{"id":83,"date":"2019-10-23T18:18:37","date_gmt":"2019-10-23T18:18:37","guid":{"rendered":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/?page_id=83"},"modified":"2019-10-29T08:36:10","modified_gmt":"2019-10-29T08:36:10","slug":"south-korea","status":"publish","type":"page","link":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/south-korea\/","title":{"rendered":"South Korea"},"content":{"rendered":"\n

Introduction & Overview<\/h1>\n\n\n\n
\"\"
(Freepik, n.d.)<\/figcaption><\/figure>\n\n\n\n

Officially called the Republic of\nKorea (ROK), South Korea has a population of 51,418,100 people, with 81.4%\nliving in urban areas and an annual the rate of urbanization of 0.3% (CIA,\n2019). In the early 1960s, South Korea\u2019s economy was mostly agricultural and\nhad a very low level of GDP per capita (Bamber, 2015).  Through a policy of export-oriented\nindustrialization, a series of economic development plans rapidly transformed\nthe nation.<\/p>\n\n\n\n

This led to great success: with\nannual export growth of 30% and annual GDNP growth of more than 8% (Bamber,\n2015), South Korea gained entry into the Organization for Economic Co-operation\nand Development (OECD) in 1997 (CIA, 2019). The government\u2019s policies were\nresponsible for determining how financial capital would be allocated and how\nindustrial technologies would be applied. This promoted chaebol<\/em> (conglomerates) as partners of its development, such as\nHyundai and Samsung (Bamber, 2015). These chaebol<\/em>\ncontinue to hold dominant positions in Korea\u2019s economic structure today.<\/p>\n\n\n\n

Education is highly valued in South\nKorea: two-thirds of those between the ages of 25 and 34 hold a college degree\n(Tai, 2018). This workforce is well educated, has high career expectations, and\nprioritizes opportunities for career development and advancements (Strother,\n2012). Because so much of its population is so highly qualified, the\nenvironment is very competitive for those seeking top-tier jobs. To help ensure\njobs for its citizens, the government has designed programs to place South\nKoreans in jobs outside the country, particularly to Japan (Yang and Kim,\n2019). <\/p>\n\n\n\n

Recruitment Practices<\/h1>\n\n\n\n
\"\"
(Reuters, n.d.)<\/figcaption><\/figure>\n\n\n\n

According to the Labour Standards\nAct, employers may not discriminate against workers by their nationality,\nreligion, social status, gender, or age (Brown, 2012). Gender equality is\nfurther addressed in the Equal Employment Act (EEA), detailing the terms of\nemployment, wages, and working conditions. Violations of the EEA can result in\na fine of 10 million Won or prison time; however, discrimination against women\nstill persists. For example, women in non-agricultural industries earned 63% of\nwhat male workers earned in 1999. Within the manufacturing sector, women earned\n55% of male earnings.<\/p>\n\n\n\n

Referral Network<\/strong><\/p>\n\n\n\n

It is common to recruit through\nrelationships and networks, particularly yongo<\/em>,\nwhich are informal networks based on shared school affiliation, regional\norigin, and family (Horak, 2017). Aside from school-based ties, membership\nwithin each yongo<\/em> is exclusive and\nbased on predetermined circumstances. Those without an influential yongo<\/em> have fewer chances to improve\ntheir careers and economic situations, which is why there is such a strong\ndemand for higher education.  However, the\nimportance of these networks has been changing because of the increased need\nfor skilled employees with specialized competencies (Horak, 2017).  Smaller companies tend to rely less on external\nrecruitment and more on yongo<\/em>,\nespecially for blue-collar workers and in rural areas of the country\n(Chandrakumara, 2013).<\/p>\n\n\n\n

Recent Graduates<\/strong><\/p>\n\n\n\n

Many companies prefer to hire new\ngraduates and will not consider those who have graduated even two or three\nyears earlier. There is a belief that young and inexperienced employees will be\neasier to train, can learn faster, and will be able to stay with the company\nfor longer (Gross and Connor, 2018). The top Korean universities will typically\nhost two student recruitment sessions per year at their campuses (Gross and\nConnor, 2018).<\/p>\n\n\n\n

Selection Practices<\/h1>\n\n\n\n
\"Description:
(Scholarships & Aid, n.d.)<\/figcaption><\/figure>\n\n\n\n

Many white-collar jobs in South\nKorea require applicants to pass extensive employment exams (Tai, 2018). According\nto an individual looking to work in journalism, the company asked for a\ncompleted application, two essays, and a two-hour test on subjects including\nsociology, economics, politics, and Chinese writing (Tai, 2018). There was even\na test to examine the applicant\u2019s behaviour after having an alcoholic beverage\nwith the hirer. After advancing to the next level, job seekers must pass\nanother series of tests. Applicants are not compensated for their time and are\nnot guaranteed employment.<\/p>\n\n\n\n

Within the government, hiring\ntargets have been established regarding gender, disabilities, and lower levels\nof income (OECD, 2012). For example, if less than 30% of one gender has passed\nthe recruitment examination, additional applicants from that group will be\nadded. There is also a 1% quota for new recruits to be from lower income\nbackgrounds and 3% for people with disabilities.<\/p>\n\n\n\n

