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Human Resource Development
Human Resource Management Policy
At Timee, Inc., we view our employees not simply as staff, but as fellow visionaries who share a deep passion for our mission and vision. We are dedicated to relentlessly pursuing non-linear growth as a highly cohesive team. To achieve this, we unite the unique capabilities of each individual: the power to unlock potential, to shape and scale ideas, and to elevate and evolve.
Expanding Our "Growth Ecosystem"
We are committed to maximizing the potential of every employee. We achieve this by providing abundant opportunities to tackle bold challenges, delivering constructive feedback, and empowering our people to make independent decisions.
* For more details, please refer to "A Growth Ecosystem — Supporting Non-linear Growth."
Fairly Rewarding "Results and the Embodiment of Our Core Values"
We provide fair evaluation and compensation—along with further opportunities for growth—in direct response to two key pillars: the "business results" generated by individual and collective strengths, and the "embodiment of our values," which reflects a relentless drive for non-linear growth.
* For more details, please refer to "Fairly Rewarding Achievements and Values — Driving Non-linear Growth."
Cultivating a Culture of "Mutual Elevation and Leveraging Strengths"
We deeply value and continue to foster a culture where employees elevate one another, celebrate achievements, and share our successes. Furthermore, we provide a psychologically safe environment where everyone can confidently take on new challenges. When our people hit roadblocks, we leverage our strong internal network to transform those hurdles into valuable learning opportunities.
* For more details, please refer to "A Culture of Leveraging Strengths and Elevating One Another — Laying the Foundation for Non-linear Growth."
Human Resource Development System
Following recruitment and onboarding(OJT), every employee becomes part of a "Talent Pool" responsible for the next-generation talent pipeline. Management and HR work in tandem to maximize each individual's potential within this pool.
Through our "Talent Development Committee(TGT: Timee's Got Talent)" and the "Mission Certification Committee", we assign "Special Missions" to motivated talent at an early stage. This framework provides employees with opportunities to tackle critical management challenges regardless of their seniority or tenure.
Furthermore, through our HR systems and engagement surveys, we maintain constant visibility of performance results and engagement levels. We have established an organization-wide support system to ensure every individual can strive for greater heights—whether on a "Professional" track or in "Management"—with confidence.
* For details on engagement surveys and the Work Style Committee (WS Committee), please refer to the "Labor Practices".
Talent Development Committee (TGT)
The Talent Development Committee (TGT) is an initiative designed to systematically develop next-generation talent to drive the non-linear growth of our business. Conducted on a semi-annual basis, the committee discusses employee development policies based on the current status of each organization and their daily achievements. The meetings are attended by Group Managers, Department Heads, Executive Officers, and Executive Directors. By designing and assigning challenging missions tailored to each employee, we foster growth that maximizes their individual strengths.
* For more details, please refer to "A Growth Ecosystem –Supporting Non-linear Growth."
Mission Certification Committee
The Mission Certification Committee is a framework designed to accelerate growth by providing opportunities for individuals to "voluntarily step up, make independent decisions, and take on challenges." Unlike regular duties, special missions are reviewed and certified by a committee comprising the management team and actively support endeavors that generate a significant business impact.
* For more details, please refer to "A Growth Ecosystem –Supporting Non-linear Growth."
Human Resource Development Initiatives
Mentoring Program
To support every employee in smoothly adapting to the organization and maximizing their performance, Timee, Inc. introduces and conducts mentoring programs tailored to onboarding categories (new graduates and mid-career hires).
For New Graduates
The company provides support for one year after joining, covering not only operational guidance but also psychological care (mentoring). Designed to facilitate a smooth transition from student to working professional, foster a deep understanding of corporate culture, and encourage the formation of an autonomous career vision, this program drives steady growth into future core talent and helps prevent early turnover.
For Mid-Career Hires
To enable mid-career hires—who are expected to contribute immediately—to quickly leverage their past experience and skills within the company, the company provides intensive support during their first month. Aiming for smooth organizational integration and early success, dedicated mentors guide them in building internal networks and catching up on the company's unique business processes.
Learning Programs
To support the skill elevation of the entire organization and sustainable value creation, Timee, Inc. introduces and conducts theme-based learning programs designed to foster proactive peer-to-peer learning and build internal networks.
Knowledge Sharing Sessions
Top sales performers within the company share their success stories and practical approaches to promote peer learning across departments and teams. By sharing not only "sales know-how" such as specific proposal techniques, but also the "mindset" needed to overcome challenges, the company articulates tacit knowledge that is often individualized, thereby boosting the performance and motivation of the entire sales organization.
Leadership Development
To support the continuous development of leaders with a management perspective and strengthen organizational capability, Timee, Inc. introduces and conducts level-specific learning programs that emphasize co-creation and network building among management personnel.
Training for Newly Appointed Group Managers (GMs)
The company conducts a program for newly appointed GMs to help them shift their perspective from department-level optimization to company-wide optimization and to understand their role as managers. Going beyond mere knowledge acquisition, this program, through discussions and case studies among peers appointed at the same time, builds cross-departmental internal networks and facilitates company-wide collaboration after assuming their posts.
Selective Leadership Training for Managers
With a view to early promotion to future executive roles, the company conducts practical leadership training for selected managers to cultivate core talent who will lead next-generation management. Through participatory and co-creative learning processes—such as group work on its management challenges and dialogue with executive leadership—participants develop strategic thinking as potential future executives and form a network of collective intelligence among leaders who will drive the company forward.
Promoting AI Utilization
Timee, Inc. views business transformation through generative AI not as a "challenge for a few specialists," but as a "skill transition challenge for all employees." To this end, the company conducts a company-wide AI education program called "AI Base Camp." Jointly operated by the AI Promotion Committee and the HR Department, it provides step-by-step support from literacy acquisition to practical application in daily operations.
Standardization of AI Literacy Across the Company (Target: All Employees)
All employees master security rules—such as criteria for data input authorization and the risks of Shadow AI—along with basic operations of internal standard tools (e.g., Gemini, NotebookLM, Notion AI). This ensures a shared literacy foundation across the entire organization for digital transformation.
Acquisition of Practical Application Skills (Target: Full-Time Employees)
Centered on "Context Engineering"—which clarifies the division of roles between human thinking and AI-delegated tasks—employees learn practical application techniques in two key domains: information gathering and document creation. The program is designed to directly connect learning to workplace execution by incorporating practical workshops to identify operational applications and establishing a check system to prevent the circulation of unverified generated content.
Advanced Programs (Target: Applicants)
The company offers courses for employees seeking more advanced applications, such as integrating AI agents into business workflows. By balancing company-wide foundational learning with advanced utilization by highly motivated staff, we have built a structure that enables internal use cases to be shared across the organization.