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 impor
Systems, Inc. has created a broad portfolio of complementary product capabilities that includes Lam’s leadership in etch and single-wafer clean and Novellus’ leadership in thin film deposition and photo resist strip. The combined company is well positioned to lead the global semiconductor industry through the next critical technology transitions, including 3D structures in advanced devices an
hiring and has fal-tered now that the surplus of management talent has eroded. the second, common only among large, older co,panies, relies on complex and bureaucratic models from the 1950s for rorecasting and succession planning-legacy systems thea grew up in an era when business was highly predictable and that fail mow because they are inaccurate and costly in a more volatile environment.
As more China corporations growing and becoming complex,
some changes in organizational matters became needed.
Rate of
Change in
Factors in
Environment
Number of Factors in Organization Environment
Shifting working place between corporations increased
Employees from another corporation had a difficulty in adapt to the new circumstance
system, granting autonomy to its branches. This system allows for successful globalization. By allowing each branch to price and promote its products according to regional trends and tastes, Nike Korea is successful in adapting to the unique factors of markets from different regions.
Nike Korea also has an intricate cooperative network among its branches. The different branches work togethe