Hello, I’m Jung Ji-hoon, a dream supporter of Neo Value executives and employees. I’m currently the team leader of the People team. Although it is childish, I think I am a personnel man who supports all members to achieve their dreams. His work began as a housing-related job at a public company, and after that, he was in charge of real estate development implementation at a large company, changed it to a personnel position, and even sent an assistant manager and manager at a company. Currently, Neo Value is also in charge of personnel affairs and is expanding its scope of work such as improving its internal system. I think it fits well with my personality because it’s a position where I can be a necessary person for someone. I dream of being a person who shares what I have experienced, and a leader who always grows through him.
Meeting NEOVALUE
Q. What kind of career have you built at NEOVALUE?
I joined the Neo Value People Team as a manager in 2020. After joining the company, I have been in charge of HRM (Human Resource Management) and subsidiary management, and I am currently in charge of HRM (Human Resource Management) and HRD (Human Resource Development) and in-house system improvement since March 2021.
Q. What made you join NEOVALUE?
My previous job was a real estate development company, so I’ve known Alleyway Gwanggyo for a long time and I’ve been there a few times. I still can’t forget the freshness I felt while looking at the lake from Alleyway Gwanggyo Square. I happened to see a video of NEOVALUE near the Alleyway Gwanggyo Concierge, and it was a short moment, but I unconsciously sympathized with the vision that the boss said. After that, I found articles related to NEOVALUE and became more fascinated by the view of people and business. I thought, “Wouldn’t a company with this philosophy and values have a lot to do as a human resources manager?” and I’m here to introduce NEOVALUE. (laughs)
Working as a lifestyle developer
Q. Please introduce what the team does.
The People team is performing overall tasks related to HRM (Human Resource Management) and HRD (Human Resource Development). Plan/manage/operate all processes up to the moment an employee leaves the company. We select, hire, deploy, educate, evaluate/compensate, support benefits, and carry out a wide range of tasks, including organizational cultural activities. We always listen to the voices of our members to create a people-centered personnel system and a people-centered organizational culture.
Q. What is your job?
As a team leader, I am in charge of the people team’s work. The team members are spending a little more time on HR operation work, and I am working on HR planning work at a slightly higher rate. In 2021, I remember the work of settling the newly introduced OKR and planning peer incentives the most. We changed the employment rules and guided executives and employees in accordance with the revised Labor Standards Act, and supplemented internal regulations. In the future, we will plan and activate in-house education.
Q. What are the pros and cons of working as a lifestyle developer?
As the saying goes, personnel management is the most important task for the company to continue to grow and is a task that must be “well done.” I think the biggest advantage is that “I can support all members closest to me.” It’s easy to reach them! And the pride of doing something important that affects the members seems to be a bonus.
HR staff work for employees, and they are praised and sometimes hurt. However, looking back on my past experience, I was more comforted by those who watched my efforts when I worked sincerely.
Q. What major/competencies do you need for work?
Personnel work is a field that does not have a necessary major. I believe that understanding diversity and being inclusive is a necessary competency for the position. And I think the most necessary virtue for the junior personnel in charge of human resources is resilience. I think the moment the dream or goal of the HR manager stops, the bowl that the members can be happy becomes small or disappear. I think the attitude and attitude of determining to do it again even if various planning tasks and ideas are not made or are in a difficult situation is the most important.
Q. How can I have that capability?
An understanding of diversity can be built from various experiences. You need experience that you have tried to establish and achieve common goals, not just pursuing personal studies or your own goals. Of course, understanding of people who have different perspectives from me is not something that can be taken only through experience. You can also build from concerns or interests about various lifestyles. Inclusion can be achieved through self-objectification, which admits that you can be wrong, and through an attitude to listen and learn.
Q. What kind of colleague do you want to work with?
NEOValue operates peer incentives. When the two conditions below are met, the co-worker will pay the coin, which will accumulate for one year and be paid as a separate reward at the end of the year. The first growth coin. It is a reward for colleagues who have shown behaviors or attitudes that help the members grow. The second is the collaborative coin. This is a reward for colleagues who have shown actions and attitudes to strive for common goal achievement (OKR). I think the answer is complete when asked which colleague you want to work with. I think the person who helps each other grow and respects each other and creates synergy in the process of achieving goals is the most necessary colleague.
My lifestyle
Q. Please introduce your daily routine at NEOVALUE.
My house is quite far from the company, so I leave at 7 a.m. I arrive at the company at 8:30 and plan for about 20 minutes to do every 30 minutes. NeoValue is working through OKR, so we have weekly meetings with our team members every Monday afternoon and CFR activities every Thursday afternoon. People’s team spends a lot of time recruiting good people. We conduct offline interviews more than once or twice a week, and review application documents and AI competency interview results with our team members. If you spend time on operational tasks, you may miss planning tasks, so you intentionally secure about 30% of planning work hours to maintain the consistency of your work. Through that time, we are mainly considering matters related to organizational culture, evaluation and compensation, in-house education planning, and in-house system improvement. Sometimes when I’m tired of work, I feel free in my daily life by using a refresh day once a month (once a month, I can leave work two hours early and take advantage of the afternoon).
Q. What kind of lifestyle do you have?
NeoValue’s ‘belief in people’ is a lot like my lifestyle. The first is not the growth of the position within the organization, but rather the individual itself, pursuing a lifestyle in which professionalism and bowls grow. Second, I pursue a lifestyle that pursues work-life harmony.
The Future of the City We Draw
Q. What do you think a sustainable city is like?
I think it is a city that improves local problems and continuously suggests new values to people. I read with interest the recently published book “Bio-Philicity” in which nature and humans coexist or “Soft City,” which creates a city to connect people. Even if the forms are different, the standard of a good city is not likely to change that it is a “people-centered city.” I believe that Neo Value is capable of making this a reality.
To me, a lifestyle developer is ‘doing great things with good people’
In my opinion, lifestyle developers are people who create a dream world like the CEO always said. Lifestyle developers are based on the expectation that cities can change
I think they’re persistent people who make this a reality.
Management support
[Helping good people do great things]
– Develop key business strategies and contribute to achieving goals through efficient organizational operations.
– We hire talented people with Neo Value and create a human-centered personnel system and organizational culture.
– Provide members with opportunities for self-development and strengthen their competitive edge in NEOVALUE.
– Deploy on-premises systems and improve the environment so that members can focus on their work.
– Manage the acquisition and sale of assets required to operate the organization.