Talent Acquisition and Organizational Competitiveness Enhancement
IBK has revamped its recruitment process to secure outstanding talent and expanded the hiring of digital and IT professionals. The preferential hiring system for master's and doctoral degree holders, previously applied only to financial and global sectors, has been extended to the digital and IT fields as well to attract top talent. The bank has also introduced a permanent recruitment system for specialists in AI modeling, data engineering, cybersecurity, and UX/UI design.
Furthermore, to respond to the evolving digital finance environment, IBK has established specialized roles for digital finance and retail/SOHO banking and deployed specialists to relevant departments and branches, providing more specialized financial services.
Organizational Culture Innovation and HR System Improvement
IBK operates various HR systems to encourage employees to take on new challenges with passion. In the regular personnel reshuffle for the first half of 2024, IBK utilized remote work scores to shorten employee transfer periods. Additionally, the bank strengthened reward systems by prioritizing placement at desired work locations, offering special incentives, and expanding access to resort facilities. To further motivate employees, IBK introduced a special promotion system, selecting approximately 50 outstanding employees annually for promotions.
The bank is also committed to healthy work-life balance initiatives, expanding the criteria for recognizing seniority during parental leave for employees with multiple children and operating a reduced working hours policy for employees with children under five. Furthermore, IBK has expanded the eligibility for infertility leave from legally married employees to those in common-law marriages, creating a more inclusive working environment. The bank has actively promoted healthy work-life balance for employees by enforcing Family Day (Wednesday) and Happy Day (Friday) on-time leave campaigns.
To build an inclusive and sustainable organization, IBK has expanded the recruitment of female managers, personnel with disabilities, and veterans. Over the past three years, the ratio of female managers increased from 34.9% to 37.7%, with an emphasis on increasing the proportion of female personnel in Digital and IT fields to enhance diversity and inclusiveness within the organization.
Innovation in Talent Development and Enhancement of Job Competencies
IBK has introduced the skill-based talent development system for the first time in the domestic banking sector, establishing growth roadmaps for employees by job category and career stage. This system has enabled employees to meet their career development needs through self-directed learning and the bank to create an environment to systematically nurture key talents. Additionally, to support structured job training, IBK has introduced a Skill Index to quantify and manage individual learning progress, and developed a Skill Roadmap to outline comprehensive training programs for jobs such as lending, deposits, and foreign exchange.
*Skill: Refers to the knowledge and techniques necessary for job performance, which can be acquired and measured through learning.
Field-Oriented HR Management through Active Communication
IBK operates various channels to enhance communication with employees. In 2024, the bank formed a task force for HR system improvement to actively incorporate employees' feedback into policy reforms, and expanded one-on-one personalized career consultations with senior executives to address employees' concerns. IBK also established a new counseling channel for childcare and family matters to provide more professional and timely counseling services.
Efforts to Prevent Incidents and Strengthen Internal Control
IBK has restructured its internal control system and conducted discipline inspections to enhance reliability and transparency, preventing financial incidents and creating a safe working environment.
IBK has conducted on-site surprise inspections to detect violations related to bribery, workplace ethics, and security regulations, and revamped the task assignment system to prevent duplicate registrations of tasks with a high likelihood of incidents by the same individual. For example, the system restricts the same individual from performing both the responsibilities of the chief cashier and the cash handling tasks to ensure effective internal control. Additionally, the bank has established a system to block external email registration in personal HR information, preemptively preventing information leakage. Going forward, IBK will continue to improve its internal control system to create a safer and more reliable financial environment.