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.
made by employee representatives
The 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.
Town hall meetings
Town 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.
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.
Operation of diverse reward systems
- The president and division heads give awards for meritorious deeds.
- Office heads and PDs regularly reward excellent employees.
Favorable consideration in employee evaluation
promotion for those who served in remote sites
Favorable consideration for expanding the distribution ratio of evaluation and promotion
Project completion ceremony
Gratitude and encouragement are shown on-site employees through plaques of appreciation and compliment coupons and announcing project completion
Various communication channels
for on-site employees
Online 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
for raising low birthrates
- Leave for prenatal tests
- Fertility treatment leave
- Shortened working hours for employees with young children
Expanded cash reward
- First child: KRW 1 million
- Second child: KRW 5 million
for parents with young children
Employees with 8-year-old children or younger may choose to fully or partially work at home
of parental leave
Extended from 1 year to 2 years
- 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
Therapeutic counseling program
A program to support not only our employees but also the family members of employees working abroad
On-site overseas medical support
Contact-less medical consultation at overseas sites with poor medical benefits and operation of air ambulance for emergencies
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.
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 technician
We guarantee employees’ growth as field directors and technicians through the selection of experts/masters in each field.
Vacations for employees who served for long years
Two-day leave for 10/20/30 years of service
Early dismissal on Fridays
5:10 p.m. from Mondays to Thursdays
4:20 p.m. on Fridays
Pyeongchang Residence, Daemyung Resort, Hanwha Resort, etc.
Benefited with KRW 1.3 million/year (also available in local currencies)