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www.hd-xitesolution.com/company/sustainability
Contact : taeyeon3.kim@hd.com
Social (S)
We at HD Construction Equipment are dedicated to enhancing value for all stakeholders and our employees.
Empowering Our Employees
We respect the human dignity and rights of all stakeholders directly or indirectly interconnected with our company. We are fully committed to enhancing stakeholder value across all our operations.
Nurturing Talent
We actively invest in nurturing talent, ensuring that employee growth drives business performance, strengthens our competitiveness, and ultimately fuels the growth of the company.
Key Strategic Priorities
Building a Corporate Culture Driven by Core Values
Systematically Developing Leaders to Achieve Our Vision
Establishing Training Systems and Infrastructure for Sustainable Growth
Core Values & Objectives
Innovation to lead
Target Profile
Leader
Cultivating leaders who will steer the future of the group
Key Training Programs
- Developing leaders, executives, and managers
- Cultivating cross-functional talent
- Leadership development courses
- Cultivating cross-functional talent
- Leadership development courses
Challenge without fear
Target Profile
Professional
Developing job-specific experts who actively contribute to business performance
Key Training Programs
- Creating and executing functional training led by business units
- Establishing customized competency development support systems
- Facilitating job-specific training for partner companies
- Establishing customized competency development support systems
- Facilitating job-specific training for partner companies
Care with respect
Target Profile
Global talent
Nurturing global talent to spearhead overseas business operations
Key Training Programs
- Operating internal and external language training support programs
- Providing language training programs for expatriates and their spouses
- Providing language training programs for expatriates and their spouses
Safety for us and for all
Target Profile
All employees
Cultivating the right mindset for a thriving workplace culture
Key Training Programs
- Reinforcing essential skills development
Competitive Talent Development Systems & Learning Infrastructure
Job-Specific Professional Accelerator Programs + Global Leadership Development Programs
Talent Acquisition & Retention
We at HD Construction Equipment explicitly prohibit any form of discrimination in recruitment, performance evaluation, and compensation—a commitment firmly codified in our Code of Ethics.
We ensure equal opportunity regardless of pregnancy, maternity, family status, race, skin color, personal beliefs, political opinions, sexual orientation, educational background, or health status. Furthermore, we are actively expanding job rotation opportunities to empower our employees to take ownership of their career paths and thrive in roles they are passionate about.
We ensure equal opportunity regardless of pregnancy, maternity, family status, race, skin color, personal beliefs, political opinions, sexual orientation, educational background, or health status. Furthermore, we are actively expanding job rotation opportunities to empower our employees to take ownership of their career paths and thrive in roles they are passionate about.
Talent Development & Advancement Framework
Strengthening Functional Expertise
Cultivating Global Leaders
Supporting Self-Directed Growth
Nurturing Cross-Functional Talent
Protecting Workforce Diversity
Supporting Professional Training Opportunities
Retirement Transition Support
Fair Evaluation
Performance Evaluation System
We conduct annual performance evaluations for all employees, which directly inform decisions on promotions, compensation, talent development, and leadership selection. Through continuous, year-round performance management, we establish solid baseline data to holistically review both operational achievements and job competencies. Furthermore, all office and R&D staff are evaluated using the Management By Objectives (MBO) framework, measuring individual performance strictly against target achievement rates.
Performance Evaluation Process
STEP 1
Goal Setting
Establish individual performance targets.
STEP 2
Continuous Management
Maintain ongoing alignment between employees and their line managers.
STEP 3
Self-Assessment
Conduct self-evaluations.
STEP 4
Primary & Secondary Reviews
Conduct independent evaluations by first and second-line reviewers.
STEP 5
Calibration Session
Engage in discussions to align and adjust final performance ratings.
STEP 6
Finalization
Publish results and manage appeals to ensure fairness and transparency.
Compensation System
We are dedicated to fostering a motivating and rewarding workplace by offering compensation that is based on fair and objective performance evaluations.
