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Fostering a Safety First Culture
Corporate Safety and Health System
Grounded in the CEO’s 2024 message, “Safety-first admits no compromise,” HanmiGlobal has set the dual target of zero serious accidents on all active projects and zero recordable injuries among employees. Safety responsibilities flow from the CEO to every site manager, and company-wide forums support continuous improvement. The Quarterly Industrial Safety and Health Committee secures employee safety and health and promotes best practices, while the Semiannual Safety & Health Management Committee reviews project level performance and refines management processes.
- 2027 Employee Safety Officer Training Completion Target
85%
- 2027 Recordable Incidents per Active Jobsite Target
0.75cases
2024 Safety & Health Goal and Core Value
Safety & Health Governance Structure
Safety Management System
HG Safety Management System
HanmiGlobal is strengthening a project management-level safety program that goes beyond statutory obligations, guided by the CEO’s “safety-first” policy. By benchmarking leading global indicators and best practices, we aim to prevent industrial accidents and build construction sites free of incidents. The framework consists of nine pillars: HanmiGlobal is strengthening a project management-level safety program that goes beyond statutory obligations, guided by the CEO’s “safety first” policy. By benchmarking leading global indicators and best practices, the company aims to prevent industrial accidents and establish incident-free construction sites. Grounded in HanmiGlobal’s nine-pillar HG Safety Management framework, we will continually reinforce our internal safety processes while at the same time leading improvements in Korea’s construction safety culture so that every project is delivered without accidents.
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1. Executive commitment and safety goals
- • HG Safety and Health Policy
- • HG Safety Moment program
- • Safety targets for each PM group
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2. Safety organization and staffing
- •HG Safety Control Tower
- •HG Risk Management process
- •Placement of PM personnel qualified in accident prevention guidance
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3. Two-way communication
- •HG Safety Management Committee
- •On-site safety visits by head office staff
- •Regular Industrial Safety & Health Committee meetings
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4. Stakeholder safety management
- •Ten PM safety focus areas
- •Role-specific safety and health systems
- •Role-specific safety inspections and training
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5. Safety inspections and mandatory rules
- • HG mandatory safety rules (establishment and enforcement)
- •Professional PM safety audits
- •Site-level risk assessments
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6. Accident investigation and prevention
- •HG incident reporting system
- •Analysis and dissemination of case studies
- •Project-specific recurrence prevention plans
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7. Safety education and drills
- •HG PM Safety Management Handbook
- •Topic-based training and GPMU courses
- •Risk assessment workshops and emergency response drills
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8. Health management
- •HG Employee Counseling Center
- •General health screenings
- •Specialized medical exams for project staff
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9. Evaluation and continual improvement
- •HG project safety evaluations
- •Reward and disciplinary system
- •Ongoing project monitoring and corrective action
PM Safety Management Handbook
HanmiGlobal has issued the PM Safety Management Handbook to help project managers carry out the safety duties needed to prevent accidents at each stage of construction. Centered on the tasks that must be completed during project start-up and execution, the handbook pairs step-by-step guidance with ready-made forms so even first-time users can manage job site safety with confidence.
Start-up stage management items
- Establish and review the safety management organization
- Prepare and review the site safety and health plan
- Appoint and review the safety and health coordinator
- Create and review the safety and health logbook
Construction stage management items
- Monitor implementation of the site safety and health plan
- Operate the safety management organization
- Verify and inspect compliance with internal safety inspections
- Verify and inspect compliance with regular safety inspections
- Verify and inspect completion of safety training
- Review and inspect advance work plans
- Verify and inspect safety measures for hazardous locations and tasks
- Verify and inspect the installation of safety signage
- Verify and inspect the use of industrial safety and health expenses/safety management expenses
- Verify and inspect accident reporting and record keeping
- Maintain the supervisor’s daily log
- Confirm the structural safety of temporary structures
- Manage technical guidance for accident prevention
- Manage the construction safety and health log and the coordinator's duties
- Manage reporting of legal violations
HG Safety Principles
Through the Safety and Health Management Committee, which brings together all related departments and external safety advisers, HanmiGlobal carries out rigorous self-analysis and thorough root cause reviews of every incident. On that foundation, the company has adopted the HG Three Safety Principles, a set of rules designed to prevent any recurrence of similar accidents. The first principle is proactive control of potential hazards, beginning in the pre-construction phase; the second is zero tolerance for the four major high-risk activities identified for every project; the third is immediate work stoppage whenever unsafe conditions are detected. These principles apply to all personnel on site, including subcontractors.
