We operate various competency-building programs to support the self-directed growth of our employees, providing tailored training courses for interns, new hires, experienced employees, and position holders. Additionally, we conduct online job training for new employees and operate an external training system for all employees to enhance job performance capabilities.

New Employee Training

Service Quality Control (SQC) program

SQC is a program operated for interns and new employees in the business field, aiding in discovering and proposing ideas to increase game satisfaction from the user’s perspective. Participants engage in the joint SQC program during their internship. After joining the company, they are assigned to the SQC Team for one year to understand the essence of the game, enhance their user mindset, and develop the basic capabilities to become business project managers (PMs). We also offer opportunities for new employees to engage in business activities proactively, such as selecting improvement tasks for our game services and applying them in practice.

Onboarding program

We provide orientation training for interns and new employees to support their successful onboarding as they take their first steps into society. This training aims to internalize Netmarble's value system and cultivate fundamental knowledge for becoming a productive employee of society. Through basic job lectures, new hires enhance their understanding of the gaming industry and specific job duties and get a basic idea of various roles within the company. After joining the company, new employees receive mentoring to establish role models, along with programs that support their effective growth in company life and work style. Experienced employees also undergo orientation training and buddy program to facilitate quick adaptation.

Nurturing New Leaders

2024 Special Leadership Lecture

We proactively identify and groom next-generation leader candidates for key positions within the company through the Succession Plan. In 2024, we introduced a successor recommendation system wherein we get recommendations for leader candidates for each unit twice a year. The final leaders are selected through the transparent personnel verification of candidates, and we provide support to ensure that they excel in their future leadership roles.
We offer a special management lecture on the company’s leadership philosophy to new leaders, aiding them in fulfilling their new roles. To enhance their work performance and organizational management capabilities as leaders, we distribute C-level job manuals and hold new leader sessions where HR leaders pass on organizational management skills, including understanding of key internal systems and processes. In 2024, we increased leader session topics to three: Personnel management, data security, and financial management. This way, we are raising awareness of the leader’s role and helping participants gain essential knowledge related to organizational management based on real-world case studies.

Developing Job Competencies

Game Developer Forum (GDF) 2024

To improve the job competencies of our employees, we operate a system
wherein employees proactively select and take courses appropriate for their jobs and levels.
We support all employees in participating in external education—such as training, seminars, and conferences—if learning is deemed necessary. At the annual Game Developer Forum (GDF), internal and external lecturers share job and technical skills at the company level. We organize lectures based on surveys of opinions of our employees and enhance their job capabilities by sharing accumulated reasons for success and failure for each game, market and user trends, and skills to apply new technologies for each job.

In 2024, GDF was held for two days with lectures closely related to the game business, such as game planning, development, and art. Out of the 15 lectures, a game development lecture titled Graphics Command Configuration and iOS GPU Profiling garnered an effectiveness rating of 5.80 out of 6 points in terms of how it is helpful for work. This shows that what they learned in the lecture was incredibly useful in the field.
Furthermore, we are partnering with numerous external parties and educating employees to support them in accessing and applying the leading technologies in the field with the goal of producing intelligent games with advanced AI. Building on our technological progress in deep learning-based speech synthesis research that started with the partnership with the Department of Brain & Cognitive Engineering at Korea University’s School of Artificial Intelligence, we joined INTERSPEECH 2024, the world’s leading conference on the science and technology of spoken language processing. Going beyond the existing music scale and text-based voice synthesis, we announced our findings on multilingual singing voice synthesis (SVS) applied with cross-language learning, drawing attention.

Evaluation on the effectiveness of major educational programs offered at GDF 2024

Job categories	Education programs	Effectiveness evaluation (out of 6 points)			Number of participants	Time spent per person
Job categories	Education programs	Satisfaction level	Utilization rate	Content structure	Number of participants	Time spent per person
Development	Graphics Command Configuration Optim ization and iOS GPU Profiling	5.80	5.80	5.40	35	1.5 hours
Art	Unreal Engine Customizing for Art and Artists	5.31	5.25	5.13	158	1 hours
Quality control	Use of Netmarble QA automation test	5.07	5.00	5.00	111	1 hours

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