Daewoo Shipbuilding & Marine Engineering, Administrative and Technical Staff Personnel System Restructuring

[Asia Economy Reporter Hwang Yoon-joo] Daewoo Shipbuilding & Marine Engineering (DSME) announced on the 9th that it has revamped the position and evaluation system for office technical staff to enable employees to focus on performance within a horizontal culture centered on work, free from rank constraints.

DSME first simplified the existing six-level (4-eul employee - 4-gap employee - assistant manager - manager - deputy general manager - general manager) position and title system for office technical staff into three levels (employee - senior - responsible). This plan combines the 4-eul and 4-gap employees and integrates positions from manager to general manager.

This restructuring is part of the company's talent management activities, aiming to boldly assign more important and valuable tasks to junior employees without position restrictions, thereby laying the foundation for their growth as future young leaders.

The plan originated from a managerial decision to ▲restore organizational vitality amid the ongoing trend of high-ranking positions and ▲utilize talent appropriately based on ability and role rather than position. The company explained that the revamped position system will reduce the burden of promotion for employees and enhance work immersion by leveraging the shipbuilding industry's characteristic of collaboration rather than excessive competition.

Meanwhile, in connection with the position system restructuring, the personnel evaluation system was also revised. Unlike the previous method that determined promotion based on promotion rates by position, the new system quantifies personnel evaluation grades into scores for responsible positions that are not subject to promotion and rewards accumulated results. This is interpreted as an effort to enhance fairness in personnel evaluations and strengthen motivation for employee growth through a changed reward system focused on annual achievements and performance.

Lee Young-ho, Executive Director of DSME's Support Headquarters, said, "Since employee growth is the foundation of the company's development, we will continuously promote follow-up talent management activities based on the revamped position and evaluation system."

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