Amorepacific strives to create an environment where all employees can consider and grow with one another as part of a wider community of practice that shares the great dream of changing the world with beauty. The Corporate Culture Team plays a key role in this community: helping employees to find significance in their tasks and realize their values, supporting them to focus more on work and happily produce desirable results. The Corporate Culture Team is in charge of spreading "AP WAY," the culture and value system unique to Amorepacific, and especially "AP Minds 10 to G1," the Code of Conduct declared in the anniversary of foundation this year. We met with Choi Yooyoung from the Corporate Culture Team to talk about the beautiful corporate culture they create together.

The key difference is the way in which each company perceives its employees. I think Amorepacific is a company that values its employees, perceiving them as partners that grow together with the company. Management has a clear philosophy when it comes to human resources development and management, and the company has a systemized process to fulfill the philosophy on site. Above all, I feel that Amorepacific has a good corporate culture created by good people. The fact that the Corporate Culture Team belongs to the L&D Center proves that Amorepacific considers people its true source of power.

I was in charge of planning, designing and operating "MY WAY 2016," the workshop that has been practicing corporate value for the entire group since March. In the process, I have been able to deeply understand Amorepacific's corporate culture by communicating with associates in various job categories and regions. I was proud when they all told me how the workshop made them realize their value and the meaning of work.

Later, I've been in charge of spreading Amorepacific Group's value system "AP WAY," especially "AP Minds 10 to G1" newly declared this year, and I'll expand my duty into cultural diagnosis and organizational development.

AP Minds Play is an intensive program of "leader-centered, behavior-induced, and life-applied" direction of change management, and it is carried out by team leaders in their daily work environment so that AP Minds can feel more familiar with all AP members.

There are two things that we particularly focused on at our team when designing the program. The first was to help team leaders spread AP Minds, and the second was to enable AP members to encounter AP Minds happily and without burden. To this end, we first held a briefing session for team leaders to let them thoroughly learn the details of AP Minds and share the overall direction for change management. We designed the teaching plan in light of the diverse opinions raised in the process of team leaders experiencing AP Minds Play. To date, we have been carrying out the program in fun, short activities to expand the awareness of AP Minds, but as all of our associates slowly get familiar with AP Minds, we're considering ways to increase the depth and application of the program.

I think everything has a reason, and if that's lost, a crisis follows. It's the same for companies as well. Amorepacific has come this far by rewriting history as the best for the past 71 years. But, if we forget why our company exists and what it will provide customers and the world, there's no meaning in working here. That's why it's important to always remind ourselves of the mission to change the world with beauty that only we can create.

For many employees with various thoughts to achieve a single common mission, there is a need for proper values and criteria for rational decision making. That's our five values. "Our Values" are the action guide and the criteria for decision making, which show what behaviors were good and what the success factors have been in our history, as well as our company today. Thus, they're very important.

Culture's not something you can just change overnight. When you start changing how people work, why people work, where people work, these have effects on people's lives, so it's perhaps inevitable to think that this process may be a burden for the associates with busy schedules. Since change management for culture is carried out for all associates, it's also difficult to reflect the diverse opinions and needs of all of them.

To resolve this issue, we're striving to communicate about the impact of culture on business or individual happiness, and diversify methodologies for change management by reflecting their voices.

In that respect, MY WAY 2016 has been the workshop to practice corporate culture and values for the entire group since March. As I've mentioned before, it was a great opportunity to communicate with various associates we otherwise could not have met if we've just been sitting in an office, and to have deep conversations about corporate culture. The tasks they send through corporate culture-related programs or comments they leave on the posts about corporate culture in News Square all provide us with the valuable opportunity to find out about their thoughts and feelings. I very much welcome further opportunities to hear their voices up close.

The vision is to help more associates work at Amorepacific with greater happiness. Whenever I get feedback from them saying that they could look back on the meaning of their work and guiding purpose, and that they could work with pride thanks to corporate culture lectures or change management programs, I like to reflect on the value and significance of my work.

I think a sound corporate culture is an essential factor for a company to achieve sustainable performance. Each AP member is responsible for creating the culture of Amorepacific, and a company's value and culture can only display their power when they're deeply rooted in the hearts of individuals. As a member of the Corporate Culture Team, I will happily produce desirable results with our associates, the pride of Amorepacific, and devote myself to making our corporate culture more wonderful.