When the recruitment interview, I always ask to applicant 'Which company is good one?'

l hear answers such as "company with good welfare," "company with good communication," "company with vision and future," and "globalize company." In their heart, "company with a lot of monthly pay", but I think they avoid such a direct answer. There can be no right answer for a good company, but I personally think "A company which can develop employee capabilities and grow with the company." is the proper answer. The Salary man, who has to work for the rest of their lives, should choose the company that supports individual skills and expertise through company life. Also this company should have the culture that to foster talent and leadership. When your capabilities continue to grow, then you will be promoted and became to executive, and if given the opportunity, you could start your own business.

SAMSUNG's former executives has been joined as a CEO or board member of a large domestic company is a common thing. So there is a word that SAMSUNG is a "CEO Academy." The SK, KT, Dongbu and Doosan groups, which are the famous domestic company, have broken their pride as big companies and accepted SAMSUNG's executive as CEO. If you count the executive and CEO's where they come from, (including medium-sized companies) you can see that more than 100 SAMSUNG executives are active in the business world. The reason why SAMSUNG executives are so popular in the business world is that they well trained in the company's internal education. So that they have a strong sense of responsibility, well focused in company's goals, and they have highly passion for the company. They also have a strong community spirit, so they cooperate with many departments and people to systematically work to create Synergy. Also they have the know-how in system management. Personally, I think that they spend a lot of time on self-development, acquire the know-how and expertise in the field. Also they are very loyal to company. They might be also trained to play sacrifice spirit to vital the teamwork. Moreover they also trained be morality and integrity.

The LCC was able to play "all round" with the executives led by CEO at the small scale of global companies' OEM and ODM production. However, going on the expansion of overseas business partners, the diversification of products and the revitalization of ODM products in its own research and development, and the conversion to a middle-tier company, I think to realize our vision of "one hundred-year company through export", the excellent human resource is key-point. In particular, the department manager should lead their staff on a "one-way alignment" The staff should aligned with the "Department Mission Statement". Further, Team manager should empower them in accordance with each staff's personal mission and annual business plan, thus achieving many results through the self-sustaining work. The Work flow 'Production Department and Quality Assurance Department should cooperate with each department to make a Synergy and minimize conflict between departments in order to deliver good products with perfect quality to customers and consumers.

What I feel most about running small and medium-sized enterprises over the last 20 years is the importance of human resources who lead the company and execute it in the words "Companies are human beings." To increase sales through pioneer the new customers and increase a price and quality competitiveness, and develop a new products and improve a quality, and make a culture which make employee happy and grow their dream could be realize when the employee gain leadership step by step. Looking inside successful and developing companies, it is easy to see that excellent human resources are challenging in many places with their abilities and personalities, and company culture places priority on people, and that many investments are being made in human resource development to develop their abilities. Great companies in the U.S, Japan, and Europe are growing and developing by excellent executive, successor. In Domestic, the large companies such as SAMSUNG and LG are also growing and developing as world-class companies by excellent executive

Human resource development - I experienced how difficult to develop the people that I need for my company. It's almost impossible for my son and brothers lead to what i want, but how can i turn a employee into competent person just because I'm the CEO? I can teach them how to work and know-how, but I can't teach them personality, integrity, responsibility, and honesty, Synergy creation process with colleagues as well. Therefore, i will choose a person with the proper character such as correct values and train him/her to be the right person for the company even if the knowledge what they have studied is insufficient.

Management expert - CEO Lee Byung-cheol of SAMSUNG was also very difficult to __select "potential talent". So he took the interview for new employees himself. There is also a famous anecdote that he participated the interview with physiognomist. During an interview about 30minutes with applicant, I usually make a conversation with them about their personalities, home education, and correct values while checking to see if they can adapt well to the LCC's corporate culture. However, it is difficult to check their potential in a short interview, so we evaluate the applicants three or four times during two-month internship. After internship, if the evaluation of the new employees from manager "The new employees are working very hard this time, and I think they will do their part well in the future." makes me very happy. It makes me think this is "Good News" better than many millions of dollars in sales profit.

