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Human Consulting Group (HCG), founded in 2001, is a Korean HR-specialist firm and an HR Total Solution Provider that delivers integrated services across the entire HR value chain — HR consulting, e-HR solutions, cloud services, payroll outsourcing, and more.
Alongside leading HR, organizational, and policy consulting in Korea, HCG provides tailored e-HR solution services through its in-house solution hunel, supplies and operates the integrated e-HR package JaDE for mid-sized and strong small-to-medium enterprises, and delivers Performance Plus, an OKR-based agile performance management and collaboration platform — together serving more than 450,000 users across more than 430 client companies.
HCG holds the core values of pursuing excellence in every field with passion, and seeking continuous improvement through collaboration with colleagues. With these values, HCG is building an optimal work environment and a desirable organizational culture in which HR specialists can fully engage in their work.
HCG started with HR consulting and, since its founding, has held a top-tier position in Korea's HR consulting market.
This is also a differentiated strength in its IT solution and service business compared to peers.
HCG continuously researches recent changes in HR systems, and it solves clients' detailed issues and needs at the front line — accumulating that experience as intellectual capital. Performance Plus is a service grounded in HCG's intellectual capital. It reflects the latest changes in performance management, talent management, evaluation, and other HR areas, and is built on the experience of solving real client issues.
Around 2010, major changes in the performance management space began. The biggest features of these changes are (1) evaluation grounded in concrete facts and evidence, (2) continuous 1:1 coaching and feedback, and (3) talent management and development based on concrete strengths, weaknesses, and characteristics. To smoothly execute and operate these changes in policy, you need a system that continuously accumulates concrete facts and evidence, records coaching and feedback, and systematically organizes and manages the strengths, weaknesses, and traits of talent.
Famous companies that succeeded in Silicon Valley further accelerated the change in performance management.
HR cases from successful Silicon Valley companies spread as global best practices.
Through the mid-2010s, demand grew significantly in Korea as well to adopt new approaches to goal management, regular and as-needed 1:1 meetings, and strengths-centered management — Google's OKRs (Objectives & Key Results), Adobe's Check-in, Amazon's Forte.
Many companies, including major conglomerates, sought to adopt the Silicon Valley-style performance management commonly called agile performance management.
The Silicon Valley systems themselves are not particularly difficult, and famous Silicon Valley companies often actively share the details of their HR systems and cases. The problem was that famous Silicon Valley companies have the in-house capability to develop systems for running new HR programs themselves — but most Korean companies do not. HCG focused on this point and decided to develop Performance Plus.
It carries the latest trends and best practices in performance management.
This includes OKRs (Objectives & Key Results), continuous feedback, 1:1 meetings, crowd-sourcing feedback, and 360 feedback.
It allows the immediate adoption and use of the major collaboration tools of agile organizations. Agile collaboration tools like task boards and Scrum support close collaboration between employees and improve work productivity, while also accelerating the adoption of agile practices and the transition to agile organizations.
It supports continuous and flexible work and goal management. When the environment changes, goals can be created and adjusted in real time, and by tightly linking work and performance management, real-time performance management and feedback are possible during the work itself.
It collects recognition and feedback in a crowd-sourced way. Beyond manager feedback, it gathers peer empathy and additional opinions to draw out natural multi-rater and multi-faceted feedback, raising both the quantity and quality of feedback at the same time. Managers can refer to a variety of peer feedback to deliver deeper coaching and feedback.
It uses data analytics and visualization to generate and provide meaningful information. All of the accumulated performance, work, and feedback records are organized through data analysis and visualization so that they can be understood at a glance. This can be used in 1:1 conversations, reviews, and evaluations, and ultimately supports HR decision-making grounded in data analysis.
Goals: OKR-based goal and performance management
- Goal map for verifying and setting goal alignment
- Setting and adjusting goals as needed
- Check-ins for verifying and discussing goal progress
- Approval processes for goal process management
Recognition and Feedback: Strengths-based feedback grounded in real-time recognition
- Easy and quick feedback using core-value badges
- Sending and requesting feedback
- Feedback form recommendations
Collaboration: Work boards that show work status at a glance
- Checklists to manage the major points and events of work
- Real-time file sharing for smooth collaboration
Scrum: Sharing real-time work progress and issues with colleagues
- Scrum start/delay notifications
- Scrum form recommendations
360 Feedback: Real-time 360 feedback that goes beyond the limits of traditional 360 diagnostics
- Recommended evaluator lists for 360 feedback
- 360 feedback form recommendations
1:1 Meetings: Channels for managing 1:1 meeting records on a timeline
- Creating and sharing 1:1 meeting schedules
- Public comments for manager-employee communication
- Private notes for future checkpoints and reflection in reviews and evaluations
Reviews: 1:1 discussion and reflection-based reviews
- Talent snapshots that show the employee's current level at a glance
- Check-in history that confirms goal progress
- Badge feedback graphs to confirm the employee's strengths
Goal Map — View the alignment from higher-level goals to lower-level goals as a map or tree
Collaboration — Organize and share work progress systematically on the work board, and collaborate with colleagues
Recognition and Feedback — View the feedback an employee has received as a timeline, with empathy and comment functions
Performance Plus continuously collects and analyzes the customer experience (CX) of its client companies, and adds and improves features based on that input. Beyond that, it continuously communicates feature additions and improvements as well as the future development direction and roadmap to clients, raising client satisfaction.
The top priorities on Performance Plus's future development roadmap are: (1) an HR All-in-One cloud covering the entire HR domain, (2) advanced HR data analysis and stronger services, and (3) feature expansion and enhancement focused on connectivity.
Performance Plus's real-time work, feedback, and performance data provides even more meaningful insights when combined with existing HR information and data.
Analyzing the process and results of performance management together with talent's work records, compensation information, promotion, and movement and assignment enables deeper data-driven HR decision-making and prediction. To make this possible, new development is underway to deliver an HR All-in-One cloud service integrated with Performance Plus, as well as an advanced HR data service grounded in comprehensive HR data.
Since the COVID-19 pandemic, changes have also been observed in the requirements of Performance Plus client companies. Where the focus had previously been on goal and performance management features, requests related to expanding and enhancing connectivity for contactless work have grown. Beyond the messenger-style collaboration that had been used, we have set strengthening connectivity — including video conferencing integration for contactless collaboration — as the top priority and are expanding and improving the service accordingly.