碩士 / 淡江大學 / 大陸研究所 / 87 / Title of Thesis: Personnel management in Total Pages:150
Korean factories in China
-A case study in Shanghai.
Name of Institute: Culture and Education Division, Graduate
Institute of China Studies, Tamkang University.
Graduate Date: June , 1999. Degree conferred: Master.
Name of Student:(英文)Lim So Yean Advisor: DR. Yu Min Wang
(中文)林 昭 延
This study explores personnel management of Korean service enterprise in Shanghai region Mainland China.
Requests made to Korean enterprises for investing service industry in Shanghai region resulted in interviews with 8 enterprises and surveys were conducted at the same time.
Korean enterprises typically conduct open tests in employee recruitment. In addition, recruitment are conducted through recommendations from local branches, employment agents or by newspaper advertisement. As far as the initial selection criteria are of concern, the most important ones are education background and work experience, followed by age and foreign language abilities. The final selection methods are mainly interviews, and the newly hired employees are given probation periods. Successful performance during the probation periods leads to a formal labor contract signed by employers and employees.
Employee motivation is typically on financial reward basis. In labor relations, labor meetings and labor unions do exist, but these setups have no power in reacity.
Salary is determined basing on individual experience and ability. The fixed working hours are 5-day work weeks, 8 hours daily, with the standard holidays permitted. In addition, bonuses and benefits are all paid in equivalent value added to monthly salary.
In training and localizing, the current emphasis is on before-the-job training, second skill development, educating trainees, foreign language training, but the psychological training is overlooked. Most Korean enterprises'' management goal is localizing managers. But the achievement of the management goal is affected by difficulty in finding suitable talents, and the local employees'' lacking knowledge and experience with updated management concepts.
There are standards setup for the expatriate assignment and benefit pakage, but no well-planned system exists. Almost all positions are filled by senior employees who relocate their families. These expatriates also receive high pay and sizable benefit pakages.
Research results indicate that when Korean enterprises manage their branch offices in China, they have problems in employee management due to culture differences, lacking of communication channels and the Korean managers'' insufficient understanding of the local situations. Employers must recognize that there are cultural and value system differences between the two countries which affect management. Through continuing efforts, enterprises must modify management rules and techniques to build an appropriate management model for Korean enterprises making investment in Mainland China.
| Identifer | oai:union.ndltd.org:TW/087TKU00025013 |
| Date | January 1999 |
| Creators | Lim So Yean, 林昭延 |
| Contributors | Yu Min Wang, 王玉民 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 150 |
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