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Talent Management Strategy
Under the slogan “Excellent People, Excellent Company,” HanmiGlobal recognizes continuous investment in people as a core element of sustainable management.
The construction project management industry is one in which project quality, safety, schedule, cost, and customer satisfaction are determined by the level of employees’ leadership and professional capabilities.
Accordingly, HanmiGlobal manages talent development not merely as an employee benefit or training initiative, but as a strategic priority for strengthening business competitiveness and creating customer value.
Based on its talent philosophy, HanmiGlobal has established an enterprise-wide leadership pipeline spanning Junior Employees – Leaders (Head Office Team Leaders and Project Site Managers) – Executives. The company operates an integrated talent development system that organically connects leadership development, global capabilities, pre-construction and job expertise, digital-based learning, and fair performance evaluation and compensation.
In particular, HanmiGlobal aims to achieve a 25% professional certification holder ratio by 2027 by establishing a virtuous cycle that links competency assessment, customized training, self-directed learning, practical application in the workplace, performance evaluation, and compensation.
This approach represents the core operating philosophy of HanmiGlobal’s talent management strategy, which seeks to transform employee growth into a sustainable engine for corporate growth.
Mandatory Human Rights Training
HanmiGlobal’s talent development system is operated based on an approach that reflects the characteristics of its business and the differences in roles by position and function. The company identifies required capabilities according to employees’ career stages and job characteristics and integrates various programs, including leadership development, global competency enhancement, pre-construction and job expertise development, advancement of digital learning systems, and evaluation-linked compensation systems. Through this approach, HanmiGlobal ensures that learning goes beyond simple completion of training programs and contributes directly to project execution capabilities, customer responsiveness, accumulated technical expertise, and organizational performance. In particular, HanmiGlobal has established a comprehensive development framework connecting competency assessment - training - mentoring - workplace application - performance evaluation and compensation, rather than operating education as a collection of independent courses. This approach focuses on achieving practical capability enhancement and strengthening organizational competitiveness. The company aims to ensure that employees’ expertise extends beyond individual growth and contributes directly to improved project delivery quality and technological competitiveness.
- Competency Assessment
- Training
- Structured mentoring scheme
- Workplace Application
- Evaluation & Compensation
HanmiGlobal Talent Model
| Talent Requirements | |
|---|---|
| Individual |
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| Organizational |
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| Customer |
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| Social |
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| Relational |
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| HanmiGlobal Talent Model | |
|---|---|
| SINCERITY | A person who fulfills responsibilities as a member of the company and society based on honesty and trust |
| CREATIVITY | A person who contributes to the advancement of the construction industry by applying technology and creativity |
| PASSION | A person who pursues continuous self-improvement and innovation with strong motivation and a spirit of challenge |
HanmiGlobal Training Framework
Talent Development Programs
Leadership Development
Next Generation Leadership Program
HanmiGlobal identifies and systematically nurtures future leaders at an early stage to support sustainable growth.
Launched in 2022, the Next-generation Leader Development Program is designed for selected employees who have undergone an internal selection process. The program integrates theoretical training, coaching, and action learning, with a focus on strengthening leadership, strategic thinking, problem-solving capabilities, and adaptability to change. A total of 27 employees have participated through the fourth cohort.
Through this program, HanmiGlobal supports future leaders in developing the practical capabilities required to lead organizations effectively amid rapidly changing business environments.
PMr Academy
In addition, HanmiGlobal conducts Site Director Training two to three times a year for current and prospective site directors to enhance key competencies required for field leadership, including structural safety, customer communication, safety management, ethics, and the use of digital tools.
These initiatives help strengthen alignment between headquarters and project sites, raise the overall management capabilities of site leaders, and serve as a foundation for improving project execution quality and customer responsiveness.
Global Competency
HanmiGlobal operates a development system that enables employees to build global competencies from the early stages of their careers in order to strengthen competitiveness in the global market. This global competency development system serves as a key foundation for enhancing HanmiGlobal’s overseas business capabilities and supporting the successful execution of global projects.
