We are implementing a variety of work programs to create an immersive environment for our employees by innovating the way they work, promoting growth and performance for our employees. We operate Smart Work Centers in major locations in Seoul to provide the convenient remote work option in addition to the Flexible working hour system and autonomous seating system. These programs contribute to nurturing an autonomous and flexible organizational culture as well as an environment where our employees are able to immerse themselves in work by enjoying work in diverse locations and flexible working hours.

We are carrying out various activities to promote fellowship among our employees as well as create a happier organizational culture. We are striving to enhance the happiness level of our employees by conducting surveys and deriving improvements. In addition, we encourage organizational communication activities such as ‘Happisode (Happy+Episode)’ for seamless communication between the CEO and members, networking day, and in-company clubs, enhancing a sense of belonging and happiness of members.

SK D&D operates communication channels to promote a healthy organizational culture. We listen to the grievances and opinions of our employees and improve them through hosting the AllHands Meeting. Maintenance and improvement of working conditions and other management issues are discussed at quarterly Management Development Council meetings between Management division director and employee representatives. Also, the All-Hands Meeting serves as an opportunity to share our organizational culture, business vision and strategy, grievances and requests for improvement with all members. We will continue to operate various programs to promote an organizational culture with smooth communication.

We provide welfare programs to improve the quality of life and work-life balance for our employees. Our welfare programs include integrated welfare benefits, support for family events, tuition support, and rewards for long-term employees. Our Management Development Council serves to continuously manage and improve our welfare benefits programs in line with employee needs.

We provide a variety of health management programs such as regular health check-ups for employees and their families, and operation and support of in-house dental clinic. Also, we are striving to create an atmosphere where employees can enjoy safety and good health through a job stress prevention program and musculoskeletal disorder (VDT) prevention training focused on office-oriented work.

We operate a maternity protection system to create a flexible and family-friendly working environment and to protect pregnant employees and their unborn babies. Prenatal and postnatal leaves are provided to mothers to prepare for childbirth and recover after childbirth, working hours during pregnancy time are reduced, commuting time is adjusted, and prenatal checkup leaves are provided. We prioritize the health of our employees and their unborn children through the operation of the maternity protection system, helping our employees maintain a balance between work and family life.

We are striving to create a high-performing organization and support members to become warmhearted professionals. We have established a direction for employee development named ‘a virtuous cycle for Deep Change and happiness’, operating various training channels. We aim to strengthen the competencies of our members as well as prepare for the rapidly changing business environment based on the systematic talent development system.

The SK disseminates the SKMS (SK Management System) and SK Values to new hires or those without previous work experience, new team leaders and executives to bolder happiness management as SK’s distinctive corporate culture while building a systematic 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 to design a curriculum tailored to their needs, enabling self-directed learning that can be pursued during work hours. We are continuously developing training courses for employees to apply learning contents to practice and improve work performance.

We operate an expanded training system that allows employees to voluntarily apply for training necessary for strengthening job competencies, including foreign languages, business, and finance.

We recruit talent by focusing on competency based on fair and equal opportunities. SKCT1) is utilized in recruitment to objectively verify the comprehensive competencies the employees of SK must have in recruitment. Internal regulations have been stipulated to prohibit discrimination based on gender, age, social status, region of origin, school, marriage, pregnancy, and medical history in order to provide fair opportunities in the recruitment process. Furthermore, we strive for fair and transparent recruitment by giving preferential treatment to the socially vulnerable, such as the disabled and the low-income class, and aim to raise recruitment efficiency through self-evaluation.

* SKCT(SK Competency Test): A test measuring critical thinking, situational judgment, and work personality.

We are promoting the recruitment of excellent talent and improvement of organizational performance by operating an in-house recommendation system to expand the external talent pool. Furthermore, we operate a buddy program providing close 1:1 support between new hires and employees for the new hires to adapt to the new work environment. The buddy system helps new members in adapting to the organizational culture and work.

We evaluate performance based on objective standards and induce growth by suggesting a direction for competency development in order to build a culture based on competency and centered on performance. In particular, a competency evaluation improving the HR 2.0 Infrastructure was established for self-diagnosis of the areas of recruitment strategy, recruitment process, and work adaptation measurement (pivoting). Appropriate compensation for performance, promotion, and annual salary are provided to members based on a reasonable performance appraisal process. In this process, we plan to motivate employees even further by adding non-monetary compensation systems in addition to monetary compensations in the future.