The concept of performance-based HRM is characterized by the mechanism in which HR practices such as performance appraisal, promotion or compensation are tightly linked to individual or chemical group performance. This concept is contrasted with the traditional seniority based HR ashes of rules in Korea where job security is emphasized and promotion and remuneration rules depend basically on seniority. With the trend of globalization, especially performance- link pay system has obtained a wider logical groundwork for application in global dimension and the recent HR changes in Korean firms also owe the direction to this trend.
In 2005, 32.1% of Korean firms have some form of group-based, performance-based pay system .Also adaptation of these performance-related pay system was found to be related to increases in labor productivity. Therefore, it is expected that these performance based HRM leave behind gain more popularity among Korean firms over time (Kim 2006).
The important research question,
Whether the increased use of performance- related pay system in Korea is related with increased sales, profits or other financial performance indicators?
Methodology and Research design
This study examines whether there exists a relationship between human imagery practices, performance -related pay systems and the corporate financial performance of companies in South Korea. The data used in this research testament be collected primarily from 1) a questionnaire developed from the lit (information on Armstrong, M. and Baron, A. (2002) and secondary data information sources. And 2) focus group discussions and 3) documentation corroborations.
Narrative data would be obtained from the focus group...If you urgency to get a full essay, order it on our website: Orderessay
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