In June, 12 participants completed a two-week introduction course, where they got to learn about POSCO’s history, Korean culture and POSCO’s overall operations. Then, they were dispatched to each respective department for hands-on work experience.

In addition, participants can also integrate Korean language courses with work. As a result, most participants have already taken their TOPIK, a Korean language certification test, and received their certifications.

To close off the six-month program, GMP participants took part in a workshop on December 7, at the POSCO Center to share their results and discuss ways to improve the GMP.

Pedro, one of the participants from POSCO-Mexico said, “This has been an invaluable experience and my. I have a greater understanding of POSCO’s operations thanks to the GMP, and I have gained a totally new perspective on business. I will highly recommend this program to my colleagues.”

POSCO is currently in the process of selecting 30 GMP participants for 2018, a sharp increase in the numbers of participants compared to 21 employees this year so that P-level employees can participate in the program. POSCO will continue to train exemplary employees and strengthen the competitiveness of overseas affiliates through the GMP system.

POSCO’s overseas employees participate in POSCO’s Global Mobility Program that includes seminars on Solution Marketing, POSTIM, POSCO’s values & culture, and a chance to get hands-on experience at the steelworks.

This year, the training took place from March 6 to 17 with nine employees from the following affiliates:

• POSCO-CSPC (China)
• Qingdao Pohang Stainless Steel Co., Ltd. (China)
• Zhangjiagang Pohang Stainless Steel Co., Ltd. (China)
• PT.KP (Indonesia)
• POSCO-Vietnam
• POSCO-TBPC (Thailand)
• POSCO-ICPC (India)
• PT Krakatau POSCO
• POSCO America

GMP participants just completed their two-week training program last week, which included on-site training and seminars on POSCO’s values, culture, and working systems. For the first week, participants learned about POSCO’s history along with different aspects of Korean language and culture. During the second week, there was a lecture on the work phases of a steel mill and participants visited the steelworks for a fuller understanding of the steel production process.

This year, POSCO made more of an effort to include material that would help participants have a greater understanding of POSCO’s management policies, such as solution marketing and POSTIM.  Additionally, participants were able to share their own unique work experiences and learn more about how POSCO operates around the world.

Participants continued their training, working with different departments. These included the Human Resources & Labor Relations Group of Gwangyang Works, the Plate Rolling Department, the Automotive Flat Products Exports Group, and POSCO Group University.

Through the GMP, POSCO Group University hopes to steadily foster the growth of future management leaders and experts with POSCO’s innovative DNA. The second training will be conducted in June.

The Steel Wire recently sat down with three GMP participants from POSCO China. Read their interview and find out more about the program and how it will impact their work in China. 

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High-Quality Steel Products Keep POSCO Competitive in China

In China, several factors have led to more difficult market conditions. Can you tell us about what it is that POSCO is doing to stay competitive in China? How do POSCO’s steel products compare to those from other companies?

Kim Huyn Ah: POSCO has done several things to remain competitive. First, we have focused our attention on creating high-quality World Premium Products. As you know, there is a lot of low-priced, low-quality steel, but our World Premium Products stand out because we are able to make them consistently and without defects. Secondly, POSCO has positioned itself near other key industries. For example, our machining centers in China are located near other large international car manufacturers like GM and Volkswagen. So, even when market conditions go south, there is always stable demand simply due to the geographic proximity.

Yuan Feng: In mid-2015, our production output of World Premium Products was around 30%. By 2016 that had increased to 49%, and as of January 2017, our total output consists of 55% World Premium Products. As Huyn Ah said, other companies can make similar products, but no one can do it at our speed and consistency. Our customers rely on that.

Wang De Hui: Because of the overcapacity of steel, things were difficult for a while, but they are getting better. We get our raw materials from HQ, and because our raw materials are better we can provide better products. And actually, the abundance of low price, low quality steel ended up creating more demand for our advanced, high-quality steel products.

We are committed to maintaining higher quality products. Each year we analyze the steel to make sure the raw materials and production processes are better, more advanced, and with fewer impurities. I know the difference between our materials and our competitors. What we get from Korea is just better.