Safety Risk Management and Prevention
Risk Management Aligned with Global Standards
To cultivate construction safety practices that meet the world’s highest standards, HanmiGlobal benchmarks the United Kingdom, whose industrial accident rate is among the lowest worldwide. A British HSE (Health, Safety and Environment) specialist has been assigned to extend inspections beyond conventional Korean checklists and apply a truly global perspective. Key factors behind the UK’s exemplary record include the Construction Design and Management (CDM) regulations tailored to the building sector, a mature safety culture developed over decades, strong self-regulatory frameworks, and clearly defined safety responsibilities for every project stakeholder. Guided by the Global HSE Manager, the company has supported roughly 80 site inspections and is benchmarking the safety program at K2’s Seah Wind project—the world’s largest monopile construction site in the UK.
- To reduce hazards associated with foundation slab rebar placement, selected areas use a rolling-type system derived from Design for Safety (DFS) principles.
- Client-supplied facilities include individual lockers for personal protective equipment (PPE) and dedicated changing rooms for every worker.
- During the installation of 45 m steel members, boom lifts are employed to minimize risks posed by moving and positioning the structural steel.
Risk Assessment
HanmiGlobal performs company-wide risk assessments twice a year (once each in the first and second half). In 2024, the program covered about 139 domestic and overseas projects, identifying job-specific hazards and establishing mitigation plans for every site.
Employee Safety Training
HanmiGlobal delivers company-wide emergency response training twice a year and a “Safety-First” topic session once a year for all employees. Site-based personnel receive on-site safety inspection training whenever an inspection is conducted, strengthening day-to-day awareness. To help prevent accidents that occur more frequently in extreme heat, cold, or thaw periods, the company distributes tailored training materials and regularly issues the “Top 10 Rules for Preventing Serious Accidents” to every jobsite. In parallel, potential risk factors that could lead to serious incidents are identified and tracked, and leadership programs focus on deepening understanding of the safety system and embedding the rules in daily practice.
Customer Satisfaction Management
Creating Customer Value Through Service Quality
Guided by the core value “We dedicate ourselves to enabling our clients’ success in everything we do,” HanmiGlobal pursues continuous improvement in service quality at every jobsite. Since 2007, the company has measured client satisfaction twice a year through a Net Promoter Score (NPS) survey administered by Gallup Korea, ensuring objectivity while capturing client requirements and feeding them back into management. Survey results are used to strengthen areas of excellence and remedy weaknesses, producing action plans that raise satisfaction and create lasting client delight. To embed the client’s voice in service delivery, meeting notes and records are shared internally, and a customer‐service portal on the corporate website collects, manages, and answers inquiries promptly, allowing inconveniences to be handled efficiently.
Customer Value Innovation Workshops
To anticipate changing market trends and build distinctive core competencies, HanmiGlobal convenes customer value innovation workshops for each business segment. Executives, external advisors, and employees from diverse levels engage in candid, in-depth discussions that identify and implement initiatives tailored to each client’s needs.
Customer Appreciation Activities
Affirming the value of “client success through commitment,” the company carries out regular customer appreciation initiatives. By posting such activities on the internal bulletin board, HanmiGlobal reinforces a customer-centric culture and advances its goal of happiness management, ensuring satisfaction for both employees and clients.
Lifetime Customer Management
Customer Management
HanmiGlobal uses Net Promoter Score (NPS) as a core tool in its customer satisfaction strategy for sustainable growth. Issues identified through NPS surveys receive swift follow-up: the company builds systems that resolve concerns, prevent recurrence, and, where necessary, adjust corporate strategy and business models to eliminate root causes. Based on the results of its annual NPS survey and financial performance, HanmiGlobal maps its current customer base and tailors value propositions to six distinct client groups, prioritizing resources for key accounts while driving three objectives: concentrate on core customers, eliminate “bad profits,” and increase the number of promoters.
