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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 %
2022 22
2023 22
2024 19
Percentage of female executive
Unit %
2022 17
2023 15
2024 0
Percentage of disabled employee
Unit %
2022 -
2023 -
2024 -
Percentage of international employee
Unit %
2022 2
2023 3
2024 2
Category Unit 2022 2023 2024
Percentage of female employee % 22 22 19
Percentage of female executive % 17 15 0
Percentage of disabled employee % - - -
Percentage of international employee % 2 3 2

Prohibition of Discrimination

SK Square is committed to ensuring diversity and inclusion in the workplace and fostering an organizational culture where all employees have equal opportunities. Discrimination based on gender, age, disability, race nationality, religion, or other characteristics is strictly prohibited in all HR practices, including recruitment promotion, and compensation. These principles are clearly outlined in our Employment Regulations and Code of Ethics Implementation Guide. To promote gender equality, SK Square enforces a strict prohibition of sexual harassment, as clearly defined in Article 3 of its Human Rights Policy. Violations are addressed under a Zero Tolerance Policy, ensuring firm and immediate disciplinary action.

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 conducts regular performance evaluations at least once a year and ongoing feedback sessions for all employees (100%) to support the continuous growth of its workforce. Beyond simple performance measurement, the company provides career development support through MBO (Management by Objectives)-based performance reviews and 1:1 meetings between executives and members. Through this process, measurable evaluation criteria are established at both individual and team levels, and goal-setting and performance review meetings with management are conducted for all employees to provide continuous performance monitoring and feedback. In the evaluation process, gender-based discrimination is strictly prohibited in accordance with SK Square's Code of Ethics Implementation Guide, and the company ensures that unreasonable discrimination does not occur in promotions and compensation within the same grade or job category. Additionally, the company operates formal appeal procedures and feedback channels to ensure the fairness and reliability of evaluations. Furthermore, SK Square conducts multidimensional performance appraisals (360-degree feedback) through leadership surveys for executives, reviewing and reflecting leadership competencies in evaluations based on responses from employees and fellow executives. Performance evaluation results are reflected in the compensation (including performance bonuses) and promotions of all employees excluding registered directors, and are finalized through deliberation by the HR Committee.

Employee Performance Appraisal

Employees subject to performance appraisal
Unit Person
2022 87
2023 95
2024 88
Employees that received performance appraisal
Unit Person
2022 87
2023 95
2024 88
Percentage of employees that received performance appraisal
Unit %
2022 100
2023 100
2024 100
Category Unit 2022 2023 2024
Employees subject to performance appraisal Person 87 95 88
Employees that received performance appraisal Person 87 95 88
Percentage of employees that received performance appraisal % 100 100 100

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.

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
  • Personal Development Training
    • Self-development such as foreign languages, computer, and university(graduate school)
Training Program Monitoring System
  • Demand survey and education plan establishment
  • Training program operation
  • Satisfaction survey (qualittative and quantitative)
  • Performance analysis and review

Employee Capability Enhancement Support

SK Square actively supports the acquisition of professional knowledge related to job functions to respond to the rapidly changing investment environment and industry trends. In particular, through the 'Degree and Certification Support Program,' the company systematically provides practical financial and administrative support, such as registration fees and tuition, to enable employees to obtain degrees or professional certifications in key business areas including investment and accounting. Additionally, the company regularly hosts the 'Insight Seminar,' which invites external experts from a wide range of fields including technology trends, industry trends, and economic outlook to share in-depth knowledge. Through these initiatives, SK Square fosters an environment where employees can discover new business insights and apply creative ideas to their work.

Capability Support Programs

Degree and Certification Support Program
Program Details
  • Provide financial and administrative support (registration fees, exam fees, tuition, etc.) for employees to obtain degrees or certifications related to their jobs, such as investments and accounting
Purposes and Effects
  • Strengthening employees' work expertise and competencies
  • Enhancing practical competitiveness through job-related professional qualifications
Eligible Employees Permanent employees
Insight Seminar
Program Details
  • Support employees in gaining new ideas by inviting external experts to share in-depth knowledge and trends in job-related fields (Seminar topics: technology trends, industry trends, economic outlook, etc.)
Purposes and Effects
  • Strengthening employees' insight into their work areas
  • Enhancing change response capabilities through improved understanding of economic and industry trends
Eligible Employees Permanent employees/Contract workers
Category Program Details Purposes and Effects Eligible Employees
Degree and Certification Support Program
  • Provide financial and administrative support (registration fees, exam fees, tuition, etc.) for employees to obtain degrees or certifications related to their jobs, such as investments and accounting
  • Strengthening employees' work expertise and competencies
  • Enhancing practical competitiveness through job-related professional qualifications
 Permanent employees
Insight Seminar
  • Support employees in gaining new ideas by inviting external experts to share in-depth knowledge and trends in job-related fields (Seminar topics: technology trends, industry trends, economic outlook, etc.)
  • Strengthening employees' insight into their work areas
  • Enhancing change response capabilities through improved understanding of economic and industry trends
 Permanent employees/Contract workers

Job Competency Enhancement Support

SK Square, as a specialized investment company, places the highest priority on advancing employee job expertise to secure fundamental competitiveness. Recently, the company has introduced AI training programs for all employees, strengthening AI utilization and data-driven decision-making capabilities. Furthermore, the company continuously strengthens employees' investment expertise by providing job-specific advanced training, including M&A practices, industry market trends, and macroeconomic analysis.