Better Customer Service with Solution Marketing 2.0

In addition to producing high-quality steel, how does POSCO stand compared to other steel companies? What is it doing to keep customers satisfied?

Kim Huyn Ah explains the importance of POSCO’s high-quality products in China’s market

Kim Huyn Ah: At POSCO, when questions come up, or if a problem occurs, we do our best to find a solution as soon as possible. Through POSCO’s Solution Marketing 2.0, we provide our customers the tools they need to maximize convenience and efficiency in utilizing high-quality steel.  Solution Marketing 2.0 is practiced under three strategies: digital solution marketing based on advanced IT technology; innovative solution marketing that focuses on speed, value and quality; and tailored solutions that provide comprehensive support for each customer. This process helps our customers understand the balance between a product’s features, price, and long-term benefits.

Also, we work hard to provide products to clients on time and on schedule. It is one of the most basic parts of our job, but oftentimes one of the most difficult to control due to floods, typhoons, or other things that are out of our control. Customers demand more, so at POSCO CSPC we have made production systems management a priority so that we can deliver our steel products on time. Because of these improvements, we have been able to meet delivery times more effectively than other steel companies in the area.

Yuan Feng: Huyn Ah really touched on a lot of the important points for us, but I would like to add that POSCO now has an entire department dedicated to service. Now we are able to listen to customers more effectively and respond to their questions and feedback more quickly. We do our best to solve problems as quickly as possible.

Wang De Hui: The Chinese steel market has grown very quickly. Because POSCO is almost 50 years old, we have a better understanding of service and quality. That being said, our competitors in China are learning fast. We must continue to adapt and be competitive. Last year, POSCO set up a Solutions Marketing program to promote high-quality products and customized solutions. Our customers really appreciated that we had higher quality products and were willing to work with them for individualized solutions.

POSCO Fosters Employee Development

All of you are in Korea participating in POSCO’s Global Mobility Program (GMP) where you are able to collaborate with other POSCO employees from around the world while developing new skills at HQ. As part of the management team in China, how has POSCO helped you grow in your career?

Kim Huyn Ah: It is helpful for me to take part in the Global Mobility Program. Seeing HQ and how they work helps us understand the full system process better. Also, as a Korean, I am often in the middle between HQ and our local Chinese office. It can be difficult to understand communicate to both sides effectively. But POSCO has supported me in my career and this experience will help me have a better understanding of the work process in Korea.

Yuan Feng explains the significance of being able to get training at POSCO HQ. His work in maintenance is critical to maintaining smoothly running factories that deliver POSCO’s steel products on time and without defect.

Yuan Feng: I joined the Global Mobility Program because I wanted to learn more. My department is new; it was just formed last year so I want to see more about POSCO and how it works. I think the GMP gives me the opportunity to develop more as an employee, but also in other ways as well. For example, I can have the chance to work with people from other countries and learn about their cultures as well. When I first started, I had to work with some people from Indonesia. We both had a bit of trouble understanding each other, which is natural. However, after we learned about each other’s cultural backgrounds we could understand each other much better.

I will be in Korea for 6 months. During that time I want to create a new system for our Maintenance Department so that it can be more stable and strong. In addition, because it is a new department there needs to be a systematized program for development. We have done well since last year, but we have bigger goals and we want to do more.

Wang De Hui: This is an exciting opportunity for me. I want to improve my skills and do more with POSCO. Being a quality control specialist, I’m responsible for collecting data and measuring performance and customer choice. It is important for me to know how these things are done at HQ so we can improve our efforts in China.

POSCO is Tops in CSR in China

POSCO has won many awards around the world for its CSR work. In particular, it recently won one of the top awards for Corporate CSR work in China. Have you participated in any of POSCO’s CSR events? What effect do those activities have on the community?

Kim Huyn Ah: At POSCO CSPC we have a CSR department that organizes several activities. We have events to plant trees, visit nursing homes, and help out at homes for disabled children. My most memorable experience was when I visited a home for disabled children. When we visit, they greet us so warmly and show so much gratitude.

