Hankook Tire encourages employees to reflect on themselves and map out their own future. We provide systematic training for our employees to grow as proactive leaders with a high level of professionalism and support them to participate in training sessions according to their self-improvement goals.
First Step in Proactive Leadership: The New Recruit Training Program
To become proactive leaders, new employees at Hankook Tire receive orientation in the New Recruit Training Program. The training program is three months long and includes a month of basic training and two month of departmental training. Through this program, new recruits familiarize themselves with the vision and goals of the company and become well versed in issues related to the automotive industry, especially tire production and distribution. They also develop a mindset as a member of the team and come to appreciate the duties entrusted to them. Hankook Tire looks after new recruits after they are assigned to their departments to help them develop pride in themselves and the company. Through a one-on-one mentoring program, which runs in parallel with the training program, senior employees and new recruits often meet and work together. With employee development at top of mind, Hankook Tire is working hard to provide a foundation for new employees to grow into experts in their fields of expertise.
Incubating Research Capability: The Competency Map
Our mission of becoming a leading global tire company is based on continuous development of key research capabilities. To enhance research capacity, Hankook Tire developed the Competency Map, a system which outlines the knowledge and skills required for 225 duties in areas such as research, materials, development, and categorizes research and development personnel by their competency level. R&D-related employees rate their specialties on an annual basis according to the system and implement the self-development measures necessary to achieve their goals.
Skill Development: The Learning Contract System
To assist employees who enjoy studying and developing their skills, Hankook Tire implemented the Learning Contract System, which allows employees to systematically develop their capabilities. The program encourages employees to examine their own skills, plan a learning schedule to strengthen their expertise, and then implement it. Employees discuss how to achieve their goals with the head of their department to ensure the efficient implementation of their self-development plan.
A core talent system that fosters future leaders
In addition to the great support for individual competency development, we are actively supporting our employees with the Core Proactive Leader (CPL) system to help them grow as a future leader of Hankook Tire & Technology.
Key talents selected with the proven competency and qualification as the future leader are nurtured into the future management pool through various programs such as leadership, strategy & networking, global & trend understanding, as well as additional reward for the excellent resource.