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Talent Management

Based on the corporate philosophy of “Respect for Human Dignity” and “Creating Value for Customers”, LG Electronics has been strengthening fundamentals as a manufacturing company and implementing various HR policies that respect the diversity of LG Electronics employees. The global business leader and life-long training program that fosters each employee as a specialist in their respective field is actively implemented both on and off line.


LG Electronics utilizes a variety of recruiting channels to secure top-quality global talent. Once employed, they are given many opportunities throughout their careers to make use of lifelong education resources and develop into global business leaders.

- Human Resource Recruitment Program
LGE’s annual recruitment events have been holding in universities in Korea and overseas. In addition, LGE is actively pursuing various recruitment activities such as career development consulting and LG Techno Conference to acquire outstanding individuals throughout the world. We operate industry-academia cooperation programs with major universities that have science and technology programs related to our business in an effort to discover quality talent in advance. As part of the program, we also operate the “LG Track” to recruit bright students and groom them into young professionals tailored for LG Electronics by encouraging them to take required courses.
We also have in place the Industry-Academia Scholarship Program, which offers scholarship to bright students from promising fields on the condition that they would join us after graduation. Our “Dream Mentoring Program” has R&D professionals evaluate the expertise, creativity, and social skills of candidate students over a long period of time to make comprehensive evaluation and ensure recruitment success in the long term. Our talent acquisition efforts extend to regular recruitment events (2-3 times a year) for Korean students studying at major science and engineering universities in North America and Japan. In addition, we maintain close communication with Korean student associations at foreign universities and make one-on-one retention efforts to keep attractive candidates interest in working for LG Electronics.
- Human Resource Development System
In an effort to foster greater talent based on a longer-term strategy, LG Electronics offers three different career development tracks (Business Leader, Function Leader, and Expert) to satisfy disparate career development needs and offers a wide range of training programs tailored specifically to their career development tracks and stages.
- Capability Development Program Tailored to Individual Needs
LG Electronics has in place a comprehensive range of employee development programs and makes ongoing effort to enhance our programs, which focus on providing support tailored to the career development needs of individual employees. At the core of our employee development programs is the regular “One-on-One Caring” interview with organization leaders, which aims to guide all our employees through a development path that satisfies both individual needs and business needs. We also offer for talented employees to acquire advance degrees. Under this program, select employees receive an opportunity to work towards an MBA, Master / Ph.D., or other professional degree/certification at major universities in both Korea and overseas.
- Overseas Employee Adaptation Program
When sending employees to an overseas subsidiary, LGE provides a training program involving work, language, culture, and leadership so that the employees can communicate with locals. LGE assigns these employees a project relevant to the country prior to sending the employee to that country, or sends the employee for a short period of time before permanent assignment to support fast adaptation and increase professionalism. In addition, we established the HIPO (High Potential Individual Pool) program to enhance the capabilities of overseas employees who possess great potential and invite them to work and train at HQ (Korea). Organized into short- and long-term tracks, the program trains approximately 30 HIPOs a year, and has trained a total of 145 high potential employees since 2010. We also assign a set number of young Korean employees to overseas locations (Middle East & Africa, Central & South America, South East Asia, and China) every year to develop regional experts.
- Employee Training System
In order to help our employees achieve both individual and organizational growth, LG Electronics operates the Job Training Program as part of the Company’s employee training system. Under this program, employees are required to establish their own Career Development Program (CDP), which is followed up by the One-on-One Caring System, and complete training programs accordingly. Based on the CDP, employees assess the level of their capabilities by identifying capabilities they have and capabilities they need to develop. Based on the results, employees receive a training plan and undergo training programs accordingly.
In order to better support employees on their training, we established the Business Function College for each of its 14 business functions and offers more than 800 on and offline courses. Under this training system, employees must complete at least two hours training per a year. In order to help our employees acquire capabilities required for their positions and functions in advance, we also develop a roadmap that assigns mandatory and elective courses for individual employees. In addition to courses offered at the Business Function College, study groups and seminars are organized to support our employees to acquire professional knowledge and expertise.

LGE’s Employee Training Roadmap

Diversity Management

LG Electronics is a global enterprise with 75% of its sales generated from overseas (in 2013). We strive to provide differentiated value to customers worldwide. To this end, we established and declared a labor policy against discrimination, facilitating an environment in which individuals with diverse values and beliefs can work together as a team. Additionally, LGE created a variety of communication channels and promotes a work & life balance for its employees.

LGE is making every effort to create a working environment where social minorities (to include females, foreigners and the disabled) are respected and not subjected to discrimination or any inconvenience based on our company’s belief that such a working environment leads to greater competitiveness.

As of year-end 2014, among 83,641 LGE employees, 23.8% are female and 69.6% are from overseas. Turnover rate was 6.0% in Korea and 23.1% in the overseas, showing a small decrease from the previous year. Out of 6,049 female employees from Korea, 55.9% are office staff and 44.1% work at production sites, with 2.8% of female employees serving as team leaders. The number of years in service for Korean employees was on average 9.0 years. non-regular workers made up 1.1% of the entire workforce, and employees with disabilities made up 1.7% of all Korean employees.

We are making ongoing efforts to recruit and develop female talent in Korea where the percentage of female employees lags behind that of overseas sites. More than 600 employees took advantage of our maternity leave program in 2014, up 22 percent from the previous year. In addition, we are working to reduce the percentage of non-regular workers to improve the financial stability of our employees, while encouraging our business organizations to hire people with disabilities to increase their representation in the workforce.

No. of Overseas Employees

No. of Female Employees

Return/Retention Rate after Childbirth/Maternity Leave, Gender Breakdown(Korea)

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