Wang De Hui has seen the impact of POSCO China’s CSR work

Yuan Feng: At our office, we participate in several CSR activities. We help out with environmental initiatives and with the local communities around the factory as well. We support 3-4 families regularly with supplies and help them with simple things like painting their houses. We sometimes go on trips with them. In the beginning, we would simply donate money, but after seeing the benefit to the communities, and for the staff as well, we are becoming more and more active with CSR activities.

Wang De Hui: At POSCO Qingdao, we organize an event every month. It is well attended by our staff as even our general manager and department managers go. I’m glad we do things like this and I enjoy participating. We mainly go to help out at public nursing homes and schools for the deaf. We also raise money to buy basic needs, such as food, clothes and home appliances. Activities like this have given POSCO a good reputation in the local communities, which is important.

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Six employees from overseas affiliates of POSCO have set foot on Korean soil. They have come to take part in the Global Mobility Program (GMP), a job rotation program established by the POSCO headquarters in Korea.

As part of its effort to achieve an “Open & Collaborative Global HR,” POSCO started the GMP last year. The program is designed to train excellent local employees working in overseas affiliates. The P-grade employees, who are in leadership positions at their overseas affiliates and have high growth potential, were selected to learn more about POSCO’s unique working style through conducting projects assigned individually by each affiliate and carrying out actual work tasks in the Korean HQ for five months.

Through the GMP, POSCO expects to enhance work synergies by making use of the expertise and technologies specific to each country and affiliate. The overseas affiliates, in turn, will strengthen their business competitiveness by improving the professional competence of their local employees. They will also be able to access the working style of the HQ and develop their human network worldwide.

The participants for the first GMP in 2016 are six outstanding employees from five overseas affiliates: POSCO-China, POSCO-Mexico, POSCO-Maharashtra, POSCO-VHPC (Vietnam) and PT Krakatau POSCO (Indonesia). The two-week introductory training started July 4, and the program runs until the early December. POSCO has doubled the introductory period of the training, to better help the employees adapt to Korea quickly and improve the efficacy of the training.

During the first week of the training at POSCO Group University in Songdo, Incheon, they focused on learning the working style of POSCO HQ through assignments and studying the company’s history, the CEO’s philosophy, POSCO’s Enterprise Portal (EP), POSCO Total Innovation Methodology (POSTIM), report writing and gaining an understanding of the company’s different culture, all of which are required to settle quickly into their departments. In particular, the Korean language classes were well received, and the international employees appreciated learning useful terms and expressions for their jobs.

Participants received onsite training at Pohang Steelworks for five days starting on July 11.

Last year, it was just a field trip to the steelworks, but this year it was expanded into a training session to improve their understanding of the steel-making process and the site. In addition, theoretical lectures were also added to this year’s program, along with the field trip, so that participants can systematically learn the process of steel making. The onsite training provided the employees, who are neither production workers nor engineers, with an opportunity to experience the field beyond their own job role.

The GMP launched last year, evolving from POSCO’s Global Challenge, which operated from 2008 to 2011, to train and foster superior local employees. Through three sessions of the program last year, 23 overseas employees successfully learned the working style of the HQ in Korea.

POSCO plans to continue with the group-wide systematic HR training as part of achieving its concept of “POSCO the Great,” fostering future business leaders and experts who embody POSCO’s spirit.

The second session of the GMP will be held at the end of this year.

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Equal Opportunity for All

According to POSCO’s Open & Collaborative Human Resources Management policy, all members of POSCO Group are given equal opportunity regardless of their company or nationality and are capable of reaching the top level of the organization based on their abilities and achievements.

To expedite this policy, POSCO modified its existing HR system last March and implemented the Group Integrated Job Grade System, assigning “G grade” to all members of POSCO’s overseas affiliates.

Throughout 2015, POSCO has focused on securing superior talent in essential roles at overseas affiliates, as well as constructing a thorough process to foster and retain quality professionals and to help them to enhance their career competitiveness.

