HR Consulting

Performance & Reward

A performance compensation system that defines success for organizations and employees, and shares the results of success is a core component of HR. Individual employees are connected to the company's vision, value and strategic goals. Furthermore, it improves motivation for promoting, growth, and career development.
Establish a more integrated and balanced performance compensation system through the approach of HCG differentiated by the Talent Market.

Performance Management

Performance management is one of the fastest changing in HR areas. Although the company's management strategy does not change aligning from the enterprise to the members of each unit, it is moving away from managing fixed performance responsibilities and goals based on the annual process. The trends represented by agile performance management, and regular/random performance management focus on some of the following changes:

Firstly, real-time recognition and on-going feedback of performance contributions effectively enhance employee engagement as well as fostering improvement through work.

Therefore, the new performance management aims for frequent 1-on-1 conversations between managers and employees, enabling the development of employees based on their strengths in the process.

Secondly, performance management is needed to connect daily work management. It also transparently discloses the process to relevant stakeholders.

Performance management cycles also move away from year-by-year and shift to frequent goal management in conjunction with work or project management. Through this, we focus not on performance management for evaluation and rating, but on performance management (rating-less review) that supports actual performance creation.

Finally, we provide objective and fresh insights through reviews based on crowd-sourced feedback data.

HCG provides know-how on new performance management methods, including OKR (Objectives & Key Results), containing the advantages of traditional performance management based on KPI and MBO.

HCG is the only consulting firm in Korea that provides IT platforms for operation and execution as well as
changes in performance management systems, and ensures that the purpose of institutional innovation is
transferred to operations without loss. We provide a cloud-based 'Performance Plus' services as well as custom-built services.

HCG provides additional services that leverage new data as the performance management process changes.
HCG provides network analysis among employees through goals and tasks management, and feedback data.
Also, we provide individual characteristics analysis using qualitative data other than numbers, and linkage analysis between performance data and employee experience data.

Capability & Competency Management

Capability is the behavioral characteristics and talents of an individual that explain excellent and distinguished performance. It defines the values, attitude, behavior, and skills of minority key performers who account for more than 80% of an organization's performance contribution, and supports the organization's success through a series of processes that spread those values throughout the organization. The increased complexity and variability of the job requires the use of an organization's own competency model that reflects a more balanced and broad range of behavioral standards than the 'One Right Model'. Competency models are key DNA for HR management across the organization, ranging from recruitment and evaluation to selection, succession planning and training.

HCG provides services that meet the multiple needs of clients through its own competency model (DNapp)
that reflects the analysis of best practices and research results of domestic and global companies, as well as
our experience in conducting consulting.

HCG supports the design and execution of the Assessment Center using the competency model.

HCG defines the organizational capability of the business and establishes a preemptive way to internalize
personal competency.

Career Development Management

Career development management should balance the needs of the organization's human resources and the career goals of employees. At the business level, it is necessary to align employee mobility and deployment planning to meet the demands of human resources, as well as to address the inherent career goals and desires of individual members. Specifically, more and more recent employees are measuring not only growth within an organization,
but also external competitiveness in a particular job or specialty, as well as employability.

HCG supports the voluntary career growth of employees aligned with the company's interests through a career development system that reflects the unique business environment and human resource development strategies of clients.
HCG provides services for various systems: career development plans, career maps and career development track designs, job posting, and establishing promotion/transfer/deployment system.

HCG provides a proven career path and growth model through big data analysis.

Learning Strategy & Program Design

Executives and managers of many companies that develop and operate the curriculum want to enhance the performance and effectiveness of training. The ultimate goal is to use mindsets and skills acquired through training (Learning Transfer) and to change the ways of working. This requires the development and implementation of a centralized and tailored program as well as an integrated educational system and program design for a wide range of targets.

HCG establishes education strategies specialized in business strategies and fostering policies, and provides
practical education systems and operating systems to support them.

HCG supports the establishment and implementation of the Corporate University where employees can access
the curriculum whenever and wherever they need.

HCG provides the establishment of training centers and operation strategies, as well as the implementation
of effective monitoring services through the HRD Index.