Stage Specific Project Support System
To prevent and control quality incidents, the company runs a support, execute , and inspect loop tailored to each construction phase. Potential risks are identified early, and both technical and managerial countermeasures are put in place. When a quality incident does occur, a formal reporting process is activated. Specialists diagnose the issue, propose solutions, and update preventive measures to stop recurrence.
Final Stage and Year One Quality Inspections
At project closeout and again in the first year of occupancy, HanmiGlobal conducts joint quality inspections to maximize client satisfaction and minimize waste. A comprehensive punch list is prepared, followed by final checks that support completion inspections and occupancy permits, thereby fulfilling the company’s commitment to lifetime customer care.
Zero Defect Quality Management System
As HanmiGlobal’s project portfolio grows, the company develops tailored quality training content for all employees, including new hires and dedicated quality managers. Emphasizing prevention, it issues clear work guidelines designed to eliminate recurring quality issues observed on past projects. Successes and lessons learned are continually captured and fed back into a zero-defect framework, ensuring that project teams receive timely information that minimizes quality risks. HanmiGlobal also maintains certified, integrated management systems for quality, safety and health, and the environment. After initially securing ISO 9001:2015 (quality), ISO 14001:2015 (environment), and ISO 45001:2018 (occupational health and safety), the firm undergoes annual combined audits to keep these certifications active. Regular monitoring and culture assessments drive ongoing improvements across the integrated system.
Human-Rights Management
Respect for Human Rights and Diversity
Guided by its mission “To contribute to human progress by creating value in the construction industry through continuous innovation,” HanmiGlobal explicitly recognizes responsibilities not only to clients, employees, and shareholders but also to society at large. As a global company, we seek both to uphold our social duty to protect human rights and to prevent potential abuses throughout our business operations and value chain, thereby securing sustainable growth. HanmiGlobal supports international human rights and labor standards, including the UN Global Compact principles on human rights and labor, the UN Guiding Principles on Business and Human Rights, and the International Labour Organization’s core conventions, while fully complying with the labor laws of every country and region in which we operate. This policy, approved by the Chief Executive Officer, applies to all domestic and overseas entities, subsidiaries, and joint ventures. Where local laws and this policy diverge, the stricter standard shall prevail. Through continuous monitoring and a zero-tolerance approach, we will address human rights and labor risks and promote greater awareness and respect for human rights among all stakeholders directly or indirectly affected by our activities.
HanmiGlobal Human Rights Management Policy
- Article 1
- Provide a comfortable and safe working environment
- Article 2
- Respect diversity and prohibit all forms of discrimination
- Article 3
- Treat every individual humanely
- Article 4
- Prohibit forced labor and child labor
- Article 5
- Ensure fair treatment and offer training and development opportunities
- Article 6
- Comply with and continually improve working conditions
- Article 7
- Prohibit workplace harassment and sexual harassment
- Article 8
- Prevent corruption and bribery
- Article 9
- Protect the environment and fulfill social responsibilities
- Article 10
- Safeguard the rights of local communities and vulnerable groups
- Article 11
- Protect the human rights of customers
Workforce Diversity
HanmiGlobal bars discrimination in every personnel system from recruitment and assignment to compensation, training, and retirement. We consider gender, age, and regional balance while actively hiring people with disabilities, senior talent, veterans, and foreign nationals, and we continue to expand opportunities for women. Fixed-term employees receive the same benefits as permanent staff and are converted to regular status when they meet performance standards. Retirees can be rehired to extend their careers. All foreign nationals are hired and treated without bias, reinforcing our global outlook.