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Key Global Program
Global OJT
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6 months Dispatch Period |
17 participants Participants in 2025 |
Newly Recruited Employees Participants |
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HanmiGlobal operates a development system that enables employees to build global competencies from the early stages of their careers in order to strengthen competitiveness in the global market. The flagship Global OJT Program dispatches newly recruited employees to overseas project sites for six months immediately after joining the company. The program is designed to strengthen global mindset, understanding of PM roles, field adaptability, and cross-cultural collaboration capabilities. In 2025, a total of 17 new employees participated in the program. As a key initiative for cultivating global PM talent at an early stage, the program is differentiated by providing practical, work-based growth experiences rather than short-term overseas exposure. |
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International Job Exchange Program
Staff Exchange Program
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OTAK/DayCPM Partners |
U.S. Region |
Certification & Language Training Support |
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HanmiGlobal operates the Staff Exchange Program with US-based partners OTAK and DayCPM, providing high-performing employees with opportunities for overseas work experience, job-specific training, professional certification acquisition, and participation in local community activities. In addition, HanmiGlobal supports foreign language education and language test expenses to further expand its pool of global professionals and strengthen international project capabilities. This global competency development system serves as a key foundation for enhancing HanmiGlobal’s overseas business capabilities and supporting the successful execution of global projects. |
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Local Immersion Program
Living Abroad for One Month
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Junior Employees Participants |
1 month Duration |
Cultural & Professional Knowledge Value |
| HanmiGlobal provides junior employees with opportunities to experience overseas history, culture, and arts, acquire professional knowledge related to local architecture, and participate in local community activities. Through this program, employees are supported in developing expertise as regional specialists for specific overseas cities. | ||
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Foreign-Language
Enhancement Programs Online Education and Certification Examination Fee Support |
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|---|---|---|
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Ongoing Support Period |
KRW 500,000 Annual Training Support Allowance per Employee |
All Employees Participants |
| HanmiGlobal provides support for language learning expenses, online and offline training programs, and language test fees to enhance employees’ foreign language capabilities required in the global business environment. Through these initiatives, HanmiGlobal encourages self-directed learning among employees and aims to strengthen their capabilities in executing overseas projects and responding to global clients. | ||
In-House Expert Program
HanmiGlobal operates an In-house Expert System to internalize and disseminate key technical capabilities for sustainable growth. The system aims to systematically document expertise and know-how in key technology areas, cultivate internal specialists through company-wide training, and provide direct technical support to project sites. Expert activities are operated through a dual structure consisting of group activities and individual activities, encouraging voluntary participation and generating diverse forms of outcomes. Participating experts engage in various activities, including regular research and collaboration, preparation of technical reports, production of video lectures, and provision of on-site technical support through Technical Requests (TRs). The knowledge and technologies accumulated through these activities are shared across the organization, helping elevate the overall technical capabilities of employees and serving as a key driver for improving project quality and increasing the likelihood of successful project execution.
- Regular research and collaboration meetings
- Joint preparation of technical reports
- Production of video lectures
- Operation of in-house technical training programs
- On-site technical support (Technical Request; TR)
- Documentation of core technologies
- Expert consulting
- Operation of in-house technical training programs
Key Activities
| Development of internal experts | Securing specialized talent and internalizing technical capabilities through group/individual research activities and participation in in-house training programs |
|---|---|
| Technical Support | Resolving on-site issues and improving project quality through technical support (Technical Request; TR) and expert consulting |
| Knowledge Asset Development | Sharing knowledge and elevating company-wide technical capabilities through technical reports, video lectures, and documentation of core technologies |
Key Areas
| Core Technical Expertise | Architecture (Structure), Interior/Exterior Systems, Civil Engineering, Mechanical Engineering, Electrical Engineering |
|---|---|
| Key Project Types | Data Centers, High-rise Buildings, Renovation, Redevelopment/Reconstruction |
| Future Growth Technologies | Net-zero Energy, Renewable Energy (Wind Power & Solar Power), Smart Buildings |
Advancement of Digital-based Learning Systems
Global PM University
HanmiGlobal supports both improved learning accessibility and enhanced employee expertise through digital-based learning infrastructure. The online learning platform Global PM University (GPMU) is a job-specific training platform specialized in construction project management. It provides not only professional competency training but also content directly related to future competitiveness, including leadership, global capabilities, ESG, and smart technologies. Beyond serving as a simple online learning channel, GPMU functions as a key talent development platform that promotes a self-directed learning culture among employees and supports the accumulation and sharing of job-related knowledge and organizational expertise.
