By hiring and deploying employees based on talent profiles,
we take the lead in eliminating employment discrimination
based on educational level, gender, and region of birth,
thus nurturing and developing creative talents who will lead
the global market.
Hanwha's growth relies on its people.
We implement transparent personnel management,
talent-nurturing education, and
employee benefits for a life of happiness
As a result, the share of temporary workers in Hanwha’s overall payroll structure dropped from 17% to 10.4%. This is less than one third of Korea’s average standing at 33.8%, and even significantly less than OECD average at 25%. In addition, with 60% of the permanent- switched positions occupied by women, Hanwha has contributed to women empowerment, a major issue of today’s society.Temporary workers in Korea are typically employed on a two-year contract and are significantly more vulnerable in terms of job stability compared with permanent positions.
Unlike in the past when job grades were structured according to the length of service, the company applies an advanced personnel management system that centers on individuals’ competency, performance, and the value of duty each employee assumes. Those whose performance and competency in their respective positions are fully verified will be moved to a higher job position. Likewise, when the value of the given job position goes up, promotion will be carried out. Individuals’ competency, performance, and growth potential are subject to a fair and rigid evaluation process. The fast-track system, in particular, offers faster promotion opportunities to those who excel at their jobs to provide more chances for growth. The compensation structure has been reshuffled to focus on performance to encourage ambitious goal-setting and achievement (e.g. increasing incentives over basic salary) in line with Hanwha’s vision. It also includes a spot bonus program for high performers.
The Global Talent Program aims at strengthening global competency of outperforming entry-level employees and fostering next-generation global leaders for the Group. Employees selected for the program are dispatched to Group’s overseas subsidiaries and branch offices for job training and education. After three months of an intense off-the-job training, employees will be dispatched to Hanwha’s key overseas operations, including the U.S., Germany, China, Japan, Indonesia, Malaysia, Vietnam, and Iraq, to work as resident employees for up to two years. Upon returning, they will be included in a special ca
HPMP is designed for all graduates joining Hanwha Group. It offers job skill training and a loyalty building program particularly necessary in newcomers.
This program is designed to nurture regional specialists to meet the need for new project development at affiliate companies. Manager positions are sent to overseas markets to develop insight into the local culture and business environment. Over the one to two years of overseas residency, they will have the opportunity to arm themselves with expertise on the region to be able to spearhead the endeavor of building up the foundation for global projects and, career-wise, become aspiring global talent within the organization.
Hanwha Group carries out Overseas Study Program which offers opportunities for studying at prestigious overseas institutions to manager and team-lead positions. In-depth comprehension for the Group’s businesses and their respective jobs as well as global competencies are requisites for the eligibility for this program. Applicants can receive maximum three months of off-the-job training, with the Group supporting up to 20 million won for pre-study purposes, e.g. trainings, tests, application fees, etc. Moreover, all expenses over the entire period of study, inclusive of salary, living expenses, tuition, and alumni association fees, are covered by the company.
Hanwha Group offers ideal training opportunities to the company’s future senior executives through EMBA programs and AMPs, designed respectively for team leaders and executives. Another course called Key Talent Development program selects and trains candidates for the Group’s next leaders who are offered opportunities to cultivate their leadership and job skill as future leaders.AMP (Advanced Management Program: Senior management development courses offered at renowned institutions at home and abroad)
This is why Hanwha Group emphasizes employee benefits particularly focused on childbirth and childcare and puts women-related welfare on top of anything else. Hanwha subsidizes subfertility treatment and procedure costs to encourage pregnancy and childbirth, in addition to allowing shorter working hours and providing prenatal and baby products through the「Hanwha Moms Package」designed to support healthy and happy births. After giving birth, working moms at Hanwha can choose their working hours during early days of childcare. Furthermore, the in-house daycare and nursery allow them to take care of their children even while at work. The company also grants leave of absence around start of school semester for parental support.
Accordingly, the Group adopts the「Refresh Leave」system, which allows employees to take up to 10 consecutive business days to leave work and spend the time with their families. In order to encourage actual use of Refresh leaves, employees are offered Hanwha’s accommodation services and leisure facilities (e.g. Hanwha Resorts) at a discount or are given Welfare Points which can be used like money. The Group wants its people to truly benefit from “refreshing” with their families during their time off. Affiliate companies run their own welfare programs:「Family Day」is a given day of a week designated to promote a culture of work-life balance.