Context, Developments and Interactions in the HRM System in South Korea: Between Rigidity and Flexibility

Abstract

Abstract The term “Asian” is often applied generically in terms of human resource management (HRM) across a geographically (and to some extent seemingly culturally) close region. However, country-specific aspects of HRM remain even within such regions. HRM in South Korea is illustrative of this and can be conceptualized as embedded within resourcing and rewards practices and their internal dichotomies in two dimensions: seniority and regulation versus performance and flexibility. These key elements of HRM have been influenced by history, culture and economic context and critical events and the interaction of the parties within the HRM system. The expansion of South Korean firms internationally, foreign direct investment and globalization have also made impacts here. Paradoxically a less homogenous HRM system has emerged and the inherent issues and problems with changes in resourcing and rewards practices towards more “non-traditional” ones needs to be recognised. The dynamism and tension between employmen...