Employees should be trained to understand what the vision and future of the company they work for, what methods and strategies they will follow, and to make their workplace vision on the company's goals. For this reason, the LCC has established the "Company Mission Statement" since its founding, and it has been revised every year. In the morning, all staff-member advocate the "Company Mission Statement" in a loud voice every day. The "Company Mission Statement" includes increasing sales and profitability, lifelong study and be proactive saladent, and fulfilling cleaning culture, ethics and transparent management and corporate social responsibility. In addition, each department has established and revised the "Department Mission Statement" so that members can feel the specific and detailed way what they have to proceed. "Department Mission Statement" also advocated in loud by employee every day. The "company mission statement" is strategy, the "Department Mission statement" is tactical, and if the former is a big road, the latter is a small road.

When the internship is over, LCC provide the book named "Seven Habits of Successful People" to applicants and encourage them to read as much as possible before writing book review. Twice a year, LCC hold the One-Day internal education regarding the "Seven habits of Successful People" to help them feel how they can make a successful life at home and at work. If the employee have been work for LCC more than two years and need a higher level of Mind education, LCC provide the 3-Days external education of "7H Workshop" on the recommendation of the department manager. At the workshop, they will be trained with other educators on how to lead and what's important first, and how to create organizational Synergy while pursuing WIN-WIN with others. In order to cultivate the department manager's leadership, we offer a separate FT (teacher course) education to help team manager to master the customs of successful people deeply and select them as an internal instructor. So far, education investment has reached hundreds thousand dollars. 120 graduates of the education and 6 internal instructor have fostered from 7H workshops.

Participants in the 7H Workshop have been reading "The Seven Habits of Successful People" from a couple of months ago, writing the book review, and take sufficient education preparation process with mentoring and coaching of the department manager and CEO two or three times. After work-shop, the participant should share their impression to colleague through 3-minute speech and company magazine. Further they have to make their "private mission statement" which include the development of their lives and the purpose and goal of their lives. Also, 7H educators gather together at the beginning of each year to hold a "private mission statement presentation meeting" to set their goals in life by comparing the coordinates of other colleagues. As we cannot master good habits as a one-time event, we train our spirit by holding a book forum every year reviewing with books "seven habits of successful people", "lead by principle", and "speed of trust".

Job education is not expected to be effective in a separate program and should proceed with "on-the-job" training as much as possible. From__ the CEO to all employees have the "My Mission". This "My Mission" should clearly define the "Business Role" What we should do. By separate the organizational hierarchy and operations with other departments, it create Synergy through trust and coordination with other departments. These following processes are described in documents "Work Guidelines" and "Standard/Regulations". These helps to accelerate the system more efficient and effective for entire company. In the end, It become the basis of "price competitiveness".

The LCC has a special system to train people and develop human resources. This is a reward system in which a reward committee is held twice a month to provide rewards to employees and team leaders who perform well and improve their work effectively. Rewards should be paid with praise and encouragement for pioneering new customers and increase sales, increase productivity and implement quality improvement Idea, reduce costs such as raw·sub materials, develop new products, and improve Package. Even if it does not improve quality and price competitiveness or contribute to sales, if it will be useful for improving the efficiency and effectiveness of business operations, it will also be rewarded. "A praise makes a whale dance" Reward is definite way to motivate and encourage employee. This Reward have started Since 2008. LCC have paid 30K to 50K dollars per year for reward to employee. We had record of reward about 5K and 3K dollars reward money for individuals.

During 23 years of business and get a profit over 12 million dollars through export, I feel proud of our success and accomplishment. But above all, I believe that the greatest achievement and the most important asset is the development of a large number of human resources who have dedicated for LCC. Because they have grown up with LCC, We can take any challenge and we are confident that we will be able to overcome any crisis. After joining the company as a new employee, they received 7-H education and cultivated personality and trust. They learned how to do business in the culture of LCC and grew up to proud manager with experience of failure and success. I am confident that, if i'm come along with these colleague then we could overcome any kind of trials and challenges. Therefore it will be possible to realize a company that will last a century through export.

CEO BAIK, SUNGCHUN