HR System

Education Welfare Hiring
Updates on HR system for GC Group

GC Wellbeing

GC Wellbeing supports all
members with an optimum
environment where they can
focus on their job and an
environment where they
can get enough rest.

  1. New Employee
    Onboarding

    For stable onboarding of new members, we provide the entry kit and OJT.

  2. Flexible
    Work Hour

    We allow flexible work hours so
    that employees can choose their commuting time.

    ※ Work start 06:30~10:30 / Work leave 17:00~21:00, 1 hour operation principle

  3. Mentoring
    System

    We support 4 months of mentoring activities for the rapid adaptation of new members.

  4. Compensation
    Break

    Employees who inevitably worked overtime are given 1.5 times break hours.

  5. Flexible
    Dress Code

    We create a pleasant and free atmosphere of work by allowing a flexible dress code.

    ※ However, need to wear clothes suitable for location and purpose

  6. PC-OFF
    System

    By operating the PC-OFF system, we respect a good balance between work and life.

  7. Flexible Operation
    System

    We create an efficient working
    environment through
    a flexible operation.

    ※ Headquarters (Yeouido)
    ↔ General Research Institute
    (Yongin Heungdeok)

  8. Summer Vacation &
    End-of-Year Vacation

    Employees have a week of summer vacation and end-of-year vacation
    to refresh.

    ※ Summer vacation: 3 days of paid vacation + 2 days of personal
    annual leave, free to use between July-September

    ※ End-of-year vacation: Individual annual leave, last week of December

GC Wellbeing,

To lead the rapidly changing
health industry trend,
GC Wellbeing provides
an environment and culture
where members can focus
on their jobs more easily
and actively.

'Horizontal organizational
culture' for innovation
and collaboration

GC Wellbeing aims for innovation
and collaboration through free
communication in a horizontal
organizational culture that is not
restricted by age and work period.

Changing
how to address
each other
‘English name’
or ‘-Nim’
Change
in rank
Role-oriented Classification
WL1 : Instruction-based worker
WL2 : Intermediate manager
WL3 : Organization/project leader

'Performance based
compensation' based
an objective and
fair evaluation

GC Wellbeing promotes motivation
through sufficient compensation
with an objective and fair evaluation
of the organizational and individual performance.

Live evaluation & Live feedback
  • The target goal is successfully achieved through
    continuous performance management and active feedback
    between employees is encouraged for collaboration.
  • Through the operation of the absolute evaluation system,
    a legitimate evaluation is given at the level of achievement
    of the goal, and evaluation fairness and reliability are
    improved.
  • Through multi-faceted diagnosis (12 ways to work) from
    colleagues, employees can secure fairness from various
    perspectives and grow through the improvements.
Target Incentive
  • A sense of common goal for individuals and organizations can
    be inspired through target incentives and sufficient rewards
    for achieving goals are given for motivation.