Photo = Yonhap News
The Bank of Korea will completely renovate the personnel system, including position and performance evaluation. It is evaluated that there is a high possibility that the wage system, which is a good salary system, will be changed to a job 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 by March 2nd. The BOK allotted a project budget of 700 million won for service expenses. Management personnel innovation consulting work is planned to be carried out by September. Based on the consulting results, Haneun plans to modify the overall personnel system.
In the scope of the BOK consulting service, ▲organizational planning measures to strengthen the professional competency of executives and employees ▲performance evaluation measures to meet the changed organizational system ▲reorganization of positions and positions ▲reasonable personnel transfer settings ▲plans for introducing expert (non-representative) routes, etc. Demanded.
The rank system is also expected to change depending on the result of the service. The BOK personnel system consists of executives (governors, vice-governors, assistant governors, foreign capital management directors, etc.) and the directors under them (level 1), managers (level 1, 2), deputy managers (level 3), managers (level 4) and investigators (level 5). It consists of a five-level position system. In the future, the possibility of the BOK compressing the rank 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 can abolish the salary system and introduce a job salary system. The salary system is a wage system in which the position increases according to the length of service and the annual salary increases at a certain rate. On the other hand, the job-based pay system is a wage system in which salaries and performance compensation vary depending on the nature and difficulty of work, not the number of years of service or position.
An official from the BOK said, “We are looking at the management and personnel system from the bottom with all possibilities open,” and “We are not excluding the possibility of introducing a job salary system and restructuring the position.”
Last year, the BOK promoted organizational culture consulting through McKinsey, a global consulting company. It is known that the consulting report contains information that the organization and personnel system is outdated, and thus it is not possible to draw out the human capabilities of excellent employees. As a follow-up measure to the results of such consulting, the personnel system was reorganized. Young employees’ dissatisfaction with the BOK organizational culture, which is evaluated as conservative and passive, is also evaluated as a background for the reorganization work.
Reporter Kim Ik-hwan [email protected]
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