HCG provides luxury education curriculum design and education operation services such as leadership
development and problem-solving courses specialized in key talents.

Total Reward Strategy

The total compensation strategy includes monetary rewards such as annual salary and incentives and non-monetary rewards such as various forms of benefits, as well as career and social recognition. New compensation strategies in the digital age reflect increasingly diversified employee compensation program preferences and require a more data-driven, systematic approach. In addition to the preferences of internal members, the size and strength of competitors competing in the same talent market, job diversity and internal mobility, employees' generational diversity, as well as globalization levels should be considered comprehensively.

HCG provides integrated compensation strategies optimized for clients by utilizing domestic and global best practices for base salary, short-term and long-term incentive, sales incentives, and benefits.

HCG establishes new compensation strategies that reflect changing trends, such as Reward Segmentation for talent groups and Personalized Rewards that reflect individual employees' preferences for compensation.

In addition to compensation linked to annual assessments, HCG provides flexible and voluntary rewards (spot award & recognition, discretionary bonus) that leverage the results of real-time feedback and recognition among its employees.

HCG presents the comparison of compensation competitiveness and maintenance strategy of its clients through big data in both local and global markets.

Executive Compensation

With the continued expansion of say-on-pay for executives, companies and executives need to review and improve executive compensation structures and levels of rationality. Especially, those executives have a relatively clear position in which the scope and size of their roles are relatively unambiguous, with independent performance responsibilities, and the competency and performance results of individuals are clearly measured. Therefore, it is necessary to maintain a simple and clear compensation system with a high level of explanation of relative market competitiveness.

HCG presents a highly competitive executive compensation strategy in terms of total compensation based on the system transition of experience using Big Bang method for the local leading conglomerates.

HCG helps to enhance executives' ownership and corporate market values for shareholders through the expertise in designing various short- and long-term incentives for executives based on stocks and cash.

HCG provides market survey results based on big data both locally and globally, and verifies the data reliability of the findings.

Global Mobility

Global businesses operating in various regions and countries around the world face challenges from diverse human resources systems. Especially in the case of treatment, including compensation, where there is a large deviation in the corporate philosophy and operation of systems, which are normally applied with regards to region and country. This requires a judgement and decision-making basis as to which philosophies and systems will be integrated and in which areas will be allowed to be localized. Also, when dispatching long-term/short-term residents under a specific system, the common principles of calculating all employee treatment and reasonable basis, including compensation is required.

HCG establishes integrated policy planning and operational plans based on a variety of alternatives to the global compensation system and an understanding of distinguishing regional/national practices.

HCG establishes a plan to provide resident benefits, treatment, and welfare benefits necessary for each stage of the dispatch-reappointment-return process, and supports the selection of global vendors necessary for the service when needed.

Organization & Talent Integration

Organizational structure and governance are structured ways to respond to new strategic needs as your business grows, evolves, and transforms. 2020-08-28Through this improves the quality and speed of communication within the organization, and effectively manages
the organization's competitive advantage and diversity. Also, innovation in HR management models connected
organizational structure ensures that people with the right capabilities are kept at the right size at the right time.

Ensure that HCG's successful organizational and staffing model effectively links internal business capabilities to
external customers and shareholders.

Organizational Design

The ultimate goal of organizational structure design is to ensure that various functions support the enterprise's priorities. Like business, you need to focus your investment on areas that deliver the most strategic value today as well as in the future, and align your organization's structure accordingly.

HCG’s organizational structure design reflects strategic priorities.
We suggest an optimized implementation strategy for the enterprise through our experience in designing
organizational structures considering clients, markets, products, channels, regions, and project units.

HCG's organizational structure design reflects innovation trends in the digital age.
As business models are being digitized without regard to boundaries, traditional tasks, and procedures performed
by internal organizations in the enterprise are being transformed through digital innovation.
To take advantage of this potential, we need to change the way we structure our work through strong leadership, defining performance-responsibility units, and connecting skills and talent.

