Are you curious about the lives of POSCO’s overseas expatriates who enjoy working and leisure in an exotic environment? POSCO Newsroom reports on the local lives of overseas expatriates. In Place 3, we’ll introduce Kyung-Eun Yoo from HR and General Affairs, and Ye-Sol Kim, an engineer in the Production Safety Department, both working at Ultium CAM, a joint venture between POSCO Future M and General Motors (GM) that focuses on the production of cathode materials for GM’s electric vehicles.

[Kyung-Eun Yoo] :  Hello, I am Kyung-Eun Yoo, an expatriate who has lived in Bécancour, Quebec, since July 29, 2023, and I work in the HR and General Affairs department at Ultium CAM. Ultium CAM is a joint venture between POSCO Future M and General Motors to produce cathode materials for GM’s electric vehicles. Ultium CAM is currently building a cathode material plant with an annual capacity of 30,000 tons, with the goal of completion by 2025.

Bécancour, where Ultium CAM is located, has strategically developed into a battery-specialized industrial hub known as the Société du parc industriel et portuaire de Bécancour (SPIPB). Ultium CAM is the first factory being established in this industrial park, and has received significant support and attention from the city.

In my role, I collaborate with local employees on HR planning, system operations, public relations, and government relations so that our expatriates adapt well and are focused on their work.

[Ye-Sol Kim] :  Hello, I am Ye-Sol Kim, an engineer who started my expatriate journey at Ultium CAM on the same day as Gyeong-Eun Yu. I am part of the Production Safety Department, responsible for sourcing the maintenance, repair, and operation (MRO) materials needed for the operation of the plant. MRO encompasses everything from bolts and nuts to critical equipment components such as filters and meshes, all of which require periodic maintenance and replacement for smooth operations. I also oversee the review of local safety and environmental regulations and have recently been involved in training new local employees on process protocols.

[Kyung-Eun Yoo] : With a major in French studies, I was keen to find a company where I could use my language skills. That’s when I discovered POSCO Future M’s global talent recruitment program, which seeks to merge knowledge in the humanities, social sciences, natural sciences, and engineering to create new value. This program prioritizes overseas assignments for those with proven competence. I joined POSCO Future M with the hope of someday working at Ultium CAM, where French is the working language. When the opportunity arose, it felt almost destined, and I eagerly embraced the chance to contribute to the company’s growth with my French proficiency.

Although I had studied French extensively and believed I understood Francophone culture well, the strong affinity for the language in Quebec was initially a surprise. I realized that with Quebec’s prioritization of the French language as its foremost value and the legal requirement for global companies such as Ultium CAM to use French, the initial establishment of Ultium CAM might not be an easy process.

However, after speaking with locals and studying their history, I gained a deep appreciation for their efforts to preserve their linguistic and cultural heritage in a predominantly English-speaking country. I realized that truly understanding and respecting Quebec’s love for the French language could pave the way for Ultium CAM to become a beloved company in the region.

In North America, recruitment is often conducted on a rolling basis, so companies tend to use professional sites like LinkedIn for hiring rather than open recruitment or campus recruiting as is common in South Korea. Ultium CAM had relatively low recognition in the region, which posed a significant challenge as we deliberated on how best to raise the company’s profile. To raise Ultium CAM’s local profile, we organized various events in the Bécancour area to officially introduce the company to the community. At one such event, I had the honor of representing Ultium CAM and presenting our business operations entirely in French, given the limited English proficiency of the local audience.

We operated booths at recruitment fairs in Montreal and Trois-Rivières, and also hosted Ultium CAM hiring events throughout the Bécancour area. I mainly introduced our processes and products to local job seekers in French. During these events, I received numerous detailed questions about the characteristics of our products and the work environment, and the broad knowledge and experience I gained from the integration training after joining the company was very helpful.

Ultium CAM’s workforce is diverse, and not only has employees from Quebec, but also from Latin America, Asia, and other regions. As a result, effective communication requires genuine respect for different cultures, rather than just language skills. When I learn something new about Quebec culture, I usually share it by saying, “In Korea, we do it this way, but in Quebec, it is done like this, and this is one of the differences between our two cultures.” Alternatively, I might ask, “In Korea, we do it this way, how is it done in Quebec?” This approach helps spark conversations about the cultural differences between the two countries. I make it a point not only to engage in casual conversations but also to discuss work-related challenges with my colleagues with the aim of building strong rapport (mutual trust).

