Direction of Talent Management

Korea Circuit aims to hire and nurture outstanding professionals who possess proactive and creative thinking. The company supports continuous employee growth through recruitment based on clear HR policies and an ideal talent profile aimed at building international competitiveness, and by offering systematic educational programs and opportunities for skill development.

Ideal Talent

HR Policy

Korea Circuit establishes its HR system based on three key policies, aiming to support and motivate all employees to enjoy a prosperous life through cooperation. Additionally, the company seeks to recruit future leaders based on four main keywords.

Employee

Worker Status

As of December 31, 2025, Korea Circuit employs a total of 1,306 staff across all its operations, with over 90% working as full-time employees. The company maintains a stable employment policy centered on regular positions to ensure responsible employment and organizational sustainability. It operates a workforce management system that takes into account diverse organizational configurations. Additionally, Korea Circuit continually expands its tenure-based reward systems and welfare benefits to enhance job stability and organizational loyalty.

Status of Regular Employee

(Unit: Persons)

* Executive directors and advisors are excluded

Worker Diversity

In addition to a stable employment policy, Korea Circuit has a diverse workforce comprising individuals of various genders, ages, and nationalities. This diversity strengthens balanced perspectives and a collaborative foundation within the organization. Across executives, managers, and non-managers, women, young professionals, foreign nationals, and workers with disabilities are working together. The company maintains a workforce management system that reflects this diversity.

2025 Worker Diversity Status

(Unit: Persons)

* Executive directors and advisors are excluded / 2025 includes 20 disabled workers, 16 foreign workers, and 3 national veterans

The Long-term Goals for Workforce Diversity

New Hires and Turnover

Korea Circuit actively pursues new hiring annually to expand its business and secure future talent. In 2025, a total of 447 new employees were hired, with approximately 10% being women, reflecting efforts to enhance diversity. The company seeks talents suitable for the necessary competencies across managerial (administrative and technical) and non-managerial (production and support) roles, planning to expand recruitment focused on young and regional talents. In contrast, there were 353 resignations in 2025, all voluntary. Most were natural voluntary turnovers due to career changes or personal reasons. Based on turnover trends, the company continues to pursue strategies for preventing early departure and improving retention rates through analysis of resignation reasons and monitoring of tenure. Through diverse workforce retention policies—including strengthened introductory training and expanded welfare systems—the company is enhancing organizational stability.

2025 New Hires and Turnover Overview

(Unit: Persons)

* New Hire: Excludes transfers from affiliates, resignations within 3 months for managerial positions, and resignations within 7 days for non-managerial positions

* Turnover: Excludes transfers to affiliates, resignations within 3 months for managerial positions, and resignations within 7 days for non-managerial positions

Capacity Enhancement Training

Korea Circuit operates systematic training programs for both new and existing employees to cultivate talent capable of actively responding to a rapidly changing industrial environment. This includes not only enhancing job performance skills but also establishing a company-wide stage-by-stage training system that covers leadership, general competencies, and ethical awareness to improve the professionalism of members and promote the sustainable growth of the entire organization.

Job Competency Training

Korea Circuit has established and operates a structured job competency training system to enable employees to excel in their respective job areas. The company provides foundational, intermediate, and advanced level training programs in major job sectors such as process, quality, equipment, and technology, supporting customized learning based on individual skill levels and job experience. In particular, practical talents are fostered through problem-solving focused education immediately applicable to the field, case-based practice, and quality improvement workshops, striving to enhance company-wide quality competitiveness and productivity. Additionally, the company regularly updates educational content in line with technological changes and industrial trends, continuously enhancing the professionalism and effectiveness of education through collaboration with internal and external experts. Korea Circuit also operates foreign language education programs to support seamless operations with overseas clients and sites as the company grows into a global business. It provides foreign language learning opportunities considering the employee's job roles and business needs to strengthen global communication skills and improve practical language utilization abilities required in international business processes, including overseas customer support, technical consultation, and international business negotiations. The education system will continuously expand and advance to nurture professionals with both job expertise and global competencies.

General Competency Training

Korea Circuit operates systematic general competency training programs to cultivate employees into responsible corporate citizens with ethical responsibility and basic qualities as organizational members, in addition to professional competencies required for job performance. Particularly, the company regularly conducts educational programs reflecting Korea Circuit's code of conduct, encompassing ethical management, respect for human rights, industrial safety, and environmental protection, based on the global sustainability management standards of the Responsible Business Alliance (RBA). Furthermore, legal mandatory training according to relevant laws such as the Occupational Safety and Health Act and the Personal Information Protection Act is strictly implemented at least once a year for all employees. This general education goes beyond mere compliance training, serving as a key means to establish a fair organizational culture and create a safe and trustworthy working environment. It also contributes to building a sustainable management ecosystem based on ESG by being expanded to employees of cooperative companies.

Leadership and Talent Development

To strategically cultivate key talents leading sustainable organizational growth, Korea Circuit operates customized leadership development programs according to job rank and competency level. Especially, aiming to foster the next generation of leaders equipped with leadership skills adaptable to a rapidly changing management environment, education is structured around major core competencies such as organization management, change management, and performance creation. Programs are designed to systematically internalize required leadership behaviors and strategic thinking at each stage through hierarchy-specific leadership programs for new managers, middle managers, and senior managers. The leadership enhancement courses focused on the field (Level-up courses) also practically improve the problem-solving abilities, communication skills, and teamwork capabilities of field managers. Additionally, to develop leadership connected to job expertise, the company concurrently operates job-linked education, mentoring, and coaching programs while maximizing the learning effect through experiential learning based on practice and simulation. In the future, a customized competency development system based on leadership diagnosis and individual growth roadmaps will be strengthened to progressively advance the leadership competencies of the entire organization.

Training Result

(Unit: %)

Welfare Policy

Korea Circuit runs a comprehensive welfare system to support employees in achieving work-life balance in a stable working environment. This includes supporting leisure activities, in-house club activities, long-service awards, seasonal events, and care activities for field workers to boost employees' sense of belonging and job satisfaction. It also provides practical support such as educational assistance, event support, health check-ups, welfare malls, commuter buses, and dormitories.

Furthermore, a family-friendly working support system is in place to allow employees to balance work and family without the burden of career interruption during pregnancy, childbirth, and childcare. This includes various systems such as reduced working hours during pregnancy, parental leave, childbearing and spousal leave, reduced working hours during childcare, infertility treatment leave, workplace nurseries, and lactation rooms to create a family-friendly working environment.

Korea Circuit will continue to enhance the effectiveness of the welfare system by reflecting diverse employee opinions and changes in living environments, aiming to strengthen an organizational culture that supports stable lives for members and their families.

Employee Welfare Benefit System

Family-friendly Work Support System