women’s human rights, appeal to Chinese women who have the ability to consume.
Through the society-friendly sponsoring marketing, raising the image of corporate citizens.
Active investment in welfare of employee such as stock option, my home system
Local employment of 98.7% and superior compensation
Executing localization strategy that china E-Mart is
for long term employee, overseas trip
III. Problems and solutions
1. Training (for production position)
1) Problems
(1) Insufficiency of training system
Training system for general positions is sophisticated while training system for production positions is not. Due to the flexible production system, required skills to production workers are changing. The role of indirect workers and sk
workers were very satisfied with existing benefits, they felt there should be more incentives/rewards for achieving goals. The employees expressed strong interest in the company’s health and well being programs. They also felt that the company should more focus on celebrating achievements and reinvigorating fun in the workplace.
Career Development
The workers were generally satisfied with t
for a new construction.
Importance of Subject – Korea as a turning point
Korea's industrial development was in a relatively short period. The development of labor-management relations had in fact started the industrialization since the 1960s, and over 30 years substantial progress had been thorough. However, in such a short period of time, the political environment in Korea did not
to extend their term of officers.
Company promote their long plan.
Inequality between genders in reward system
LGE pursue gender equality as their shared values
Actual circumstances
Years of service : 5.02 years forwomen, 9.56 years for men
Gender ratio : Employee - about 16%, Directors - 1.6%
No chief directors
Fundamental cause
Inadequate supporting system forwomen