Talent Management & Culture
Organization
POSCO’s human resources management is led by the Human Resources and Corporate Culture Office under the Management Support Division, working in close partnership with the Human Resources and Labor Relations Groups at the Pohang and Gwangyang Works. The head of the office oversees talent management and is responsible for reviewing, approving, and making key decisions on major HR matters.
The office is also responsible for shaping organizational culture and supporting initiatives related to recruitment, talent development, and employee training. In close coordination with the HR & Labor Relations Groups at the Pohang and Gwangyang Works, the office ensures consistent communication and effective implementation of HR policies across both sites.
Operational Status
POSCO has established and operates a strategic recruitment roadmap to secure top talent. We recruit exceptional engineering talent through annual open hiring, industry-academia scholarship programs, and the Steel Bridge program—a recruitment-linked internship initiative. We also identify and support promising high school students early on through the Meister Go referral program, aiming to foster the next generation of master technicians. To promote work-life balance, we offer a range of family-friendly programs, including a Childcare Immersion Period and financial support for fertility treatments.
HR Policies
POSCO implements a comprehensive set of HR policies, company regulations, and guidelines to ensure fair and equitable treatment of employees throughout recruitment, evaluation, and career development processes.
POSCO HR Regulations and Guidelines
- Employment Rules: Outline provisions related to employment in accordance with the Labor Standards Act
- Salary Regulations: Define compensation terms pursuant to Article 27 of the Employment Rules
- HR Regulations: Govern employee management procedures and practices
- Performance Bonus Guidelines: Specify conditions for profit-sharing-based performance compensation
- Rewards and Disciplinary Guidelines: Establish standards to ensure fairness and consistency in recognition and disciplinary actions, as outlined in Chapter 8 of the Employment Rules
1. Talent Acquisition
POSCO adheres to a principle of open recruitment, selecting creative individuals who demonstrate a mindset of proactive action and empathy in line with our strategic direction and workforce needs. Candidates who pass the document screening stage are evaluated through the POSCO Aptitude Test (PAT), which measures core job competencies and integrity. The first interview assesses applicants’ technical knowledge and expertise in their respective fields, while the second interview focuses on character and cultural fit prior to final selection.
POSCO Talent
2. Talent Development
POSCO offers a range of development programs to enhance employees’ job expertise. We support each employee’s professional growth through field-based technical training, competency-building courses, and tailored learning opportunities. In response to the evolving demands of the workplace, we focus on cultivating experts who can transfer core technologies, while also providing customized leadership training to strengthen managerial capabilities of position holders.
Learning Platform
POSCO’s digital learning platform enables employees to learn anytime, anywhere—via PC, tablet, or smartphone. In addition to e-learning modules, the platform offers diverse content such as e-books, audiobooks, and immersive 3D/VR materials. It also includes an AI-powered recommendation engine that analyzes each employee’s role and interests to deliver personalized learning suggestions.
New Collar Certification System
“New Collar” talent refers to employees who harness emerging IT technologies to enhance work processes and create new value. POSCO operates the New Collar Level Certification System, which provides structured online and offline training across four levels of data analysis and application proficiency. Employees who pass the certification exam receive HR benefits—including preferential opportunities for overseas study—to promote participation and strengthen digital capabilities.
TL Certification and POSCO Master Program
POSCO operates the Technician Level (TL) Certification System to cultivate production technicians with world-class expertise. Employees may sit for the certification exam upon meeting the requirements for each level, from Level 1 to Level 5.
Those who attain TL Level 5—signifying the highest level of technical mastery—become eligible for designation as a POSCO Master, the company’s highest honor for field technicians. POSCO Masters are selected through a rigorous evaluation process that considers not only technical ability, but also integrity, character, and peer reputation. Recipients are granted special promotions and both monetary and non-monetary rewards. Additionally, their retirement age is extended from 60 to 65, and their names are permanently engraved in the Park1538 Hall of Fame. As of 2024, 28 employees have been named POSCO Masters, with 26 currently active.
