Executive Summary
This paper examines the human resource management of Korean Asset Management Corporation (KAMCO). The authors tried to examine weak spots of KAMCO’S human resource strategies and provide recommendations. Three areas ofimprovement were found: Tall hierarchal structure, recruiting imbalance, and dissonance in the new performance measurement. Tall hierarchical structures hinder
the core competencies that allow Ryanair to practically and wisely designs suitable airline operations within the bracket of their marketing network services in a market standard-based perspective. Ryanair needs to be goal-oriented and must not stop to rejuvenate and change their marketing plan strategies from time to time in order to re-invent the performance process upon the upgrading of rules
of unstable job environment. The deficiency causes love, esteem, and self-actualization can’t be filled. In other words, they have lack of drive force to achieve goal-motivation. Secondly, in job satisfaction aspect, inequity makes temporary employees disappointed. Although regular and temporary employees perform same work in same level, temporary employees have to receive less pay. Inequity ca
improve.
Current central government agencies and local governments carry out innovation.
The current budget system and the efficient allocation of financial resources and budget enforcement system is not suitable for the functional item by line item budget system is in the wake of.
Line item budget system is highly adaptable regulatory authorities in terms of budget management and perform
of employees
4.5 Shared Values
The shared values of SMRT can be described as making citizens happy by fast and safe metropolitan transportation. We can know it from its mission and visions. Its mission is ‘Create an open future and a pleasant life through safe and fast mode of public transportation, coupled with the improvement of metropolitan transportation.’ and its visions is "Happy To