Changing Attitude in Long Term employment in Korea
One of the norms of Korean corporate life was long term employment at a firm. Unlike Japan where the guarantee of life time employment was a norm, Korean accept that companies often need to downsize and let workers go. Nevertheless, Korean hope and seek long term employment. This does appear to be changing...according to Chosun Ibo,
Salaried peopleÂ’s concept of their jobs is changing. Many recognize they are not guaranteed life-long employment anymore.
Rather than the traditional survival strategy to climb the promotion ladder through internal competition in one company, salaried people are more and more embracing "career management technology" to build up professional experiences in various companies and to receive higher annual salaries.
Online job portal Joblink'’s survey of 1,089 salaried people shows that 67.2 percent of respondents are willing to move to another job. Of the potential job switchers, 28.9 percent cited undeserved performance evaluations and underpayment for their capabilities as a reason for an occupation change, while 22.7 percent cited their senior'’s insecure employment status.
Joblink executive Goh Jeong-wook said that among salaried people, career management technology is popular to collect information on their hopeful employers and carefully manage their careers needed for the job switch, as financial management technology to increase wealth is widespread.
Experts explain that career management technology, which was limited to small and medium-sized companies and foreign firms 10 years ago, is spreading to large companies and public corporations. As evidence of the trend, the number of headhunting companies providing career management technology-related services has been soaring since 2000, and some 100 companies are thriving only in Seoul.
Among respondents who had the intention to change jobs, 31.7 percent said that they were learning foreign languages in preparation for it and 21.4 percent said that they were seeking a new job using their human network. Some 10.9 percent said they even registered with headhunters.
When asked what they thought most important in career transition, 40.7 percent cited enhancing professional capabilities, while 35 percent prioritized “salary increase or promotion.
Salaried peopleÂ’s concept of their jobs is changing. Many recognize they are not guaranteed life-long employment anymore.
Rather than the traditional survival strategy to climb the promotion ladder through internal competition in one company, salaried people are more and more embracing "career management technology" to build up professional experiences in various companies and to receive higher annual salaries.
Online job portal Joblink'’s survey of 1,089 salaried people shows that 67.2 percent of respondents are willing to move to another job. Of the potential job switchers, 28.9 percent cited undeserved performance evaluations and underpayment for their capabilities as a reason for an occupation change, while 22.7 percent cited their senior'’s insecure employment status.
Joblink executive Goh Jeong-wook said that among salaried people, career management technology is popular to collect information on their hopeful employers and carefully manage their careers needed for the job switch, as financial management technology to increase wealth is widespread.
Experts explain that career management technology, which was limited to small and medium-sized companies and foreign firms 10 years ago, is spreading to large companies and public corporations. As evidence of the trend, the number of headhunting companies providing career management technology-related services has been soaring since 2000, and some 100 companies are thriving only in Seoul.
Among respondents who had the intention to change jobs, 31.7 percent said that they were learning foreign languages in preparation for it and 21.4 percent said that they were seeking a new job using their human network. Some 10.9 percent said they even registered with headhunters.
When asked what they thought most important in career transition, 40.7 percent cited enhancing professional capabilities, while 35 percent prioritized “salary increase or promotion.
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