With the goal of realizing LOHAS values, Pulmuone operates an objective and fair talent management system that is centered on job functions and performance. When recruiting new employees, the company practices open recruitment in which comprehensive and in-depth evaluations are conducted to consider applicants’ job skills and competence built upon decent characters rather than resumes with long lists of items.

 

Performance management focused on communication

Pulmuone’s performance management system is called Communication for Success (CfS). The main objective and the feature of the CfS is to produce actual results by setting up clear goals and promoting active communication. Currently, the system is applied and adopted in the company’s entire business unit.  

Communication

Have interviews between employees and their leaders

 

Alignment

Secure alignment of goals

 

Monitoring

Check progress and provide feedback

 

Performance Log

Manage performance history

 

The CfS is a continued management of the following processes: setting goals -> checking progress -> checking results. When setting goals, the company’s enterprise-wide goals are divided and allocated in the order of business units (BU), HQ/divisions, teams, and employees. This is to better align the goal of the company with that of the employees. Through interim and occasional reviews, progress is monitored and feedback is shared. When checking the results, employees evaluate themselves first and then, evaluators (Communication leader, CL) would assess the performance based on results. To heighten reliability and acceptance of the evaluations, the employees can check details on their evaluation per criteria via Performance Logs, which help them learn about their strengths and weaknesses to make improvements. The logs can also be referenced when establishing goals in the future. Throughout the process, communication between the employees and the CLs is mandatory to strengthen employees’ understanding of the goals and management of performance.

 

1) Performance management

The management system includes a series of active management to maximize the performance of individual employees and groups. Thus, rather than simply calculating the results, the system thoroughly manages performance with explicit milestones and goals.

 

 

2) Job management

The company has a job-based compensation system. With the firmly-established talent management, the company determines compensation according to individual's job value and performance.

 

 

3) Compensation management

Pulmuone seeks to maximize motivation to employees by providing clear principles and standards, and further enhancing graded compensation linked to performance. In addition, we define a ‘living wage’ as a wage sufficient for workers to provide essential food, clothing, and shelter and lead a decent life. We evaluate whether our employees' compensation exceeds this based on the living wage of Seoul (for domestic business sites) and each state's living wage from MIT Living wage Calculator (for the overseas business site.) We plan to expand the living wage assessment to own employees, contractors, suppliers, and franchisees by 2025.

 

 

 

4) Recruitment management

The company has occasional recruitment and open recruitment to hire talents according to job functions.

 

Submitting application-> Preliminary screening -> 1st interview -> 2nd interview -> Acceptance

① Submitting application: Submit applications online at Pulmuone’s recruitment homepage          
② Preliminary screening: Check applicant’s competence with reference to basic requirements and cover letters. 
③ First interview: Team leaders of HR and operations interview applicants for an overall assessment of character 

    and competence. During the interviews, an aptitude exam is carried out to examine each individual’s level of

    basic knowledge, and new hires need to do presentations and discussions for an in-depth evaluation.
④ Second interview: Executives lead the second round of interviews for a comprehensive evaluation of characters

    and competence.
⑤ Acceptance: After being accepted, selected candidates are signed on as employees of the company.