Additionally, I have gained insights into cultural differences that might be less familiar in Korea, such as a preference for cohabitation over marriage, a strong emphasis on privacy that makes people reluctant to share personal details such as age, marital status, or children, and various dietary practices driven by religious or personal beliefs. These cultural nuances have been thoughtfully integrated into our recruitment processes and HR policies to help us adapt our company’s systems to the local context.

In addition to Ye-Sol Kim and myself, four other colleagues from the interdisciplinary talent program (including Min-Young Bong in Maintenance and Hye-Yeon Lee in Technical Quality) are also part of the Ultium CAM team. Each of us serves as a bridge inside and outside the production, maintenance, and quality departments, while also supporting construction efforts. Using our overseas education and work experience, we provide interpretation in meetings and actively participate in on-site discussions with contractors and suppliers.

One of the most rewarding aspects of working at Ultium CAM is the opportunity to use our diverse experiences and knowledge in departments to overcome language and cultural barriers and unite as a cohesive team.

[Ye-Sol Kim] : I majored in French Language and Literature and Economics in college. Like Gyeong-Eun Yu, I joined POSCO Future M through the global talent recruitment program. Although I thought I could adapt well to life as an expatriate because I had many foreign friends, I was initially worried about forming professional relationships with foreign colleagues. However, my fluency in English and French helped me quickly bond with local employees through small talk. Indeed, nothing bridges social distances like sincere conversations.

Ultium CAM is currently building a plant with an annual capacity of 30,000 tons of cathode materials. It is receiving a lot of attention locally because it is a key player in the future electric vehicle battery industry and a Carbon Reduction, wastewater-free facility. My responsibilities include developing strategies for waste management with a focus on converting waste into resources rather than resorting to landfill or incineration. We are also negotiating with battery recycling companies to sell process waste containing valuable materials such as nickel and lithium.

I am also in charge of localizing the equipment and materials used in the plant. Ultium CAM is the first cathode material plant in North America, so it has been challenging to find suppliers that meet our specifications since there are few companies that specialize in electric vehicle battery materials in the region. To address this, I have been actively participating in local supplier exhibitions with the procurement team to find companies that can supply materials that meet our requirements. I was so engrossed in reviewing equipment drawings and manuals that the days flew by without even noticing.

Recently, I had the opportunity to visit Korea with local managers and engineers from Ultium CAM for a cathode material technology training program. We spent four weeks at the Talent Development Center in Songdo and Pohang, as well as at the cathode material plants. The employees who accompanied me and I had a very productive time touring the sites, asking questions, and exploring ways to establish a robust battery value chain in Quebec similar to those in Pohang and Gwangyang.

This technical training program was tailored to specific roles in operations, maintenance, and quality, so we were able to acquire the practical skills necessary for plant operations. It also provided a deeper understanding of POSCO Group’s corporate culture, which greatly enhanced our sense of belonging as POSCO members. As a Korean, I was genuinely surprised by how thoroughly the technical skills were taught during the training. The foreign employees said that they appreciated the opportunity to directly experience and understand the work environment and culture of a Korean company through the training. Now everyone is back in the country and working hard to apply the knowledge and skills they acquired from the training to the plant.

[Kyung-Eun Yoo] : Bécancour, where I work, is a small town. On my days off, I love exploring local eateries with colleagues and eating various local dishes. Its picturesque scenery and the laid-back, friendly nature of its residents make working here very enjoyable.

One spot I highly recommend is Coconut Bar, a long-standing pub in Trois-Rivières where many expatriates reside. This pub has been around for decades and holds the nostalgic memories of the mothers and grandmothers of local employees. When you enter, the staff greet you with Hawaiian-style flower leis, and the tropical décor, complete with statues and fountains, transports you from snowy Canada to a summer paradise. It is no wonder that local employees often say, “If you’re in Trois-Rivières, you must visit Coconut Bar.”