HCG's organizational structure design enables agile management.
Agile is another trend in organizational design and operations rooted in the digital world. It is a way for companies to
respond more quickly to market changes while creating an agile and resilient organization.
HCG takes complicated organizations and processes and transforms them into agile, focused organizations allowing
you to create new products and services faster and respond better to client feedback.
We also promote an innovative culture in which a disparate group of people in the organization come together to solve problems.

HCG’s organizational structure design is future-oriented.
Instead of owning and controlling all means of production and resources, companies and internal organizations will
change to create value using the power of relationships and technologies.
HCG supports future-oriented organizational implementation, a kind of virtual-connection organization.

Business Process Redesign

The redesign of business processes aims to reduce waste and increase productivity. Therefore, you should start with clear goals and priorities. This process clarifies the mission and resource utilization objectives of the internal organization and speeds up decision making and execution.

HCG streamlines processes and clarifies the role and responsibilities of unit organizations through a systematic approach such as RACI (Responsible, Accountable, Consulted, Informed).

HCG aims to redesign processes that enable new process transitions to accumulate and utilize more diverse operational data.
Instead of operating additional processes to collect information during the process, establish an initial process to ensure that data collection is integrated. It also presents an interpretation and utilization strategy of the information
collected by data analytics experts.

HCG helps facilitate employee autonomy and empowerment through process transitions.
There is a person behind every process. From the stage of simple and routine to the stage where agreement
and coordination are needed, employees consider what authority they have and what decisions to make.

Governance & BoD Management

Recently, transparency in corporate governance has been directly linked to corporate values. A stable and effective governance structure does not only enhance the external image, but it also facilitates management efficiency, the distribution of risks, and constant transformation of the business structure through responsible management. The transformation of governance should be accompanied by qualitative innovations that define the structure and role of the Board of Directors, consultative bodies and corporate leadership groups, as well as financial issues.

HCG suggests the organizational structure, the establishment of consultative bodies,
and the performance management system following the transformation of corporate governance.

HCG supports the composition and evaluating the board of directors, the appointment of outside directors,
and the establishment of operating standards.

Workforce Planning

One of the key tasks of linking changes in business plans and new strategies to HR is to create a workforce planning. Corporate business decisions are always accompanied by the consideration of supply and demand for human resources. Workforce planning goes beyond organizational efficiency, and it enables you to achieve growth opportunities through human resources, and improve productivity through competent employees.

HCG has verified experience with traditional workforce planning. We support the establishment of the client company's workforce planning by analyzing the client's business strategy, scale, and productivity indicators, and by measuring the workload of each unit.

HCG considers rapidly changing organizational digitization and collaborative performance-based strategies and reflects them to workforce planning. HCG also predicts and reflects the impact of new working patterns, communication methods and tools that affect the workload and work quality.

HCG uses an HR Analytics-based approach to make data-driven decisions. This enables companies to implement short- and long-term measures based on various scenarios and take proactive action.

Job Profiling & Talent Matching

The process of aligning the HR system based on job description, value, and contribution while selecting the right people ultimately increases the competitiveness of employees. In this regard, it is necessary to clarify job descriptions, including necessary competencies and skills, and to establish a linking strategy in the HR system from recruitment to performance management and career development.

HCG avoids traditional off-the-shelf approaches, which are time-consuming, expensive and limited practice.

HCG uses big data to collect and apply rapidly changing and emerging market-oriented job information. This allows you to explore trends to gain new insights, as well as go beyond the limits of job information or awareness that do not exist in your organization today.

HCG structures the various performance and career information data of employees that clients provided enabling more effective job-based human resources management.

Talent Acquisition

Rapid changes in the characteristics of talented personnel both inside and outside the company have difficulties in getting and maintaining by standardized value propositions and limited selection criteria like in the past.

The process of recruiting talent should be understood as a channel for communicating company-specific values and attractions to superior candidates, beyond simply recruiting and evaluating potential applicants. Particularly, today's talents who have grown up in a social network-based environment tend to compete equally by way of their own ideas rather than through authority and qualifications, and they thirst for the intrinsic rewards that accompany achievement and innovation. Companies need a talent acquisition strategy more than a match for the characteristics of human resources with their core values.