Rehiring Program
In line with labor-management agreements, POSCO operates a rehiring program that reemploys approximately 70% of retiring technicians each year. The program facilitates the transfer of knowledge and expertise from senior employees to junior colleagues, fostering talent development and sustaining the company’s technological competitiveness.
3. Career Development
POSCO actively supports employees’ career development to foster the next generation of insightful business leaders and enhance technical expertise in the field. Employees create their own career paths based on the Career Development Plan (CDP) model applicable to their respective work fields. Upon joining the company, employees are assigned to a specific work area for a designated period, allowing them to build a solid foundation of expertise before expanding into other areas. To encourage self-directed growth, we offer employees annual career development interviews with their department heads and operate an internal recruiting system. Regular job rotations within departments or work fields further strengthen employees’ technical expertise and their ability to respond flexibly to changing situations. Outstanding employees are cultivated as future field leaders by enhancing their production process management capabilities. With worksites in over 20 countries, we promote locally driven management by empowering local talent. We are committed to localizing leadership positions—particularly at the department head level and above—to support long-term career development and leadership opportunities for local employees.
Professional Degree Program
Founded in 2014, POSCO Technology University supports the self-development and lifelong learning of field employees. The university is a government-accredited technical college that awards official degrees and is fully funded by POSCO.
· ligibility: Permanent employees of 13 POSCO Group companies—including POSCO, POSCO FUTURE M, and POSCO STEELEON—who aspire to become core field professionals
· Curriculum: Core subjects such as industrial mathematics, physics, and chemistry, along with major-specific courses including strength of materials, mechanical element design, and control engineering
· Program Format: Students attend classes for two days per week and work for three days, completing 80 credits over a two-year period
· Outcomes: A total of 402 students have earned degrees from 2014 to 2024
Certificate Acquisition Support Program
POSCO supports employees’ efforts to obtain professional certifications through various programs such as e-learning courses, practical training centers, and financial subsidies.
· Training: Includes e-learning courses (e.g., safety personnel, Master Craftsmen, engineers, and industrial engineers), training at the POSCO Group University, and support for the establishment of practical training centers. In 2024, 4 employees earned Professional Engineer certificates, and 816 earned Master Craftsman certifications.
· Subsidies: Financial support is provided based on certificate type, covering 254 types across 10 categories—including metal, machinery, electrical/electronics, safety/fire/health, environment/energy, and more. In 2024, a total of KRW 2.9 billion was paid to 2,352 permanent employees.
Global Regional Specialist Program
POSCO’s Global Regional Specialist Program dispatches employees to key overseas markets to build cultural competency and lay the groundwork for future business development. Participants engage in intensive local language training, gain firsthand exposure to the host country’s culture, and complete on-site internships at POSCO’s local subsidiaries to acquire practical insights into regional business practices.
· Target Countries: Japan, China, Mexico, India, Indonesia, Thailand, and others
· Program Duration: Up to 1 year (6 months of language immersion followed by 6 months of local subsidiary placement)
Management in the Steel Industry (MSI): POSTECH Steel Management Course
To reinforce its leadership in the global steel industry, POSCO offers the Management in the Steel Industry (MSI) program in collaboration with POSTECH. This executive training course is designed to cultivate high-potential overseas employees by deepening their expertise in steel production, business management, and cutting-edge technologies of the Fourth Industrial Revolution.
· Program Format: One-year, three-semester structure (Spring, Summer, Fall) with on-the-job training
· Track Record: 38 participants from 7 countries (as of 2024)
· Employee Testimonial:
“The lectures and capstone workshops on strategy and innovation in the steel industry, market outlook, and the application of artificial intelligence were highly relevant to my work.
— Hector Romero Del Angel, POSCO Mexico
Global Mobility Program (GMP)
The Global Mobility Program (GMP) invites local employees from overseas subsidiaries to POSCO’s headquarters in Korea for 3 to 5 months. During the program, participants gain firsthand experience of POSCO’s operational practices, while also engaging with Korean culture. The initiative fosters mutual understanding and strengthens cross-border networks between the headquarters and overseas operations.
