Personnel System
Personnel System
Evaluation System
HS HYOSUNG’ Evaluation System consists of four performance management cycles:
Goal Setting, Evaluation, Coaching & Feedback, and Performance-based Rewards.
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
Rewards System
Work and life balance
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Family-friendly management
Supporting work-life balance through active use of systems such as flexible working hours and childcare support by employees.
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Congratulatory funds and leave of absence
Provision of congratulatory and consolatory funds and leave in the event of family problems
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Employee discounts
Use of affiliated welfare malls
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Summer leave and vacation pay
All executives and employees are entitled to consecutive use of summer leave and vacation pay throughout the year.
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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.
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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
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Designated Holiday System
Through the designated holiday system, employees are encouraged to use annual leave on bridge days to enjoy extended holidays.
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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
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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
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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
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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
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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
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Club Activity Support
We provide financial support for employee club activities.
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Use of condominium memberships
Support for the use of condominium memberships by employees and their immediate families
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Support for degree programs
Support for domestic and international academic training programs
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Rewards for long-term employees
Employees who have served for 10, 20, or 30 years are awarded with a cash reward and additional leave.
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.
Performance Sharing Session
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 Letter
CEO writes a letter to employees sharing thoughts on the company’s direction, key focus areas, management philosophy, and the practice of core values.
A two-way communication channel between the company and employees
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
Communicator system
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
HR consultation center
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
Communication between labor and management
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