• Title, Summary, Keyword: Performance Annual Salary

Search Result 14, Processing Time 0.038 seconds

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
    • /
    • v.18 no.6
    • /
    • pp.554-563
    • /
    • 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 prospects and strategy for the implementation of the annual salary system in Korean hospitals (병원 연봉제에 관한 경영자 인식조사 및 도입기본전략)

  • Lee, Hye-Young;Seo, Young-Joon
    • Korea Journal of Hospital Management
    • /
    • v.5 no.1
    • /
    • pp.105-128
    • /
    • 2000
  • This study was conducted to investigate the prospects and issues for the implementation of the annual salary system in Korean hospitals. Data were collected from the top management of 669 hospitals in Korea through the self-administerd questionnaires. Of the 175 respondents, 171 questionnaires were used as final data and analyzed using $X^2$ test. The results of the study are as follows. 1) It is found that 49.7% of the study hospitals are operating the annual salary system. 2) Among the hospitals which are not operating the annual salary system, 49.2% have the plan to implement the system and 44.5% have not decided yet whether they introduce the system or not. 3) The proportion of the hospitals which have the plan to implement the annual salary system within 5 years is 96.8%. 4) The proportion of the hospitals which will begin the system only with full-time physicians and middle level managers is 36.2%, while that of the hopsitals which will apply the system to all employees is 30.5%. 5) Hospital Administrators seems to prefer to 10-20% salary gap for the introduction period among the employees with same salary. 6) Most of the respondents are willing to accept the payment system based on the performance. 7) The major issues which should be dealt with before the implementation of the annual salary system are the establishment of the objectivity of performance evaluation criteria, the improvement of teamwork, and the maintenance of organizational commitment. 8) The desirable criteria for employee evaluation are found to be the mixture of the ability, job position, tenure, and the job difficulty.

  • PDF

A study on relationship between the performance of professional baseball players and annual salary (한국 프로야구 선수들의 경기력과 연봉의 관계 분석)

  • Seung, Hee-Bae;Kang, Kee-Hoon
    • Journal of the Korean Data and Information Science Society
    • /
    • v.23 no.2
    • /
    • pp.285-298
    • /
    • 2012
  • This research deals with a relationship between the performance of Korean professional baseball players and their annual salaries. It is based on the sabermetrics, which measures the performance of baseball batters in a refined way. We collect the records of batters of eight professional baseball clubs during the season 2009 and 2010. Then, we calculate every index of the sabermetrics. Principal component analysis is used for examining the relationship between those indexes of sabermetrics and annual salary for the next year. In general, batters who show higher performance get more salary. The result of this research can be useful in order to reach an agreement on salary between a player and his club partner.

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

  • Park, Jong Gwan
    • The Journal of the Korea Contents Association
    • /
    • v.18 no.9
    • /
    • pp.424-432
    • /
    • 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.

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
    • /
    • v.18 no.2
    • /
    • pp.356-373
    • /
    • 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.

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

  • Han, Kyung-Soo
    • The Korean Journal of Applied Statistics
    • /
    • v.24 no.2
    • /
    • pp.435-443
    • /
    • 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.

Analysis of factors affecting Korean professional baseball pitcher salaries (한국프로야구에서 투수 연봉에 영향을 주는 요인)

  • Lee, Jang Taek
    • Journal of the Korean Data and Information Science Society
    • /
    • v.28 no.2
    • /
    • pp.317-326
    • /
    • 2017
  • In this paper, we investigate the effects of performance and non-performance variables attributed to Korean professional baseball pitchers on annual salary by the records about pitchers between 2010 and 2016. We select the variables in reference to previous research related to this topic. The models are then estimated using linear regression model. For pitchers, age, experience in the league, year, eligibility for free agency, the number of wins, WAR, the number of innings pitched, the number of games, the number of saves, the number of games started, and type of baseball team have a statistically significant effect. Among the notable factors, affecting pitchers salaries are largely measure of starting pitchers. Pitcher sabermetrics indexes were poorly reflected on annual salary. The model presented here can be used to remove any unobjective salary differences for Korean professional baseball pitchers.

