고용위기 시대 한국기업 임금체계 실행 고찰
A Study on the Implementation of the Corporate Wage System in the Period of Employment Crisis
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본 연구에서는 고용위기 시대를 맞아 실행에 전제로 한 임금체계 연구를 통해, 기업의 인사제도효과성 측면에서의 실천방안을 제시하고자 하였다. 연구결과로는, 첫째, 직무/성과 중심 임금체계개편에 많은 관심이 모아져 왔지만 연공성 완화라는 당위론적 시각은 기업현장의 실행 효과성 측면에서 긍정적이지 않을 수 없음을 확인하였다. 둘째, 임금체계는 조직이 실행하는 인사제도 중 하나로다루어지고 있지만, 기업의 지향점을 바탕으로 오랜 기간에 걸쳐 최적화되는 조직문화적 요인으로다루어지고 있다는 점을 확인할 수 있었다. 셋째, 최근 보고되고 있는 역할급과 같은 특정한 유형의임금체계 사례연구보다는 기업이 현재 운영 중인 임금체계 개선과 실행에 착안점으로 활용하거나제도실행 준거로 활용 가능한 학술연구에 대한 기업현장의 요구가 존재함을 확인하였다. 연구결과를 통해 기업의 임금체계는 노동시장, 경영환경, 조직문화에서 영향을 받아 오랜 기간에 걸쳐 정립된다는 점을 고려하여, 점진적인 적용을 통해 그 효과성을 확보해 나가는 것이 고용위기 시대 기업이채택 가능한 임금체계의 실행 방향성이라는 결론을 도출할 수 있었다.
Abstract
In this study, we tried to present practical implications of the effectiveness of the HR system through the research of the wage system of Korean companies in the period of employment crisis. Prior research related to the wage system were considered and team leader-level staff in charge of establishing/ improving/executing corporate HR policies were selected for research. And on-line surveys and in-depth interviews were conducted. It was confirmed that the wage system was treated as one of the HR system implemented but as an organizational and cultural factor optimized over a long period of time. It was also confirmed that the entity’s field needs for a level of practical research that can be used as a direct focus on the improvement and implementation of the current wage system. The results of this study led to the conclusion that securing its effectiveness through gradual application was the direction of implementation of the wage system in the period of employment crisis, considering that it was established over a long period of time under the influence of the labor market and organizational culture.
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