What makes Coconut Bar even more special is that we hold a welcome gathering there every time a new employee joins the HR and General Affairs team at Ultium CAM. The first day at a new job can be nerve-wracking, but sitting at the bar and chatting with colleagues helps break the ice and ease the tension. I vividly remember when my colleagues recorded a birthday video for my mother in French at Coconut Bar. It was the first time she received such a global birthday greeting, and she was absolutely thrilled, saying it would be a cherished memory for years to come.

While I thoroughly enjoy discovering new local delicacies, there are times when I miss Korean food. In that case, I either visit a Korean restaurant in Montreal or prepare Korean dishes with ingredients from a local Korean grocery store to share with my fellow expatriates. As we reminisce about our experiences in Korea and discuss all the things we want to do when we return, time seems to fly by.

[Ye-Sol Kim] : Living as an expatriate often brings a variety of new and diverse experiences. It can sometimes be hard to navigate new procedures and processes at work, but the everyday moments and memories I have made along the way make each day enjoyable. We currently work out of temporary offices because the Ultium CAM office building and cafeteria are still under construction. We all bring our packed lunches and eat together, and one day, a local colleague who noticed that I was eating cup noodles every day surprised me with a generous serving of a local delicacy, salmon marinated in maple syrup. Although the idea of sweet syrup on fish seemed odd at first, it tasted far better than I expected. In return, I prepared a Korean dish to share with my colleagues, which they thoroughly enjoyed.

It frequently snows in Bécancour because winter lasts for about half the year. I wasn’t particularly fond of winter in Korea, but since I moved here, I have come to appreciate the season by snowmobiling, cross-country skiing in the parks, and ice skating on the frozen lakes with my colleagues. During the summer, I often play pickleball, a sport introduced to me by local staff. It is a blend of tennis, badminton, and table tennis, and I find that hitting the ball with the paddle is a great way to relieve stress.

[Kyung-Eun Yoo] : POSCO Future M’s Ultium CAM is currently in the early stages of plant construction, so it is not well recognized locally. As a member of the HR and General Affairs team, my goal is to make sure that everyone in the Bécancour area knows about Ultium CAM. We will hire more employees after the plant is completed, and my biggest goal is to build a unique organizational culture at Ultium CAM that blends Korean and Quebecois cultures with the participation of all employees.

Finally, for those considering a career at POSCO Future M Ultium CAM, I encourage you to face the challenge with confidence. While there may be difficulties, the new and exciting experiences will far outweigh them. So, to all of you, Aie du courage (have courage)!

[Ye-Sol Kim] : Engineering work tends to have a clear direction regarding problems and solutions. It requires extensive on-site experience, including a deep understanding of equipment and processes, as well as the ability to handle and resolve a wide range of issues, so I continually study whenever I get the chance. I will continue to do my best in Canada until the Ultium CAM plant, which I have watched from the construction phase, is successfully completed and begins producing 30,000 tons of cathode material annually.

The findings were based on an analysis of some 5,200 comments posted between January 1 and June 30 by employees of the top 10 Korean conglomerates in terms of total assets. The total score was calculated by looking at five categories: welfare and wages, promotion opportunities and possibilities, work-life balance, workplace culture and management leadership.

POSCO scored 63.48 out of 100, good enough for second place, following Hyundai Motor Group.

POSCO runs a fair personnel system along with systematic human resource (HR) training. In addition, the company supports its employees both at home and work through introducing an array of family-friendly systems, including operating the POSCO Childcare Center.

Most notably, in 2011 POSCO adopted a system that allows up to two years of childcare leave, twice Korea’s legally guaranteed period of one year. The company also runs a childcare system that automatically links maternity leave to childcare leave once the maternity leave is completed. Spousal leave, which allows employees to accompany their spouse assigned to an overseas office if the spouse is also a member of POSCO Group, has also increased employee satisfaction.

POSCO also ranked second in Job Planet’s 2015 Best Places to Work, released in June last year. In that survey, the company ranked first in promotion opportunities and possibilities, and second for work-life balance, recognizing POSCO’s efforts to create a workplace that provides happiness both at home and work.

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G-JEDP is one of POSCO’s human resources (HR) programs that aims to foster essential manpower to lead the company’s overseas affiliates and to eliminate the need for expatriates in the future, according to POSCO’s manpower localization strategy. The training session was attended by 24 junior executives from 18 affiliates in nine countries.

