Final answer:
Managerial selection and recruitment in Korea and Japan have traditionally emphasized high school and university affiliations but have evolved to include performance-related criteria due to global business standards and educational reforms.
Step-by-step explanation:
The question pertains to managerial selection and recruitment practices in Korea and Japan. Historically, both Korea and Japan have showcased a strong preference for recruiting officials and managers based on their educational background, specifically their high school and university affiliations. This approach has its roots in the historical context, where government and elite positions were often filled following rigorous examinations, with educational institutions playing a vital role in grooming individuals for such roles.
In Korea, for instance, there was a significant shift towards a meritocratic approach in the Koryo era, where a state examination system was introduced to avoid hereditary appointments largely present during the Silla period. This move was aimed at unifying the regime by incorporating men of lower elite ranks, thus broadening participation in government positions. Similarly, in Japan, the historical approach also leaned towards educational and aristocratic selection methods.
Modern day recruitment in these countries, however, does consider performance-related factors. The shift towards globalization and competitiveness in the business sectors has led to an increased emphasis on performance and ability rather than solely on educational background. Countries at the top of education rankings, such as Korea, tend to recruit teachers from the top-performing university graduates. This principle broadly extends to professional roles within the business sector as well, ushering in a blend of traditional educational affiliation with performance-based evaluations in managerial recruitment.
It is also important to note that governmental reforms, international benchmarking of educational standards, and the professionalization of human resources have influenced recruitment processes. Research indicates that larger organizations with established human resources strategies demonstrate a tendency to mitigate bias in hiring, possibly reflecting more advanced recruitment policies that incorporate multiple facets of a candidate's background and abilities.
While educational background has historically played a significant role, in recent years, performance-related criteria have gained prominence, leading to sophisticated recruitment strategies that aim to find the balance between educational attainment and performance outcomes.