HCG provides talent acquisition brand building, recruitment process planning and management, selection and assimilation/settlement programs based on client value.

HCG dativizes the characteristics of talented individuals within the company and applies them to recruitment criteria and assessment methods to support the client's effective hiring decisions.

Talent Review & Mobility

Business development without the growth of its employees cannot guarantee the sustainable success of a company. The talent development plan should be accompanied by expanding new and core businesses as well as innovative turnarounds for marginal projects. Many companies are struggling to define the human resources they need to do business for today and the future, while also cultivating human resources that is suited to their organizational circumstances and culture. On the other hand, development and growth opportunities are extremely attractive values from the perspective of employees.

HCG provides customized development strategies and action programs to change the ways of working by the types of talent (Talent Portfolio).

HCG provides a way to identify core talent and jobs (pivotal position) that have a dominant impact on organizational performance, and link them to the employee development plan.

HCG provides the know-how to successfully establish enterprise-wide talent discussion systems and operational mechanisms through talent sessions.

HCG suggests the models of desirable Talent Mobility and career path with big data

Leadership Assessment & Integration

One of the key conditions of a successful organization is the systems of developing strong, consistent leadership and finding next-generation leaders. The leadership competencies required to lead employees and drive high team performance are quite different from the skills required to excel in individual tasks. Therefore, upskilling and cross-skilling of existing leadership should be key challenges for HR before they reach leadership positions as a result of career development.

HCG provides professional services for leadership competency modeling that define leadership pipeline and necessary requirements for leadership development stages.
Especially, it focuses on 'Leadership Repertoire' and supports practical behavioral changes, breaking away from a few predefined, competency models.

HCG is a Korean partner of Qualtrics, an employee experience management solution used by more than 75% of the Fortune 100 companies in the U.S. and conducts consulting through proven diagnostic tools.
This provides an in-depth understanding of leadership behavior, as well as a new insight analysis that combines client data with leadership diagnostics data.

HCG performs designing a variety of institutional operational plans (application) related to leadership discussions and development.
It supports to establish succession plans, back-up plans, talent sessions, Leadership coaching and career development.

People Brand & Culture

Corporate values and cultures that inspire empathy and inspiration for employees are sources of inimitable competitiveness. Furthermore, it becomes a company’s unique brand that effectively attracts and retains people who share the success and understanding of the organization.

The HCG's differentiated approach, which focuses on employee experience, provides insight into the organization's cultural strengths and gaps, and the behavior needed to change.

Corporate Values & Principle

Corporate mission, creed, and core value form the foundation for decision-making and determining priorities for employees.
A company's consistent attitude toward desirable values instills a sense of pride and purpose in the organization. To establish and successfully maintain corporate value, it must be highly relevant, meaningful, and properly transmitted to the business.

HCG supports the creation of new corporate values. It deeply understands and organizes the DNA that has led to the success of the organization and aspirations for the future.

Beyond increasing value, HCG focuses on internalizing core values and embodying strategies.
We support how high aspirations of organizational value work in employees’ daily lives dilemmas.
We help take the high standards and aspirations of an organization and transfer them to the daily lives and stresses of team members’ roles.

HCG helps clients with the experience and know-how specialized in 'value-oriented HR transformation', ensuring that corporate value and mission are aligned with HR principles and operational methods.

People Brand

Being able to give a good answer to the question, "Why should I work for this company?" is a measure of the competitiveness in the future of an organization as well as in the present.
In particular, the changes of employees in the organization, especially those in the Millennial and Generation Z,
are driving this change. As every company has a client’s brand for consumers, People Brand is a brand strategy for employment.

HCG believes that maintaining a good People Brand is the beginning of getting employees to understand
the organization and getting the talent they need for the business.

To this end, we provide services for establishing People Brand strategy, enhancing experience management
for recruiting external talents, and establishing brand identity and message delivery strategies.

Employee Experience

As the pace of change in the business environment accelerates and increases the scope, the characteristics of employees are rapidly changing. Employee experience management will be the most important topic of HR as more workers value the meaning and pleasure of the work as well as personal needs and preferences.