· Participation: 133 employees from 10 countries (as of 2024)
4. Evaluation and Rewards
POSCO ensures fairness and transparency in its performance evaluation and compensation system. We begin each evaluation cycle with a formal “Pledge for Fair Evaluation” signed by both evaluators and employees. Evaluators receive regular training on assessment criteria and methodologies, and employees are provided with an independent appeals process to challenge results. Following the evaluation, results are monitored to ensure procedural integrity. Appraisal outcomes are directly linked to compensation decisions for the following year, and rewards are based solely on individual performance, with no discrimination based on gender, age, or nationality.
Performance Evaluation
Each year, employees undergo one to three rounds of evaluation based on self-assessments and supervisor reviews. This structured process allows the company to objectively assess individual contributions and position holders to deliver continuous coaching and feedback as needed.
Competency Assessment
In order for employees to self-assess and develop the attitudes and skills necessary for their work, self-assessment and supervisor assessment are conducted annually, focusing on work attitude and job skills. The results are provided as feedback in the form of strengths, areas for improvement, and subjective comments rather than scores, allowing employees to clearly recognize their strengths and weaknesses and work on improvement and development.
360-Degree Evaluation
POSCO conducts 360-degree evaluations in which position holders receive anonymous feedback on their work style and leadership from both colleagues within their department and cross-functional peers. Although this multi-source feedback is not directly linked to compensation, it is utilized in promotion reviews and role assignments.
Organizational Culture
POSCO fosters an inclusive organizational culture where employees from diverse backgrounds are encouraged to express their views freely and respect one another. We strictly prohibit discrimination based on gender, nationality, race, or disability, and strive to create a “happy workplace” where differences are embraced and mutual growth is promoted. To further strengthen organizational health, we conduct regular organizational culture assessments across global sites. The results are shared with each department to support ongoing improvements and cultivate a “great place to work” culture throughout the company.
Horizontal Communication
POSCO promotes open communication through a variety of channels, grounded in trust between executives and employees. These efforts aim to build a horizontal and creative organizational culture in which all members communicate and collaborate to generate greater value.
POSCO Communication Program
Young Board
POSCO’s Young Board is a program that selects employees through internal competition to engage in direct dialogue with senior management on topics such as organizational culture, work practices, and field-level feedback. The program provides promising junior employees with opportunities to develop leadership and managerial capabilities. In 2024, 24 employees were selected as Young Board members to propose ideas for improving organizational culture, business operations, and systems, and to serve as a voice for employees in the field. In 2025, the program expanded to include competency-building initiatives such as design thinking and presentation skills training.
Town Hall Meetings
POSCO facilitates interactive communication between executives and employees through town hall meetings, where topics such as organizational culture and current issues are openly discussed. We use platforms such as Microsoft Teams Chat and the metaverse in ways that allow employees to share candid feedback without revealing their names, while executives communicate their management philosophy and expectations. These meetings are held regularly at the executive level: twice a year when chaired by the Head of Division, Steelworks, or Research Group, and four times a year when chaired by the Deputy Head of Division.
Direct Q&A (Prompt Responses to Employee Inquiries)
POSCO has established a two-way communication system to collect employee feedback and to respond promptly to questions regarding company policies and benefits. We provide direct answers to inquiries that can be addressed by the responsible department via individual notifications, while broader issues are reviewed by relevant departments and shared on the internal bulletin board. In 2025, we launched an online suggestion platform to enhance the speed and accountability of the feedback process.
· Frequency: Biweekly
· 2024 Results: Out of 3,795 submissions, 131 responses were published on the company-wide bulletin board, and 3,664 were delivered individually.
TongTong Committee & Millennial Committee
POSCO operates the TongTong and Millennial Committees to bridge generational gaps and promote direct communication between management and younger employees, particularly those of the Generation 2030 cohort. While town hall meetings offer a broad platform for large-scale dialogue, we engage smaller groups (typically 6 to 10 participants) through these committees for more focused discussions on organizational culture and workplace issues. To foster open and candid conversations in a more intimate setting, we regularly hold small-group workshops and create environments that encourage free and honest dialogue with management.
