Advancing the HR Framework
Strengthening Talent Competitiveness through Strategic Recruitment
IBK refines its recruitment framework by combining open recruitment and rolling hiring to attract outstanding and well-suited talent. For open recruitment, the bank deployed online and offline outreach strategies tailored to younger generations (Millennials and Gen Z) and strengthened culture-fit assessments and job-oriented competency evaluations. The number of applicants rose from 13,560 in the first half of 2025 to 15,317 in the second half.
For rolling hiring, the bank adopted a two-track recruitment approach: one track targeting candidates who prioritize job stability and another for those who prioritize expertise. Through headhunting and diversified outreach channels, IBK secured professionals with skills closely matched to specific job requirements. The bank also hired specialized contract workers in areas such as generative AI, big data, cybersecurity, and blockchain to support key strategic and new business initiatives.
Boosting Organizational Vitality through Fair Evaluation and Compensation
IBK operates its HR system based on fair evaluation and compensation, enhancing organizational vitality and boosting employee motivation. For specialized personnel, IBK ensures that they are assigned to relevant areas of work, enabling them to fully leverage their expertise.
To ensure fair performance-based rewards, the bank granted special awards to employees who contributed to key strategic initiatives and revised the evaluation criteria of the "Proud IBK Employee" program to better reflect field-level feedback.
Building a Sustainable Organizational Culture
Creating a Work Environment that Supports Work-Life Balance
IBK expanded its childcare support programs in response to the low birth rate and to foster a family-friendly working environment. The bank extended parental leave to a maximum of three years and six months, increased the number of permitted split-use periods, and improved the reduced working hours program for employees during pregnancy or while raising children. Additionally, the bank enhanced paternity leave by expanding both the number of eligible days and the usage period. In recognition of these efforts, IBK obtained Family-Friendly Certification from the Ministry of Gender Equality and Family. In 2025, the bank enhanced health checkup packages for approximately 1,400 employees at industrial complex and environmental specialty branches and introduced reexamination leave, reinforcing its health management framework. A health promotion program is scheduled for launch in 2026.
Field-Oriented Communication and an Inclusive Organizational Culture
IBK holds meetings at regional headquarters for new hires with up to three years of service to strengthen communication and identifies employee-driven initiatives aimed at improving HR policies. The bank promotes a fair recruitment culture by ensuring nondiscriminatory hiring and equitable evaluation of persons with disabilities, veterans, regional and high school graduate talent, female professionals, and members of multicultural families.
The bank also continues to increase the proportion of female managers and women in digital and IT roles, reinforcing a performance- and capability-based talent management system free from gender discrimination.
Establishing a Trust-Based Foundation through Reinforced Internal Controls
IBK has established procedures to prevent personnel disadvantages for employees who report misconduct, as part of its efforts to prevent financial incidents and reinforce internal controls. The bank is also fostering a culture of accountability by conducting inspections of workplace discipline and refining evaluation criteria. IBK has also introduced internal control-related items into its personnel evaluation system, reinforcing the institutional foundation for sound business practices across the organization.
Strengthening the Talent Development Framework
Building a Leadership Training System for Systematic Leader Development
IBK systematically defines the core competencies required of leaders to navigate a rapidly changing financial landscape and delivers leadership training programs based on this framework. Centered on key competencies such as strategic thinking, innovation leadership, and results orientation, the bank provides training tailored to employees' evolving roles and career milestones, supporting sustainable organizational growth.
The IBK Leadership Academy delivers customized training by position and career stage from newly appointed managers to group heads continuously building leadership capabilities across the organization.
Collaborative Leadership Training
IBK has formed a leadership council and promotes collaboration among relevant departments in the planning and delivery of leadership training programs to enhance their effectiveness. Curricula covering value management, organizational culture, customer service, performance evaluation, performance management, and employee communication deepen cross-generational understanding and foster a healthy organizational culture.
The leadership council oversees the entire process—from curriculum discussion and program design to implementation and feedback sharing—driving continuous improvement informed by field-level insights and elevating organizational capabilities.