Flexible work, time management, expectations and demands for more personalized management,
and the emergence of employees who actively embrace changes in the technological environment further increases
the importance of employee experience. Collecting feedback on what employees think and why they take certain
decisions and actions will be a measure of HR competitiveness.

HCG has a comprehensive diagnostic tool that measures the factors that affect the employee experience, appearance, and consequential engagement during their career, so that employee experience measurement elements can be implemented quickly.

HCG is a Korean partner of Qualtrics, an employee experience management solution used by more than
75% of the Fortune 100 companies in the U.S. and conducts consulting through proven diagnostic tools.

This provides a variety of statistical data and reporting that reflects the needs of differentiated analysis as well as

HCG provides HR Analytics services, including predictive analytics, through their data analysts.
This enables analysis that combines the client's existing data with the new employee experience diagnostic data.

HCG provides annual or multi-year services, not one-time consulting, to support the consistent and ongoing management of the client's employee experience.
This allows the client to perform an unlimited number of employee experience diagnosis at any time which only costs a one-time payment.

Awareness & Survey

A "Great Place to Work" is a growing interest among employees, and is recognized as a value proposition that is important for recruiting and maintaining talented people. Organizational culture is expressed not only in an outward atmosphere or symbolic event, but also in a combination of internal norms, values, and motivation.

HCG identifies the strengths and weaknesses of the current organization's dominant culture and helps shape the culture that employees want to achieve in the future.

HCG helps enhance the competitiveness of organizations that cannot be easily copied from the outside by supporting program design and execution that can improve culture.

HCG supports client change management with Pulse Survey and deep data analysis.

HR Transformation

Like all business innovations, HR is gradually switching to an employee-centered service that embraces the values of agility and transparency. Innovative transformation of human resources capabilities involves rapid changes in people, processes, technologies, and data. Centered on HR Strategies, establishing a new service model driven by technologies and data, and managing the moments of rapid changes will be the key to determine the competitiveness of HR in the future. Let HR become a true business partner. We promise to make it a reality.

HR Strategy Planning

HR strategy is a process that clearly defines current and future human resource needs to achieve organizational goals. This requires HR to provide specific information on how to support the organization's business strategy.
Ideal HR strategies connect people and businesses and enable the company to consistently pursue its mission,
vision, value, and goals. To this end, HCG supports ensuring the success of the client’s HR strategy through the
following four steps and key questions.

  • 1Define the Aspiration of HR.
    What is the nature of your business?

    What are the skills, resources, culture, and processes required to achieve desired results for the future?

    What are the ways to make sure that employees meet the company’s needs in the future?

    What are the risks of human resource management associated with the future of the organization?
  • 2Accurately diagnose
    current HR capabilities.
    What are the current human resources capabilities?

    What are our strengths and weaknesses?

    What HR problems today pose risks in reaching future goals?
  • 3Identify the gaps between
    current and future states and
    establish a Gap Strategy.
    What are the areas in which the current and future requirements differ in the policies, procedures, and functions of HR?

    What is your top priority, and in what field can you expect the fastest development?

    Are there enough strategies and budgets for changes?
  • 4Provide stakeholder
    management and monitoring
    strategies for implementing plans.
    HR strategies and plans should be shared with management and other relevant departments and team members.

    Higher levels of understanding and empathy lead to faster changes.

    Plans and action results should be frequently monitored to see if certain tasks are constantly needed, and should be modified quickly in some cases.

HR Service Delivery Modeling

The service provided to HR should ultimately be able to increase the value of business leaders' decisions. This is consistent with the role that management requires and expects from human resources. Implementing an HR policy that can contribute to the value of the business requires a desirable strategy and an effective service delivery model. The growing role of HR as a business partner can only be expanded by being able to answer what HR roles and missions an organization expects, what operating structures it needs to implement, what policy guidelines it cannot relinquish to HR areas from recruitment to retirement, and the reasons.

The HR service delivery Modeling provided by HCG contributes to enhancing the level of employee experience for both management and employees. It also reduces the complexity of HR service users, while increasing confidence in their expertise.

