Employee Values
Employees are the biggest asset and competitive edge needed for the growth and development of SK Square. Therefore, we provide unstinted support for all employees so that they can demonstrate their competencies and grow.
Recruitment Principles
SK Square recruits diverse talented professionals with expertise and potential based on job competency. In order to secure diversity in recruitment and prevent discrimination, we clearly state this in recruitment, HR, and ethics regulations. In particular, Article 5, Paragraph 1 of the Employment Regulations stipulates recruitment and selection based on basic qualifications and job expertise, and the Code of Ethics stipulates the prohibition of unfair discrimination against employees.
Employee Diversity
| Percentage of female employee | |
|---|---|
| Unit | % |
| 2022 | 22 |
| 2023 | 34 |
| Percentage of female executive | |
|---|---|
| Unit | % |
| 2022 | 17 |
| 2023 | 15 |
| Percentage of disabled employee | |
|---|---|
| Unit | % |
| 2022 | - |
| 2023 | - |
| Percentage of international employee | |
|---|---|
| Unit | % |
| 2022 | 2 |
| 2023 | 3 |
| Category | Unit | 2022 | 2023 |
|---|---|---|---|
| Percentage of female employee | % | 22 | 34 |
| Percentage of female executive | % | 17 | 15 |
| Percentage of disabled employee | % | - | - |
| Percentage of international employee | % | 2 | 3 |
Human Resources Development Policy
SK Square recruits talented individuals who practice the will to compete and win based on the faithfulness in management philosophy. To nurture talented professionals that match our ideals and continuously develop the capabilities of our employees, we have established and systematically supports the talent development system.
Internalization of SK Square's core values
Support for leadership development and exercise by senior managers and prospective managers
Support for bolstering professional competency for each major job
In addition, SK Square recognizes that employees who can actively respond to the rapidly changing business environment affect the growth of the company. Therefore, we strive to foster human resources that can flexibly cope with changes in the external environment such as new technologies, market trends, and competitive environments.
Strategies for fostering human resources in line with changes in the business environment
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Fair Evaluation and Compensation
SK Square establishes measurable performance evaluation items to evaluate the performance of employees and conducts individual and team performance evaluations at least once a year through a transparent and reasonable process. Relevant matters are specified in the Guidelines for Ethical Management Practices to prohibit acts that hinder transparency, such as unfair discrimination in the evaluation process. We also operate an appeal procedure and feedback channels for performance evaluation results for more reasonable evaluation process and results. SK Square determines the compensation(including performance bonuses) and promotions of all employees, excluding registered executives, based on the performance evaluation results. These decisions are finalized through discussions in the HR Committee. In 2023, 100% of the employees underwent performance evaluations with the performance evaluation system.
Employee Performance Appraisal
| Employees subject to performance appraisal | |
|---|---|
| Unit | Person |
| 2022 | 87 |
| 2023 | 95 |
| Employees that received performance appraisal | |
|---|---|
| Unit | Person |
| 2022 | 87 |
| 2023 | 95 |
| Percentage of employees that received performance appraisal | |
|---|---|
| Unit | % |
| 2022 | 100 |
| 2023 | 100 |
| Category | Unit | 2022 | 2023 |
|---|---|---|---|
| Employees subject to performance appraisal | Person | 87 | 95 |
| Employees that received performance appraisal | Person | 87 | 95 |
| Percentage of employees that received performance appraisal | % | 100 | 100 |
Customized Training Programs
SK Square offers a range of training programs designed for employees' capacity building. We are committed to continuously improving the quality of our training programs by regularly collecting employee feedback. We are also committed to fostering core talents with leadership capabilities through group-wide management development programs, such as the FLP and the HLP. These training programs are open to all employees, including contract workers and part-time regular employees. Additionally, we support employees' personal development based on their individual capabilities, offering opportunities for learning foreign languages and pursuing university or graduate education.
Employee Development Programs
| Capability Support | |
|---|---|
| Degree and Certification Support Program | |
| Topics |
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| Purposes, Educational Benefits and Impacts |
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| Connecting with external educational Institutions | - |
| Insight Seminar | |
| Topics |
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| Purposes, Educational Benefits and Impacts |
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| Connecting with external educational Institutions | - |
| Educational Support | |
|---|---|
| Common | |
| Topics |
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| Purposes, Educational Benefits and Impacts |
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| Connecting with external educational Institutions | Connecting external educational programs with mySUNI1) |
| Job | |
| Topics |
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| Purposes, Educational Benefits and Impacts |
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| Connecting with external educational Institutions | Connecting external educational programs with mySUNI1) |
| Leadership | |
| Topics |
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| Topics |
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| Connecting with external educational Institutions | Connecting external educational programs with mySUNI1) |
| Type | Programs | Topics | Purposes, Educational Benefits and Impacts | Connecting with external educational Institutions |
|---|---|---|---|---|
| Capability Support | Degree and Certification Support Program |
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| Insight Seminar |
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| Educational Support | Common |
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Connecting external educational programs with mySUNI1) |
| Job |
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| Leadership |
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1) Education is provided through the SK Group mySUNI education platform, and additional educational programs are also offered in collaboration with external professional institutions such as POSTECH and Seoul National University.