- 2027 Target for Women in Management
8%
- 2027 Target for Foreign Nationals in Workforce
35%
- 1 Employment rate at year end; statutory requirement is 3.1 percent
- 2 Excludes three outside directors; employees aged 55 and older
- 3 Foreign nationals ratio = number of foreign employees ÷ total headcount (consolidated basis)
Human Rights Risk Management
Human Rights Risk Management Process
Prevention and Management Process for Workplace Sexual Harassment and Bullying
HanmiGlobal’s response is designed to restore the victim’s ability to work in a healthy environment. Based on the victim’s needs, priority is given to measures that address both physical and psychological distress, and the first course of action is always determined from a victim-centered perspective. To prevent secondary harm, counselors and investigators keep all information about the victim and related parties strictly confidential. The Grievance Committee and the Risk Management Office are assigned separate roles so that every case is handled impartially.
Happiness Management
Since its founding in 1996, HanmiGlobal has worked to build “a company owned by its people.” Under the mission of creating a great place to work so that employees can be happy, the firm has actively promoted “Happiness Management” since 2013 to foster a more self-motivated culture. This approach puts employee well-being at the center, encouraging a caring and positive atmosphere that raises engagement and, in turn, drives business performance, customer satisfaction, and shareholder value.
HanmiGlobal’s PCS (People, Customer, Shareholder) model defines happiness through three elements: enjoyment, growth, and pride. Because employees spend much of their lives at work, genuine happiness starts in the workplace. Our goal is to create an environment where meeting colleagues is enjoyable, the work itself is rewarding, and simply thinking of the company inspires pride and confidence, while mutual trust and respect allow everyone to share in the joy of growth and development.
Responding to Demographic Change
HanmiGlobal is taking proactive steps to address shifting demographics and to clarify the private sector’s role in building a sustainable society and economy. Low birth rates and population aging are no longer issues for governments alone; they affect companies and individual lives as well. By introducing life cycle welfare programs for employees and establishing the Korea Peninsula Population Institute for Future (KPPIF), HanmiGlobal seeks both to improve the quality of life for its workforce and to help society adapt to demographic change.
HanmiGlobal Life Cycle Welfare Programs
HanmiGlobal fosters a family-like culture in which employees receive support at every stage of life. The company provides a range of benefits that help staff celebrate personal milestones, build families, and grow together with the organization.
Marriage
- KRW 500,000 marriage grant
- Corporate discount for professional matchmaking services
- Low-interest newly wed housing loan up to KRW 100 million (interest-free on the first KRW 50 million, preferential rate on the remainder)
Pregnancy
- Mandatory reduced working hours during pregnancy
- Infertility support (leave, career break, and treatment subsidy)
- Paid prenatal checkup leave
Childbirth
- Childbirth grant: KRW 1 million for the first child, up to KRW 10 million for a fourth child
- 30-day special maternity leave (in addition to statutory leave)
- Birth celebration gift set
- Fast track promotion or grade increase upon the third child
- Five-point application bonus for job candidates who already have children
Child Rearing
- Proximity transfers for employees with multiple children
- Up to two years of parental leave (minimum three-month mandatory portion)
- Company tops up government parental leave allowance (up to KRW 1 million per month)
- Telework option during child-rearing years (up to three years for employees with two or more children)
- Day care subsidy: KRW 100,000 per month
- One year of nanny support for families with a fourth child or more
Children’s Education
- Tuition assistance from preschool through university
- “Kids Package” gift set for first-grade entrants
- One week of paid leave (or two hours’ daily reduction for four weeks) when a child starts elementary school
Family Bonding
- Company-sponsored volunteer activities for families
- Holiday gift packages
- Birthday cake delivered to employees and spouses
Refresh & Well-being
- Sabbaticals / Refresh leave
- In-house “Happy Lounge” relaxation space
- Access to corporate vacation facilities
- On-site “Healing Room” massage service provided by visually impaired therapists
Health Management
- Non-smoking campaigns
- Annual physical exam (spouses included)
- “Welcome back” program for employees returning from sick leave
- Company-wide anniversary step count challenge
- Autumn hiking day
Flexible Work
- Flexible hours program
- Mobile office system
- Half-day vacation option (“half-half” leave)
Motivation & Recognition
- Labor management council
- Awards for long service, excellence, model employees, mentoring, Happiness Management, and Customer Value Innovation
- Structured mentoring scheme
Congratulatory & Condolence Support
- Cash gifts and leave for family events
- Funeral services, floral tributes, and bereavement supplies
- Compassion payments for bereaved families of employees who pass away
- Scholarships and hiring preference for surviving children
Retirement Planning
- Career transition assistance program
- Retiree club
- Re-employment track for senior specialists after mandatory retirement
Korea Peninsula Population Institute for Future
In October 2022, recognizing that government measures alone have not stemmed the nation’s demographic decline, HanmiGlobal helped launch the private sector–led Korea Peninsula Population Institute for Future (KPPIF). For years, the company had raised awareness of falling birth rates and population ageing, hosting national strategy seminars and rallying stakeholders to action. The institute’s establishment marks the fruition of those efforts: former Prime Minister Chung Un Chan serves as chair, while HanmiGlobal Chairman Kim Jong Hoon is the founding representative; leaders from a broad range of disciplines also participate. Under the banner “Business Takes the Lead in Solving Population Issues,” KFPI identifies core demographic challenges and pursues research, policy proposals, public engagement, campaigns, and education. The initiative forms part of HanmiGlobal’s human rights-oriented management, demonstrating the company’s commitment to social responsibility and to fostering sustainable social and economic development amid rapid population change.
