Human Capital Management

SDGs:

  • GOOD HEALTH AND WELL-BEING

    3

  • GENDER EQUALITY

    5

  • DECENT WORK AND ECONOMIC GROWTH

    8

  • RESPONSIBLE CONSUMPTION AND PRODUCTION

    12

  • PARTNERSHIPS FOR THE GOALS

    17

SKM also introduced a competency framework in 2022. In 2023, we started rolling out the new competency framework and talent development blueprint, leveraging the competency framework to develop a series of competency training courses for SKM managers. We hope to effectively strengthen the necessary competency training required for employees in the workplace.

SKM Employee Training Hours by Gender and Position

In 2024, full-time employees at SKM received a total of 16,309.9 training hours; managerial employees received a total of 7,036 hours of training and other employees received a total of 9,273.9 hours of training.

2024 SKM Employee Training Hours by Gender and Position

Male Female Total hours Hours per person
Management 3,020.7 4,015.3 7,036.0 7.79
Others 3,272.9 6,000.9 9,273.9 5.93
Total Hours 6,280.7 10,029.2 16,309.9 6.61

SKM HQ and department stores also provide a variety of training on service quality, cloud and self-service POS machines, food hygiene and safety, occupational safety and health, and annual anniversary sales to our counter staff.

Training Provided by HQ and Department Store in 2024

Topic Subject Number of Trainees Cumulative training hours
Onboarding Training Counter staff 237 839
New Counter Staff Training Counter staff 1,597 3,047
In-service Training: Scheduling Counter staff, security, and cleaning staff 5,459 5,326
Service Quality Counter staff, security, and cleaning staff 2,608 2,849
Food Hygiene and Safety Counter staff 1,362 4,053
Occupational Safety and Health Counter staff, security, and cleaning staff 153 226
Sexual Harassment Prevention Counter staff, security, and cleaning staff 859 438
Total 12,275 16,777

Three-Year Competency Program

To ensure our employees are able to adapt more effectively to changing market landscapes and fierce competition, SKM officially kick-started the Three-Year Competency Program in November 2022. The program is a re-evaluation and optimization of the core competencies required by employees of all levels (including managerial positions), given the organization's future development goals. It defines the "critical DNA" exclusive to SKM's core talents and introduces a competency framework that clearly outlines career development goals and pathways for employees at SKM.
The Three-Year Competency Program can be separated into three stages:

First Stage | Starting from 2022/11
Objective
Roll out competency framework
  • Compile new competence framework by end of 2022.
  • Host new competency roll-out training in 2023.
Second Stage | Starting from 2023/4
Objective
Apply competenvies to talent training
  • Develop new competency training programs to enhance employee competency.
  • Roll out assessments targeting new competencies to drive employee action and performance.
Third Stage| Starting from 2024/1
Objective
Establish talent pipelineand talent

Develop talent pipeline management measures to build a sizeable talent pool and support SKM's sustainable development.