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| Kakao Pangyo Office in Seongnam-si, Gyeonggi-do. © News1 Reporter Cho Tae-hyung |
Kakao will hold an additional meeting to discuss improvement measures when the issue of personnel evaluation adequacy has arisen. On the 25th, it will be held separately from’Brian Talk After’, a meeting with in-house employees related to property donation by Chairman Kim Bum-soo of the board of directors.
According to the industry on the 24th, Kakao plans to organize an open talk where employees can freely share their opinions on the improvement of the company’s personnel evaluation system on the 11th of next month.
Earlier last week, the Kakao union made a proposal to discuss with the management and discuss issues related to harassment and compensation in the workplace, including the recently controversial personnel evaluation system with about 100 employees, and Kakao accepted this.
Seo Seung-wook, chairman of the Kakao union, said, “The stance of the company is not related to Chairman Kim and the company, and the issue within the company is that it is correct to talk about it in the company.” I can do it.”
It has not been decided whether Chairman Kim or joint representatives Minsu Yeo and Sooyong Cho will attend the conference next month.
At the in-house meeting held on the 25th, it is expected that Chairman Kim’s proposals or ideas for returning his property will come and go.
Initially, Kakao was scheduled to ask for opinions of the staff on the method of donating Kim’s property at this meeting, but it was predicted that a talk about the justification of the recent HR evaluation will come out without limiting the topic of the meeting.
More than 6,000 employees can raise their hands in a real-time video conference or ask a question through a chat window, but as the time is limited to 2 hours, there will be limitations in selecting and answering questions.
In addition, the fact that there are no related questions in common across all employees, as each Kakao affiliates have different personnel evaluation and compensation methods, which is interpreted as the reason for setting up a separate meeting.
A Kakao official said, “The position for improving the Kakao evaluation system in the personnel team is the usual way that has existed before.”
On the 17th, Kakao was controversial when a suicide note was released on the’Blind’, a social media exclusively for office workers, stating that a person suspected of being a Kakao employee is suffering from workplace harassment.
In addition, as claims that this incident was the result of mutual performance evaluation between executives and employees were raised, the appropriateness of personnel evaluation methods, such as peer review and upward review, rose on the cutting board.
However, it is said that there are more members inside the company who are more concerned about the low compensation level of Kakao than the personnel evaluation method. Some of the affiliates other than Kakao’s headquarters have not conducted mutual evaluations.