成功的인 年捧制 導入과 運營方案

A study on introducing successful annual salary system and management device

A Study on Introducing Successful Annual Salary System & Management Device. Recently Korean company’s pay system, seniority salary system based on years of employment, age and educational background has been rapidly transformed into annual salary system(yearly-based pay system) based on performance evaluation. Therefore, pay system has changed a lot to meet the necessity of controlling labor force salary that is on the brink of decreasing productivity, increasing surplus manpower in labor market and discrepancies between the pay level and working competence. Introducing the annual salary system is promoting salary-stabilization to solve mentioned problems. To have a successful settlement of this developed pay system, it should motivate employees and contribute reinforcing competition among organizations as a system related to firm’s management performance. To settle a successful annual salary system, first, reinforcing merit-based personnel administration is priority. Second, to improve acceptability and reliability of performance appraisal, set up clear rating standards have to be based on facts, evaluator’s competence must improve, multiple rating system must be introduced must evaluators(rater) must conduct their own evaluation(self rating) and feed back. Third, without certain level of minimum wage, we may not have a stabilized annual salary system. Fourth, to have a proper working goals, we must make certain we are concentrating on performance. The importance of setting goals could be explained by several reasons. First, without transforming we can not get very far in this cutting-edge era. Second, we have to make sure what we are evaluating in advance. If not, we will not have a focus that leads us to comprehend that evaluation. Third, we are able to develop our selves through challenging high goals.