Global employees can master 18 subjects that are helpful in enhancing their skills through audio-visual education materials created by POSCO and are available in three languages (English, Chinese and Japanese). Overseas affiliates can create and enforce a comprehensive education system tailored to each affiliate by adding their own educational content to these materials.

Fostering Superior Global Talent

POSCO is committed to sharing its corporate vision with its global staff while helping them to acquire core work competencies through online modules which contain POSCO’s management philosophy, company history and innovative activities, and are available in eight languages. Global employees have been participating in this educational program since May.

Those who complete the e-learning programs and prove their excellence in learning will be promoted to “P grade” from “G grade.” These personnel will be given priority in global job recruitment and the Global Mobility Program application process, and can build their competitiveness by working abroad.

Furthermore, POSCO is also offering various learning opportunities including group training at POSCO Headquarters, an e-MBA program at local universities and higher-level programs at POSTECH Graduate Institute of Ferrous Technology (GIFT). Any POSCO employee can apply for the learning programs and improve their competencies. POSCO is also establishing a strategic HR scheme to motivate employees through a reward system based on individuals’ achievements.

Ms. R. Khuanhatai of Thailand, one of the first participants of the Global Mobility Program, noted that the opportunity to participate in such training has expanded her knowledge and enhanced her job skills. “I was originally assigned to STS Quality Control in Pohang, where I learned about POSCO’s defect mechanism, inspection control and quality standard. Additionally, I had a great opportunity to spend a month learning about quality design and new product development in GTC Solution (Seoul) and marketing concept in PAC (Songdo). Now that I have returned to Thailand, I am developing a plan to adapt the quality standard of Pohang to POSCO-Thainox.”

New Global Staff Training Program

In 2008, POSCO implemented the Global Challenge Program, which consisted of a Korean Regional Studies educational program, a short-term assignment at Headquarters and job rotations, in order to train and foster global talent.

This program came to a halt in 2011 and was reborn as the Global Mobility Program this year. During this four-step program, selected candidates will participate in an introductory course, a group project, a personal project, an interim workshop and an evaluation process.
Currently, the GMP is a form of affiliate-to-Headquarters assignment, but the scope of work place will soon be expanded to connect affiliates in the same region, as well as in different countries.

Application for the GMP is open to superior talent working for an overseas affiliate who hold a leadership position and demonstrate strong growth potential. GMP participants will be involved in various projects and will be trained by POSCO so that they may better understand the work culture at Headquarters, as well as establish their social networks.
“I have learned how to strengthen relationships with overseas employees by having a better understanding of their cultures and traditions, and experience first-hand how they face their personal and work-related challenges,” noted Ms. Andrea G. Medrano of POSCO-Mexico. “I think all global employees should strive to participate in the GMP so they can feel proud of POSCO, and feel more confident in regards to the job they do.”

Ms. Bei Huang from POSCO-China had a similar experience, having entered the program with the expectation to learn more and to build good relationships with her colleagues in Korea. She remarked, “Through the six-month assignment, I was able to experience a better working environment in Seoul than in Beijing. The staff in Seoul motivated themselves to be more positive regarding the harsh market situation. They always worked together to find the optimal solution to various problems. This positive working attitude is what influenced me the most.”

But GMP participants not only have a chance to enhance their own work skills, but also to take what they’ve learned in Korea and apply it to the workplace in their home countries. Mr. Yerui Liang of Zhangjiagang Pohang Stainless Steel (ZPSS) in China consistently took note of how things were done at Headquarters, comparing it to his own throughout the duration of the program. “I was able to learn many new things, as well as areas to improve,” he said. “As soon as I arrived back at ZPSS, other challenges were waiting for me. I was able to share with my colleagues at ZPSS my experiences and knowledge gained during my time in Seoul.”

Through these efforts, POSCO will continue to strengthen its position as a global leader in the steel industry, all the while fostering the skills of its global employees so that they, too, can reach their full potential.