숙련과 임금체계: 독일자동차산업을 중심으로

The purpose of this paper is to analyse the relation between qualification and wage system in German automobile companies confronting the pressure of flexible production. Based on my research, I would summarize as follows. Taylor-fordism dominated German automobile companies between 1950 and 1970. Thus the automation lead to a polarization of qualification requirements. Semi-skilled workers were increased. The wage system was formed reflecting Taylor-fordism of technology and work organization. But a new pattern of competition has emerged in the automobile industry in the 1980s. The market has become more uncertain and volatile as customer tastes have grown complicated and unpredictable. The companies should have the capability to respond flexibly to the changes in demand, i.e. the supply of the products with more diversity and higher quality. The companies continued to expand the use of flexible automation and information & communication technologies. They introduced the integration of direct and indirect tasks for production in the 1980s. And they changed their traditional functional organizational structure into a process-centered one. The character of qualification requirement and skill formation was changed. Some competences including problem solving capacity and process competence were put emphasis. Finally the new wage system, that is, ERA was introduced to correspond to the change in technology and work organization. It is assumed that ERA influences the skill formation in the future.