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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 %
2021 -
2022 22
Percentage of female executive
Unit %
2021 -
2022 17
Percentage of disabled employee
Unit %
2021 -
2022 -
Percentage of international employee
Unit %
2021 -
2022 2
Category Unit 2021 2022
Percentage of female employee % - 22
Percentage of female executive % - 17
Percentage of disabled employee % - -
Percentage of international employee % - 2

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.

Desired Talent Confidence in management philosophy Realizing stakeholder happiness through the culture of pursuing SUPEX through VWBE
  • VWBE: Voluntary and Willing Brain Engagement
  • SUPEX: Super Excellent, the highest level that can be reached by human abilities
Ambition Motivate themselves to achieve for high goals, take bold actions that break the existing framework, strive to develop the necessary competencies in the process, and value teamwork.
Human Resources Development System
  • Core Values

    Internalization of SK Square's core values

    • Understanding SKMS and bolster internalization
    • Spread social value philosophy
  • Leadership

    Support for leadership development and exercise by senior managers and prospective managers

    • Customized diagnosis & feedback based on leadership model
    • Active development support through leadership training and workshops
  • Job

    Support for bolstering professional competency for each major job

    • Operation of training courses based on job, career level, and competency by organization
    • Operation of degree and certification supporting programs for all employees, including contractors, through selection process(ex. Cost support for acquiring CFA Charter, etc.)

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

Details
  • Support flexible competency development programs to help employees acquire the skills and knowledge they need in the event of changes in external situations and respond quickly to investor needs → Expand the scope of degree and certification support programs
  • Collaborate with external experts to spread new ideas and experiences within the company → Operation of Insight Seminar
  • Provide external educational opportunities to freely choose and take courses → Operation of Individual Development Program (IDP)
Details
  • Support flexible competency development programs to help employees acquire the skills and knowledge they need in the event of changes in external situations and respond quickly to investor needs → Expand the scope of degree and certification support programs
  • Collaborate with external experts to spread new ideas and experiences within the company → Operation of Insight Seminar
  • Provide external educational opportunities to freely choose and take courses → Operation of Individual Development Program (IDP)

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 2022, 100% of the employees underwent performance evaluations with the performance evaluation system.

Customized Training Programs

SK Square operates customized training programs for employee competency development and growth, and improves the quality of training programs through regular employee feedback. In addition, we operates SK Group's Common Management Development Program (FLP, HLP, etc.) to foster core talent with leadership capabilities, and all programs are operated for all employees, including contractors and part-time workers.

Operating Customized Training Programs
  • Common education
    • Education for internalizing SK Square core values
  • Job training
    • Operation of customized training based on job competency, etc.
  • Leadership training
    • Manager training, new manager training, promotion training, etc.
  • Required training
    • Legally required education on ethics, human rights, and safety
Training Program Monitoring System
  • Demand survey and education plan establishment
  • Training program operation
  • Satisfaction survey (qualittative and quantitative)
  • Performance analysis and review

Performance of Employee-customized Training Programs

Total training hours
Unit Hour
2021 -
2022 2,008
Total training cost
Unit KRW 10,000
2021 -
2022 18,076.1
Number of trainees
Unit Person
2021 -
2022 86
Training hours per employee
Unit Hour
2021 -
2022 23.1
Training cost per employee
Unit KRW 10,000
2021 -
2022 207.8
Category Unit 2021 2022
Total training hours Hour - 2,008
Total training cost KRW 10,000 - 18,076.1
Number of trainees Person - 86
Training hours per employee Hour - 23.1
Training cost per employee KRW 10,000 - 207.8

Objectives of Operating Employee-customized Training Programs

Total training sessions
Unit Session
2023 Target 4
Total training hours
Unit Hour
2023 Target 620
Category Unit 2023 Target
Total training sessions Session 4
Total training hours Hour 620

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)

Work-from-home
Description Employees can work from home instead of commuting to the office
Participants (Person) 75
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) 100
Work-from anywhere
Description Operate an external hub office for employees who are far from work or do not have sufficient work environment at home
Participants (Person) -
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) -
Selective working hours
Description Working hours selection system that allows the start and end times of work to be decided by the employee
Participants (Person) 75
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) 100
Shorter working time during pregnancy
Description Working hours reduction during childcare or pregnancy, for family care, etc.
Participants (Person) -
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) -
Maternity leave
Description A leave for pre- and post-natal care for employees and their spouses, and fetal examination
Participants (Person) 1
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) 100
Parental leave
Description 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

Participants (Person) -
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) -
Family care leave
Description 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
Participants (Person) -
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) -
Leave to take care of first-year school children
Description A leave for employees to take care of their children’s admission to elementary school
Participants (Person) -
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) -
Personal Events
Description Support for subsidies, consumables, petition leave, etc. in the event of a member's congratulatory and condolatory events
Participants (Person) -
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) -
Educational
Description Tuition support for employees with children from kindergarten to college students
Participants (Person) -
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) -
Program Description Participants (Person) Participation rate (no. of people take the leave/ total no. of employees entitled to take the leave)(%)
Work-from-home Employees can work from home instead of commuting to the office 75 100
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 75 100
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 1 100
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

Happy Friday
Description A system that allowed employees to take every other Friday off if they worked 160 hours in a 4-week period
Participants (Person) 87
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) 100
Holidays and Sabbatical Leaves
Description
  • [Sabbatical (refresh) leave]
    10 to 33 days of sabbatical leaves (refresh holiday) are granted provided to regular employees who have completed 5, 10 and 15 years of work
  • [Fitness leave]
    5 days leave per year for employees’ physical strength(separate from statutory leave)

*Spending allowance is provided to all regular employees in accordance with internal policy to enhance their holiday experience.