The G-JEDP curriculum includes instruction on setting management strategy, improving leadership for building a team and fostering manpower, understanding POSCO’s values and culture and solving major management issues. Participatory programs such as discussions and case studies were introduced to increase trainee understanding and engagement.

Trainees are also given assignments chosen in advance by the president of their affiliate company. They then draw execution plans during the training in accordance with the assignment completion process. Later, when they return to their countries, trainees apply the execution plan to field work with the support of the affiliate.

This kind of training method is called “action learning” and has been used by many local and global companies such as GE, IBM, DuPont and Samsung as a process that can both foster leadership and solve management issues.

In this year’s G-JEDP, various issues which have emerged in overseas affiliates, such as profit improvement, cost reduction, HR system improvement and manpower development were discussed. Employees were supported by Korea’s best learning coaches, an effort initiated to create excellent outcomes.

After the completion of the program, trainees expressed their thoughts, with one participant noting, “We could cultivate strategic thinking by discussing and solving concerns of junior executives  together with employees from different overseas affiliates. In particular, learning about different views and perspectives of other trainees and learning coaches was the biggest outcome of the training.”

The G-JEDP is slated to be held in the first and second halves of 2016. POSCO Group University plans to continuously foster superior talent from overseas affiliates based on the recommendation of POSCO’s HR department.

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.

What’s POSTIM?
POSTIM is an innovative model developed by POSCO and applied in August 2014 to achieve the corporate vision of `POSCO the Great’. At the event, participants looked back on the efforts and traces of POSCO Family to implement `POSCO the Great`, and shared the progress results and best practices from POSTIM, which spans PWS (PJT-based Working System), QSS+ (Quick Six Sigma plus), and SWP (Smart Work Place). In addition, through the `Contest for an Excellent Project Idea`, they shared creative ideas from the shop-floor that can contribute to improving profitability, with a special awards ceremony to recognize the most promising ideas.

PWS (PJT-based Working System)
Many global companies such as Google, GE, 3M and more, are practicing various projects as they consider projects to be the key to efficiency. Through ‘Innovation POSCO 1.0’, POSCO has drawn a number of lucrative projects in each corresponding sector of production, sales, research, finance, new business and management support. By creating exclusive teams and members for projects, POSCO provided an optimal circumstance where project participants could concentrate on their tasks.

QSS+ (Quick Six Sigma plus) 
Ever since its completion in 1937, the Golden Gate Bridge in San Francisco carries a hundred thousand cars every day without facing any problem. Such durability is achieved by annual maintenance activities and recovery with adequate investments.

With 24-hour operating facilities older than two decades, POSCO also requires consistent management and investment in order to maintain its competitive edges. Accordingly, POSCO developed QSS+, innovative activities compatible for steel mills and has been strengthening its facilities in pursuance of a safe working environment. As POSCO deploys customized innovative activities by upgrading its core facilities, QSS+ plans are expanding with a plant manager’s lead. As QSS+ plans are settled, plants go through a major reconstruction or plan an independent activity that is appropriate to each department’s characteristic.

SWP (Smart Work Place)
From winning the 2014 UEFA Championship and 2014 World cup championship, Germany’s football teams are leading the paths of the world football. Behind such achievements, there were IT infrastructure and leadership that created positive atmosphere to the players.

Meanwhile, POSCO also embodies SWP (Smart Work Place) that promotes employees’ involvements through convenient IT infrastructure, advanced working method, and sharing gratitude. With the spread of mobile reporting system, working process has been expedited and video conference allowed meetings without limitations to time and space. Moreover, employees are using smart notes to immediately respond to client’s request and inconveniences on site. Improvements in reporting system extended task immersion and simplification in HR, training and innovation system also boosted employees’ focus on their accounts.

IP Festival 2014 Event Sketch
At the ‘IP Festival 2014’, executives and employees shared the outcomes and best practices from POSTIM. Groups and individuals who have displayed outstanding performance throughout the year were awarded at the event.

• Groups and individuals who had excellent project performance received awards

• Best cases of projects were introduced at the event

Let’s see what other interesting activities were shared at the IP Festival 2014!