Leadership Competency Enhancement Support

SK Square has established a next-generation leader development system and operates leadership competency enhancement programs by position level for sustainable growth. The company systematically cultivates future management talent through position-specific customized leader development tracks, including HLP, s-ELP, ELP, and FLP, for next-generation executive candidates. Additionally, the company provides Role Transition support programs for newly appointed leaders to strengthen change leadership capabilities. Furthermore, the company integrates this leader development system with its company-wide performance management and coaching system.

Talent Development Programs

Common
AI Competency Enhancement Training
Program
  • Generative AI tool functionalities and topic-specific AI utilization training
Purposes and Effects
  • Building consensus on the necessity of AI among all employees and establishing AI-based work methods through securing fundamental AI capabilities
Eligible Employ​ees Permanent employees/Contract workers
External Educa​tional Insti​tution Partner​ships mySUNI Connecting with mySUNI external educational programs1)
SKMS Company-wide Education
Program
  • Fundamentals of management and SK's management philosophy, and methodologies for implementing them in real business operations
Purposes and Effects
  • Internalization of group management philosophy and enhancement of fundamental business capabilities
Eligible Employ​ees Permanent employees
External Educa​tional Insti​tution Partner​ships mySUNI Connecting with mySUNI external educational programs1)
Job
Investment Capabilities
Program
  • M&A courses, investment case analysis, and other investment practical training
Purposes and Effects
  • Securing insights necessary for investment through enhanced understanding of investment practices and the investment environment
Eligible Employ​ees Permanent employees/Contract workers
External Educa​tional Insti​tution Partner​ships mySUNI Connecting with mySUNI external educational programs1)
Economics & Trends
Program
  • Analysis of macroeconomic trends and insight sharing that may impact investments (industry market trends, macroeconomic analysis, etc.)
Purposes and Effects
  • Strengthening understanding of portfolio management and new investment directions
Eligible Employ​ees Permanent employees/Contract workers
External Educa​tional Insti​tution Partner​ships mySUNI Connecting with mySUNI external educational programs1)
Leadership
HLP
Program
  • Group Perspective & SKMS, AIX for Leader, Business Environment and Biz. Design, Leadership, etc.
Purposes and Effects
  • Cultivating next-generation executive candidates through intensive training in strategic design capabilities and leadership competencies
Eligible Employ​ees Permanent employees
External Educa​tional Insti​tution Partner​ships mySUNI Connecting with mySUNI external educational programs1)
s-ELP / ELP / FLP
Program
  • Experience management considering individual development tracks and target positions, and effective training/support for future executives
Purposes and Effects
  • Discovering diverse talent types from a successor securing perspective, and securing member company business professionals and future growth area talent
Eligible Employ​ees Permanent employees
External Educa​tional Insti​tution Partner​ships mySUNI Connecting with mySUNI external educational programs1)
New Leader Program
Program
  • Group Perspective cultivation and enhancement of executive's strategic design capabilities, objective self-reflection and strengthening change leadership capabilities
Purposes and Effects
  • Supporting Role Transition to SK executives who lead SK's Deep Change and SKMS practice
Eligible Employ​ees Permanent employees
External Educa​tional Insti​tution Partner​ships mySUNI Connecting with mySUNI external educational programs1)
Category Program Purposes and Effects Eligible Employees External Educational Institution Partnerships
Com​mon AI Compete​ncy Enhancem​ent Training
  • Generative AI tool functionalities and topic-specific AI utilization training
  • Building consensus on the necessity of AI among all employees and establishing AI-based work methods through securing fundamental AI capabilities
 Permanent employees/Contract workers mySUNI Connecting with mySUNI external educational programs1)
SKMS Company-wide Education
  • Fundamentals of management and SK's management philosophy, and methodologies for implementing them in real business operations
  • Internalization of group management philosophy and enhancement of fundamental business capabilities
 Permanent employees
Job Investm​ent Capabilit​ies
  • M&A courses, investment case analysis, and other investment practical training
  • Securing insights necessary for investment through enhanced understanding of investment practices and the investment environment
 Permanent employees/Contract workers
Economics & Trends
  • Analysis of macroeconomic trends and insight sharing that may impact investments (industry market trends, macroeconomic analysis, etc.)
  • Strengthening understanding of portfolio management and new investment directions
 Permanent employees/Contract workers
Leader​ship HLP
  • Group Perspective & SKMS, AIX for Leader, Business Environment and Biz. Design, Leadership, etc.
  • Cultivating next-generation executive candidates through intensive training in strategic design capabilities and leadership competencies
 Permanent employees
s-ELP / ELP / FLP
  • Experience management considering individual development tracks and target positions, and effective training/support for future executives
  • Discovering diverse talent types from a successor securing perspective, and securing member company business professionals and future growth area talent
 Permanent employees
New Leader Program
  • Group Perspective cultivation and enhancement of executive's strategic design capabilities, objective self-reflection and strengthening change leadership capabilities
  • Supporting Role Transition to SK executives who lead SK's Deep Change and SKMS practice
 Permanent employees

