CJ Logistics

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 Development Programs

We systematically manage all aspects of employee training and development to strengthen individual competencies by enhancing knowledge, skills, and professional attitudes, all of which contribute to the company's sustainable growth. In collaboration with the CJ Human Resources Development Center, we cultivate top talent with unrivaled capabilities and promote a culture of open communication and collaboration through a wide range of programs tailored to specific job functions and organizational levels. In-house training is managed by the Training Team for the logistics business and the HR Innovation Team for the construction business, in accordance with each sector’s mid-to-long-term strategies and annual plans. Department heads are responsible for encouraging active participation in training programs, while employees have the autonomy to choose and participate in programs that best fit their individual development plans through the “CJ Campus” platform.
We are fully committed to supporting employees in taking ownership of their career development through the operation of CJ Talent Management System (TMS), a group-wide platform. Using Self-Career Reviews, employees evaluate the gap between their current competencies and career goals, and create systematic Career Development Plans (CDP) by engaging in in-house training programs, “CJ Campus,” and the “Construction E-Academy,” a specialized learning platform for construction personnels.
With an aim to assess the effectiveness of these training programs, we conduct qualitative evaluations based on metrics that measure the practical application of skills in the workplace and insights gathered from post-training interviews. These metrics include observable changes in job performance following training and identification of future training needs, enabling us to review the tangible impact of our programs and drive continuous improvement.

In pursuit of becoming a leading Supply Chain Management (SCM) solutions provider in the global logistics market, we offer structured competency development programs focused on core logistics functions such as TES / IT, sales, e-commerce, and global operations. Based on a detailed analysis of key responsibilities by role and identified training needs, we have established a specialized training framework. To further support self-directed growth and strengthen job-specific expertise, we actively provide access to tailored external education programs. To ensure the effectiveness of our core competency programs, we conduct feedback evaluations and interviews to systematically assess outcomes. The insights gained are incorporated into program design and continuous improvement efforts. In 2025, we plan to expand these training programs to further enhance job-specific capabilities and strengthen overall organizational competitiveness. In the construction sector, competency development efforts are centered around project management, resource management, and safety management, supporting the transition into an infrastructure solutions provider that enables business growth. Core responsibilities have been analyzed based on employee roles and needs, leading to the development of a dedicated training system. Customized external training is also actively supported in response to individual development requirements, with plans to further scale these efforts in 2025.

Fair Compensation System

We uphold the principle of fair compensation based on a job grading system that reflects the relative value of each role, regardless of gender. In line with our DE&I policies, we ensure that no individual characteristic becomes a basis for discrimination across all HR processes, including recruitment, promotion, placement, salary, benefits, and training. Our fair compensation framework recognizes employees’ capabilities and performance equally, regardless of age, tenure, or position. Currently, there is a wage gap arising from a higher proportion of male employees and their longer average tenure compared to female employees. In response, we are actively working to expand the recruitment of female talent and reduce the gender pay gap through various initiatives. We remain committed to ongoing institutional improvements aimed at eliminating compensation disparities based on gender.

Organizational Culture Innovation Initiatives

At CJ Logistics, we advance ESG-driven management by actively listening to employee voices and cultivating an inclusive culture that respects diverse perspectives. Each year, we establish strategic priorities for organizational culture and develop customized programs aligned with these goals to drive ongoing improvement. In 2024, we carried out a range of initiatives centered on three core focus areas to further strengthen our organizational culture.

2024 Strategic Direction and Initiatives for Organizational Culture Enhancement

You can zoom in or out of an image with two fingers.

2024 Strategic Direction and Initiatives for Organizational Culture Enhancement Layer close

Organizational Culture Assessment and Enhancement

Leveraging CJ Group’s organizational culture diagnostic program, CJ Voice ON, we regularly conduct thorough assessments to evaluate employees’ understanding and adoption of the company’s vision and core values, as well as their level of organizational commitment. Based on these results, we identify cultural barriers and implement targeted improvement measures to drive meaningful organizational transformation. In 2024, the assessment was enhanced by incorporating items related to practical infrastructure to determine whether an environment conducive to shared growth between the company and its employees is in place. The evaluation covered various aspects, including organizational structure and processes, ways of working, HR systems, and leadership commitment to change. From this analysis, we identified factors hindering a healthy culture and derived four key improvement directions: defining and embedding leadership principles, strengthening communication between the company and employees, enhancing timely recognition, and introducing collaborative tools to foster cross-functional collaboration and reduce organizational silos. These insights will guide our organizational culture innovation initiatives in 2025.

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

Internal Communication and Engagement Programs

We promote internal cohesion and a strong organizational culture by connecting employees and business sites nationwide through our internal broadcasting platform, CKN. A flagship program, "Daetong's Log", offers vlog-style content capturing real workplace moments that showcase each department’s infrastructure, team dynamics, and work styles, deepening employees’ understanding of different roles and fostering communication across the organization. At year-end, we host the “CJ Logistics Awards” to recognize exceptional employees. Their success stories and interviews are later featured in “CJ Logistics Awards Story”, a follow-up segment that shares best practices and professional insights. To further encourage engagement and strengthen our workplace culture, we also produce a variety of content formats such as the monthly “Tongtong News”, seasonal specials such as Family Month Features and Year-End Episodes, and spontaneous interview segments like “Cast U”. Through these diverse initiatives, we remain committed to transparent communication and cultivating an inclusive workplace.

Employee Welfare Programs

We support employees in achieving a healthy work-life balance and enhancing their overall quality of life through a comprehensive range of welfare programs. These benefits are continuously reviewed and refined, with a strong focus on systematic health management. All employees receive annual health checkups, and full reimbursement is provided for sedated endoscopic procedures such as gastroscopy and colonoscopy. Leave is granted for special medical examinations, and employees with abnormal findings are offered personalized health consultations and preventive care through our “Visit Service for Your Health” program.
Housing and rental subsidies have been raised to help relocated employees secure stable living conditions. In addition, we have expanded childbirth celebration allowances and increased both the eligibility and coverage limits for tuition support and the Employee Welfare Fund. We remain committed to creating a work environment where all employees can thrive in both body and mind.

[Welfare Programs]