1990년대 한국 A자동차회사의 인사제도 개혁에 관한 연구

Study on the Personnel-system Reform of Korean A Motor Company in the 1990s

This paper was analyzed in comparison with the previous studies the personnel system reform of the A motor company in the 1990s. The important fact which this research clarified is that workers do not necessarily aim at the equality of treatment in wages and promotion. The labor union recognizes it as the wages having to reflect worth of labor and worth of the labor force, and they are calling this the internal fairness of wages. Concretely, a labor union is on the basis of a low rank job. Just 10% of wage differential is recognized to be fair wages. Although the labor union has not denied workers` wage differential, what is the reason the wage differential has not appeared? It is because there was a conflict involving acceptance of a personnel evaluation system inside a labor union. Acceptance of the personnel evaluation system was just a problem of the labor union. The union tended to participate in the personnel evaluation system from experience of the labor movement of Japan. If the argument on the salary system which started taking advantage of change of the service system in 2005 is located in the extension of the personnel-system reform of the 1990s, I will think that the acceptance problem of a personnel evaluation system is just the most important problem in salary system introduction.