POSCO’s Flexible Working System
POSCO offers flexible work options that support personal development, rest, and work–life balance. In 2024, we introduced the Biweekly Four-Day Workweek System, enabling employees to focus more during the week and use every other Friday for personal growth, childcare, or family time.
| Category | Scheme Description |
|---|---|
Selective Working Hours System |
Employees can adjust their working hours freely within a four-week settlement period, averaging up to 52 hours per week (40 regular + 12 overtime hours). |
| Biweekly Four-Day Workweek System | Employees can work an extra hour from Monday to Thursday over a two-week period (averaging 40 hours per week) and take every other Friday off. |
| 8-5 Workday System | Employees can work from 8 a.m. to 5 p.m., allowing them to leave earlier than the traditional 6 p.m. and enjoy a “life that guarantees leisure time in the evenings.” |
Family-Friendly Incentives and Childbirth & Childcare Support
POSCO has established a comprehensive support system for childbirth and childcare, informed by employees’ voices and needs, to address Korea’s population decline and fulfill its social responsibilities. In recognition of these efforts, we were selected in 2023 by the Ministry of Employment and Labor (MOEL) as a model company in the Best Company for Childbirth and Childcare Promotion program. We also operate a range of family- and childbirth-friendly initiatives, offering support that spans from marriage to children’s education. These programs are designed to help employees continue their careers without interruption due to marriage, pregnancy, childbirth, or parenting responsibilities.
Personalized Support Programs for Different Life Stages
Housing Assistance for New Hires
POSCO continues its efforts to enhance the working environment and welfare infrastructure for its employees. In November 2020, we renovated Dongchon Plaza in Pohang into a dedicated employee welfare space. In January 2022, we opened Giga Town, an employee residential complex in Gwangyang, developed through a comparative study of POSCO A&C’s modular construction method and conventional reinforced concrete (RC) construction. The complex features 500 private studios, each equipped with a toilet and shower, to improve the comfort and convenience of residents.
Beneficial Labor-Management Relations
POSCO maintains a proud tradition of cooperative and mutually beneficial labor-management relations under the philosophy of “Partners Creating a Better Tomorrow Together.” We fully respect the constitutional rights to freedom of association and collective bargaining. POSCO currently has two active labor unions affiliated with the Federation of Korean Trade Unions (FKTU) and the Korean Confederation of Trade Unions (KCTU). The union affiliated with the KCTU has secured collective bargaining rights through a unified bargaining channel and engages in annual wage negotiations and collective bargaining in every two years, in accordance with the Trade Union and Labor Relations Adjustment Act. In addition, we operate the POSCO Labor Council, composed of representatives elected by direct employee vote in accordance with the Act on the Promotion of Employee Participation and Cooperation. The Council convenes quarterly to address employee grievances, gather suggestions, and discuss key topics such as welfare system improvements, while also formulating and implementing corresponding action plans.
Risk Management
DE&I
POSCO is committed to building a workplace where all employees are respected by prohibiting discrimination based on gender, nationality, and race, while recognizing and embracing diversity and cultural differences. We have set goals to gradually increase the proportion of female position holders and are implementing targeted measures to support the development of female employees. In addition to operating workplace daycare centers and providing legally mandated benefits such as reduced working hours during pregnancy and childcare, we promote work-life balance through additional systems such as conversion to an alternative work schedule, work-from-home arrangements, and the parenthood immersion period. We are also advancing a global growth vision by expanding leadership opportunities for local employees at our overseas subsidiaries.
Since 2024, we have incorporated DE&I-related questions into our Organizational Health Assessment survey to gather employee feedback and continuously enhance relevant policies and systems.
