Creating a truly excellent and robust corporate culture is the fundamental driving force behind a company’s growth and development. For SK Group, the ultimate goal of its business conduct lies in the pursuit of sustainable happiness for its employees. This requires us to render sustainable happiness in the society in which we operate and to our stakeholders as well. As such, SK D&D does its utmost to ensure its employees and stakeholders are happy and satisfied in alignment with SK Group’s SK Management System and the Double Bottom Line initiative for social value creation as well as culture of thoughtful professionalism.
|By employment type||Full-time||Male||162||185||193|
|Other||Socially vulnerable group **||10||12||11|
- * Part-time: Including termed and temporary contract workers, as well as vendor service workers
- ** Socially vulnerable group: Including people with disabilities and those of national merit
High Performance Organization
We aspire to be a high-performance organization where employees enjoy their work and engage as such to generate exceptional performance. We guarantee autonomy in work conditions and methods, provide venues for communication such as Management Development Council and Happisode to narrow the gap between leaders and members and boost teamwork, and implement improvement activities through regular assessments to embed a sense of purpose in our day-to-day work.
Work Environment Improvement
Fair Recruitment Policy
We ensure fair and equal opportunity in recruiting competent and talented individuals. The SKCT* performed in the recruitment process helps us objectively verify if a candidate possesses the comprehensive capabilities required of all SK employees. To provide fair opportunity in the selection process, our internal regulations stipulate against discrimination on the grounds of gender, age, social status, origin of birth, academic background, marriage/parenthood status, or medical history, and give precedence to people with disabilities and individuals of low-income and/or other socially underprivileged groups in the paper screening phase. To expand the pool of exceptional external talent, we welcome the recommendations from our employees to secure outstanding talent outside the company.
Recruitment and Turnover
|Recruitment||Male||No. of persons||52||59||62|
|Female||No. of persons||28||19||25|
|Voluntary turnover *||%||10.5||14.1||16.8|
- * Scope of non-voluntary turnover: Relocated to affiliates companies, contract terminated, etc.
Fair Performance-driven Assessment
To build a capacity-based, performance-driven culture, we assess the performance of our employees against objective standards and present future capacity building directions in line with assessment results to encourage their growth. Specifically, our performance assessment indicators include ESG performance to help employees understand and perform their work from the sustainability perspective. We ensure that our employees are provided with adequate compensation in terms of performance pay, promotions and annual salary based on our reasonable performance assessment process.
Performance Assessment Process
Improving Our Organizational Culture through Effective Communication
We operate the Management development council as a consultative body between the company and our employees to build a wholesome corporate culture. Management development council meets quarterly and is attended by key members of management and labor members elected to represent employees, to engage in consultations to integrate diverse agenda items related to the overall happiness of our employees into internal systems. Each quarter, the All Hands Meeting is held for all employees to facilitate a culture of open communication. Furthermore, Happisode, a special meeting directly attended by the CEO, serves to collect and improve on the grievances raised by employees.
Employee Welfare Benefits
We operate wide-ranging employee welfare benefit programs to improve the quality of life along with the work-life balance of our employees. Key programs include integrated welfare benefits, support for family events, tuition support, and health check-ups. Our Management Development Council serves to continuously manage and improve our welfare benefits programs in line with employee needs.
|Integrated welfare benefits||Grant points through the partner Benepia|
|Support for family events||Provide leave and financial support for family events|
|Scholarship support||Provide tuition support for middle/high school and university|
|Hobby clubs||Operate in-house hobby clubs and support their volunteer activity expenses|
|In-house dental clinic||Cover dental treatment expenses for employees and their families|
|Support for educational expenses||Support employees with job-related external education|
|Sabbatical leave||Provide a 2-week sabbatical leave for every five years of continuous service|
|Rewards for long-term employees||Grant incentives for long-term service|
Wage and Benefits
|Average wage||Male||KRW million||92||108||92|
|Welfare & benefits||Execution value||KRW million||3,665||4,835||5,268|
|Rate of employee benefit use||%||100||100||100|
Work-Life Balance for Employees
|Employees who took parental leave||No. of persons||3||0||1|
|Employees who returned from parental leave||No. of persons||1||1||0|
|Employees who returned from parental leave and worked for at least 12 months afterwards||%||0||1||1|
SK D&D operates a wide array of training channels to become a high-performance organization and empower its employees to grow into thoughtful professionals. Leveraging an organized talent nurturing system, we enable our employees to prepare for the rapidly-shifting business landscape.
Our Approach to Talent Nurturing
|SK Academy||mySUNI||BBS||External training|
|Job level-specific corporate culture course||SK Group’s training platform||D&D training platform||Expert invitation, hunet, etc.|
|Total training expenses||KRW million||219||496||703|
|Training expenses per person||KRW million / person||0.9||2.0||2.6|
|Total training hours||hours||3,824||20,888||21,166|
|Training hours by program||Job competency||hours||2,498||18,008||16,206|
|Compliance, ethics, human rights, anti-corruption||hours||1,326||1,542||2,013|
|Health and safety||hours||-||251||1,121|
|Training hours per person||hours / person||16||83||77|
The SK Academy disseminates the SKMS (SK Management System) and SK Value to new hires with or without previous work experience, new team leaders and executives to bolster happiness management as SK’s distinctive corporate culture while building a systemic development pipeline for each job level to nurture future CEOs and business experts.
We leverage SK Group’s training platform mySUNI to help our employees develop and manage their professional capabilities. mySUNI provides a range of educational courses and programs to enable each employee design a curriculum tailored to their needs, and creates a learning environment for these employees to engage in self-directed learning during their work hours. Work is also underway to develop diverse training courses to help employees apply their new-found skills to their day-to-day work and thereby bolstering their work performance.
The Brown Bag Seminar (BBS) is our unique educational program that employees voluntarily attend at a casual location with a light meal. Employees gain access to learn a wide spectrum of content – market conditions, regulations and policies, and work skills – according to their own interests, and self-select their desired courses.
We provide opportunities for training outside the company when the learning needs essential to capacity building cannot be realistically achieved with our internal programs. For foreign language learning, specific skills, business, finance and other job capacity building, we operate a comprehensive training system to enable employees to elect and enroll in the necessary courses.