정년연장 시대의 저성과자 관리: 인적자원 정책에 기반한 관리방안 모색

In Korea, the legal retirement age will be extended to age 60 in 2016. The legal retirement age extension represents signigicant challenges for human resources management. This study examines how to manage low performers in the era of retirement age extension. This study maintains that the practices of low performers should be changed from occasional and reactive management to continuous and proactive management. Low performers should be regarded as the consequences of misfit (misfit between person and job and/or between person and organization). Thus it is necessary for firms to develop a low performer management strategy based on their business strategy and characteristics of human resources management and to provide them with opportunities of training and development, job changes, and/or changes in employment relationships. It is important to maintain consistency among businessstrategy, low performer management strategy, and practices. External labor market should be developed further and linked to internal labor market of firms for an effective separation management. Outplace services should be provided if low performers want to explore the opportunities outside their own organizations. Government supports for training and outplacement services are also required.