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The Bank of Korea will completely revamp the personnel system, including job and performance appraisals. It is evaluated that there is a high possibility that the salary system, which is a good salary system, will be changed to a labor salary system.
According to the financial industry on the 20th, the BOK is in the process of selecting a service company for management innovation consulting. Bid proposals will be received before March 2. The BOK allocated a project budget of 700 million won for service expenses. Management staff innovation consulting work is scheduled to take place in September. Based on the results of the consultancy, Haneun plans to modify the general personnel system.
In the scope of BOK’s consulting service, ▲ organizational planning measures to strengthen the professional competence of executives and employees ▲ performance evaluation measures to meet the changed organizational system ▲ reorganization of positions and positions ▲ reasonable personnel transfer arrangements ▲ plans to introduce expert routes (not representative) Required.
The rating system is also expected to change based on the outcome of the service. The BOK’s personnel system is made up of executives (governors, deputy governors, deputy governors, directors of foreign capital management, etc.) and subordinate directors (level 1), managers (levels 1 and 2), assistant managers (level 3), managers (level 4) and researchers (level 5). It consists of a five-level ranking system. In the future, the possibility of the BOK compressing the rating system from five to three levels or changing the title like other public corporations and large corporations will be discussed.
There are also observations that the BOK may abolish the wage system and introduce a labor wage system. The salary system is a salary system in which the position increases according to seniority and the annual salary increases at a certain rate. On the other hand, the work-based payment system is a salary system in which wages and performance compensation vary according to the nature and difficulty of the job, not the number of years of service or position.
A BOK official said: “We are looking at the management and personnel system from below with all the possibilities open” and “We do not exclude the possibility of introducing a salary system and restructuring the position.”
Last year, BOK promoted organizational culture consulting through McKinsey, a global consulting firm. The consulting report is known to contain information that the organization and personnel system is out of date, so it is not possible to extract the human capabilities of excellent employees. As a follow-up measure to the results of said consultancy, the personnel system was reorganized. The dissatisfaction of young employees with the organizational culture of the BOK, which is evaluated as conservative and passive, is also evaluated as antecedent for reorganization work.
Reporter Kim Ik-hwan [email protected]
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