2024 Research Agenda
| Population Management |
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| Institutions & Policy |
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| Population Informatization |
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2024 Outreach and Campaign Plan
| Seminars & Forums |
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| Citizen Participation Campaigns |
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| Public Outreach |
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Developing Excellent Talent
Excellent People
Under the slogan “Excellent People, Excellent Company,” HanmiGlobal is committed to helping employees unlock their full potential. Guided by the principles of “Pursuing top class talent” and “Continuous self-development,” the firm operates a structured program that nurtures juniors, team leaders, and executives alike. Through self-directed learning, formal training, mentoring, and strategic placement, staff are equipped to demonstrate outstanding capabilities.
- 2027 Target for Certified Professionals
18%
HanmiGlobal Talent Model
Individual
- Drives innovation through proactive initiative
- Leverages technology and creativity to tackle future challenges
Organizational
- Converts effort into measurable results with an entrepreneurial mindset
- Competes globally with professionalism and a strong sense of challenge
Customer
- Prioritizes the customer’s perspective in every decision
- Leads by example to deliver customer-focused solutions
Social
- Acts with integrity and sound values
- Contributes responsibly to the environment and local communities
Relational
- Shares and disseminates knowledge as a subject matter expert
- Develops people, builds teamwork, and demonstrates strong leadership
HanmiGlobal Training Framework
Talent Development Programs
Employee Training and Capability Development
Leadership Development
Next Generation Leadership Program
Since 2022, HanmiGlobal has run an integrated talent development program for internally selected high-potential staff, combining classroom learning, coaching, and action learning. The curriculum fosters forward-looking thinking and leadership skills so that future leaders can respond effectively to upcoming challenges and change. The program will be refined through new pedagogies and participant feedback.
PMr Academy
To sharpen on site leadership and management skills, HanmiGlobal holds two to three PMr courses each year for current and prospective site directors. Topics include structural safety planning, NPS based customer communication, safety management, an introduction to HanmiGPT, and RM Office ethics training. The courses strengthen ties between headquarters and jobsites while raising overall efficiency and safety.
Global Competency
Overseas OJT
New college hires spend six months on an overseas project site immediately after joining. The 2024 cohort sent 30 new engineers abroad, where they developed global PM leadership skills. Additional support includes online and in-person language training and exam subsidies.
Group Affiliate Secondment
Since 2017, HanmiGlobal has run a Staff Exchange Program with OTAK and Day CPM in the United States. Designed to generate synergy through knowledge sharing and to make more efficient use of our talent pool, the program places high-performing employees in U.S. offices for job-related training, license preparation, and participation in local professional networks.
Pre-Construction Expertise
In-House Expert Program
HanmiGlobal runs an in-house expert program designed to strengthen employees’ technical capabilities by systematizing key knowledge assets and making them available through an online repository. Fifteen volunteer teams curate and publish resources, such as “Subway Excavation in Urban Cores,” “Curtain Wall Project Management,” and “Data Center Systems & Security,” while participation incentives spur continual knowledge creation and sharing.
