Publications

Research Series

home Publications Research Series
인쇄

SNS공유하기

해당 컨텐츠 트위터에 추가하기 해당 컨텐츠 페이스북에 추가하기

[KLI Panel Brief No. 18] Current Status and Challenges of Low-Performer Management System
[KLI Panel Brief No. 18] Current Status and Challenges of Low-Performer Management System
  • SUMMARY

    Table of Contents

    1. Background and Objective

    2. Institutionalization of Rules on Low-Performer Management in Workplaces

    3. Implementation of Rules on Low-Performer Management in Workplaces

    4. Education and Training for Low-Performers and Feedbacks

    5. Organization for Handling Issues Related to Low-Performers

    6. Summary and Implications

     

    Summary

    Current status of low-performer management system in workplaces was examined based on 2015 Workplace Panel Study.

    - Low-performer management system was categorized into push-type (warning, wage cut, publication of evaluation results, limited promotion, layoff) and pull-type (training program, support for job transfer, reassignment transfer, mentoring). Based on these two categories, different attributes of workplaces were examined.

    Only 48.4% of all workplaces were found to have a system to manage low-performers.

    - In terms of the push-type management system, the most common policy to be adopted is warning (22.3%) followed by limited promotion (19.5%), while in terms of the pull-type management system, the most common policy to be adopted is mentoring (16.9%) followed by reassignment trasfer (14.9%) and training program (12.9%).

     Of the workplaces with a low-performer management system, 65.4% have actually implemented the system.

    - In terms of the push-type management system, the most common policy to be implemented is warning (23.0%) followed by limited promotion (19.6%), while in terms of the pull-type management system, the most common policy to be implemented is mentoring (17.1%) followed by education program (13.1%) and reassignment transfer (11.6%).

    - Layoff policy is relatively more prevalent in workplaces with no trade unions.

    The average annual duration of training program for low-performers is 11.9 days.

    29.5% of all workplaces responded that they have a rolling feedback system for assesses and that the system is operating well.

    A survey about organizations that handle issues related to low-performers found that an average of 30.0% of workplaces handle issues related to low-performers through a HR committee.

    There is a growing perception that management of low-performers is directly related to strong business competitiveness and survival. Therefore, there needs to be continuous interest in related systems and practices. 

Minsu Song's other publications : 2
{Research Series} posts
No Title Author Date Attach
2 [KLI Panel Brief No. 18] Current Status and Challenges of Low-Performer Management System Minsu Song March 25, 2019 [KLI Panel Brief No. 18] Current Status and Challenges of Low-Performer Management System
1 Basic Analysis Report on the 1st~6th Waves of the Workplace Panel Survey (WPS): Current Status of Korea’s Labor Market Represented by Workplace Conditions Yoo bin Kim, Jungwoo Kim, Minsu Song, Kimin Kim December 28, 2018 Basic Analysis Report on the 1st~6th Waves of the Workplace Panel Survey (WPS): Current Status of Korea’s Labor Market Represented by Workplace Conditions
1