Social
Employee Recruitment and Retention
Fair and Systematic Recruitment of Talent
APR operates a fair and systematic recruitment process with the
pride that we create a top company with talented people of
outstanding capabilities. We recruit the best talent to support
the company's continued growth and strategic direction.
We believe that individuals and organizations can grow together
when expertise is demonstrated in each field. To this end, we
operate a recruitment process that fairly evaluates the
applicant's capabilities, job and organizational suitability. We
strive to recruit the finest talent by flexibly applying the
document screening process to the characteristics of each
department and job, which includes cultural fit assessment,
interviews, and assignment tests. Also, we have introduced an
interviewer management system that strengthened interviewer
training and monitoring through post-interview feedback, which
created a high-quality interview environment.
APR is waiting for “Apros” to join us in new challenges and growth
through fair recruitment.
Growth Through Continued Development of Talent
APR operates various programs to support the growth of our
members. The purpose of the new employee training program is to
help them better understand the business of APR, adapt quickly
based on that understanding, and fully demonstrate their
capabilities.
We provide them with free access to a platform that offers online
courses to help individuals strengthen their job skills.
In addition, APR holds a town hall meeting once a month to promote
communication among all employees.
Every month, employees who have shown excellent performance and
attitude in their work based on the four APR talent standards are
given an award certificate, gift certificates, and reward
vacations, intended to motivate employees to develop their
careers.
Excellent Welfare Benefits for Employees
APR operates various welfare policies to improve the quality of
life of our members and encourage them to stay with us for a long
time. We provide cash welfare such as group insurance, meal ticket
points, company dinner expenses, welfare mall points that can be
used to purchase products at the online APR store, book purchase
expenses, and congratulations and condolences allowances.
We also offer welfare benefits including a free in-house cafe,
health keeper (massage service), long-term service refreshment
leaves for employees in their third, sixth, and ninth years,
birthday celebration leave and gifts, and ending workdays early on
the last Friday of every month.
Diversity and Gender Equality
Creating a Favorable Working Environment for Women
among all executives
among all members of APR
*The percentage of executives is based on
the APR corporation (excluding subsidiaries),
and includes non-registered executives and
outside directors.
APR is expanding opportunities for women to enter the workforce by
actively recruiting outstanding global female talent who meet our
prominence as a global beauty tech company. As of December 2024,
women accounted for 65.6% of all employees, and 33.3% of
executives. We are working to create an environment where all
members can demonstrate their individual capabilities and drive
APR's performance and growth together.
For the talents we have secured, we support work-life balance and
harmony by providing maternity leave and parental leave, as well
as spouse maternity leave, miscarriage leave, and childcare
support to prevent career breaks due to marriage and childcare
issues. We also operate a multifaceted welfare system that reduces
the personal burden of childcare so that employees can focus on
their work. Moreover, we are establishing a working environment
where all employees can freely demonstrate their abilities by
creating a culture of mutual consideration between employees of
different genders, such as providing sexual harassment prevention
training and practicing a healthy company dinner culture.
Establishment of a Subsidiary-type Standard Workplace for People with Disabilities
In cooperation with the Korea Employment Agency for Persons with
Disabilities, we established a subsidiary-type standard workplace
for people with disabilities, “APR Communications” in February
2020. Our aim is to provide a wide range of employment
opportunities for the underprivileged and fulfill our social
responsibilities. In 2024, our employment rate for people with
disabilities is 4.6%, and they perform tasks in various jobs,
including in-house environmental beautification, office
assistance, health care workers, and cafe baristas.
They complete job training under the guidance of professional
instructors and are provided with support to help them thrive in
the organizational culture and adapt successfully to society.
Above all, the subsidiary is operated without any discrimination
of space within the same business site with APR, creating a value
of growing together regardless of one’s disabilities.
Acquiring Global Diversity
We are strengthening our external competitiveness by recruiting
new and experienced employees with global capabilities and
expertise.
Based on our solid competitiveness in the domestic market, APR is
strengthening our business in Asia to enhance our status as a
global company, while developing a foothold in the Americas and
Europe to expand into neighboring countries.
To this end, we are actively recruiting global talent and focusing
on building our internal capabilities. We are working to secure
talents worldwide with a global perspective and understanding of
culture by directly hiring employees who can collaborate with
overseas local subsidiaries in the US, China, Japan, and other
countries.
Evaluation and Compensation
Fair Performance Evaluation and Compensation
APR's personnel evaluation system is operated by combining two parts: 1) performance evaluation centered on OKRs and 2) 360-degree competency evaluation, which includes upward, downward, peer, and collaborator evaluations based on topics such as leadership, ownership, harmony, and growth potential. In addition, we operate one-on-one review sessions after each quarterly OKR evaluation to enhance capabilities and support the achievement of individual and team goals. The evaluation results are disclosed to the employee concerned, and we are continuously striving to ensure the fairness of personnel evaluations.