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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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.