Creating a flexible organizational culture
-
Programs for organizational culture change
Wonik IPS is performing an innovation-based change management program and various activities in order to create a creative and flexible organizational culture. In particular, we are conducting innovation and internalization of practical work methods by emphasizing leader-centered change-practice and running a campaign to cultivate the mindset for employees to improve their management strategies. In addition, we are performing various change management activities in order to create an environment where employees can voluntarily immerse themselves in work and grow at work by creating a horizontal communication culture and creating an autonomous and active working environments.
-
Organizational culture diagnosis
Wonik IPS performs an annual organizational culture diagnosis consisting of 65 questions in 7 areas of Company, Work, People, Culture, Vision, Leadership, and HR System in order to check the level of organizational culture and improve it continuously, and 80% or more of all employees are participated in it. We are dedicating to create a better organizational culture of Wonik IPS by checking the current status of the organizational culture by company/organization by the organizational culture diagnosis and by conducting improvement activities based on the diagnosis results and implementing them continuously.
-
Employee Health and Welfare Program
Wonik IPS runs various welfare systems to enhance employees' work motivation and improve their quality of life. In particular, Wonik IPS is running programs such as flexible working system, working from home, daycare, maternity leave, etc. to improve work-home balance and work-life balance.
-
Retirement pension plan
Wonik IPS provides a retirement pension plan for all employees to ensure their lives and saving for old age after their retirement. It is contributing to create a stable foundation for employees after retirement by protecting the retirement pension through external accumulation of the retirement pension reserve funds.
-
Protecting the health of employees in order to prevent the spread of COVID-19
Wonik IPS runs the ‘Integrated Control Room for Response to COVID-19’ in order to protect the health of employees in Wonik IPS. Wonik IPS is doing its best to create a healthy working environment by checking for fever on a one-to-one basis for all employees and visitors, daily cleaning and disinfection at the workplaces, providing hand sanitizer and thermometers, and the use of thermal imaging cameras. In particular, working from home was implemented for pregnant women and those with underlying medical conditions on priority basis, and working from home was implemented across all work sites.
-
Operation of labor-management council
Wonik IPS runs the ‘Hanmaeum Council’, the labor-management council for the improvements of employee welfare, communication, and the healthy development of the company. It consists of employee representatives and company representatives in order to discuss agendas for joint development between employees and the company on a quarterly basis, and in order to communicate and exchange opinions on current issues between employees and the company. Agreed agendas are implemented through close communication with the corresponding departments.
Career and employees education
-
Career
Wonik IPS is focusing its capabilities on securing talented employees in the fields of semiconductor/display process/equipment development in a timely manner in order to become as the ‘Global No.1 Platform Creator’ amid the rapidly changing semiconductor industry. We are conducting a variety of measures in order to actively secure external talented employees, such as diversifying recruitment channels in order to search for talented employees for each major job role, expanding networks, and constructing pipelines as well as targeted recruiting.
-
Conducting improvement on employee recommendation system
Wonik IPS runs an employee recommendation system that utilizes the human network of internal employees in order to secure more talented employees. So far, talented persons with excellent career experiences in all fields including R&D have been selected based on the employee recommendation system, and they are showing excellent job competencies. The level of compensation has been enhanced in order to motivate nominees, and the verification process has been strengthened in order to ensure fair recruitment.
-
Introduction of non-face-to-face recruitment process
There has been a major change in the recruitment process of Wonik IPS because of the impact of the COVID-19 pandemic. Wonik IPS has completely switched from a face-to-face interview-oriented recruitment process to a non-face-to-face online recruitment process. We have improved our process in order to perform all of our interviews online, so that all of our current recruitment processes are conducted based on non-face-to-face online recruitment process. These changes speed up the recruitment process faster, enabling timely recruitment of best workers, and reducing the social cost of applicants. In the future, we will continue to be dedicated to secure best workers in a timely manner using a non-face-to-face recruitment process.
-
Establishment of R&D training system
Wonik IPS is providing a roadmap for systematic job career development after joining the company by establishing a systematic job training system for R&D researchers.