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As employees’ external activities become more diverse, companies are required to develop systems that turn these into growth opportunities while managing risks. External activities can expand an individual’s expertise, but they can also lead to organizational risks such as conflicts of interest and the leakage of trade secrets. Therefore, HR should design management standards based on job relevance and organizational impact. 최근 N잡러나 부캐와 같은 용어가 일상화될 만큼 주 업 외 다양한 활동을 병행하는 직장인이

In the issue of managing low performers, the evaluation-related aspects can be broadly divided into two areas. One is whether the objectivity and fairness of the existing personnel evaluation system, used to establish criteria for selecting low-performing workers, have been ensured; the other is whether the objectivity and fairness of the evaluation tool used to assess the degree of capability improvement and performance enhancement of workers selected as low performers have

Jihye Park, Youngsung Kim (2013), "Agent Licensing Effect of Cause-Related Activity on Product Choice Justification," Journal of Korean Marketing Association, 28, 93-114. 김영성 상무(Ph. D) ABSTRACT Consumers are motivated to enjoy hedonic aspects of consumption. However, due to unjustifiable nature of hedonic consumption, pursuing fun and enjoyment and spending more on hedonic products often accompany negative feelings such as a sense of guilt and regret. Hedonic consumption is

When candidate Lee Jae-myung was inaugurated as the 21st president of South Korea on June 4, the HR-related policies he proposed also drew attention. His policies can be summarized as “building fair labor relations” through major measures such as the Yellow Envelope Act, the ban on the comprehensive wage system, and the enactment of the Basic Act on the Guarantee of Workplace Rights, and as “modernizing the labor market” through the 4.5-day workweek, extending the retirement

On December 19, 2024, the Supreme Court issued two plenary decision rulings on ordinary wages. This ruling is the first in about 11 years since the Supreme Court’s en banc decision on December 18, 2013 (hereinafter referred to as the “2013 en banc decision”) on case 2012Da89399, changing the criteria for determining ordinary wages for the first time in about 11 years. In particular, this full bench ruling excluded “steadiness” from the criteria for defining ordinary wages, th

Monthly Labor Law, November 2025 Issue, vol.0 It has been two months since the so-called Yellow Envelope Act (the bill to amend Articles 2 and 3 of the Labor Union Act) passed the plenary session of the National Assembly on August 24, 2025. Even before the bill passed, global corporations have been diagnosing issues related to the presence of substantive controlling interests and implementing improvement measures based on the standards set forth in case law. However, many com

[HR Insight November 2022 Issue] CEO Jeon Myung-hwan As COVID-19, which first emerged in December 2019, spread across the globe, the World Health Organization (WHO) declared it a global epidemic, that is, a pandemic. Lockdowns and travel restrictions continued in cities around the world, and with production disruptions occurring, global economic growth was forecasted to decline sharply. In response, central banks around the world lowered benchmark interest rates to cushion th

“Could our company’s wage peak system be a problem?” After the Supreme Court ruled that a domestic research organization’s wage peak system was invalid, law firms and labor law firms were flooded with inquiries from companies and workers on the 27th. On the 26th, the Supreme Court ruled that a wage peak system, which reduces employee wages solely based on age without reasonable grounds such as an appropriate reduction in workload or an extension of the retirement age, is inva

[HR Insight May 2022 Issue] CEO Jeon Myung-hwan In July last year, LG Electronics boldly announced its withdrawal from the smartphone business. Many people were left stunned by the bold decision to end the mobile phone business, which had continued for about 26 years. According to a recent report by a global market research firm, LG Electronics ranked first globally in 2021 with a 35.2% market share in TCU (vehicle communication units). This is the result of successfully shif

[HR Insight November 2020 Issue] Kim Young-sung, Executive Director / Ph.D. in Business Administration. D) According to the Korea Employers Federation (09/13/2020), a survey of the top 100 companies by sales found that 69 companies (88.4%) are currently implementing remote work for office workers. Also, among companies that had implemented remote work, 77.6% had strengthened their performance management systems to prevent a decline in employee productivity, and 56.9% had done

[HR Insight October 2020 Issue] Labor Attorney / Consultant Choi Jung-wook In 2017, President Moon Jae In pledged to usher in an era of zero non-regular workers during his term, and by the end of June 2020, 94.2% of the non-regular workers in the public sector had been converted to regular positions. With this, the first task of converting non-regular workers in the public sector into regular employees appears to have been settled, and the next task will likely be the establi

