Talent Management
The company recruits talented personnel with the necessary qualities and qualifications and supports individual employees to grow alongside the company by offering a variety of development programs focused on work, relationships, and learning.
Human Resources Management Organization
The Human Resources and Culture Office, part of the Management Support Division, oversees the organizational culture, HR and education support, programs, talent development, recruitment, and more. It works in close collaboration with the HR and Labor Group under the Pohang and Gwangyang Steelworks to effectively disseminate HR policies across both steelworks.
Talent Acquisition
We adhere to the principle of open recruitment, considering the company’s strategic direction and recruitment conditions to select creative personnel with awareness for action and a considerate mindset. Applicants who pass the document screening process take the POSCO Aptitude Test (PAT) to assess their basic job competencies and personality. During the first interview, we focus on evaluating the job knowledge and expertise in the relevant field. In the second interview, we make the final hiring decision by assessing the applicant’s personality and organizational fit.
Creative Talent with an Awareness for Action and a Considerate Mindset
Action
Talented personnel who take initiative in all tasks with a sense of ownership and responsibility, collaborate actively, and generate organizational synergy
Consideration
Talented personnel who engage with stakeholders with humility and a respectful mindset, communicate with authenticity, and seek the value of win-win solutions
Creativity
Future-oriented talented personnel who propose innovative ideas through flexible thinking and continuous learning, driving change and growth
Talent Development
All employees have access to a total of 5,308 training courses provided by POSCO Group University. These include 101 regular courses, 118 on-demand courses based on occasional needs, and 5,089 e-learning courses.
Learning Platform
We operate a ‘Learning Platform’ that enables employees to learn anytime, anywhere via PC, tablet, or smartphone. The platform offers a variety of learning resources, including e-learning content, e-books, audiobooks,
and immersive on-site (3D/VR) content. Additionally, it provides an AI recommendation service that analyzes employees’ job roles and interests to suggest relevant educational content.
New Collar Certification
We define employees who use new IT technologies to improve work processes and create new value as New Collar personnel and operate the ‘New Collar Level Certification System.’
This system categorizes data analysis and utilization skills into four levels, offering corresponding online and offline training courses for each level.
Employees who pass the level certification exams are awarded HR benefits such as promotion points and opportunities for study abroad, encouraging them to engage in self-directed learning and skill enhancement.
New Collar Level
Competency level
Training Programs
-
Beginner
Understands basic data collection and analysis methods 24-hour online or 3-day group training course -
Semi-Expert
Proficient in using data analysis tools to improve work processes 40-hour online or 5-day group training course -
Expert
Capable of executing Smart projects using AI algorithms POSTECH AI expert or AI master’s degree program -
Master
Capable of independently executing Smart projects and providing consulting in other fields AI graduate school doctoral program
Since the implementation of the New Collar Certification System in October 2020, 4,296 employees have acquired the certification.
Among them, 90 employees have attained Level 3 or higher, classified as ‘Expert’, and are applying IT technologies to their work.
| 2023 Performance (Cumulative) | 2024 Goal | |
|---|---|---|
| Level 1 | 4,296 | - |
| Level 2 | 679 | - |
| Level 3 | 64 | 88 |
| Level 4 | 26 | 37 |
Technician Level (TL) Certification System and POSCO Master
To promote production technicians with world-class expertise, we operate the Technician Level (TL) Certification System. Employees can apply for certification assessments upon meeting the requirements
for each level, from Level 1 to Level 5. As employees progress through the levels, they are awarded promotion points and job competency enhancement incentives.
Employees at TL Level 5 with world-class technical expertise are eligible to become ‘POSCO Masters.’ The title of ‘POSCO Master’ represents the highest honor in the production technician field,
as it is awarded through rigorous evaluation not only of technical expertise but also of character, integrity, and reputation. ‘POSCO Masters’ receive special promotions along with various monetary
and non-monetary rewards. Additionally, even after reaching the retirement age of 60, they are guaranteed employment until the age of 65 and are permanently inducted into the park1538 Hall of Fame.
By 2023, a cumulative total of 25 POSCO Masters have been appointed, with 24 currently serving.
