personnels, who were working at dental hospitals and clinics throughout the nation, for approximately five months from April through August 2002. After the collected data were analyzed, the following findings were acquired; (1) Regarding their awareness of the yearly income system by the type of institute, the workers from the dental hospitals found the yearly income system, more than the others from the dental clinics did, to enlarge their sense of involvement in management (p<.001), further work productivity(p<.01), awake their target-oriented sense of mission(p<.01) and make them feel uneasy about their future(p<.05). (2) As to differences between the dentists and dental hygienists, the former group had a higher opinion about that system(p<.01) and its effect on impartial performance appraisal(p<.01), encouraging medical personnels to deploy their abilities(p<.01), furthering work productivity(p<.001), intensifying a target-oriented sense of mission(p<.001). (3) Concerning their perception by career, those who had longer experience to work in that field considered it to strengthen work severity(p<.05) more than the others who had shorter experience did, and the former group thought that system was more likely to concentrate on a short-term achievement (p<.05). The workers who had been working for three to five years were more conscious of change in office hours (p<.01), and those who had been working for two or less years viewed that system most favorably(p<.05). (4) In order for that system to be successful, impartial performance appraisal was most widely called for(31.6%), followed by trust between labor and management(26.3%), worker's positive attitude toward that system(16.8%), CEO's firm belief in that(12.3%), and setting up a feasible target. The workers from the dental hospitals put more stress on medical personnel's favorable attitude toward that system(p<.05) than the others from the dental clinics did. And the dentists placed more stock in setting up a feasible target, which was a criteria of determining the amount of annual income, than the dental hygienists did.

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Performance Based Pay and Pay Dispersion within Firm: The Korean case (한국기업의 연봉제가 기업내 임금격차에 미치는 영향에 대한 연구)

  • Kim, Jae Gu;Kim, Dong-Bae
    • Journal of Labour Economics
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    • v.34 no.2
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    • pp.29-52
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    • 2011
  • Using occupational wage structure survey(1996-2006) by Korean ministry of employment and labor, we explored the effect of performance based pay on the pay dispersion within firm. Pay dispersion is defined as the within-firm variance of wage residuals after controlling the individual characteristics in the labor market. The results show that introduction of performance-based pay system increases the level of pay dispersion significantly. However, The relationship of employees' ratio who receive performance-based pay and the level of pay dispersion is an inverted U-shaped($\bigcap$).

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An Empirical Study on the Performance-oriented remuneration system in the public companies of thermal power generation effects on Organization Commitment and Organizational Performance (발전공기업의 성과지향보수제도가 조직몰입 및 조직성과에 미치는 영향에 대한 실증 연구)

  • Leen, Jae-Mahn;Ha, Kyu-Soo
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.18 no.2
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    • pp.356-373
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    • 2017
  • The purpose of this study is to empirically analyze whether performance-oriented remuneration systems in public thermal power generation companies substantially induces organizational commitment of employees, and contributes to organizational performance. According to the study, adequacy of salary and individual work evaluation have significant effects on organizational commitment, whereas external and internal evaluations for pay-for-performance remuneration systems do not have a significant effect. Annual salary for performance and pay-for-performance systems have a significant influence on organizational performance. In addition, because annual salary and individual work evaluation of the performance-oriented remuneration system have significant effects on both the indirect effect, through organizational commitment, as well as the direct effect on organizational performance, there exists a partially mediated effect on organizational commitment. Conversely, because external and internal evaluations do not significantly affect organizational commitment, there is no means of verifying the mediating effect. Studies suggest that a fair annual salary system for performance employed in conjunction with a pay-for-performance system will provide positive impacts on organizational performance and employee loyalty.

Salary Contracts of Free Agent Players Under Incomplete Information (불완비 정보하에서 자유계약선수의 연봉 계약에 관한 연구)

  • Yang, ChoongRyul;Wang, Gyu Ho
    • Journal of Labour Economics
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    • v.38 no.4
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    • pp.83-107
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    • 2015
  • Free Agent(FA) system allows a professional player to make a salary contract with the other clubs as well as the incumbent one after the player has played in one club for a fixed periods. Sometimes compared with the salary FA players performs very poorly, which leads to a debate about FA busts. We extend the model of Yang and Wang(2013) to the one with incomplete information about the productivity of the player to explain the possibility of FA busts. FA busts do not arise in the separating equilibrium where the private information is fully revealed. The FA busts do occur in the pooling equilibrium We show that the separating equilibrium does not exist. We also show that under some conditions, in particular with strong compensation rule, the unique pooling equilibrium exists.

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Economic Analyses of a Korean University's Internal Labor Market and Related Policy Issues -The Case of the 'M' University- (대학 내부노동시장의 경제 분석과 정책 대응 - 'M' 대학의 사례 -)

  • Cho, Woo-Hyun
    • Journal of Labour Economics
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    • v.33 no.1
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    • pp.31-52
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    • 2010
  • Internal labor market in a firm is normally designed to solve the adverse-selection problem as well as the moral hazard problem in the world of information asymmetry. The internal labor market of a Korean university as a non-profit organization should have the same function as the firm. The purpose of this paper is to evaluate the economic performances of a university's internal labor market, using confidential data. And I suggest how to improve the performances of a Korean university's interal labor market. Specifically, I suggest incentive pay for university professors. I also suggest eight job classification and job-related pay system for staffs and secretaries to enhance the efficiency of the university's internal labor market.

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The Impact of Wage Scheme and Transparency of Performance Evaluation on the Productivity (기업의 보상체계와 업무평가 투명성의 생산성 효과)

  • Lee, Sangheon
    • Journal of Labour Economics
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    • v.37 no.1
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    • pp.59-85
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    • 2014
  • This paper analyses an impact of wage scheme and transparency of performance evaluation on the productivity. The main findings in this paper are as follows: First, the effect of wage scheme based on seniority system on the productivity is worse off than the performance pay. Second, there is a positive relationship between an incentive and the productivity, but, in the case of firms which individually informs the results of performance evaluation to their workers, it shows the hump-shaped relationship. Third, though the wage scheme is based on the performance, if the evaluation system is not transparent, the impact of incentive on the productivity is disappeared. Consequently, this paper implies that the appropriate incentive and the transparent performance evaluation system are required so as to improve the productivity.

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The Impact of the Diversity Management on the Workforce Composition and Financial Performance (다양성관리가 조직인력구성과 재무성과에 미치는 영향)

  • Sung, Sang-Hyeon;Kim, Dae-Lyong
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.12 no.1
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    • pp.110-124
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    • 2011
  • Even though Korea has long experienced single race/ethnic demographic composition, the recent rapid change of demographic diversity will have powerful impact on the HRM(human resource management) in the future. In this research we find the influence of the diversity friendly HRM to the human resource practices using the data of WPS(Workplace Panel Survey) of Korea Labor Institute. If the training for women is high, the density of the woman increased. The performance pay is introduced, then the density of the disabled person would be increased. The foreign workforce was also increased if the company used more selection methods. But the HRM practices such as talent management, yearly-based compensation systems, and appraisal program which has a tendency to reduce diversity have no significant influence to the financial performance. This findings imply that the management team should introduce the effective HRM systems to manage diverse human resources after considering the organizational culture and business environment. This research intends to find the diversity friendly HRM practices and hope to help the efforts of the management team to find effective management methods.