1) SK Square operates programs through the SK Group mySUNI education platform, with additional educational programs offered in collaboration with external professional institutions such as POSTECH, Seoul National University, etc.

Coaching & Mentorship Program

SK Square operates communication-based competency development support activities and a performance management system to build an organizational culture that promotes the growth of each member and allows them to realize their full potential. In particular, to support the career development and competency enhancement of its members, the company implements a regular 1:1 meeting-based mentoring program with executives. This program is conducted annually for all members, and executives act as mentors, contributing to practical competency enhancement by providing specific development opinions along with in-depth discussions on members' growth plans. Additionally, by adopting the 'Agile conversations' method, which manages performance through continuous communication and feedback beyond one-off evaluations, the company supports members so that growth feedback linked to performance can be transparently accessed and continuously managed within the performance system.

Performance of Employee-customized Training Programs

Total training hours
Unit Hour
2022 2,008
2023 3,206
2024 1,380
Total training cost
Unit KRW million
2022 180.8
2023 173.5
2024 123.6
Number of trainees
Unit Person
2022 87
2023 95
2024 100
Percentage of employees trained
Unit %
2022 100
2023 100
2024 100
Training hours per employee
Unit Hour
2022 23.1
2023 33.7
2024 15.7
Training cost per employee
Unit KRW million
2022 2.1
2023 1.8
2024 1.4
Category Unit 2022 2023 2024
Total training hours Hour 2,008 3,206 1,380
Total training cost KRW million 180.8 173.5 123.6
Number of trainees Person 87 95 100
Percentage of employees trained % 100 100 100
Training hours per employee Hour 23.1 33.7 15.7
Training cost per employee KRW million 2.1 1.8 1.4

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 Sabba​tical 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.
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
  • [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.

Work and Growth

Program Description
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
Health Support
  • [Various services are available in-house to ensure our employees can utilize top-grade health support]
    • 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
Program Description
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
Health Support
  • [Various services are available in-house to ensure our employees can utilize top-grade health support]
    • 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

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

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
  • air quality control, including air purifiers and green plants in work areas
  • LED light management for work areas
Improvement of ergonomic working environment
  • High grade office furniture, including standing desks and ergonomic chairs
2024
Strengthening Capabilities Expanded support for degree and certification programs
  • Expanded support to include professional certifications in addition to the CFA
Expanded coverage for individual capability development programs
  • Increased financial support for external individual capability development programs*

    * Individual capability development programs development programs other than degree and certification support programs
Health Support Improvement and expansion of health support programs
  • Expanded coverage of medical expenses and health checkups to include one family member
  • Newly added support for vaccination costs, including influenza and shingles
Year Improvement Task Improvement Details
2023 Work Environment Creating a comfortable working environment
  • air quality control, including air purifiers and green plants in work areas
  • LED light management for work areas
Improvement of ergonomic working environment
  • High grade office furniture, including standing desks and ergonomic chairs
2024 Strengthening Capabilities Expanded support for degree and certification programs
  • Expanded support to include professional certifications in addition to the CFA
Expanded coverage for individual capability development programs
  • Increased financial support for external individual capability development programs*

    * Individual capability development programs development programs other than degree and certification support programs
Health Support Improvement and expansion of health support programs
  • Expanded coverage of medical expenses and health checkups to include one family member
  • Newly added support for vaccination costs, including influenza and shingles

Management Council

SK Square operates a Management Council to ensure fair labor relations and promote mutual interests between labor and management. The council is composed of an equal number of representatives from both labor (employee representatives) and management (employer representatives), with three to ten members on each side. Through this council, SK Square regularly gathers employee feedback on matters such as training and development, employee welfare, and grievance handling to support employee well-being. In 2024, SK Square held four Management Council meetings, and all resolutions were communicated and applied across SK Square

* Certain compensation-related matters may not apply to contract or dispatch employees.

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

Employees Covered by the Management Council

Employees who are eligible for coverage by the Management Council’s agreements
Unit Person
2022 85
2023 93
2024 88
Employees actually covered by the Management Council’s agreements
Unit Person
2022 85
2023 93
2024 88
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
2024 100
Category Unit 2022 2023 2024
Employees who are eligible for coverage by the Management Council’s agreements Person 85 93 88
Employees actually covered by the Management Council’s agreements Person 85 93 88
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)		 % 100 100 100