IR

Human Resources Management

#Ideal Talent #Fair Hiring #Employee Evaluation
#Nurturing Talent

SOOP believes the growth of creative talent is the core driving force of corporate competitiveness and strives to create a culture of mutual growth through systematic human resource management.

Ideal Talent

At SOOP, we value the personal dreams and visions of our employees. We work together to create a future better than the present, and strive to think and stay ahead in our field by exploring new and pioneering innovation. We align our employees’ individual visions with the company’s goals, and to this end provide systematic training and various personal development opportunities

  • People who communicate freely and empathize with others.

    Those open and willing to express their opinions, connect with others and explore new things together.

  • People who never stop learning.

    Those who do not settle for the status quo but constantly build, absorb new knowledge, gain insights and make them their own.

  • People who assert and lead.

    Those who embrace diversity, share their stories and inspire others to move forward together.

Human Resources Operating System

SOOP’s strategic HR management system attracts talent and drives growth. The CEO, as the top decision maker for human resources, oversees the overall direction, which is implemented by the Talent Development Team. The HR Committee ensures that the operation of major HR policies and systems are deliberated in a fair and transparent manner.

Dedicated Team
Dedicated Team
Oversight CEO, Human Resources Committee
Division Management Support Division
Team Talent Development Team
Roles &
Responsibilities
  • Recruit talent and support their growth
  • Provide job/position-specific growth training and measure their effectiveness
  • Diagnose and improve company-wide corporate culture
  • Implement employee communication/training programs
  • Establish evaluation and compensation systems and implements HR reforms
Fair Hiring

At SOOP, we hire people with a focus on their ability to perform the job and potential for growth. Our practical, experience-based hiring process consists of first round interviews and “Play”-based assessments, which evaluate candidates' capabilities from multiple perspectives throughout the hiring process on the basis of strong two-way communication.

Hiring process
  • STEP 01

    CV screening

    • Resume that focuses on basic qualifications and competencies
  • STEP 02

    1st interview

    • Interview with the future team leader and members
  • STEP 03

    Play-based assessment*

    • Experience SOOP’s platform and connect with working-level staff
  • STEP 04

    2nd interview

    • Interview with executives or department leaders
  • STEP 05

    Final acceptance and onboarding

Additional activities

LIVE recruitment fairs
Introduction to the hiring process and corporate culture

** Play-based assessments apply only to regular public recruitments.
Human Resources Strategy and Goals

SOOP sets strategic goals at the highest organizational level. Against these goals, each department and team sets KPIs and action plans, and individuals also set personal goals that align with their department's missions, ensuring the entire organization drives performance in a unified direction.

Setting KPI Goals

  • Challenge

    • Set challenging KPIs

  • Alignment

    • Ensure alignment with overarching goal orientation

  • Focus

    • Focus on tasks that achieve the goals set
Setting KPI Goals
Department/team-specific strategic goals Personalized goals
Department/team-specific missions and goals to achieve the company's top-level goals Individual goals and missions for career development and organizational growth beyond the strategic goals
Employee Evaluation

SOOP adopts a systematic employee evaluation system for a fair evaluation of individual performance and capabilities, and to lay the foundation for sustainable growth. Based on KPIs set by employees themselves and role-specific competency indicators, employees are comprehensively evaluated on both outcomes and efforts. The evaluation assigns an absolute evaluation score, which is designed to minimize relative dissatisfaction caused by external factors and to allow employees to focus on personal growth and achieving goals. Competency indicators clearly set core competencies and behavioral standards required for each position, which include not only job performance skills such as communication, planning, and execution, but also SOOP's sustainability values such as ethical behavior standards and risk awareness. From 2024, we introduced an important change to the evaluation system. Instead of the previous semi-annual evaluation, we are switching to setting and evaluating goals once a year to help employees focus on achieving goals from a mid- to long-term perspective, rather than chasing short-term performance. This has laid the foundation for improving the quality of goals and for employees to achieve substantive outcomes based on long-term commitment. Evaluation results are tied to promotions and compensation to motivate employees, and forward-looking feedback is offered on the outcomes to encourage employees to find meaning and joy in their work.

