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[인적자원관리] 증권산업의 HR(영문) -우리투자증권

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레포트 > 경제경영계열
2010.01.27
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[인적자원관리] 증권산업의 HR(영문) -우리투자증권에 대한 자료입니다.

Table of Contents
1 Dominant HR system and policies in financial industry
2 Unique Player: Woori Investment & Securities
2.1 About Woori Investment & Securities
2.2 Strategy of Woori I&S
2.3 Recruitment & Training System: Only for top 10 universities
2.3.1 Recruitment
2.3.2 Training
2.4 Evaluation system
2.4.1 Result oriented evaluation
2.4.2 Capability evaluation
2.5 Compensation system
2.6 Promotion system
3 Deriving ER through Five factors evaluation
3.1 External fit
3.2 Internal fit
3.2.1 General policy
3.2.2 Organizational unit
3.2.3 Organizational structure
3.3 Consistency among HR
3.4 Temporal consistency
3.5 HR architecture
3.5.1 IB and Trading
3.5.2 WM and Operation staff
3.5.3 Teller
3.6 Employment Relationship
4 Suggestions for Woori Investment & Securities
4.1 HR strategy after the implementation of FSCMA
4.1.1 Permission to expand the scope of business areas
4.1.2 Enhanced investor protection
5 Conclusion

본문내용

As already referred above, the level of complexity of the jobs in financial firms is extremely high, and it causes strict separation of the divisions in the organizations. Divisions in the firms are usually separated by the tasks required to the members of them. For operating and management division, general skills and abilities are required, but for financing analysts, who are the core workforces in the firms, specific and expert knowledge is needed. These differences in requirement are the reason why divisions in financial firms are strictly divided.
In compensation policy, most firms offer both stable wages and incentives to their workers. Compared with foreign financial firms, Korean firms tend to treat their workers in terms of egalitarianism. It’s based on the Korean culture which emphasize on harmony and collectivism. However, their compensation system still guarantee incentives base on the workers’ own productivity rather than traditional wage policies based on seniority adapted in other industries in Korea. Promotion is also based more on the workers’ ability rather than seniority. Meritocracy is one of the distinct HR policies in financial industry.
This compensation policy makes ‘procedural justice’ in assessment much important. The level of incentives and promotion are determined by the result of assessment to measure the productivity of the workers, and therefore the standards of the assessment and procedural justice are important to the workers. Most of the financial firms emphasize on their procedural justice introducing their HR policies.

#증권 #증권산업 #우리투자증권 #인적자원관리 #관리 #산업

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