The Effect of Empowerment on Job Satisfaction for Physical Therapists in General Hospitals (종합병원 물리치료사의 임파워먼트가 직무만족에 미치는 영향)

  • Park, Sun-Wook
    • Journal of the Korean Society of Physical Medicine
    • /
    • v.13 no.2
    • /
    • pp.115-127
    • /
    • 2018
  • PURPOSE: This study aimed to investigate the effect of empowerment on job satisfaction for physical therapists in general hospitals. METHODS: A total of 297 physical therapists working in general hospitals throughout the country participated in the study survey using self-administered questionnaires. The questionnaires comprised three major parts, i.e., questions about general characteristics, empowerment, and job satisfaction, which were rated using a 5-point Likert scale. Statistical analysis was performed to analyze the frequency and percentage of participants, and the independent t-test and analysis of variance were performed to determine the difference in job satisfaction according to the general characteristics. Stepwise multiple regression was used to evaluate the factors that affect job satisfaction. RESULTS: The average of total empowerment, including two subordinate concepts, was 3.29 points, that of psychological empowerment was 3.53 points, and that of structural empowerment was 3.05 points. The average job satisfaction of the participants was 3.43 points, and it showed a significant difference in age, overall work experience, current work experience, position, annual salary, and daily work hours. Moreover, job satisfaction increased as the subordinate factors for empowerment, i.e., support, resources, chance, and competence, increased. Other factors that affect job satisfaction were daily work hours, number of colleagues, type of work, annual salary, and therapeutic assistance. CONCLUSION: This study demonstrated that job satisfaction of physical therapists working in general hospitals was related to empowerment, thereby indicating that job satisfaction and work performance can be increased by improving their empowerment.

A Proposal to Improve Nursing Fee Differentiation Policy for General Hospitals Using Profitability-Analysis in the National Health Insurance (경영수지분석을 통한 종합병원의 간호관리료 차등지급제 개선방안)

  • Kim, Sung-Jae;Kim, Jin-Hyun
    • Journal of Korean Academy of Nursing
    • /
    • v.42 no.3
    • /
    • pp.351-360
    • /
    • 2012
  • Purpose: The purpose of this study was to propose optimal hospitalization fees for nurse staffing levels and to improve the current nursing fee policy. Methods: A break-even analysis was used to evaluate the impact of a nursing fee policy on hospital's financial performance. Variables considered included the number of beds, bed occupancy rate, annual total patient days, hospitalization fees for nurse staffing levels, the initial annual nurses' salary, and the ratio of overhead costs to nursing labor costs. Data were collected as secondary data from annual reports of the Hospital Nursing Association and national health insurance. Results: The hospitalization fees according to nurse staffing levels in general hospitals are required to sustain or decrease in grades 1, 2, 3, 4, and 7, and increase in grades 5 and 6. It is suggested that the range between grade 2 and 3 be sustained at the current level, the range between grade 4 and 5 be widen or merged into one, and the range between grade 6 and 7 be divided into several grades. Conclusion: Readjusting hospitalization fees for nurse staffing level will improve nurse-patient ratio and enhance the quality of nursing care in hospitals. Follow-up studies including tertiary hospitals and small hospitals are recommended.

Effects of Pre-Employment Effort of the Physical Therapy Graduates (물리치료(학)과 졸업생의 취업준비 노력과 성과)

  • Ahn, So Youn;An, SeongJa;Kwon, HaeYeon
    • Journal of Korean Physical Therapy Science
    • /
    • v.21 no.1
    • /
    • pp.21-35
    • /
    • 2014
  • Background : This study aims to examine actual conditions of college students' life, behaviors to prepare for employment, and employment performance, thereby providing basic materials to create efficient measures for college students' employment strategies. Method : The subjects of this study were 207 graduates from the Department of Physical Therapy employed in medical and health institutions in Gyeongsangnam-do and Busan. Aquestionnaire devised by Yu Yeon-wha and Lim Gyeong-ae(2012, 2011) was revised and complemented into a self-reporting questionnaire composed of 29 questions. The collected data was analyzed using SPSS Win 18.00 program. Results : 1) The biggest reason for the respondents' selecting physical therapy as a major was bright prospect for employment, and the largest percent of the respondents answered that they started to prepare for employment in the second semester of junior year. 2)Regarding behaviors to prepare for employment, those who largely provided information on employment were the respondents' seniors and friends. 62.3% of the respondents owned certificates and diplomas. 59.9% took part in programs related to employment in order to prepare for employment. Their weakest area was English and what they wanted to know most was annual salaries provided by companies. They put self-development and growth potential before everything as what should be considered in priority when getting a job. 3)The most frequently asked question in their interviews for employment was the motive for application. The biggest reason for their employment at their current institution was their good personality and manner. 4)As for employment performance, they were unsatisfied with their current average annual salary. Conclusion : School should provide consciousness education and employment coaching so that students can early prepare for employment with an active attitude. In particular, educational environment where many students can gain easy access to information about employment in diverse areas should be provided and student coaching should be actively conducted.

  • PDF