All projects are
successfully completed
with the deep involvement of the CEO.

Organization

• Organization Diagnosis

  Diagnosing issues within the organization, analyzing root causes, formulating improvement tasks, and presenting a master plan

  757

• Organization Structure

  Designing high-level organizational structures through RACI, CLM, and other various methodologies and benchmarking, and structuring long/short-term lower levels of organization

  58

• Business Redesign

  Analyzing organizational and individual tasks, redefining R&R, integrating and structuring areas for efficiency enhancement and reinforcement

  46

• Workforce Planning

  Projecting long and short-term workforce size from macro/micro perspective, utilizing dynamic model simulations

  47

HR/ HR Strategy

• HR Strategy

  Establishing and providing implementation plans for HR policies that align with business strategy, organizational context, and CEO leadership

  290

• Global HR

  Setting up the direction and establishing settlement strategies of global standardization/localization for HR philosophy, policies, and systems 

  5

• Executive Personnel Management

  Establishing pay grade/evaluation/short and long-term compensation strategies and plans for motivation, key talent development, and personnel management

  23

• HR PMI

  Analyzing organizational differences after acquisition, proposing HR policy/organizational culture, establishing and providing support for change management and transition plans

  7

HR/ Job Management

• Job Analysis

  Establishing job classification system by job category, developing job descriptions based on IG standards, and designing methods for implementation

  113

• Job Evaluation

  A I-Jet for job value assessment, designing job grades, and proposing methods for implementation

  18

• Competency Modeling

  Defining necessary competencies for members, developing specific behavioral indicators, operating A/C, and utilizing evaluation and nurturing

  98

HR / Pay Grade · Promotion

• Pay Grade/Title

  Designing pay grades/titles according to business characteristics, organizational orientations, and organizational development stages

  102

• Promotion

  Establishing standards and processes for promotion, aligning employee development stages

  108

HR / Performance Management

• Organizational Performance

  Establishing indicators to achieve corporate goals, developing implementation plan for unit organization management process and evaluation

  146

• Individual Performance

  Establishing individual achievement indicators (KPIs, OKRs, etc.) and competency indicators, establishing evaluation systems, and institutionalization of utilization methods

  108

HR / Compensation Consulting

• Compensation Strategy

  Providing simulation based on HR strategy and compensation policy, establishing total compensation restructuring strategy

  158

• Base Pay/Incentive

  Designing base pay model based on compensation strategy and pay grade, and incentive fund/budget distribution system

  154

• Welfare Benefits

  Designing monetary and non-monetary reward programs to motivate employees

  15

HR / Talent Acquisition·Development

• Recruitment

  Designing tools and processes for EVP, recruitment and selection, and training interviewers

  37

• Career Development/Key Talents

  Establishing management and retention strategies for key talents, designing career orientation/track/path, and establishing policies and operational methods

  68

• Education

  Organizing necessary training for job/position-specific roles, and systematizing training course profiles

  91

• Leadership Assessment/AC

  Multi-source survey based on leadership competency model, and AC feedback including management simulation

  115

HR / Skill

• Modeling/Diagnosis

  Defining skills required for job performance, setting promotion and compensation strategy based on individual level diagnosis

  12

HR / IT·Infrastructure

• Digital Transformation

  Developing systems using ICT tools to improve efficiency and effectiveness of organizational operation processes

  5

Organizational Culture

• Vision Structure/Core Values

  Establishing organizational strategies aligned with the management’s philosophy & business, establishing mission, short & long-term vision, core values, and ideal talent profiles

  36

• Organizational Culture Diagnosis

  Developing diagnostic models based on the organizational culture, presenting post-diagnosis feedback, establishing continuous improvement plan

  584

• Organizational Development(OD)

  Developing and implementing development programs for unit organizations
  (HR policy/leadership/task/organization sectors included)

  48

Retainer Consulting

• Retainer Consulting

  Establishing HR strategy, long-term contract to support all sectors within HR operations (6 months~1 year)

  11