Pre-Construction Competency Assessment
Each year, HanmiGlobal evaluates the pre-construction skills of all technical staff, then uses the findings to craft individualized improvement plans. The results drive targeted tutoring built around design management case studies and discipline-specific mentoring, helping staff secure job expertise early and lift their technical management capability across the organization.
HG Pre-Construction Specialist Certification
To underscore pre-construction as a core driver of project success and to motivate self-directed growth, HanmiGlobal launched the HG Pre-construction Specialist credential. After passing an online exam and a panel interview, successful candidates earn the internal certification, raising awareness of pre-construction’s importance while formalizing expertise and encouraging ongoing professional development.
Global PM University
Since 2021, HanmiGlobal has operated Global PM University (GPMU), an online learning platform that strengthens employees’ construction management capabilities and shares curated knowledge with external partners. The platform provides step by step, role based technical tracks that span PM fundamentals, pre construction, specialty trades, and project leadership; incorporates applied learning through live case studies and on the job scenarios drawn from active sites; and supplements this core instruction with cross disciplinary electives in leadership, global business, ESG, safety, and smart construction technology. In 2024, the company overhauled the technical curriculum and introduced role-specific diagnostics so that every learner now follows a customized pathway that deepens expertise exactly where it is needed most.
| Category | Unit | Value |
|---|---|---|
| Registered Users | Persons | 2,171 |
| Active Courses | Courses | 422 |
| Total Lectures | Lectures | 689 |
Next Generation Construction Leader Academy
Launched in 2007, the Next Generation Construction Leader Academy is the first university-industry collaboration program of its kind in Korea for undergraduate and graduate students nationwide. Its mission is to develop promising talent who will drive future change across the construction industry. Partnering with leading universities and academic societies, the Academy has run 20 cohorts over the past 16 years; the 21st session in 2024 graduated 49 participants. The curriculum was recently redesigned as a blended online and offline program. Leveraging the expertise of active industry professionals, the Academy offers hands-on classes in architecture, civil engineering, mechanical and electrical systems, and safety—subjects rarely covered in traditional university courses. Participants also gain exposure to ESG, leadership, artificial intelligence, site visits, and community service projects, giving them a well-rounded environment in which to build their capabilities.
Program Structure and Outcomes
- Theory & Practice
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Core project management curriculum, practical PM workshops, next-generation construction industry modules, and elective overseas case study courses
- Experiential Learning
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Site visits, community service projects, gamified PM theory sessions, one-to-one mentoring, guest speaker lectures, and career workshops
- Problem Solving Deep Dive
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Mini research presentations, interviews with construction leaders, personal vision planning, and analytical essays
- General Enrichment
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Leadership and career seminars delivered by CEOs, professors, and cross-sector specialists
- Average Student Satisfaction
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90%
- Total Graduates
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1,110
Performance Evaluation
Performance Evaluation Process
HanmiGlobal operates an objective, systematic review system that aligns individual growth with corporate progress. Each team sets clear, challenging goals and shares them openly to ensure transparency. The sequence begins with an organizational review, followed by individual assessments; a combined score, covering job performance, competencies, and leadership, prevents free riding and grade inflation. Results feed directly into semiannual bonuses, next year's salary adjustments, and promotion decisions.
| Performance Review | After the organization’s HPMS score is finalized, department heads and PMrs rate each employee’s goal attainment and overall contribution on an absolute scale twice a year (July and December). |
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| Competency Review | Basic, leadership, and job-specific competencies are rated once a year on a relative scale (early November). |
| Leadership Review | Executives and managers undergo a 360-degree assessment that gathers feedback from both supervisors and direct reports once a year (early October). |
Compensation and Recognition
HanmiGlobal motivates and rewards employees by linking compensation to business performance and granting special awards for outstanding contributions.
