CJ物流

Recruitment

In our recruitment endeavors, we adhere to CJ Group's model talent criteria, seeking “ONLY ONE” talents who embody expertise and uniqueness in their respective fields, driven by passion, commitment, and responsibility. We maintain a policy of non-discrimination based on gender, education, age, or background. Moreover, we prioritize veterans and individuals with disabilities possessing the requisite skills for the job, in compliance with pertinent laws and regulations. Furthermore, we uphold the provisions outlined in the Fair Hiring Procedure Act, ensuring fairness and safeguarding the rights of applicants throughout the recruitment process.

Talent Cultivation

At CJ Logistics, we have established comprehensive rules and expectations for employee education and training to support their personal development and contribute to the company's growth. To this end, we collaborate with the CJ Leadership Center to offer position- and level-specific programs aimed at nurturing top talents with exceptional capabilities and fostering communication and cooperation among teams. Our in-house education and training initiatives are spearheaded by the Talent and Culture Team, which formulates mid- and long-term training strategies and annual plans tailored to our business areas and characteristics. Employees are notified annually about scheduled education sessions and relevant support programs to encourage active participation. Team leaders play a crucial role in ensuring that their team members maximize the benefits of these programs and continue to pursue personal development and learning opportunities. Employees participate in capacity-building programs through CJ Campus. The Talent and Culture Team provides guidance for required and selective courses as needed. Our group-wide talent management system, CJ TMS, facilitates self-directed competency development and systematic career development plans (CDPs) for employees. Additionally, self-career reviews afford employees the chance to identify gaps between their current competencies and career goals, enabling them to guide their own development through in-house courses or programs offered by CJ Campus.

Aimed at enhancing core competency, Logistics Division at CJ Logistics helps executives and employees advance their competency by providing professional training program. Specifically, Logistics Division offers phased job curriculum based on a professional training system to cultivate key talents. In particular, the Company's program has a learning structure set by competency level to enhance competency in TES, IT and e-commerce, which are the Company's key business competitiveness. Construction Division operates construction engineering academy for competency growth from which the Company nurtures engineers armed with expertise and competency. The Company also operates a course to develop PM with the goal to cultivate managers in charge of construction sites and competency enhancement raining, and promotes in-house instructor development program to share such competency. All training programs are subject to satisfaction check and review later on to analyze their effectiveness while the results are reflected in setting the direction for training programs in the following year.

Fair Performance Evaluation and Compensation System

CJ Logistics strives to create a culture that lets all generations break out of the box and challenge themselves by offering a work environment where any competent and committed employee regardless of age, years of service and grade can become a leader This direction led to a simplified grade system from seven grades to four grades, which is aimed at following performance-based compensation and switching to a flexible organization based on job, role and project, and the Company conducting performance evaluation and 360° evaluation to all employees and a fair compensation system. We will continue to compensate employees well beyond their expectations not seen anywhere else by offering various opportunities for employees to be compensated for their performance and role, and promoting fair competition.

A good place to work

CJ Logistics is regularly diagnosing the understanding, participation willingness, and engagement towards its vision and core values through 'CJ Voice ON' by CJ Group to understand the current state of its organizational culture and to formulate practical improvement measures. In 2023, items related to job satisfaction areas such as duties, communication, trust, recognition, and the purpose of the job including social and environmental contributions were added. Through the diagnostic results, we identify factors that hinder organizational culture and derive and apply improvement measures. We will continue to strive for open organizational culture innovation in the future.

[Table. Satisfaction level of executives and employees(participation level)]

Improvement of Welfare Benefits

CJ Logistics exerts efforts to create an employee-friendly work environment and particularly for women. The Company runs a wide variety of programs conducive to supporting work & life balance by introducing childcare leave eligible for employees whose child enters 1st grade and reduced workhours for childcare. We also provide full support towards female employees’ healthy childbirth by reducing their workhours during critical pregnancy periods and granting leave to female employees undergoing infertility treatment. At the heart of work & life balance stands CJ Logistics, which is dedicated to introducing various welfare benefits for executives and employees to help them enjoy life full of health, joy and convenience.