SK ecoplant has introduced and operates a ‘preemptive demand forecast management’ system to acquire excellent talents in line with the expansion of its business portfolio. We hire talents through various channels such as internship-linked recruitment, ongoing hiring, and expert target recruitment to secure manpower with strong professional expertise and leadership in new business areas, while also operating a talented staff development program internally. At the same time, we are implementing policies and programs designed to enhance diversity within the organization and strengthen competitiveness by expanding the recruitment of people with disabilities and foreign nationals, and by securing gender diversity in leadership positions.
SK ecoplant carries out various training programs by position·competency level for the growth of its employees. Especially as we are expanding our portfolio from the existing EPC-centered business model to environmental-energy business lines, the direction of employee nurturing is reported to the Board of Directors every year and formulated based on feedback, and we are upgrading the Competency Development Program to promote the constant growth of our employees. Moreover, SK ecoplant provides various programs designed to promote a ‘work-personal growth balance and a healthy work-family life balance’ to fulfill employees’ voluntary and responsible work performance. We also provide flexible work environments where employees can concentrate on their work regardless of time and place, such as flexible working hours, work from home, and hot desking. In addition, we are expanding those systems that can support the growth of our employees by providing mySUNI, supporting a graduate school program, and providing language programs for employees. We take into account that items requiring support are becoming increasingly diverse by employee age group from the perspective of work-family life balance. We are actively running maternity/paternity protection programs by expanding maternity and paternity leave and establishing a pregnancy-childbirth support system, and we are also operating various family-friendly benefit policies. Furthermore, SK ecoplant identifies the effectiveness of various programs for business management focused on employees’ happiness by conducting the annual ‘Culture Survey’ on employees and reflecting the findings in our policies and programs.