Along with traditional institutional-level of service model innovations, HCG provides accelerated technology (HR Technology) solutions and know-how in collecting and analyzing personnel data.

Change Management

HCG's change management strategy is directed toward a systematic and proactive approach.
The change in the HR system makes both management and employees aware of opportunities and crises.
Therefore, the focus should be on anticipating and encouraging participation in the uncertainty that changes
have on stakeholders.

HCG's change management strategy focuses on creating employee participation and engagement.
To this end, we suggest strategies and action plans for implementing changes. We deliver a team-centered
approach that provides a better understanding of the needs, rationales, and impacts of changes, and enables
differentiated management by stakeholder groups.

HCG's change management strategy is based on data.
The feedback information collected during the change process is analyzed in a consistent and systematic
manner to help ensure that the most effective change scenarios are implemented.

Digital HR & Analytics

With the development of information technology, attempts to discover new values through the use of technology and data in most areas of business activities become popular. Transforming human resource data into assets of high practical value requires both 'HR' and ‘Technology’, 'Data analysis' at the same time. HCG provides highly available digital HR services by organically combining multi-year market-proven human resources practices with the expertise of e-HR solution and highly developed levels of data analytics.

  Also, HCG provides in-depth insights through integrating in-house operational data, employee experience data, and inter-member network data. Data analysis enables an objective understanding of the status quo and new interpretation of employee data, as well as further suggesting reasonable inferences for unknown areas.

Digital HR Strategy

To innovate HR with digital technology requires clear goals and transition roadmaps. It should be included not only insight of new technology, but also a new desire to set up new processes with technology, improve the working style and the culture, and to change the capabilities of employees.

HCG figure out the digitalization issues and levels of HR currently facing the company through the unique readiness check tool.

HCG provides strategies and action plans focused on the generalization and continuous improvement of Digital HR.
The digital strategy includes a new technology application plan, as well as HR systemically change strategy with leadership and employee’s mindset change.

HR Technologies

The rapid development of digital technology and the growing need for user-oriented services require a change in HR solutions. In particular, based on 'SMAC', which is the keyword of digital technology innovation, it promotes interaction between employees (social), utilizes solutions without time and space limitation (Mobility), obtains insights from quantitative and qualitative personnel data (Analytics), and extend to access cloud computing services based on new technology platforms.

HCG supports HR management solutions optimized for each company's needs.

HCG has its own e-HR solutions that have proven performance and effectiveness through a variety of clients, providing the best solution that are differentiated by service scope, type, and corporation size.

Data Management

Data held by companies is already recognized as a major asset. Based on effective data utilization objectives, HCG:

- Identifies the overall status of data quality and quantitative factors such as data generation process, storage structure, information level, and fragmentation.

- Seeks to maximize the value of data assets by reviewing available external data interoperability.

Data Analysis : Methods and Techniques

HCG proposes and verifies the most effective data modeling and analysis methods specific to individual organizations.

Factor Analysis : Presents a new interpretation of the situation and the cause of a particular phenomenon by measuring the influence of each factor and reconstructing the relationship between them. The improved understanding of the employees through this is a major motive of HR activities.

Network Analysis : Models relationships between interacting objects, including individual employees, and identifies role structures through static/dynamic interpretation and applies them to simulations across role management and systems. Objectified information about relative positions within a macro-system can provide a predictive way to prepare for risks that were difficult to identify in the past.

Pattern Analysis : Learns the systems and patterns accumulated in internal data to produce enterprise-specific utilization tools.
HCG is always wary of prejudices that can be derived from machine learning and suggests a reasonable interpretation of them.

Timely & Personalized Report

HCG structures and indexes various information about individuals and organizations to help them reasonably recognize the status quo from a bird's-eye view.This information is provided through real-time inquiry service, and personalized reports can help maximize utilization and suitability.

The various HR solutions and operational capabilities of HCG can provide data analysis as a single service.
Also, sensitive personal information risk factors in HR data are controlled in advance by reviewing the impact of
personal information protection across data management, analysis, utilization, and inquiry.