In 2023, 89 employees achieved the TL5 level, and other employees are also striving for promotion to higher TL levels.
| TL Level | TL1 | TL2 | TL3 | TL4 | TL5 |
|---|---|---|---|---|---|
| Number of Employees (2023) | 1,083 | 3,397 | 3,872 | 908 | 329 |
Career Development
We run a variety of programs to help employees develop into experts in their respective fields through work experience and continuous learning
Professional Degree Program
In 2014, POSCO established the POSCO Technology University to support the self-development and lifelong learning of field employees.
POSCO Technology University is an officially accredited technical college that awards degrees, with tuition fully covered by the company.
- - Education Recipients: Employees from POSCO, POSCO FUTURE M, POSCO STEELEON, and SNNC who aspire to become core on-site personnel (permanent employees)
- - Curriculum: General education courses such as industrial mathematics, physics, and chemistry, and major required courses like material strength, machine element design, and control engineering
- - Operation Method: 2 days of classes and 3 days of work per week, with 80 credits required over 2 years to graduate
- - Operation Results: 362 graduates over the past 10 years
Support System for Acquiring Professional Certifications
We operate various support programs, including e-learning courses, practical training facilities, and incentives, to assist employees in acquiring professional certifications.
- - Educational Support: E-learning courses (safety, master craftsman/technician/industrial engineer, etc.), training at the POSCO GROUP UNIVERSITY, and support for establishing practical training facilities
- * In the second half of 2023, five employees acquired the Electrical Master Craftsman certification
- - Incentive Payment: Tiered incentives based on the difficulty of the certification (253 types across 10 fields such as metallurgy, mechanics, electrical/electronics, safety/firefighting, and environment)
- * Payment Details: Approximately 3.6 billion KRW was paid to 2,724 employees in 2023 (limited to permanent employees)
Global Regional Specialist Program
To enhance the operational efficiency of global business hubs, employees have the opportunity to engage in local language learning and cultural experiences, and work as interns at overseas subsidiaries to experience the local business culture.
- - Selected Regions: Countries with overseas subsidiaries such as China, Mexico, India, Indonesia, and Thailand
- - Program Duration: Within a year (6 months of local language learning, 6 months of working at overseas subsidiaries)
Global Mobility Program (GMP)
This program allows overseas local employees to visit Korea for about five months to acquire POSCO’s working methods and learn about Korean culture, thereby establishing a network between headquarters and overseas local employees.
- - Participation Progress: By 2023, 123 employees from 10 countries have participated in the GMP.
GMP Participant Review
“Thanks to the support of my local colleagues, I was able to participate in the GMP program as a corporate representative. Upon returning home, I will apply the work know-how I gained in Korea to accelerate technology development, enhance my colleagues’ safety awareness, and improve our corporate competitiveness.”- Hoang Sy Phuong, POSCO YAMATO VINA
2023 GMP employees visiting Gyeongbokgung Palace
2023 GMP employees playing a board game related to POSCO’s management philosophy
Evaluation and Compensation
To ensure fair evaluations, both evaluators and those evaluated take a ‘Pledge for Fair Evaluation’ before the evaluation. Evaluators receive periodic training on evaluation criteria and methods,
while appraisees can appeal the evaluation results through a separate procedure. After the evaluation concludes, monitoring is conducted to ensure the process was fair. Performance evaluation results
are linked to compensation for the following year, and compensation is differentiated based on individual performance without any bias related to gender, age, or nationalityy.
Performance Evaluation
We operate an absolute evaluation system to objectively assess employees based on their individual performance and promote collaboration. Each year, performance evaluations are conducted in three stages,
using self-reported work performance and self-evaluation results to systematically measure individual work achievements. Managers can continuously provide coaching and feedback.
Performance evaluation results are linked to compensation for the following year
Competency Evaluation
To foster proactive competency development, departments and individuals can select required competencies and configure them as evaluation items. This allows them to receive feedback on their strengths and
weaknesses in each competency. Although it is not directly linked to compensation, the evaluation results are used for internal recruitment selection, position assignments, and training.
360-Degree Evaluation
To provide managers with the opportunity to review their working methods and leadership, department members and collaborating colleagues evaluate them anonymously.
While not directly linked to compensation, the evaluation results are utilized for promotions and position assignments. Some feedback is provided anonymously, offering an opportunity for leadership reflection.