To ensure the financial stability of our workforce, we adjust wages according to inflation rates. Additionally, we have a profit-sharing program at the end of each year that distributes incentives within our financial limits, based on measurable performance metrics such as revenue and operating profit. For managers and senior professionals at the Senior Specialist level and above, we utilize a performance-linked salary system. This means that incentive payouts vary according to individual performance reviews, ensuring that compensation accurately reflects operational achievements.
Moreover, we uphold identical salary standards for both male and female employees, effectively maintaining a strict policy of zero gender-based pay gaps.
To ensure the financial stability of our workforce, we adjust wages according to inflation rates. Additionally, we have a profit-sharing program at the end of each year that distributes incentives within our financial limits, based on measurable performance metrics such as revenue and operating profit. For managers and senior professionals at the Senior Specialist level and above, we utilize a performance-linked salary system. This means that incentive payouts vary according to individual performance reviews, ensuring that compensation accurately reflects operational achievements.
Moreover, we uphold identical salary standards for both male and female employees, effectively maintaining a strict policy of zero gender-based pay gaps.
Rewards System
Our rewards system is based on the principle: "Where there is performance, there is reward." Its purpose is to foster a fearless and challenging spirit while enhancing motivation among our workforce. To revitalize our organization and cultivate a vibrant culture of mutual appreciation, we implement several recognition programs, including the HCE Awards and the Construction Equipment Person of the Year Award.
Construction Equipment
Person of the Year Award
Person of the Year Award
Awarded to the "Best of the Best" nominees.
HCE Award
Awards aligned with our four core values
Achievement awards honoring tangible/intangible, financial/non-financial results, and outstanding technical contributions.
Achievement awards honoring tangible/intangible, financial/non-financial results, and outstanding technical contributions.
Unsung Hero Award
Appreciation awards dedicated to recognizing and motivating frontline engineers across production, quality and procurement operations.
Innovation Leader Award
Awards honoring employees who drive significant indirect contributions toward achieving divisional and departmental strategic objective
Corporate Culture Innovation
We are transforming our corporate culture by identifying areas for improvement through regular assessments, aiming to create a dynamic and flexible work environment. By empowering our leaders and frontline teams to lead this change, we aim to cultivate a workplace where every employee feels a strong sense of pride and can experience professional growth through their contributions.
To enhance our initiatives, we have established a dedicated team within HR to oversee changes. We have also appointed Change Agents in each executive division to collaborate closely with operational teams. This teamwork allows us to identify challenges and implement meaningful improvements that our employees genuinely want.
To enhance our initiatives, we have established a dedicated team within HR to oversee changes. We have also appointed Change Agents in each executive division to collaborate closely with operational teams. This teamwork allows us to identify challenges and implement meaningful improvements that our employees genuinely want.
| Layer | Role | Lead | Check | Shared Service | Networking |
|---|---|---|---|---|---|
| HRD Team | Change Management Driver | Set the strategic direction for organizational change. Establish and communicate company-wide culture innovation strategies |
Perform organizational diagnostics and assessments. Align the results of these diagnostics with improvement initiatives. |
Consolidate and manage company-wide needs and ideas. |
Identify and analyze best practices from leading global companies. |
| Change Leader (CL) | Change Management Enabler | Set change directions at the Headquarter/Division level. Actively execute division-specific change initiatives in alignment with the executive-in-charge. |
Monitor change progress and encourage employee participation. |
Collect and share the specific needs of their division. |
Share benchmark insights with internal teams. |
| Frontline Employees | Change Performer | Actively participate in change activities at the team level. Raise issues and propose solutions during the transformation process. |
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Corporate Culture Improvement Activities (as of 2022)
| Organizational Culture | HR | Frontline Operations | Mid-to-Long-Term Strategy |
|---|---|---|---|
Streamlined daily work and meeting processes. Addressed specific culture problems within each division Implemented casual dress codes for all managers. |
Boosted internal communication channels (CEO talks, onboarding). Improved HR policies and competitive compensation packages. Expanded leadership training and internal newsletters. Deployed HR Scorecards to evaluate leaders. |
Maximized work efficiency across everyday tasks. |
Transitioning from Short-Term Focus to Sustainable Growth in the Mid to Long TermIntroduced an executive evaluation system that assesses both short-term and long-term performance. Running Change InitiativesIdentified and and executed long-term projects to strengthen organizational capabilities. Advancement of Work ProcessesImproved workforce efficiency by determining the optimal headcount through comprehensive job analysis. Establishment of a Job-Based Career Development Path (CDP) FrameworkExpanded and applied the establishment of Functional Competency (FC) across all functions. |
Labor-Management Culture of Mutual Growth
Since our spin-off establishment in 2017, we have been renewing our collective bargaining agreement every two years and conducting annual wage negotiations to improve working conditions. Additionally, we hold quarterly Labor-Management Council meetings across each company to regularly discuss enhancing employee benefits and working conditions. We also hold ongoing management status briefings for our employees and labor unions. Through these briefings, we build internal consensus to overcome business crises, boost competitiveness, and inspire employee ownership. Furthermore, we provide labor-management relations training for our employees so they can recognize the importance of establishing solid labor relations and strengthen their mutual communication capabilities.