• Employees are participating in a performance that they prepared during the break times

• Employees engaged in performances that induced participation in between each session

Discussions with China Iron and Steel Association(CISA) and The Chinese Society For Metals
On September 22nd, CEO Kwon visited the China Iron and Steel Association (CISA) and The Chinese Society for Metals to discuss collaborative development plans between Korea and China`s steel industries and seek ways to develop the future of the Northeast Asia steel industry. At the China Iron and Steel Association, CEO Kwon discussed cooperation plans and exchanged opinions on the recent trends in China`s steel industry. CEO Kwon said at the meeting that he would continue to push ahead with cooperation based on an ‘open innovation’ that promotes sharing and synthesizing. CEO Kwon then met with personnel at The Chinese Society for Metals, where he exchanged opinions on the current challenges facing the China`s steel industry and the R&D trends in steel manufacturing technology. Technology for pollutant emission reduction, such as carbon emission reduction, was discussed in-depth as potential directions for development.

Meeting with POSCO Local Subsidiaries
CEO Kwon hosted a meeting with the presidents of POSCO relate companies, listened to the status of current projects being carried out at local subsidiaries and discussed plans to expand in the Chinese market. CEO Kwon emphasized at the meeting that, ”We must recognize that China will forever be a co-existing competitor and collaborator and carefully consider future business development.” He also reminded the audience that, “Dispatched POSCO employees must always set an example so that locally hired employees can hold the pride and hope that comes with being a POSCO employee.“

Visit to POSCO China Office and The Beijing POSCO Center Construction Site
Afterwards, CEO Kwon visited the POSCO China office to review mid-term management plans. CEO Kwon encouraged employees by saying, “Drive with challenge and purpose to achieve the goal of expanding product sales linking POSCO`s world premium products and solution marketing. POSCO China is the base-level subsidiary of China and must therefore provide high level support in finance, HR, and education for subsidiaries investing in China so that the production subsidiaries and processing centers can focus on their core businesses”.

Before heading back to Seoul, CEO Kwon also visited the Beijing POSCO Center construction site, which is scheduled to be completed this coming December. After examining construction progress, he asked that the construction be safely completed before the scheduled completion date. The POSCO Center, which consists of 2 buildings, with 25 floors and 33 floors, is located in the Wangjing Subdistrict where many Korean people reside and is expected to provide a better business environment for POSCO and group companies in China.

Through CEO Kwon’s visit to China, POSCO expects to contribute to achieving the ‘POSCO the Great’ vision by strengthening its core competitiveness. Also, as more exchanges and communications proceed, we are certain that the Korea-China collaborative development in the steel industry will further enhance and provide positive influences on other industries as well!

Please congratulate POSCO for being selected as one of the best companies to work for in South Korea! According to 2014 Korea Great Work Place Index (K-GWPI), POSCO ranked 1st in steel industry – for seven consecutive years – and 3rd in manufacturing sector as the ‘Best Company to Work For’. K-GWPI was developed by Korea Management Association Consulting (KMAC) in 2008 and it releases annual reports to encourage corporations to promote ‘happy workplaces’ since KMAC’s annual reports act as an objective measurement for corporate evaluations.

K-GWPI released its 7^th report this year, and over the period of three months since March to June, it surveyed over 6,200 industry workers, 300 Human Resource specialists via both online and offline questionnaires. The aim is to nominate ‘Best 30 Corporations’ regardless of industry and to honor ”The Best Corporation” in each industry.

POSCO Tops in Steel Industry for Seven Consecutive Years

‘The Best Corporation’ survey was based on 220 companies of 47 industries, including 17 from manufacturing, 22 from service and 8 from public sector.  In this assessment, POSCO recorded a score of 78.1, which granted POSCO seven consecutive win as the steel industry’s best company since the initial start of KMAC’s annual reports in 2008.

This result shows that, POSCO has been successfully managing and investing in its employees despite of difficult business environments, locally and abroad. This effort, along with the seven-consecutive-year title as the industry’s leading company, will not only secure happiness amongst workers, but also contribute in achieving future corporate goals.

