HANCOM announced on the 26th that it aims to strengthen its AI new business by restructuring its personnel system to focus on performance and refining its compensation system for talented individuals.
Beginning this year, HANCOM will implement a new quarterly performance feedback system, selecting outstanding performers (MVP) each quarter and providing incentives. Annually, up to 20% of the total workforce will be recognized with congratulatory funds and development support, and individuals who make exceptional contributions can receive multiple awards in the same year.
This restructuring of the personnel system expands the performance-linked system implemented last year, further developing the existing new business incentive plan. HANCOM has been enhancing its performance-based compensation system by providing incentives to employees who generate results in new business areas such as AI and actively supporting strategic project execution.
The new evaluation system will encourage growth and measure performance fairly by simultaneously conducting quarterly growth feedback and end-of-year performance evaluations. Quarterly feedback will be assessed based on five criteria: achievement of Objectives and Key Results (OKR), work attitude and responsibility, collaboration ability, self-development and growth, and contributions to problem-solving and innovation.
Additionally, HANCOM will establish a tailored evaluation system reflecting the characteristics of roles and ranks. It will set appropriate evaluation criteria for each professional category such as sales, product management, development, and management support, and adjust the ratios of quantitative and qualitative assessments for more precise performance measurement. This approach aims to ensure a more equitable evaluation aligned with expected roles.
The method for offering management bonuses will also be improved. Moving away from a uniform compensation method, it will expand the discretion of executives and strengthen differentiated rewards based on end-of-year evaluations. Additionally, it will broaden the discretion of department heads in management positions, provide performance and competency evaluation guidelines, and operate team exchange programs to foster leadership training and interdepartmental collaboration.
HANCOM, which is expanding its AI business, has designated 2025 as the year for the commercialization of AI technologies and substantial growth, undertaking organizational restructuring and establishing an AI business division. Earlier this year, it formed a consortium with Samsung SDS to win the contract for the 'National Assembly Big Data Platform (AI National Assembly) Phase 1 project,' making visible achievements in its AI business and anticipating significant revenue and profit generation in this sector.
Kim Yeon-soo, CEO of HANCOM, noted, "Through this restructuring of the personnel system, we will establish a performance-oriented culture, and continually develop the system to ensure employees' efforts and values are evaluated fairly," adding, "Based on this, we will maximize management efficiency and lay the groundwork for accelerating our AI business to leap forward as a global big tech corporation."