Performance of Employee-customized Training Programs
| Total training hours | |
|---|---|
| Unit | Hour |
| 2022 | 2,008 |
| 2023 | 3,206 |
| Total training cost | |
|---|---|
| Unit | KRW 10,000 |
| 2022 | 18,076.1 |
| 2023 | 17,346.6 |
| Number of trainees | |
|---|---|
| Unit | Person |
| 2022 | 86 |
| 2023 | 95 |
| Percentage of employees trained | |
|---|---|
| Unit | % |
| 2022 | 99 |
| 2023 | 100 |
| Training hours per employee | |
|---|---|
| Unit | Hour |
| 2022 | 23.1 |
| 2023 | 33.7 |
| Training cost per employee | |
|---|---|
| Unit | KRW 10,000 |
| 2022 | 207.8 |
| 2023 | 182.6 |
| Category | Unit | 2022 | 2023 |
|---|---|---|---|
| Total training hours | Hour | 2,008 | 3,206 |
| Total training cost | KRW 10,000 | 18,076.1 | 17,346.6 |
| Number of trainees | Person | 86 | 95 |
| Percentage of employees trained | % | 99 | 100 |
| Training hours per employee | Hour | 23.1 | 33.7 |
| Training cost per employee | KRW 10,000 | 207.8 | 182.6 |
Work & Life Balance
(Welfare Programs for Employees’ Happiness)
SK Square is forming a culture in which all employees can work more enthusiastically through stability in their family life and their own growth. Accordingly, various welfare programs are operated to enhance employees’ work-life balance and establish a family-friendly culture within the company. Welfare programs to balance employees' work and life and create a family-friendly culture are available to all employees, including contract workers, part-time and full-time employees. We are also strengthening active communication and collecting feedback from members through the operation of the “Communication Lounge’”channel. In addition, “Culture Survey” is conducted at least once a year to listen to various opinions in consideration of the changing working environment and employees, and the results of the survey are used to improve our welfare programs.
Policies for Employees' Work and Life Balance
Management Principles - Improving overall life satisfaction through employees' own growth and stabilization of their family life, Measure the effectiveness(impact) of welfare programs operated for employees(including full-time, part-time, contract workers) Improvement, advancement, and communication based on the results of the effectiveness measurement
Focused Areas - The harmonization of employees' work with the followings: Family, Leisure, Growth
Work and Family (Family-friendly programs)
| Program | Description |
|---|---|
| Work-from-home | Employees can work from home instead of commuting to the office |
| Work-from anywhere | Operate an external hub office for employees who are far from work or do not have sufficient work environment at home |
| Selective working hours | Working hours selection system that allows the start and end times of work to be decided by the employee |
| Shorter working time during pregnancy | Working hours reduction during childcare or pregnancy, for family care, etc. |
| Maternity leave | A leave for pre- and post-natal care for employees and their spouses, and fetal examination |
| Parental leave | A leave for pregnant female employees to protect maternity or a leave for a parent to raise children under the age of 8(or 2nd grade in elementary school) *52 weeks, applies equally to primary/non-primary caregivers |
| Family care leave | A leave for employees to take care of their grandparents, parents, spouse, spouse's parents, children, or grandchildren due to illness, accident, or old age |
| Leave to take care of first-year school children | A leave for employees to take care of their children’s admission to elementary school |
| Personal Events | Support for subsidies, consumables, petition leave, etc. in the event of a member's congratulatory and condolatory events |
| Educational | Tuition support for employees with children from kindergarten to college students |
| Program | Description |
|---|---|
| Work-from-home | Employees can work from home instead of commuting to the office |
| Work-from anywhere | Operate an external hub office for employees who are far from work or do not have sufficient work environment at home |
| Selective working hours | Working hours selection system that allows the start and end times of work to be decided by the employee |
| Shorter working time during pregnancy | Working hours reduction during childcare or pregnancy, for family care, etc. |
| Maternity leave | A leave for pre- and post-natal care for employees and their spouses, and fetal examination |
| Parental leave | A leave for pregnant female employees to protect maternity or a leave for a parent to raise children under the age of 8(or 2nd grade in elementary school) *52 weeks, applies equally to primary/non-primary caregivers |
| Family care leave | A leave for employees to take care of their grandparents, parents, spouse, spouse's parents, children, or grandchildren due to illness, accident, or old age |
| Leave to take care of first-year school children | A leave for employees to take care of their children’s admission to elementary school |
| Personal Events | Support for subsidies, consumables, petition leave, etc. in the event of a member's congratulatory and condolatory events |
| Educational | Tuition support for employees with children from kindergarten to college students |
Work and Leisure
| Program | Description |
|---|---|
| Happy Friday | A system that allowed employees to take every other Friday off if they worked 160 hours in a 4-week period |
| Holidays and Sabbatical Leaves |
* Spending allowance is provided to all regular employees in accordance with internal policy to enhance their holiday experience. |
| Program | Description |
|---|---|
| Happy Friday | A system that allowed employees to take every other Friday off if they worked 160 hours in a 4-week period |
