Not long ago, a friend of mine who worked in the U.S. for six years, came to Korea as a professor, and founded a small company a few years ago with two children asked me, “You run a company in both the U.S. and Korea, so I think you know it well. I don’t know why people who have learned American drama only know that they only work on their own on time and copy their appearance, but they work like crazy during working hours in the U.S., and they do extra work on their own because they know they have work. Don’t you think so?”

Many businessmen are dissatisfied with Korea’s dismissal system. In the comments in the article below, many of them are asking for easier dismissal. Since I am not a person who studies employment systems or policies, I cannot make professional comments on social conditions, ensuring balanced opportunities for employees and workers. However, I will talk about 25 years of social experience in the United States and 9 years in Korea, of which about 10 years were spent in the position of employees in two countries, hiring and losing (or exporting) people.

In the U.S., most people have a reputation check called a reference. Experienced people contact their former jobs, college supervisors, or colleagues who are new to work as interns or part-timers, and ask about the person’s attitude, sincerity, and ability to achieve results. They are asked to submit their resumes, or, after passing documents or interviews, the last round of recruitment hearings to provide an email and phone number of three reference persons. They are also asked, in fact, about the applicant’s past work attitude and performance for 10-15 minutes. They usually submit a reference for a reputation check on people they believe they have a good relationship with. They also give a lot of positive answers. In the U.S., they have similar perceptions of not being able to say anything roughly. However, employers also anticipate and listen to this. Simply put, even a reputation rating of 9.8 out of 10 is 8.0 in your head. (It means you’re referring to the fact that you’re talking about as good as it is, rather than actual scoring.)

Occasionally, employees who have this same problem will be exposed later in life, but this system has resulted in far fewer employees causing problems or being lazy at work, and far fewer people neglect the process of leaving their jobs. You may be able to laziness for a while, but persistent neglect or problems can make it difficult to find the next job. If you cause a problem, you might think it’s enough to remove your previous job from the reputation list. When I get my resume in the United States, I get to look at the question of whether there was a problem with an applicant who left my previous job and submitted a reference, and during the interview, I am also asked why he or she left his or her previous job and why his or her boss was not on the reference list.

Also, since dismissal is free by employer notification, I think they are good at focusing on the actual work.

Me too, but the people I have experienced in American companies work eight hours a day with a lot of concentration. Of course, there are times when I have to swim, daze, and even take a cup of coffee. How can anyone work without blurring a single minute? However, since we can run a company in Korea and the U.S. at the same time and make direct comparisons, what I feel is that the current average Korean employees are worse than the concentration of employees who are in the bottom 20 percent of work efficiency in the U.S. Furthermore, Korean employees are better employees in terms of attitude and performance than other companies. Their top employees are good and hardworking regardless of whether they are in Korea or the U.S. They excel in any country or workplace in the world. The problem is the average people distributed in the middle. And, since there is no such thing as reputation check in Korea, people can get a new job even if they make a mess at their current job. Employers and co-workers in the new job will suffer again. ㅠㅠᆻ죠

About three years ago, I contacted a couple of people from my previous company and asked them about their reputation while hiring them in Korea. Yes, in Korea. I was surprised by people who contacted me. I’ve never seen a company like this before. LOL

Fortunately, one area of expertise in this country is very small
You can tell. Even if you don’t have to ask the applicant for a reference, more than half of the people in the range you can identify them by the name of your graduation school or previous job.

I fully understand that firing has been made difficult because of the imbalance in the Korean labor market, wage levels and other social conditions. I don’t ask for easier dismissal than in the United States. Reputation check seems to be a way to make up for this. If someone asks me about the reputation of an employee who worked for our company, I can honestly tell them the pros and cons. I think this could filter out people who need to be trusted to some extent, or at least reduce those who are in trouble or negligent while working. Ultimately, it seems to be a device to increase average work concentration and efficiency.

On the contrary, from the employee’s point of view, it is also necessary to filter out bad employers and bad companies. Therefore, there is a trend these days that anonymous evaluations of companies are made on platforms such as Job Planet, and before applying, it is applied by looking at the evaluations of companies. Of course, if you have a senior or acquaintance who works for the company, you will ask. In other words, there is a certain level of reputation inquiry about the company. On the other hand, I don’t think the reputation inquiry of applicants is balanced.

Well, one of my concerns these days… you can guess from this article…

IntegratedNC #Reference #Hiring #Fire

Workers’ rights #Employer’s rights #Work efficiency

Let’s live well together