[HR Insight 2020년 2월호] 김상태 상무 국가 간 경계가 없는 무한경쟁 시대에 최근 미-중 경제전쟁과 세계 각국의 보호무역주의 등 외부 경영환경 악화는 차치하고도 그 어느 때보다 기업의 경쟁력 강화가 생존을 위한 대명제로 요구되고 있다. 이 시기에 기업의 경쟁력 강화 주요 이슈로 전략과 실행의 동시성, 애자일 선언, AI, 디지털 트랜스포메이션 외 최저임금 인상으로 인건비 부담 등이 부각되고 있다. 이러한 기업 경영환경 하에서 기업생존을 위해 매우 중요시되는 요인 중 하나가 바로 인건비 관리의 합리적 방안이다. 이는 인건비가 기업 경영의 생산 비용 가운데 단위 비용으로 가장 높은 비중을 차지하고 있을 뿐만 아니라 500대 기업 내 매출액 대비 인건비 비중이 크게는 5~15%까지 우상향을 나타내고 있기 때문이다. 이와 같은 상황에서 합리적 인건비 관리방안으로 적정인원에 따른 인건비를 효율적으로 설계 및 운영하는 것이 핵심적이다. 그러나

[HR Insight December 2019 Issue] CEO Jeon Myung-hwan As the business environment continues to deteriorate, concerns are growing over ways to secure compensation competitiveness, which is a key factor in maintaining corporate competitiveness. To strengthen competitive compensation, HR should examine various feasible measures by considering both cost-efficiency and the securing and retention of personnel, and above all, from a total compensation perspective, reflect employees’

[HR Insight June 2019 Issue] CEO Jeon Myung-hwan The so-called millennial generation no longer readily accepts the traditional, hierarchical, and hierarchical way of self-evaluation that existed under the traditional order. For this reason, recently leading global companies have been implementing innovative changes to their performance evaluation systems. Companies are focusing not on "what they achieved," but on "how they achieved it." Tim Baker, CEO of the HR consulting fir

[HR Insight February 2019 Issue] CEO Jeon Myung-hwan "Recently, many companies have been seen reorganizing their rank systems. The restructuring of the rank system is accompanied simultaneously by the goal of achieving a horizontal organizational culture as well as wage efficiency. Therefore, when reforming the rank system, the wage system also needs to be reassessed. Let’s take a look at the wage issues that arise when the rank system is reorganized and what HR should consid

Namjae Cho, Seokwan Mun (2018), "Agent Licensing Effect of Cause-Related Activity on Product Choice Justification," Journal of IT Applications & Management 19th,.p59-64 문석완 컨설턴트 Abstract In the age of the Fourth Industrial Revolution, a large amount of data is generated, the importance of data analysis is emphasized, and data analysis research for prediction is increasing. In addition, various methodologies are used to make predictions by combining various methodologies. Thi

[HR Insight February 2018 Issue] CEO Jeon Myung-hwan Recent Changes in Labor Law and Labor Policy and the Situation of Conflicts Between Labor Groups Since the beginning of the new year, many changes are expected in labor law and labor policy. Starting January 1 of this year, the minimum wage will be set at 7,350 won per hour, and although it has not yet been resolved legislatively, reduced working hours also appear likely to become a reality soon. Furthermore, the abolition

[HR Insight September 2017 Issue] CEO Jeon Myung-hwan On July 15, the Minimum Wage Commission decided on the minimum wage to be applied in 2018. The hourly minimum wage to be applied in 2018 is 7,530 won, and based on the prescribed working hours of 209 hours, the monthly salary would amount to 1,573,770 won. This amount represents a 16.4% increase compared to last year, marking the highest rate of increase ever recorded since the Minimum Wage Act was enacted. The government

Law Firm Sejong (Lead Attorney Kang Shin-seop) held a seminar on the 31st in the seminar room on the 8th floor of Namsan State Tower, Toegye-ro, Jung-gu, Seoul, on the topic of “HR and Legal Response Measures in Light of the Conversion of Non-Regular Workers to Regular Workers.” Jeon Myung-hwan, CEO of Eon Consulting, explained “HR response measures to the regularization of non-regular workers,” while lawyer Kim Dong-wook (46, Judicial Research and Training Institute class 3

[HR Insight July 2017 Issue] CEO Jeon Myung-hwan The new government formed a Jobs Committee as a presidential advisory body directly chaired by the president, to ensure the swift implementation of the presidential campaign promises. This passage shows how serious youth unemployment and the new entry into the labor market have become. The prevailing view is that the Jobs Committee will bring up "reducing working hours" as its first agenda item. Just before the presidential ele