Direction and System for Fostering Talents

Hyundai Corporation Group provides strategic and systematic education programs so that its staff can grow into global business partners who lead the market in the rapidly changing business environment.
Based on group’s value system, we conduct education on core values, corporate development program, leadership education based on roles and responsibilities by rank, and customized job training by considering job characteristics and issues. Also, in 2020, we established the staff fostering system and run education programs with the emphasis on ‘creating the base for digital transformation’ and ‘strengthening loyalty-based retention’.
Based on clear understanding in the company’s vision, values and strategic direction, in order to exercise business competency as a global business partner, we advise mandatory participation of most education programs including the core value education and leadership education. Also, by running a GPA system that encourages mandatory completion of three or more job competency education programs each year, we support our staff to grow into experts with professional job competency.

Digital Transformation Education

In order to ensure prompt response to quickly changing environment and effective risk management, Hyundai Corporation Group implements digital transformation to uprgrade work collaboration system and improve data-based business intelligence. For the successful introduction and execution, we have organized a digital transformation TFT with heads of organizations. The subjects of education programs strengthened essential digital competency and gained insights to detailed business application cases that are necessary to establish action plans for digital transformation through cyber learning, book reading, big data/AI education and benchmarking of exemplary cases in 2020.

Mind-set Education to Innovate Way of Work

Hyundai Corporation Group conducted an education to upgrade the way of work by introducing and utilizing a digital communication platfor. Also, we conducted a company-wide special lecture on ‘innovation of way of work based on digital communication’ for all staff members of the head office. Afterward, to form a company-wide agreement to the need and direction of innovating way of work, we conducted a ‘mind-set education to innovate way of work by rank’.

Big Data Application in Business

To facilitate data-based rational decision-making and strategy, the company provided training on data analysis and visualization tools. While sharing related books, external training, and big data analysis performed by other companies, the company conducts education to promote its employees’ understanding of the data analysis process. In addition, the company carried out the project to collect, analyze, and interpret data on current issues under the coaching/consultation of expert. The company plans to continuously apply the final results of data analysis for different business divisions this to the field through additional reviews.

Junior Retention Reinforcement Program

In order to raise job immersion and support career development of juniors in company, we operate various education programs. We conducted a self-visioning workshop for employees in their second year of joining the company. At this workshop, they contemplated over the growth after joining the company and sought future visions and growth strategy. Furthermore, we operate an overseas training program to raise their understanding in company’s vision and pride in their work.

Complimenting Program

In order to promote employee morale and vitality and strengthen emotional bond between ranks, we are operating a complimenting program. In 2020, all team leaders delivered handwritten compliment cards and gifts to employees who deserved credit through 6 sessions. Also, the employees who have been complimented the most were selected and special gifts from the management board were delivered to raise morale and promote the in-house complimenting culture.

In-house Survey on Awareness to Corporate Culture

Hyundai Corporation periodically conducts survey on awareness to corporate culture to create an environment for work immersion and improve corporate competency among all staff members at head office and overseas branches. By analyzing the survey results, we identify strengths and areas of improvement in corporate culture, and seek and practice measures to motivate people. As a result, our employees’ job immersion and satisfaction continuously improved since the survey began.

In order to maintain competitiveness and create performance based on differentiated capacity and global regional network, Hyundai Corporation recognizes overseas residents and global staff as core human resources and systematically manages them.

Regional Expert Course

In order to select the pool for candidates to resident and systematically foster them in advance to the global advancement, we conduct regional expert education. To ensure soft landing of overseas dispatching business, we provide capacity building education in accounting, organizational management and business strategy planning as well as various local languages. Also, in order to identify business status and issues in dispatched branch, we support networking with local residents, and individual learning to survey and research local economy, society, politics, culture and market trends in advance.

Global Staff High Potential (H.P.) Education

In order to foster excellent global staff with outstanding potentials to grow into managers, we have introduced the global staff H.P. program. Every two years, we select new global staff H.P.’s who will grow into top-tier experts and overseas branch directors to take the lead in Hyundai Corporation’s global businesses. Successful candidates are regularly invited to the head office over the two years to take education on loyalty, manager leadership and job expertise.

Global Staff Capacity Building Education

In order to improve the sense of belonging in the company among global staff and to build job capacity, we are conducting group education programs in the head office. Each year, we invite staff members in charge of steel or automobile parts to ‘global staff sales capacity building education programs’ such as intensive education on sales item, visiting business partners and vendors and business facilitation workshop to promote communication between the head office and overseas branches and contribute to improving sales competitiveness of overseas branches
Also, we conduct ‘global staff management capacity building education’ on global staff in charge of overseas branch management and accountings. We invite global staff in charge to the head office to share Hyundai Corporation’s business status and issues in addition to training them on finances, accountings and income statements, in an attempt to prevent the potential overseas branch management risk.
In 2021, we will introduce an online remote training to provide educational content at all times and expand subjects regardless of location and time.

Intensive Education on Development of New Regional Projects

In order to promote participation and interest in identification of new businesses among global staff and to develop related capacity, we are conducting intensive education on development of new regional projects. Through this, staff from the head office and global branches survey and analyze global market trends together to identify new business ideas and materialize business directions through business feasibility analysis. Even after the education, we are creating practical results to raise performance of overseas branches by continuously collaborating with sales managers at the head office to develop new businesses and identify leads.