Current Course: Date: Introduction The South Korean employment and

              Current LaborPractices in South Korea  Name:Institution:Instructor:Course:Date:                                              IntroductionThe South Korean employment andlabor laws are centered on the historical and cultural experiences of itscitizens.

The key source of the employment and labor laws in the county is theConstitution, the Labor Standards Act, collective bargaining agreements, andthe individual employment contracts. These employment and labor laws arearrayed in the legislation that was primarily drafted following the end of theKorean War (Lee, 2017). Nonetheless, most of thelaws are similar to the Japanese labor law that originated from the Germanlabor regulations. However, the current employment and labor laws were draftedwhen the country started practicing democracy in the early 1990s. It was duringthis time the South Korean labor unions become organized and politicallyactive. Due to the limited time between the occurrence of changes and thepresent, employment and labors in the nations are still progressing (Lee, 2017). Unlike the U.

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S. employment andlabor laws, South Korean labor regulations demonstrate criminal sanctions forspecific employment and labor malpractices. The Korean Labor Standard Act andthe Labor Relations Adjustment Act integrates such provisions. The Korean labormarket is inflexible as a result of the fundamental philosophical differencesconcerning employment as stipulated in the Article 32 of the South KoreanConstitution, that specifies the entitlement of the Korean workers toemployment (Park, 2016). The South Korean peopleexpect the government to develop employment and labor regulations that favorthem.

Recently, when the country elected a new president, Moon Jae-in from theliberal party, he pledged to increase the minimum hourly earnings by more than40% (Lee, 2017). He also vowed to enhance thequality of working life by minimizing the number of working hours whereby everyemployee was expected to work for a maximum of 52 hours per week. Therefore, ChapmanAuto Parts needs to consider these labor policies before expanding to SouthKorea.

While many countries rely on laborunions to determine the salary of an employee, South Korea has adopted the conventionalmethod of determining the wage of a worker that integrates the Hobong model.Under this model, a solemn scale based on the job title and period of serviceof a worker determines the wages of an employee (Park,2016). However, many multinational corporations are slowly replacing itwith modern ways of determining the wages based on educational merit andexperience, but it’s still popular in enterprises that have a large workforce (Jae-jin Yang, 2015).

Therefore, the Director of HumanResource at Chapman Auto Parts need to modify the organization’s expectationsas to what entails the labor policies in South Korea. Further still,contemporary South Korea operates in an industrialized democracy with laborpolicies almost similar to the United States. Hence, the company will notexperience difficulties with labor policies and practices in its new division. ReferencesJae-jinYang, & ???. (2015). Why Are ActiveLabor Market Policies Underdeveloped in South Korea? Korean PoliticalScience Review, 49(6), 85-108.http://dx.

doi.org/10.18854/kpsr.2015.49.6.

004Lee,J. (2017). The labor market in South Korea, 2000–2016. IZA World of Labor,2(4). http://dx.doi.org/10.

15185/izawol.405Park,H. (2016). An Analysis on the Division of Labor in the South Korea-U.

S.Combined Forces. Peace Studies, 24(1), 81.http://dx.doi.org/10.21051/ps.2016.04.24.1.81