Shinhan Bank Second Half Personnel Changes "Accident Prevention through Long-term Service Rotation"

[Asia Economy Reporter Bu Aeri] Shinhan Bank announced on the 1st that it has carried out its regular personnel reshuffle for the second half of the year.

Shinhan Bank aimed to prevent various financial accidents in the financial sector through rotational work of long-term employees between the head office and branches, and expanded opportunities for branch employees to work at the head office to enable diverse career development for employees.

They also upgraded the AI personnel system developed in-house last year to expand the scope of data utilization. The precision of personnel management was enhanced by advancing functions such as workplace transfers and recommending suitable candidates for each job.

There were some changes in the internal organization as well. The ESG (Environment, Social, Governance) Headquarters was newly established. It plans to build an execution system jointly responsible for ESG at Shinhan Financial Group and Shinhan Bank.

The Agile S.A.Q Tribe organization introduced in January this year added four new tribes: the A-Generation Tribe to secure the No.1 market share in the senior market; the Retail New Market Tribe to strengthen the MZ generation customer base and advance the 'Hey Young' platform; the Corporate Digital Transformation (DT) Tribe; and the Future Channel Tribe to establish integrated channel strategies for both face-to-face and non-face-to-face channels.

In this personnel reshuffle, various new HR systems were introduced, with particular focus on securing employee consensus by explaining the direction of personnel appointments to all employees in advance through the ‘Pre-briefing Session for Regular Personnel Reshuffle’ held in June.

The role of Relationship Manager (RM), previously mainly handled by deputy branch managers, was expanded to include managers with expertise and agility, reflecting the diverse needs of various customers, especially young startup companies.

Additionally, the 'ICT Development Job Shift' was newly established. Employees with rich sales field experience and financial expertise are actively supported to grow into ambidextrous developers through ICT competency development.

Newly introduced personnel systems such as the self-promotion recommendation system 'Self PR', the 'HR Data Report' providing employees with data on performance and leadership, 'My Resume' where employees disclose their strengths and preparations themselves, and 'Talent Scouting' where field departments directly discover talent, have further strengthened communication among employees, field departments, and HR.

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