POSCO Selected in Top 3 in Manufacturing Sector

‘Best 30 Corporations’ were selected from a total of 101 candidates (Manufacturing Sector 50 Corporations · Service Industry 51 Corporations) and POSCO came in third on the list, following Samsung Electronics and Yuhan-Kimberly.

According to KMAC, POSCO ranked high on the list for various aspects, including excellent vision (3^rd), fair system in HR (3^rd), happy corporate culture (5^th), commitment of employees (4^th), and overall happiness level (3^rd).

This year’s reward is especially more meaningful since POSCO has earned recognition for its effort in enhancing working environments and satisfaction of the employees. In comparison with corporate evaluation from last year, POSCO stepped up from 9^th to 5^th and 4^th to 3^rd in ‘happy corporate culture’ and ‘overall happiness level’ category respectively.

POSCO’s Efforts to be ‘The Great Company to Work At’

1. Extended and Flexible Retirement Age 

Reflecting social trends and changes in the world, POSCO extended retirement age from 56 to 58 years old. Furthermore, POSCO has been boosting motivations of employees by adopting a salary peak system and hiring back retired employees.

2. Improvement in In-house Baby Care System 

POSCO made significant improvements in POSCO’s daycare center and other maternity-related policies, including, but not limited to, maternity leave up to 2 years, flexible working hours, and flexible leave of absence to support all employees to seek happiness and balance between work and home.

3. Expanding Opportunities in Employees’ Cultural and Leisure Life 

POSCO offers tickets, opportunities and access to various events, concerts, eco-friendly farming educational center POSCO ECOFARM, and other diverse recreational facilities where both employees and his/her family can interact and spend quality off-work time.

4. Please check out more for what else POSCO is doing for employees! (Please click the titles)

“POSCO, the Great Company to Work at” Episode #1 Training Future Global Leaders at POSCO

‘POSCO, the Great Company to Work at #2’-Building Global Competence: POSCO’s Global Human Resource Development Programs

‘POSCO, the Great Company to Work at #3′: The Health of Employees Represents the Company’s Power, POSCO’s Health Up Program!

Find out more details and apply here: http://gorecruit.posco.net

POSCO is screening overseas recruitment to select outstanding individuals in China/Southeast Asia. Have you checked the announcement? Many people probably have been waiting for this announcement! And now, here is the top information for those who do not want to miss this chance! We fully reveal the interview of the Manager Haein Park who became a part of the POSCO family through overseas recruitment and the Manager Boyoung Lim, the recruitment manager! Through these interviews, do not miss the finest tips to become a part of the POSCO family!

Pictured here: Recruiting manager Boyoung Lim and Manager Haein Park

Recruiting manager Boyoung Lim reveals a tip to become a part of the POSCO family!

Pictured here: Recruiting manager Boyoung Lim

1. Please let us know about the company ‘POSCO’!
As the history of mankind have the same way in developing with steel, the road that POSCO has been taken for the development is engaged with the history of Korean economic growth. For the last 46 years after the foundation in 1968, with the challenging mindset and power of execution, this company created something out of nothing and is the leading company in Korean iron and steel industry. As a result, even in the global economic recession and the crisis of global steel industry, the company made high performance and showed high competitiveness. The company was selected as ‘World’s most competitive steel industry’ for 6 consecutive times by WSD (World Steel Dynamics) – a global evaluation group for steel. POSCO has been recorded as the most respected company in Korea for 11 consecutive years.

2. What is the background for POSCO to execute overseas recruitment in China/Southeast Asia?
Meanwhile, POSCO has invested in China/Southeast Asia to enter the global market with the continuous increase of steel demand. 42% of the product sales volume is already exporting to overseas, and the company is planning to preemptively enter developing countries, where steel demand will be increasing. This is to expand overseas marketing abilities and achieve market diversification. This overseas recruitment was executed to promote successful businesses, with a mind that securing talents with fluent local language and cultural knowledge is the most important factor.

3. How is the overseas recruitment being processed?
Anyone who graduated a local university in China/Southeast Asia or who is planning to graduate in February, 2015 can apply. Qualification requirements include having a deep understanding about the local area and fluent local or foreign language skills. Applications can be submitted at POSCO’s recruitment homepage (http://gorecruit.posco.net) until May 7 (3pm). Interviewees will be selected and the interview screening will be held abroad and locally. The result of each screening will be informed via e-mail separately.