Participants (Person) 87
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) 100
Program Description Participants (Person) Participation rate (no. of people take the leave/ total no. of employees entitled to take the leave)(%)
Happy Friday A system that allowed employees to take every other Friday off if they worked 160 hours in a 4-week period 87 100
Holidays and Sabbatical Leaves
  • [Sabbatical (refresh) leave]
    10 to 33 days of sabbatical leaves (refresh holiday) are granted provided to regular employees who have completed 5, 10 and 15 years of work
  • [Fitness leave]
    5 days leave per year for employees’ physical strength(separate from statutory leave)

* Spending allowance is provided to all regular employees in accordance with internal policy to enhance their holiday experience.

87 100

Work and Growth

Educational Support
Description
  • Support education-related costs for self-directed competency improvement
  • Personal notebooks of each employee’s choosing and office equipment; and allowance to regular employees for purchase of IT equipment to enhance work concentration and engagement
Participants (Person) 87
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) 100
Health Support
Description
  • [Various services are available in-house to ensure our employees can utilize top-grade health support]
    • Walk-in access to full-time resident nurses;
    • Full scale fitness gym equipped with basketball court, cardio and weight equipment, group exercises and access to full-time resident trainers;
    • Masseuse and nail care technician service provided by Happy Hanool, a social enterprise; and
    • Access to “Mind Forest,” personal psychological and stress management counseling service provide by external experts
  • [Monetary support is provided for medical expenses]
    • annual health exams for early detection and prevention of occupational disease and accidents
    • flu and other vaccination costs; and benefits under the company casualty insurance
  • [Balanced eating habits and nutrition]
    • Access to “The Table”, an in-house cafeteria with dedicated cooks and nutrition experts, for breakfast, lunch and dinner
    • Provision of healthy breakfast, drinks and snacks on each floor
Participants (Person) 87
Participation rate (no. of people take the leave/total no. of employees entitled to take the leave)(%) 100
Program Description Participants (Person) Participation rate (no. of people take the leave/ total no. of employees entitled to take the leave)(%)
Educational Support
  • Support education-related costs for self-directed competency improvement
  • Personal notebooks of each employee’s choosing and office equipment; and allowance to regular employees for purchase of IT equipment to enhance work concentration and engagement
87 100
Health Support
  • [Various services are available in-house to ensure our employees can utilize top-grade health support]
    • Walk-in access to full-time resident nurses;
    • Full scale fitness gym equipped with basketball court, cardio and weight equipment, group exercises and access to full-time resident trainers;
    • Masseuse and nail care technician service provided by Happy Hanool, a social enterprise; and
    • Access to “Mind Forest,” personal psychological and stress management counseling service provide by external experts
  • [Monetary support is provided for medical expenses]
    • annual health exams for early detection and prevention of occupational disease and accidents
    • flu and other vaccination costs; and benefits under the company casualty insurance
  • [Balanced eating habits and nutrition]
    • Access to “The Table”, an in-house cafeteria with dedicated cooks and nutrition experts, for breakfast, lunch and dinner
    • Provision of healthy breakfast, drinks and snacks on each floor
87 100

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.

Work-Life Balance Regulations

  • Work-life balance support program etc.
Work-Life
Balance
Regulations
  • Work-life balance support program etc.

Employee Engagement

SK Square strives to nurture a culture of high employee engagement where all employees are encouraged to take ownership of their performance, career and professional growth, all under the overarching philosophy of SK Happiness.
Our employee engagement survey, developed by the SK Group for use by affiliated companies, is conducted at least annually. The survey measures whether our approach to drive high level of employee engagement (including performance, growth and career development) is successful and how we can improve it to achieve SK Happiness.

Since the incorporation of our company in November 1, 2021, our first and most recent employee engagement survey was conducted in 2022. 100% of our regular employees were invited to participate in the survey and as a result, the response rate was 82%. The average employee engagement score was 83.9 (on the scale of 1 to 100). This score was the highest among all of the SK group companies that performed the survey. The respondents responded with the following responses (on a scale of 1 to 10) in the 2022 survey:

  • *86.9 for belong at work
  • *82.9 for pursuit of happiness of self through work
  • *90.6 for pursuit of happiness of stakeholders through our work (including business partners, customers and investors)

After the survey was completed, we have engaged in regular discussions with the Joint Management Council (comprised of the representatives of the employees) to analyze the 2022 employee engagement survey results and identify potential areas for improvement and implementation.

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

Management Council Structure
Council Chair-{(Employer Representative-Secretary)-(Employee Representative-Secretary)}
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.

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

  • Covering the purpose of operation of the Management Council, matters discussed by Management Council, etc.
Management Council Regulations
  • Covering the purpose of operation of the Management Council, matters discussed by Management Council, etc.