정책

We operate the ‘POSCO Master’ and ‘TL (Technician Level)’ systems to develop world-class field technicians. Field technicians steadily improve their TL levels through long-term, continuous job competence improvement and are appointed as ‘POSCO Masters’ through evaluations based on their highest technical skills.

POSCO actively supports the career development of its employees to cultivate insightful next-generation business leaders and enhance technical expertise in the field. Office staff and engineers develop their own career plans based on job-specific CDP (Career Development Plan) models. After joining the company, they gain experience in the same job field for a certain period before expanding their careers to other job fields. To promote self-directed career development, the company supports annual meetings with department heads and implements a quarterly internal recruitment system. Field technicians rotate tasks within their department/job on a regular basis to strengthen their technical expertise and ability to handle emergencies. Outstanding employees are developed into on-site supervisors by enhancing their production process management capabilities.

POSCO focuses on developing professionals for the transfer of core technologies in response to changes in the work environment. The company also operates customized leadership education programs to strengthen the leadership competencies of managers. Additionally, POSCO runs job-specific customized education programs, including group training and e-learning courses, to nurture future skilled personnel.

In response to the Digital Transformation (DT) era, POSCO defines ‘employees who improve work processes using new IT technologies and contribute to society by creating new value’ as New Collar personnel and plans to focus on developing them. To this end, POSCO has newly implemented the ‘New Collar Level Certification System,’ in which all employees participate, since 2020.

The New Collar Level Certification System categorizes data analysis and utilization skills into four levels, offering tailored online and offline training courses for each level. Certified individuals at each level receive HR benefits such as promotion points and opportunities for overseas study, thereby encouraging active and voluntary participation in education. POSCO is committed to actively supporting New Collar talent in leading change in the new era.

POSCO has business sites in over 20 countries. Our overseas subsidiaries pursue local management led by a local workforce and aim to elevate the growth vision of local employees by promoting the localization of personnel at the manager level and above. We operate various programs to develop excellent overseas local talent, including the Global Mobility Program (GMP) with rotational assignments at headquarters, as well as leadership programs for new employees, managers, and executives.

POSCO and its group companies grant preference points to applicants with disabilities during employee recruitment and employ athletes with disabilities to support their independence and training, among other efforts to expand employment for persons with disabilities. POSCO’s employment rate for persons with disabilities is 3.3% (based on 2021 data from the Korea Employment Agency for the Disabled). Additionally, through the operation of the subsidiary-type standard workplace for persons with disabilities, ‘POSCO HUMANS,’ we provide cleaning services, call center operations, and office support for group companies, and are exploring various new businesses where persons with disabilities can fully utilize their abilities. The POSCO Group continually strives to create a respectful employment and working environment where all persons with disabilities can work without discrimination.

POSCO makes various efforts to create a workplace where women can thrive. In 2020 we were the first company in Korea to introduce a ‘Work-From-Home System for Childcare Without Career Interruption,’ allowing employees with children aged 8 or younger, or in 2nd grade or below, to work from home while caring for their children. Additionally, we implemented a ‘Work-From-Home System During Pregnancy’ in 2020 to support healthy childbirth and expanded this support in 2021 to female employees undergoing infertility treatment. In 2020, we established two win-win daycare centers in the Pohang and Gwangyang areas for the children of employees from both our group and partner companies. Additionally, we operate six workplace daycare centers, including one in Seoul, to provide high-quality childcare services. We also offer parental leave for up to two years, surpassing the requirements of the Labor Standards Act. In addition, our ‘Family Care Leave’ system allows employees to take time off to care for family members dealing with illness, accidents, or aging. This ensures that our employees can maintain a healthy work-life balance.

POSCO does not engage in discriminatory treatment regarding employment, promotion, education, compensation, or welfare benefits based on race, nationality, sex, age, educational background, religion, region, disability, marital status, or gender identity. Additionally, we strive to eradicate discrimination and promote a culture of respect for diversity.

POSCO ensures employment conditions, including appropriate working hours, that allow employees to lead lives with dignity. We offer fair compensation, educational opportunities, and a work environment that respects cultural differences.

POSCO prohibits all acts that cause sexual humiliation, including workplace sexual harassment and sexual violence. Additionally, all acts of bullying that cause physical or mental distress by exploiting superiority in position or relationships within the workplace are prohibited.

POSCO has established a reporting system for workplace bullying and sexual harassment, addressing acts where an employer or employee uses their position or relationship to exceed the appropriate bounds of work, causing physical or mental distress to another employee or deteriorating the working environment through actions such as violence or verbal abuse.

POSCO’s non-executive directors are composed of individuals with rich experience and expertise from various fields, including industry, finance, academia, law, accounting, and the public sector, to support rational decision-making by management without bias toward any specific field.