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 of improvement were found: Tall hierarchal structure, recruiting imbalance, and dissonance in the new performance measurement. Tall hierarchical structures hinder
recruit Zhu Ge Kong Ming, puts all thing to Zhu Ge Kong Ming. However, Guan-yu and Zhang-bi have a dissatisfaction about that situation(Yu-bi=Nam-yong, Zhu Ge Kong Ming=foreign executives, Guan-yu and Zhang-bi=korean staffs). Because, like LGE, sudden appointment of Zhu Ge Kong Ming makes jealousy and competitive spirit to them. But Zhu Ge Kong Ming is different from foreign executives because he
Recruitment & Selection
3.1.1. LGE’s Recruitment System
LGE focuses on recruiting effective talent through its motto of developing employees with passion, practical capabilities, and professional ability.
① Campus Recruiting: Senior employees and HR managers are assigned to college campuses and conduct introductory sessions and recruitment consulting sessions to help expand candidates
* 개요
효과적인 직원 모집과 선발 업무는 높은 성과의 인적 자원 관리 체계에 있어 필수적인 요소이다. 정부는 능률적이고 효과적인 공공서비스를 제공하기 위해서 필요한 높은 재능을 지닌 직원을 끌어들이고 고용하는데 있어서 위기에 직면해 있다. 채용위기의 특성은 정부에 대한 감소된 신뢰,
recruitment of sports stars in other sports. Typical examples are golf’s Tiger Woods, soccer’s Cristiano Ronaldo, and tennis’ Rafael Nadal. When Jordan appears in ads or games, many people regard Nike as basketball. Nike basketball goods market is therefore far been able to hold No.1. But Nike couldn’t satisfy with it. They also want to be No.1 in other sports market for example, football