4. What is the most important part for the interviewee to have during the recruitment?
The concept of the right people who POSCO is seeking is global citizen, creator, and executor. Global citizen refers to an individual who has an open mind and global capabilities, and respects diversity to perform in the global stage. Creator takes endless challenges with an indomitable will and passion to achieve the target in the best level, and creates new values with unique perspectives and approaches. Lastly, a executor means a person who fully completes the given work with professional skills and knowledge about the own area. Based on such concepts, understandings of local society and culture, language proficiency, and application field will be screened as this is the overseas recruitment.

Exposing the application process and life in POSCO of the Manager Haein Park, who entered the company through the overseas recruitment!

Pictured here: Manager Haein Park

1. Please introduce your assigned task

After joining POSCO in 2010, I’ve worked on personnel projects such as development and management of core talent overseas, staff assignment, and HR department recruitment. The most memorable tasks were, choosing outstanding personnel from the local employees at POSCO overseas corporation around the world, managing the career path through studying abroad and dispatch work to Korea, and the overseas recruitment of international students in various countries who were needed for the development strategy of the company. From February 2014, I moved to the Marketing Department, according to the POSCO’s circulation appointment system, and now I am in charge of exports to China in the cold rolled steel sales group of the Electrical & Electronic Marketing Dept. I do analysis of the Chinese market, making sales contracts through negotiation with clients, and delivery production management.

2. What was your motivation to apply to POSCO?
Later my 20s, my life was focused on China. So I wanted to do something related to China. I majored in international politics and economics. Thus, I had a high interest in basic industry and my values about the environment and social contribution was high, too. This was the reason why I always had an interest in POSCO. The steel business has a high wall for foreign companies to enter to other nations. However, POSCO implemented active localization as establishing branch offices in China so I started having an interest in its Chinese business. Therefore, I found certainty that this company walked with the same values as myself, and this motivated me to apply.

3. What did you prepare in priority for your entrance to POSCO?
I just loved China so I socialized with various Chinese people and traveled around China. Not only that, I studied Chinese language, cultures, food, politics, economy, and overall life style. Maybe this had appealed the interviewers during the recruitment. Also, I may get good scores by answering the simple questions as relating to the POSCO business as I studied the basics about the job that I was applying to, researched the status of its overseas businesses, and read almost entire articles related to the company.

4. What experiences from before entering POSCO help to execute work after the entrance?
The experiences of traveling around the world and the having diverse social experiences were helpful to me. When I was appointed to take care of the employees with different nationalities and communicating with them at the HR department, the experience of studying abroad allowed me to think what the dispatched or studying abroad employees do need. Thus, I was able to think how study abroad students can gain recruitment information and what service is wanted from recruiters when I was in the Recruiting Team.

5. What does an overseas recruited employee have to be careful to adapt to the organization?
I think those employees who have spent their childhood, school years, or social life abroad has many advantages, including flexible and open mind, and actively expressing own thoughts. However, as much as life at work needs systematic cooperation with stakeholders, there must also be a process of making teamwork and opinion coordination. There may be times when a person must sacrifice his or her profit for greater things. Showing consideration to the surroundings when necessary can make the strengths of overseas recruited employees shine even more.

6. Please tell us your dream or vision
I am doing my best to be born again as a sales agent. I believe it needs a lot of studying on products and trade. If there is an opportunity, I would like to be sent on a dispatch assignment to a branch office in China in order to gain knowledge and experience about the Chinese market and about sales. In the future, I want to become a sincere authority on Chinese affairs with a comprehensive understanding and business experiences to compete and associate with Chinese people in China.

7. Last word to say to the people who are preparing entrance to POSCO?
I think it is important to select the company that fits well with my own values before finding a job. I believe a match exists not only between people, but also between the company and an employee. When I see the people who enjoy working and show good performance, they are usually the ones who match with POSCO. The thoughts of what kind of person I am, what makes me happy, and what values I have should be done before applying to a company. The studies on the company and the employees, the history, and the vision are required. I hope many POSCO lovers and people who can develop at POSCO could join us.