| Performance Bonus | Based on company-wide pre-tax profit targets and each unit’s HPMS score, employees can receive semiannual bonuses worth up to 500 % of their base salary per year. |
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| Maestro PMr | Each year, the company selects a Maestro PMr, who is the top site director, through a multidimensional review of project impact, customer satisfaction, leadership, and other criteria. The winner exemplifies HanmiGlobal’s core values and PMr excellence. |
| Foundation Day Awards | On the company’s anniversary, employees receive commendations such as Merit Awards, Model Employee Awards, and Long Service Awards, recognizing sustained effort and dedication |
| Year-End Awards | At year end, HanmiGlobal honors the Best Completed Project, Best Jobsite, and Best Department, along with individual awards such as Model Employee and Customer Value Innovation, celebrating outstanding results and expressing appreciation. |
| Other Awards | Ongoing programs reward Top Knowledge Contributors, CoP leaders, Business Winning Teams, and Employee Referrals, fostering motivation and a positive workplace culture. |
Social Contribution
Social Contribution
Building a Better Society Through Proactive Engagement
HanmiGlobal publicly states that “to contribute to human progress” is the reason for its existence, and it lists “Contribution” among its core values. A Social Contribution Committee, composed of employee and executive social contribution leaders, meets regularly to design and implement all community engagement initiatives. Since the company’s founding in 1996, volunteer service has been both a founding philosophy and an enduring part of our culture, and we regard its continuous evolution as a corporate duty. Participation instills strong pride in the company, which in turn enhances client satisfaction. Because higher customer satisfaction lifts business performance and corporate value, every employee recognizes social contribution as essential to HanmiGlobal’s long-term sustainability.
At the center of such efforts is the Social Contribution Committee, a 50-member body ranging from staff to executives. Besides setting overall strategy and making key decisions, committee members serve as volunteer site leaders who coordinate cooperation between partner organizations and HanmiGlobal employees. The committee identifies and runs diverse programs, such as expanding space welfare programs, donating advanced assistive devices, and creating jobs for people with disabilities, to help build a barrier-free society. It also widens our impact through quarterly special service days and volunteer projects tied to company-wide events and club activities.
2024 Highlights
Six Flagship Social Contribution Programs and Matching Grant
Through our Double Matching Grant scheme, which pairs 1 % of every employee’s salary with an equal corporate donation, we build a dedicated fund that finances six flagship social contribution programs in partnership with our key NGOs.
By linking every initiative to the U.N. Sustainable Development Goals (SDGs), we generate broader social value for employees, partners, and the communities we serve.
Space Welfare
Leveraging our core competence in project management, we upgrade small disability facilities and homes. Guided by the principle “what works for persons with disabilities works for everyone,” we retrofit aging buildings, incorporate IoT solutions, and apply universal design features that reflect each resident’s needs.
Advanced Assistive-Device
Providing customized, advanced assistive devices tailored to each individual’s needs enables people with disabilities to overcome physical barriers not only in daily life but also in school, work, and social activities. Since the program’s launch, we have focused on young people with strong growth potential, supplying devices specifically adapted to their type of disability. Recipients report that the equipment lets them participate in society without restrictions, pursue their studies and careers, and continue striving toward their dreams with confidence.
Disability Job Creation Grants
Quality employment is essential for a fulfilling life. We support university teams, social enterprises, and social ventures that create sustainable businesses aimed at reducing barriers for people with disabilities and generating good jobs.
International Development Cooperation
We extend our space welfare program beyond Korea, improving living environments for Korean War veterans, persons with disabilities in veteran-supporting nations, and people with disabilities in developing countries such as Türkiye, Ethiopia, Vietnam, and the Philippines. By renovating homes and community facilities, we enhance residents’ right to adequate housing, quality of life, and prospects for independence in line with the U.N. Convention on the Rights of Persons with Disabilities.
North Korean Defector Assistance
We help young North Korean defectors overcome cultural and social barriers so they can settle securely in South Korea and develop into future unification leaders. Key initiatives include ongoing art therapy sessions for students at Yeomyung School and a Unification Talent Academy that provides mentoring and leadership training for high-potential youths.
Community-Based Volunteer Partnerships
We cooperate with roughly 60 local service sites, arranging one volunteer event each month in which employees and their families take part together. More than 70 percent of our workforce participates in volunteer work on a regular basis, and each project team links its efforts to organizations in the area where it operates so that activities address local needs. Because employees return to the same sites over time, volunteers and beneficiaries build genuine rapport and report a high level of satisfaction.