Performance Management

Performance management is conducted through a company-wide performance management solution. From goal setting to execution and feedback, the entire process is managed comprehensively in an integrated way that aligns individual goals with the company’s strategic direction. With features such as goal management, feedback and milestone setting, the solution facilitates performance management communication at all times. This minimizes inefficient processes such as paperwork and organization of evaluation results, and creates an environment where employees can focus on their core goals. In addition, we monitor key HR data such as hiring rates, turnover rates and training hours for strategic management of our workforce operations, and going forward, plan to set target metrics and disclose our performance progress externally in a transparent manner.

SOOP's 360° Leadership Multi-Factor Assessment is designed to provide candid feedback on personal leadership styles, not performance rankings.

  • We are strengthening leadership capabilities through a 360 degree, multi-factor assessment system for employees.
  • A variety of raters, including supervisors, peers and team members, objectively assess a leader's strengths and areas for improvement in 10 areas, including development of organizational capabilities, motivation, communication and more.
  • Based on the assessment results, we support customized training and development programs to help leaders grow individually and improve leadership across the company.
Nurturing Talent

At SOOP, we place utmost importance on our people in achieving growth, and have arranged a variety of training programs to create an environment that promotes constant learning and growth for our employees. New hires are provided with onboarding sessions, a conversation with the CEO and capacity building programs to help them gain traction in their work and adapt to the company. We also offer a wide range of training opportunities for current employees to build on their job expertise and career.

Featured Programs
Featured Programs
Programs/Channels Overview Positive effects
Onboarding for New
Hires		 Helping new hires on board the company through conversations with the CEO, introduction to HR systems and basic work competence training.
  • Shared vision and understanding of corporate culture for faster adaptation and engagement.
Mentoring Programs 1:1 matching with a senior employee to help with on-the-job training and understanding of corporate culture.
  • Improves on-the-job understanding and sense of belonging, and fosters a corporate culture based on horizontal communication.
External Training
Programs		 Employees can apply for desired training programs (external programs, seminars, etc.), for which the company covers the training costs after review.
  • Strengthens expertise and competencies, and motivates employees by giving them the freedom to decide on the training support that they need.
  • Increases employee satisfaction and retains top talent by supporting personal growth.
SOOPER-CLASS Online training that can be accessed at desired times and places using devices such as PCs/mobile phones/tablets, consisting of microlearning-type training channels consisting of short video content of around 5 to 10 minutes for each topic.
  • Learning not bound by time or location, providing the flexibility to continue training even amid busy work schedules.
  • Curriculum updated monthly, allowing members to quickly learn and apply new areas of practice.
  • Can be operated at lower costs compared to in-person training.
Book-Based Distance
Learning		 Employees receive course materials (books) according to the study plan designed by expert instructors, read them within the learning period, access the learning site and complete the course according to the evaluations set for each course.
  • Creates a culture of continuous learning and personal development by offering new learning opportunities every month.
  • Provides not only job-related training, such as eBusiness & IT, marketing and service, but also learning for personal development, economics and financial planning to enhance expertise in desired fields.
Online Capacity
Building Platform 		Hands-on, job-oriented training classes such as “Inflearn” and “Fast Campus,” with all training expenses covered.
  • Empowers on-the-job skills and reduces learning costs.
Team Building Strengthening communication among employees and improving corporate culture through interactive, activity-based programs.
  • Increases communication and collaboration by creating common grounds among employees.
  • Provides renewed motivation for work.
Work Skills Training In-house skill-building training to enhance employee productivity and effective communication skills
  • Training on essential skills required across core business processes enables immediate application in daily tasks, thereby improving work efficiency.
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    Environmental Management

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    Mutual Growth with Partners

    #Content Support#Helping Streamers' Growth #Streamer Partnership#Mind Therapy "Maum Todak" #GGGL
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    Managing User Satisfaciton

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    Human Resource Managemnt

    #Ideal Talent#Fair Hiring#Employee Evaluation#Nurturing Talent
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    Health and Safety

    #Health and Safety Policy #Management System#Risk Assessments#Employee Wellness
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    Ethical Management

    #Ethical Management System#Code of Ethics#Whistleblower Program#Ethics Education
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    Risk Management

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