| Holidays and Sabbatical Leaves |
* Spending allowance is provided to all regular employees in accordance with internal policy to enhance their holiday experience. |
Work and Growth
| Program | Description |
|---|---|
| Educational Support |
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| Health Support |
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| Program | Description |
|---|---|
| Educational Support |
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| Health Support |
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SK Square has improved the working environment to improve the efficiency and satisfaction of employees. Considering the characteristics of office workers who work indoors most of the time and use electronic devices for a long time, indoor air quality is managed by air purifiers and plant arrangements in the workplace. In addition, the visual fatigue of the members was reduced by managing the illumination in the workplace using surface-emitting LED lighting. We support ergonomic working environment by supporting all employees' Herman Miller chairs and providing standing desks.
SK Square provides benefits in various ways throughout employees' lives, including their families, growth, and health, and actively operates welfare programs. Recognizing that innovation through employees’ happiness and life stability is a key factor for SK Square to grow, we will continue to improve our programs for employees’ happiness.
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Work-Life Balance Regulations |
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Employee Engagement
SK Square conducts an annual employee engagement survey, including aspects of organizational culture, for all regular employees to create a workplace culture that satisfies our members. Through this survey, we assess our approach and strive to ensure a high level of employee engagement in terms of performance, growth, and career development. We conduct performance monitoring activities to improve employee engagement and transparently disclose engagement survey results each year through our sustainability report. In 2024, we conducted the employee engagement survey for all regular employees, achieving a participation rate of 89.5% and an engagement score of 84.5 points. Additionally, Employee engagement is also incorporated as a company-wide KPI, allowing us to continuously monitor and drive improvements. We are committed to building a more effective organizational culture by implementing related improvement initiatives.
Employee Engagement Improvement Task
| Improvement Task | Improvement Details | |
|---|---|---|
| 2023 | ||
| Work Environment | Creating a comfortable working environment |
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| Improvement of ergonomic working environment |
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| 2024 | ||
| Strengthening Capabilities | Expanded support for degree and certification programs |
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| Expanded coverage for individual capability development programs |
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| Health Support | Improvement and expansion of health support programs |
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| Year | Improvement Task | Improvement Details | |
|---|---|---|---|
| 2023 | Work Environment | Creating a comfortable working environment |
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| Improvement of ergonomic working environment |
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| 2024 | Strengthening Capabilities | Expanded support for degree and certification programs |
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| Expanded coverage for individual capability development programs |
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| Health Support | Improvement and expansion of health support programs |
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Management Council
SK Square operates the Management Council to establish fair labor-management relations based on communication with employees and to promote common interests between labor and management. Through the Management Council, we regularly collect opinions with the goal of enhancing employee values, such as education and training, welfare, and grievance settlement.
Management Council Structure
Key Matters Discussed
| Recruitment, placement, and education and training of employees |
| Handling employees grievances |
| Promoting employees health and welfare |
| Improvement of personnel and labor management system |
| Productivity improvement, performance distribution, etc. |
Management Council Regulations
| Management Council Regulations |
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Employees Covered by the Management Council
| Employees who are eligible for coverage by the Management Council’s agreements | |
|---|---|
| Unit | Person |
| 2022 | 85 |
| 2023 | 93 |
| Employees actually covered by the Management Council’s agreements | |
|---|---|
| Unit | Person |
| 2022 | 85 |
| 2023 | 93 |
| Percentage of employees who are eligible for coverage by the Management Council’s agreements(if a labor union exists, percentage of employees covered by the collective bargaining agreement) | |
|---|---|
| Unit | % |
| 2022 | 100 |
| 2023 | 100 |
| Category | Unit | 2022 | 2023 |
|---|---|---|---|
| Employees who are eligible for coverage by the Management Council’s agreements | Person | 85 | 93 |
| Employees actually covered by the Management Council’s agreements | Person | 85 | 93 |
| Percentage of employees who are eligible for coverage by the Management Council’s agreements (if a labor union exists, percentage of employees covered by the collective bargaining agreement) |
% | 100 | 100 |
