We are a company
that delivers happiness for all
POSCO E&C builds an environment in which employees can work creatively and adventurously by forming psychological safety within the organization. We pursue a satisfying corporate culture where employees and the company can grow together.
POSCO E&C conducts the annual POSCO-Great Work Place survey (P-GWP) targeting all employees. Through a comprehensive analysis of employees’ satisfaction levels in terms of leadership, how they work, and work environment, we make improvements and establish a system and culture where employees can experience psychological safety at work.
The 2020 P-GWP survey showed a three-point increase compared to the previous year with a total survey score of 84 out of 100 points. The following are viewed to be the cause for the increase of points: improvements in the way they work, enhanced work and life balance, good leadership of executives, and strengthened and sincere communication with Millennial employees.
Open Communication
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Regular suggestions
made by employee representativesThe labor and management representatives communicate with the employees through the Labor and Management Council held regularly, and the Young Board, which comprises employees from Generation MZ, suggests new ideas to the management for the company’s sustainable growth.
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Town hall meetings
per divisionTown hall meetings are where executives collect anonymous opinions through a live broadcast to establish ground rules within divisions and heighten the level of trust between employees.
Culture of positivity and appreciation
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Compliment coupon system
A system in which the president and division heads select excellent employees and the office heads and PDs regularly reward employees for meritorious deeds and profitable results.
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Operation of diverse reward systems
- The president and division heads give awards for meritorious deeds.
- Office heads and PDs regularly reward excellent employees.
Site-focused Management
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Favorable consideration in employee evaluation
promotion for those who served in remote sitesFavorable consideration for expanding the distribution ratio of evaluation and promotion
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Project completion ceremony
and commendationGratitude and encouragement are shown on-site employees through plaques of appreciation and compliment coupons and announcing project completion
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Various communication channels
for on-site employeesOnline meetings held to solve the grievances of on-site employees, Thanks Delivery program that delivers gifts and messages of gratitude by staff members to on-site employees
Gender equality and protection of motherhood
A certified family-friendly company
The Best Family Friendly Management certification of the Ministry of Gender Equality and Family certifies businesses with notable family-friendly policies in relation to childbirth, childcare support, flextime system, and so forth.
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Improved policies
for raising low birthrates- Leave for prenatal tests
- Fertility treatment leave
- Shortened working hours for employees with young children
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Expanded cash reward
for childbirth- First child: KRW 1 million
- Second child: KRW 5 million
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Work-from-home
for parents with young childrenEmployees with 8-year-old children or younger may choose to fully or partially work at home
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Extended period
of parental leaveExtended from 1 year to 2 years
Emotional care
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Family-friendly activities
- Operation of in-house daycare centers
- Financial support for the physical checkups of employees’ spouses
- Tuition fee support for employees’ children
- Support for gifts in Family Month and the operation of Welfare Mall
- Holiday gifts and other useful items with CEO’s message for the families of employees working abroad
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Therapeutic counseling program
A program to support not only our employees but also the family members of employees working abroad
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On-site overseas medical support
Contact-less medical consultation at overseas sites with poor medical benefits and operation of air ambulance for emergencies
Growth support
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Support for personal development
Employees can use up to KRW 2.4 million per year for purchasing online lectures or books related to their jobs, language studies, IT, or health.
Growth coaching program- We encourage the growth and motivation of employees through regular communication between leaders and employees.
- Employees can request for job rotations.
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Operation of diverse programs inside and outside the company
Employees are given opportunities for education inside the company, such as the e-Learning program, Construction Management Academy, junior MBA, and invitational lectures by experts. They can also request for participation in outside programs.
Support for career as an expert technicianWe guarantee employees’ growth as field directors and technicians through the selection of experts/masters in each field.
Work & life balance and refresh leave
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Quarter day-off
2-hour leave
Vacations for employees who served for long yearsTwo-day leave for 10/20/30 years of service
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Early dismissal on Fridays
5:10 p.m. from Mondays to Thursdays
4:20 p.m. on Fridays
Resort rentalsPyeongchang Residence, Daemyung Resort, Hanwha Resort, etc.
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Welfare card
Benefited with KRW 1.3 million/year (also available in local currencies)