Miscellaneous Information<\/h1>\n\n\n\n

Despite the mismatch of supply and\ndemand for high paying white-collar jobs, there is also an acute shortage of\nblue-collar workers, as they are perceived as low-level and degrading (Yang and\nKim, 2019). In order to bridge this gap, foreign workers are brought in from\nthe Philippines, China, and Vietnam.<\/p>\n\n\n\n

Bibliography<\/h1>\n\n\n\n

Bamber, G. (2015). International\nand comparative employment relations<\/em>. 6th ed. London: SAGE, pp.266-290.<\/p>\n\n\n\n

Brown, R. (2012). East\nAsian labor and employment law<\/em>. Cambridge: Cambridge University Press.<\/p>\n\n\n\n

Chandrakumara, P. (2013). Human\nresources management practices in small and medium enterprises in two emerging\neconomies in Asia: Indonesia and South Korea. In: Annual SEAANZ\nConference<\/em>. [online] Sydney: Small Enterprise Association of Australia and\nNew Zealand, pp.1-15. Available at:\nhttps:\/\/ro.uow.edu.au\/cgi\/viewcontent.cgi?article=1417&context=gsbpapers\n[Accessed 16 Oct. 2019].<\/p>\n\n\n\n

CIA (2019). Korea,\nSouth \u2014 The World Factbook – Central Intelligence Agency<\/em>. [online] CIA.\nAvailable at:\nhttps:\/\/www.cia.gov\/library\/publications\/the-world-factbook\/geos\/ks.html\n[Accessed 25 Oct. 2019].<\/p>\n\n\n\n

Freepik (n.d.). Seoul city view<\/em>. [image] Available at:\nhttps:\/\/www.freepik.com\/premium-photo\/sunset-63-building-seoul-city-south-korea_2269565.htm\n[Accessed 25 Oct. 2019].<\/p>\n\n\n\n

Gross, A. and Connor, A.\n(2008). HR, Recruiting Trends in South Korea<\/em>. [online] SHRM.\nAvailable at:\nhttps:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/global-hr\/pages\/hr,recruitinginsouthkorea.aspx\n[Accessed 20 Oct. 2019].<\/p>\n\n\n\n

OECD (2012). Korea<\/em>.\nHuman Resources Management Country Profiles. [online] OECD. Available at:\nhttps:\/\/www.oecd.org\/gov\/pem\/OECD%20HRM%20Profile%20-%20Korea.pdf [Accessed 13\nOct. 2019].<\/p>\n\n\n\n

Reuters (2019). South Korea’s latest big export: Jobless college graduates Available at: https:\/\/www.reuters.com\/article\/us-southkorea-jobs-kmove-insight\/south-koreas-latest-big-export-jobless-college-graduates-idUSKCN1SI0QE [Accessed 25 Oct. 2019].<\/p>\n\n\n\n

Reuters (n.d.).\u00a0Young Koreans looking at bulletins<\/em>. [image] Available at: https:\/\/www.google.com\/url?sa=i&url=https%3A%2F%2Fwww.reuters.com%2Farticle%2Fus-southkorea-japan-jobs%2Flabor-pains-japanese-jobs-for-south-korean-graduates-dry-up-amid-trade-row [Accessed 22 Oct. 2019]. <\/p>\n\n\n\n

Strother, J. (2012). Drive\nfor education drives South Korean families into the red<\/em>. [online] The\nChristian Science Monitor. Available at:\nhttps:\/\/www.csmonitor.com\/World\/Asia-Pacific\/2012\/1110\/Drive-for-education-drives-South-Korean-families-into-the-red\n[Accessed 22 Oct. 2019].<\/p>\n\n\n\n

Tai, C. (2018). Why\nSouth Koreans are trapped in a lifetime of study<\/em>. [online] South China\nMorning Post. Available at:\nhttps:\/\/www.scmp.com\/week-asia\/society\/article\/2173414\/schools-never-out-why-south-koreans-are-trapped-lifetime-study\n[Accessed 24 Oct. 2019].<\/p>\n\n\n\n

University & Aid (n.d.).\u00a0View of university in Korea<\/em>. [image] Available at: https:\/\/scholarshipsandaid.org\/2017\/09\/08\/2018-korean-government-fully-funded-scholarship-program-for-study-in-korea\/ [Accessed 19 Oct. 2019]. <\/p>\n\n\n\n

Yang, H. and Kim, C. (2019).\u00a0South Korea’s latest big export: Jobless college graduates<\/em>. Reuters. Available at: https:\/\/www.reuters.com\/article\/us-southkorea-jobs-kmove-insight\/south-koreas-latest-big-export-jobless-college-graduates-idUSKCN1SI0QE [Accessed 25 Oct. 2019]. <\/p>\n","protected":false},"excerpt":{"rendered":"

Introduction & Overview Officially called the Republic of Korea (ROK), South Korea has a population of 51,418,100 people, with 81.4% living in urban areas and an annual the rate of urbanization of 0.3% (CIA, 2019). In the early 1960s, South Korea\u2019s economy was mostly agricultural and had a very low level of GDP per capita … <\/p>\n

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