[팍스넷뉴스 류세나 기자] Information technology (IT) related companies, which enjoyed a boom last year due to the special non-face-to-face of Corona 19, are making a series of noise in the process of sharing the fruits according to their performance. The controversy over performance pay, triggered by SK Hynix, is gradually expanding across industries such as SK Telecom and LG Energy Solutions. Eventually, the possibility of large-scale manpower movement among some companies emerges. While the business community demands a change in the way management communicates, there are voices of concern that this controversy will be a negative factor slowing down the rapidly changing market response.
◆ Special in the corona recession… Voice for performance distribution ↑
According to related industries on the 4th, the controversy over SK Hynix’s incentive pay, which led to SK Chairman Choi Tae-won’s return of his annual salary, shifted to SK Telecom, another major affiliate of SK.
On this day, the SK Telecom union sent a letter to SK Telecom’s president Park Jeong-ho in the name of Chairman Dong Hyeon-hee. In a letter, the union said, “In recent years, even with incentives that have decreased little by little each year, they thought it was due to deteriorating company performance.” I am not convinced about the incentive pay at all.”
SK Telecom announced on the 3rd that its sales (18,623.7 billion won) and operating profit (1,349.3 billion won) increased by 5.0% and 21.8% from the previous year, respectively. However, according to the union’s prediction of stocks paid through the shareholders’ participation program, their position is that this year’s incentives are expected to decrease significantly compared to last year. The union urged the company to rethink the size of its incentives this year.
LG Energy Solutions, which achieved the highest performance in history last year, is also having a conflict between labor and management over the scale of performance pay.
It was confirmed that LG Chem’s petrochemical division, which was the same company before the spin-off, will be paid 400% of the basic salary and 300% of the life science division. The 245% incentive is too weak. The union has re-proposed 300%, but internally, it is said that there are fewer than 300%.
Of course, some voices of dissatisfaction also emerged from Samsung Electronics, which SK Hynix used as a comparison target. The semiconductor (DS) business has the highest proportion of operating profit, and the point is that the smartphone (IM) and TV business (VD) have the most incentives. According to the company, the DS sector receives 47% of the basic salary, and IM and VD receive 50%.
Companies that have yet to determine the scale of incentive pay are also confused. On the bulletin board for an anonymous app for office workers, articles that LG Electronics employees predict the scale of incentives are being posted one after another. It doesn’t seem boring to say that in case of emergency, we should take group action. LG Electronics recorded the highest performance ever last year.
◆ “Competitive comparisons, sounds that do not know reality”
In fact, the reason why the size of profit contribution and performance pay is not directly proportional to each department is simple. This is because the target values set at the beginning of the year are all different, and the amount of excess profit is also different. It is also pointed out that in the business world, even though they understand the sentiment that employees want to receive more compensation, they have made some irrational numbers.
A business official said, “It is clear that fair distribution is important, but it is practically difficult to meet the PS standard compared to other departments and competitors.” “It is not easy to disclose it as it includes business expenses such as investment plans.”
Another official said, “It is an era when communication between internal employees as well as the market has become important.” He added, “Clear information sharing and rewards can be an incentive to attract talented people.”
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