Employment of Persons with Disabilities
POSCO and its group companies are making concerted efforts to expand employment opportunities for persons with disabilities. These efforts include awarding additional points to applicants with disabilities during the hiring process, as well as employing athletes with disabilities to support both their independent living and professional training. As of 2024, our employment rate for persons with disabilities stands at 3.6%, according to the Korea Employment Agency for Persons with Disabilities (KEAD). POSCO HUMANS—a group subsidiary that provides cleaning, call center, and office support services—also plays a key role in empowering individuals with disabilities to fully realize their potential. Beyond job creation, we are committed to fostering a work environment in which persons with disabilities are treated with dignity, valued for their contributions, and protected from all forms of discrimination.
Family-Friendly Company
POSCO is undertaking various initiatives to create a more supportive workplace for women. In 2020, we became the first company in Korea to introduce a Work-from-Home Option for Parenting Without Career Interruptions, allowing all employees with children aged eight or younger—or in the second grade or lower—to work from home while caring for their children. That same year, we launched a Pregnancy Work-from-Home Option to support the healthy pregnancies of expectant employees. In 2021, the program was expanded to include female employees undergoing infertility treatment.
Also in 2020, we opened two Win-Win Daycare Centers in Pohang and Gwangyang, available to children of both POSCO employees and those of partner companies. We currently operate six workplace daycare centers across three regions, including Seoul, to provide high-quality childcare services. Additionally, we offer parental leave of up to two and a half years—longer than the standard set by the Labor Standards Act—and have implemented a Family Care Leave system, which can be used when family members require care due to illness, accident, or aging. These efforts aim to help employees achieve a realistic balance between work and family life.
BOD’s Diversity and Expertise
POSCO’s outside directors bring extensive experience and expertise across diverse sectors—including industry, finance, academia, law, accounting, and the public sector—enabling them to support management in making rational decisions free from bias toward any particular domain.
No Discrimination or Harassment
- POSCO strictly prohibits discriminatory practices in employment, promotion, training, compensation, or welfare benefits based on race, nationality, sex, age, educational background, religion, region, disability, marital status, or gender identity. We are committed to eliminating discrimination and fostering a culture that respects diversity and inclusion.
- POSCO ensures employment conditions—including appropriate working hours—that enable employees to lead lives with dignity. We also provide fair compensation, access to education and training, and a work environment that embraces cultural diversity.
- POSCO prohibits all forms of sexual misconduct, including workplace sexual harassment and violence, that result in sexual humiliation. We also strictly prohibit any form of bullying that causes physical or psychological harm by exploiting hierarchical or interpersonal power dynamics.
- POSCO has established a formal reporting and response system for cases of workplace bullying and sexual harassment. The system addresses cases in which a superior or colleague causes physical or psychological distress, or deteriorates the work environment by abusing their position or authority—through acts such as violence or verbal abuse.
Metrics and Targets
Training Status
Completion of POSCO’s Learning Platform
| Training | Regular Courses | On-Demand Courses | E-learning Courses | Total |
|---|---|---|---|---|
| Learning Platform | 85 | 10 | 5,842 | 5,937 |
Completion of POSCO New Collar & TL Certification Programs
| Category | 2024 Targets | 2024 Results |
|---|---|---|
| Level 1 | 4,296 | 5,079 |
| Level 2 | 679 | 1,258 |
| Level 3 | 88 | 87 |
Level 4 | 37 | 42 |
| Category | Number of Certified Employees |
|---|---|
| TL 1 | 1,225 |
TL 2 | 3,267 |
TL 3 | 3,711 |
TL 4 | 918 |
TL 5 | 361 |
Flexible Work System
Status of Flexible Work Program Usage
| Category | No. of Employees | |
|---|---|---|
Full-Day Workers |
Selective Working Hours System | 688 |
| Biweekly Four-Day Workweek System | 8,020 | |
| 8-5 Workday System | 1,663 | |
Others | 1,014 | |
Shift-Time Workers | 6,495 | |
DE&I Goals
Current and Target Representation of Women in Leadership Roles
| 2024 Results | 2027 Targets |
|---|---|
| 7% | 7.8% |
Localization Rate at VP Level and Above
| 2024 Results | 2027 Targets |
|---|---|
| 63.4% | 65% |