Have you well noted the recruitment related tips told by Manager Boyoung Lim and Haein Park?
We hope it helped many applicants! The deadline for application is May 7, 15:00 (Korean time basis), so do not miss this opportunity!

Apply here: http://gorecruit.posco.net
POSCO Home Page: http://www.posco.com/

In the morning of August 26th, Longjing City’s Guinness Record challenge for the world’s biggest Gayageum chorus performance was held at the Hailan River Sports Complex. A group of 854 Gayageum performers, ranging from a 9-year-old girl to a 70 years old grandmother gathered around in Hanbok, the traditional Korean dress, to fill up the ground with their passions.

The event was sponsored by POSCO China and the Director of Corporate Staff Department Kam Gyu-sik congratulated the magnificent performance by saying, “The performance you will be delivering today is to be named as the world’s biggest Gayageum chorus performance by the Guinness Book of World Record. POSCO China is humbly honored to be a part of the Yanbian Korean Autonomous Prefecture’s relentless efforts to spread its culture to the world.”

The performance was orchestrated by the professor of Gayageum at Yanbian University Kim Seong-sam to play Arirang, Korea’s traditional melody rhyme, and a traditional Chinese song Jasmine, rearranged as a new beautiful harmony.

After 20 minutes of breathtaking performance, an inspector from Guinness World Records declared and confirmed that Longjing City’s Gayageum orchestra was successful to deliver the world’s biggest simultaneous Gayageum performance ever. When the official Guinness certificate was handed to the Mayor of Longjing, crowds and performers cheered for the great achievement, accompanied by splendid firecrackers set off to celebrate the new world record holders.

Behind the success of Longjing City, there were local elementary and middle schools which have been regularly running Gayageum classes for their pupils. Also, there were teachers, civil servants and members of local literature group and university for senior citizens.

When we visited their practice hall, some of the performers were wearing plasters on their fingers. It showed how hard they were practicing the Gayageum over and over again. A little boy was also working hard to get used to his instrument for the performance. He told us, “It hurt a little bit when I first began but I can put up with such pain because I am proud of my hometown, challenging for the Guinness World Record.” By listening to his strong ambition, we could realize the degree of passion the performers were sharing amongst them.

Before the performance, ‘Hello, POSCO’ had a chance to talk to the lady in above photo who came to the sports complex with her daughter for practice. She was representing the local government to be a part of the Gayageum chorus and said she was more than happy to support her daughter’s zest for playing the musical instrument and hope this opportunity could better her team work spirit.

Ms. Lee Geum-nyu was born in Longjing and has been living in the city for the past 63 years. When we asked why she volunteered to join the challenge, Ms. Lee answered, “I am getting old and when would I have this kind of opportunity to learn how to play the Gayageum? Also, this is something I can do for my home town.”

Notably, the performance was reported by CCTV, China’s state television broadcaster, showing how important the challenge was. By the success of achieving the Guinness World Record, Longjing City has marked an important page of its long history.

Since 2011, POSCO China is also supporting the City’s continuous engagement to maintain the cultural heritage with the Longjing Social Contribution Fund to sponsor their education programs for Longjing’s heritage and culture. ‘Hello, POSCO’ once again give Longjing City a big round of applause and we look forward to seeing more fruitful achievements of the city’s partnership with POSCO China.

On August 2, POSCO Family companies’ executives gave a visit to Google Korea to experience the working culture of Google and its advanced working environment. The event was held to build mutual understanding and consensus on smart workplace, prior to the launch of POSCO’s ‘POSPIA 3.0: Smart Workplace,’ which is scheduled to operate from the end of this year until February 2014.

Hwang Sung-hyun , a partner from the HR Division of Google’s headquarter, U.S. gave a presentation on ‘Google’s Working Culture,’ introducing Google’s corporate culture and HR system.

During the presentation, POSCO Family companies’ executives showed a big interests on Google’s “20% System,” which promotes its employees’ creativity by allowing them to spend 20% of their working hours to engage into the areas of their own interests. Google’s evaluation management, recruitment and education program also caught the executives’ attention.

A tour around Google Korea’s office was followed and POSCO Family’s executives were able to closely witness Google’s working culture with casual clothing, differentiated environments depending on tasks’ characteristics and sleek interiors reflecting the free spirit of Google’s employees.