As you reviewed the alternatives, what was the criterion you cared about most?
One of the alternatives we looked at was a foreign solution. That said, from what we found, many people told us that foreign solutions make it hard to secure the specialists you need to run them, and that maintenance costs weigh on you accordingly. The more important issue was coverage. Even if HR · organization areas are handled with a global solution, areas closely tied to Korean law, such as payroll and attendance, often end up requiring a separate solution bolted on, and we confirmed that through other companies' cases. As a group with multiple affiliates, we made it our most important criterion whether we could carry every HR area within a single framework, without a separate solution, and it is by that criterion that we arrived at the structure we have today.
After actually adopting hunel, what internal changes did you feel?
In the early stabilization period there were plenty of voices about adjusting, as there always are. But as time went on, a great many changes took hold in visible ways. A good example is the attendance cancellation process and the mobile features we had never had before, which our executives rated highly once they were in place. The way we record arrivals and departures also changed from fingerprint recognition to QR, and the same method was applied as the standard across affiliates including Samchully Motors and SL&C. That said, since our general employees are not often out of the office and handle their work mainly on PCs, mobile usage itself was not as high as we had expected.
| Before | After |
| The system was patched as a stopgap every time an affiliate was added, piling up without any structure | HR across the entire group operated as one integrated framework |
| Alternatives under review needed third-party add-ons for some areas such as payroll · attendance | Every HR area runs in a single solution, with no third party |
| Connection issues right before go-live, with no cloud specialists in house | Cloud operation stabilized by reworking the landing zone configuration |
Finally, what advice would you give to someone about to take on a similar project?
First, when you choose a build partner, I would say be sure to check references in the same industry. In energy businesses like Samchully Group, payroll · attendance structures are often similar, so whether a partner has handled comparable processes turns out to determine the quality of the customization. And if you are a group with many affiliates, you have to pay particular attention to stakeholder management. Requirements differ from one organization to the next, so unless you set the standard first and lead with it, you can easily end up with complaints pouring in only after the result is delivered. Lastly, if you are building on the cloud, specialists have to be part of the project from the very beginning. We ran into a problem where store terminals lost their connection right before go-live, and the cause turned out to be an issue in how the cloud environment was configured. We had no specialists in house at the time, so our response was delayed, and because of that experience I would strongly recommend preparing for this in advance.
