Personnel System
Recruitment Site

Evaluation System

HS HYOSUNG’ Evaluation System consists of four performance management cycles:
Goal Setting, Evaluation, Coaching & Feedback, and Performance-based Rewards.

Performance Management Cycle: 성과보상 → 목표설정 → 평가 → 코칭&피드백 → 성과보상
Work Attitude Evaluation

Every year, the behavioral requirements for each of the 15 working attitude items are evaluated.
By conducting multi-dimensional evaluations of working attitude items and receiving feedback using evaluation reports that include strengths and areas for improvement, we ensure fairness in evaluation.

Performance Evaluation

We encourage employees to voluntarily achieve their goals through clearly defined
performance targets and growth directions that are established and shared transparently. Moreover, we encourage the employees through motivation provided by differentiated rewards and promotions based on their organizational mission and business activities.
Additionally, we aim to maximize performance by providing differentiated compensation depending on performance levels.

Organizational Rank Structure

Organizational Rank Structure : Professional - Performance Manager - Performance Leader 1. Professional : By acquiring job-related knowledge and accumulating experience, tasks are performed swiftly and accurately. 2. Performance Manager : Part Manager in Team Operations and Mentor to Team Members Performs Assigned Tasks Independently with Full Ownership 3. Performance Leader : As the team leader, responsible for decision-making and its outcomes.

Rewards System

Compensation Structure: Base salary, Bonuses, Performance pay
Competitive Rewards - We ensure market competitiveness in compensation in order to attract and retain top talent.
Top Rewards for Top Performance - We operate a reward system that is correlated with both organizational and individual performance in order to achieve a performance-oriented work culture.

Work and life balance

Family-friendly management

We have obtained family-friendly certification by actively promoting employee participation in various programs such as flexible working arrangements and childcare support.

Congratulatory funds and leave of absence

Provision of congratulatory and consolatory funds and leave in the event of family problems

Employee discounts

Use of affiliated welfare malls

Summer leave and vacation pay

All executives and employees are entitled to consecutive use of summer leave and vacation pay throughout the year.

Flexible word system

We comply with the legally mandated 52-hour workweek and implement a flexible working hours system to enhance work productivity.

Overtime compensation is provided for work performed beyond the designated working hours.

Working hours are appropriately allocated based on each employee’s workload, allowing individuals to choose their schedules.

Maternity leave

A 90 to 120-day leave before and after childbirth, as well as leave for prenatal checkups

Reduced working hours during pregnancy

Leave and medical expense support in case of miscarriage or stillbirth

Reduced working hours and availability of parental leave after childbirth

Guaranteed breastfeeding time and operation of nursing rooms

Spousal childbirth leave and family care leave when family members are ill

Restriction on night and holiday work for pregnant employees

Designated Holiday System

Through the designated holiday system, employees are encouraged to use annual leave on bridge days to enjoy extended holidays.

Retiree support system

Re-employment support system provided to prospective retirees and education for career design to support employees over the age of 50 to prepare for their second life

Support for employees over the age of 50 to prepare for their life after retirement by allowing employees to apply for areas they need assistance through diagnosis including relationships, networks, health, finances, residence, and leisure

Support for children's education expenses

Full support for the enrollment and tuition fees of children attending regular domestic high schools, four-year universities, and colleges, or those who are already enrolled

Providing financial support even when children are studying at foreign high schools or universities

In-house daycare center

Operates a kindergarten at the Mapo site

Regular environmental hazard identification and quality services with teachers from specialized consignment companies to provide the best childcare environment for employees’ children

Commemorative gifts

Providing gifts for employees and one designated person of their choice on their birthdays

Providing commemorative gifts to all employees on the anniversary of the company's founding

Health management

Comprehensive health check-ups for all employees

Comprehensive health check-ups for spouses of employees aged 40 and older

Group accident insurance (actual medical expenses) for all employees

Club Activity Support

We provide financial support for employee club activities.

Use of condominium memberships

Support for the use of condominium memberships by employees and their immediate families

Support for degree programs

Support for domestic and international academic training programs

Rewards for long-term employees

Employees who have served for 10, 20, or 30 years are awarded with a cash reward and additional leave.

The CEO directly explains the company's key performance, issues, management policies, etc. to all employees.

Activating overall communication through question-and-answer sessions between the CEO and employees.

Providing opportunities for newly appointed team leaders to quickly organize and communicate with their teams through education linked with new team leader training

Working together to reflect on the team's progress and identify potential issues, and finding solutions to make positive changes and create synergies.

Recognition awards are given on a quarterly and annual basis to employees who have worked hard for the growth and development of the company.

Selection of award winners by department, including marketing, technology, research, and support. -Rewards and benefits, including a cash prize, are given to the winners.

Enhancement of communication

We strive to enhance communication both internally and externally
by pursuing bi-directional communication through conversations with
management and an internal bulletin board. Additionally, we have established and operate various channels to inform more people about HS HYOSUNG.

The CEO directly explains the company’s key performance, issues, and management policies to all employees.

A Q&A session between the CEO and employees promotes open communication across the organization.

CEO writes a letter to employees sharing thoughts on the company’s direction, key focus areas, management philosophy, and the practice of core values.

Operation of Tongtong Board (anonymous board) and Waggle Waggle (pen-name-based board) on the intranet where employees can share work-related information and company news and exchange opinions

Feedback from the company and active communication for all suggestions and proposals posted anonymously on Tongtong Board by employees

At domestic and overseas performance units (PU) and business locations, one or more employees are selected as communicators.

Training on the importance and roles of organizational communication

Promotion of news of each business unit within the company

Feedback is given on problems related to work, human resources, and relationships, including sexual harassment, embezzlement, and solicitation for employment, received through the whistleblower protection system by an interview with the HR executive, and details of the interview are kept under strict security

Contributing to lowering the turnover rate and increasing employee satisfaction by counseling on problems or giving opportunities to internal job transfers

A labor union is organized within the company.

At each workplace, the company shares its management status with on-site workers through regular management briefings and meetings with different levels of employees.

Establishment of labor-management council by business site

Establishment of Labor-Management Council by business site, appointment of grievance handling committee members among Labor-Management Council members, holding regular quarterly meetings, and immediate review and overall management of grievances received