- ※ Annual volunteer headcount and hours are cumulative totals of all activities for the year.
Information Security
Information Security Framework
HanmiGlobal strictly complies with all relevant domestic and international laws and regulations. The company continuously updates its internal rules and policies to reflect changing external conditions, thereby managing its information security systems and processes in a stable and reliable manner. This approach allows HanmiGlobal to demonstrate a superior security posture to customers and all other stakeholders.
Information Security Management Policy and Goals
By fostering a voluntary culture of compliance and responding proactively to potential incidents, HanmiGlobal strengthens the foundation for sustainable growth. Regular training for employees who handle personal data, inspections of unique identifier management practices, and audits of internal privacy management plans have enabled us to record zero personal information breaches.
Information Security Policy
HanmiGlobal’s information security policy aims to secure and safeguard personal data in every form. It prevents the loss, theft, leakage, alteration, or destruction of personal information and protects data subject rights through a combination of technical and administrative measures. Under the direction of the Chief Privacy Officer, the policy covers the creation and execution of internal management plans, implementation of protective measures, periodic self-audits, and ongoing privacy training. The Chief Privacy Officer and all data handlers oversee related tasks, while every employee receives regular instruction to understand and practice the importance of data protection. Through these measures, the company is committed to systematic management and protection of personal information.
Composition and Roles of the Information-Security Committee/p>
HanmiGlobal’s Information-Security Committee reports directly to the Head of Corporate Support and is chaired by the Chief Technology Officer, with the Heads of HR, the AX Office, Business Support Office, and Engineering Office serving as members. Twice a year, the committee conducts special company-wide security inspections to monitor and strengthen overall protection levels. The chair oversees day-to-day committee operations and establishes security management regulations, while functional security coordinators carry out routine and ad hoc inspections in line with the Security Management Matrix. Department and site-level security managers safeguard IT assets and human resources at their respective locations. This systematic approach enables the company to maintain and continually improve a robust information security posture.
Strengthening Security Inspections
Information Security Audits and Diagnostics
HanmiGlobal conducts a full range of security inspection activities to eliminate internal and external risks and vulnerabilities. Twice a year, every employee undergoes a security check. At the same time, the company simultaneously develops and maintains its security systems, standardizes incident response procedures, consistently revises information protection policies, and inspects the infrastructure of every new or existing system. In 2023, for example, we completed an S1 web application vulnerability assessment and a Microsoft security hardening review. These measures safeguard the confidentiality, integrity, and availability of critical assets and continuously raise our overall security posture.
Anti-Malware E Mail Protection and System Hardening
To block malicious code, HanmiGlobal uses Microsoft Defender for Office 365, which filters spam and harmful links before they reach users' inboxes. Endpoint security is further reinforced through URL and spam filtering, network access control, document security management, and removable media controls, creating multiple layers that safeguard the confidentiality, integrity, and availability of corporate data while keeping day-to-day operations stable.
Multi-Factor Authentication (MFA)
Multi-Factor Authentication (MFA) Rising global incidents of hacking and data leakage demand stronger account protection. HanmiGlobal has therefore implemented multi-factor authentication, replacing single-factor login with a more secure, step-by-step verification process that better shields our mission-critical resources.
Enhancing Security Awareness
Information Protection Pledge and Periodic Security Checks
한At the start of every year, HanmiGlobal requires all employees, as well as on-site contractors and partner staff assigned to our projects , to sign an information protection pledge, reinforcing that every individual is personally responsible for safeguarding company data. The pledge underlines our commitment to preventing leaks and other security incidents. In addition, a company-wide security inspection is carried out twice a year to verify compliance and close any gaps that emerge.
Security Training and Guidelines
Security awareness programs are provided for new hires, promoted staff, and designated security officers, supplemented by detailed guidance documents. External partners working on HanmiGlobal sites also receive training on security and personal data handling. Through the corporate groupware system, the company continuously shares the latest threat information and runs interactive security campaigns, all of which help keep employees alert and informed about their protective responsibilities.