Samsung Electronics' bonus controversy draws attention to overseas tech companies' compensation methods
Comparing bonus systems, Samsung Electronics labor union demands, and overseas tech companies' compensation methods Check the key differences, including profit sharing and RSUs, and quickly review the key points of labor-management negotiations
As the Samsung Electronics labor union has threatened a general strike, demanding a profitsharing bonus system that reflects 15% of operating profit in the incentive pool, the compensation systems of overseas tech companies are once again drawing attention.
According to the IT industry on the 5th, companies such as Meta, Google, Amazon, and Nvidia often determine compensation by reflecting both company performance and individual/team performance, and many also use stockbased compensation (RSUs). However, it is said that a method like the one demanded by the Samsung Electronics union, which directly links a fixed percentage of operating profit to bonuses, is not common.
The article explained that TSMC uses a certain portion of its annual profit as the bonus pool, but actual payouts are determined by also considering quarterly performance and profitsharing rewards. It also introduced the opinion that this controversy should be used as an opportunity to establish more transparent bonus criteria and to refine the distribution structure through labormanagement agreement.