ISSUES

• In the need to expand the business and grow the organization, the focus was to accelerate the growth of national employees to enable them to take charge of key positions.
• The grading system and evaluation system were designed on its own, but the design of the compensation system requires professional knowledge.
• Understanding of national employees such as business and organizational direction, purpose and content of the new HR system, and expectations of employees were essential.

OVERVIEW

In order to have a comprehensive view of HR issues, rather than just designing a compensation system, we conducted interviews with key national employees and analyzed the current status of the organization's HR to visualize issues other than the compensation system. In addition, workshops were held to raise awareness of the roles of all employees so that the system could be properly implemented, and to ensure that all national employees understood the intention, purpose, and expectations of the new HR system.

STEP

1. As-Is Analysis (analysis of current HR system and HR data, market analysis of compensation, interviews with approximately 5 key employees, etc.)
2. Compensation System Detail Design
3. Implementation Support (Employee Explanation, etc.)
4. Role Understanding Adoption Workshop

DELIVERABLES

• New Compensation System
• Final Adjustment of Overall New HR System
• Understanding of Employee's New HR System and Expected Roles