Shinhan Bank's Second Half Regular Personnel Changes... Female Promotions Account for 55%

Implementation of Ability-Based Promotion Regardless of Rank or Tenure Through Deep Learning-Based AI Personnel System
Increase in Outstanding Female Talent Through Establishment of Work-Life Balance Culture

[Asia Economy Reporter Kwangho Lee] Shinhan Bank announced on the 1st that it has implemented its regular personnel reshuffle for the second half of the year from the perspectives of process legitimacy, customer-centricity, and rapid change promotion.

In this personnel reshuffle, Shinhan Bank promoted employees who adhered to legitimate sales methods and processes and led the enhancement of customer value based on good faith and sincerity, regardless of their rank or years of service.

In particular, following the first half's AI-based personnel system using the 'AI Optimal Solution Algorithm,' the bank implemented AI personnel management again in the second half by quantifying over 50 factors such as performance, capability, and leadership for each individual using deep learning. Going forward, the bank plans to add the concept of metacognition to promotions for younger employees such as clerks and assistants to create a more sophisticated system.

Additionally, the promotion of female employees significantly increased compared to the previous year in this reshuffle. Until last year, the proportion of women among promoted managers (section chiefs) was about 40%, but this time, the proportion of women exceeded half for the first time, reaching 55%.

This is the result of a significant increase in promotions of working mothers in their 30s and 40s who chose to return to work after parental leave rather than resigning, as a work culture enabling work-life balance was established through the implementation of a 40-hour workweek over the past two years.

Considering the accelerating digital innovation in the financial industry, bold personnel support was also provided to divisions responsible for ICT, digital, and future businesses. Notably, 80% of employees transferred to headquarters departments are from the MZ generation in their 20s and 30s, which is expected to create a dynamic organizational culture capable of leading industry changes based on new ideas.

A new Corporate Sales Team Leader position was also established to practice customer-centricity by providing new experiences to corporate clients and conducting specialized marketing in industrial complex regions. Branch managers with outstanding corporate business capabilities were assigned to each regional headquarters, which is expected to offer customers optimal financial solutions through regional collaboration and present corporate finance employees with a new vision as top corporate finance experts within the bank.

Furthermore, a Specialized Market Leader system will be introduced to nurture experts tailored to specialized markets such as industrial complexes, institutions, and wealth management (WM). Specialized Market Leaders, selected either by their own request or recommendations from colleagues, will have the opportunity to continuously work and grow as experts in their chosen fields.

A Shinhan Bank official said, "We have implemented the second half regular personnel reshuffle reflecting CEO Jin Ok-dong's management philosophy, including customer-centricity, practicing good faith and sincerity, and proactive response to the digitalization of the financial industry." He added, "With the promotion of highly capable employees and dynamic reorganization of headquarters departments, we expect a fast start to second-half operations."

This content was produced with the assistance of AI translation services.