Work-Life Balance
Under our guiding principle of "Providing practical support tailored to the diverse needs of our employees," we foster a healthy work-life balance that extends from our internal corporate culture to housing, family life, leisure, and post-retirement support. As a reflection of these efforts, we successfully obtained the Family-Friendly Corporate Certification¹⁾ in 2022.
¹⁾ Family-Friendly Corporate Certification: A certification system granted by the Ministry of Gender Equality and Family to companies that exemplarily operate family-friendly programs, such as childbirth and childcare support, and flexible working arrangements.
¹⁾ Family-Friendly Corporate Certification: A certification system granted by the Ministry of Gender Equality and Family to companies that exemplarily operate family-friendly programs, such as childbirth and childcare support, and flexible working arrangements.
Employee Benefits
Housing Support
- Providing financial subsidies for housing loan interest.
- Offering specialized assistance for employees relocated without their families
- Offering specialized assistance for employees relocated without their families
Family Life Support
- Offering congratulatory and condolence allowances for family events.
- Actively encouraging maternal, paternal, and childcare leaves.
- Promoting the use of both short-term family care leave and long-term care leave.
- Providing tuition assistance and educational subsidies for employees' children.
- Actively encouraging maternal, paternal, and childcare leaves.
- Promoting the use of both short-term family care leave and long-term care leave.
- Providing tuition assistance and educational subsidies for employees' children.
Leisure Life Support
- Operating company-owned resort and vacation facilities for employees.
Medical Support
- Providing financial support for employee medical treatments.
- Providing comprehensive health checkups for employees' family members.
- Providing comprehensive health checkups for employees' family members.
Retirement Planning Support
- Conducting tailored training programs for post-retirement life planning.
- Managing corporate retirement pension plans.
- Providing support for personal pension plans.
- Managing corporate retirement pension plans.
- Providing support for personal pension plans.
Advanced Work Culture
- PC-Off System
- Operating flexible and selective working hours.
- Utilizing work-from-home options and regional remote offices.
- Operating flexible and selective working hours.
- Utilizing work-from-home options and regional remote offices.
Family-Friendly Management
We strictly comply with legally mandated policies, such as maternity/paternity leave and family care leave. Additionally, we provide various benefits to improve employee well-being and support family-friendly initiatives. For pregnant employees, we provide a "Safe Childbirth Package" that includes safe childbirth insurance, books, and healthcare services. To enhance support for pregnancy and childbirth, we provide congratulatory allowances for employees who are expecting or have new children. This benefit is also available to male employees whose spouses give birth. Additionally, we offer school supply sets, along with congratulatory letters, to employees with children starting elementary school.
To support the upbringing of our employees' children, we operate a warm, family-like on-site corporate daycare center and provide an educational subsidy of 500,000 KRW per month per child for employees' children aged 4 to 6. Moreover, to provide tailored support aligned with each child's growth stage, we offer broad tuition assistance up to high school and university levels.
To support the upbringing of our employees' children, we operate a warm, family-like on-site corporate daycare center and provide an educational subsidy of 500,000 KRW per month per child for employees' children aged 4 to 6. Moreover, to provide tailored support aligned with each child's growth stage, we offer broad tuition assistance up to high school and university levels.