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2,237 participants
2025 Cumulative
Number of Registered Users -
383
2025 Cumulative
Training Courses Operated -
753 cases
2025 Cumulative
Training Programs
Contribution to Developing Future Talent in the Construction Industry
Next-Generation Construction Leader Academy
HanmiGlobal extends its talent development efforts beyond internal employee training by contributing to the cultivation of future professionals in the construction industry. The Next-generation Construction Leader Academy is a representative industry-academia collaboration education program designed for university and graduate students nationwide. Since its launch with the first cohort in 2007, the program has produced a total of 1,154 graduates. In 2025, the 22nd cohort had 44 participants complete the program, achieving an average course satisfaction score of 94 points. The curriculum consists of practical learning opportunities that are difficult to obtain through university education alone, including PM practices, future trends in the construction industry, overseas project cases, ESG, AI, field visits, and social contribution activities.
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22nd Cohort
2025 Program Session
Launched 1st Cohort in 2007 -
1,154 participants
Cumulative Number of Graduates
Expanding the talent pool for the construction industry -
94 points
Average Lecture Satisfaction Score
(as of 2025)
Program Structure and Outcomes
- Core project-management curriculum
- Practical PM workshops
- Next-generation construction-industry modules
- Elective overseas case-study courses
- Site visits, community-service projects
- Gamified PM theory sessions
- One-to-one mentoring, guest-speaker lectures
- Career workshops
- Mini research presentations
- Interviews with construction leaders
- Personal-vision planning
- Analytical essays
- Leadership and career seminars delivered by CEOs
- Lectures by professors and cross-sector specialists
- Leadership and career seminars
- Career workshops
Linking Evaluation and Compensation
HanmiGlobal organically links performance evaluation and compensation systems to enhance the effectiveness of talent development. Through organizational performance evaluation (HPMS), individual performance evaluation, competency assessment, and 360-degree leadership evaluation, HanmiGlobal comprehensively assesses employees’ contributions and growth levels. The results are reflected in performance bonuses, salary increases, promotions, and advancement decisions.
Performance-Evaluation Process
Individual performance evaluations are conducted twice a year, once in the first and second half of the year, for all employees, focusing on goal achievement and contribution to organizational performance. HanmiGlobal’s performance evaluation system was converted to an absolute evaluation system starting in the second half of 2023. This transition enables employees to establish performance goals aligned with organizational objectives while considering their individual position, role, responsibilities, and capabilities, thereby encouraging personal growth and collaboration among colleagues. In addition, considering changes in the business environment, employees are allowed to revise their goals quarterly. To enhance organizational performance, employees are encouraged to establish ambitious, challenging, and specific goals, supported by detailed action plans that enable objective performance measurement. Goals are also shared among team members to improve transparency and facilitate collaboration. HanmiGlobal also conducts evaluation discussions between evaluators and employees and performs post-evaluation monitoring to enhance the reliability of evaluations and minimize rating bias.
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Performance Review
Twice a year (July, December) · Absolute Evaluation -
After the organization’s HPMS score is finalized, department heads and PMrs rate each employee’s
goal attainment and overall contribution. -
Competency Review
Once a year (early November) · Relative Evaluation - Basic, leadership, and job-specific competencies are rated.
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Leadership Review
Once a year (early October) · 360-Degree Assessment - Executives and managers undergo a 360-degree assessment that gathers feedback from both supervisors and direct reports.
Compensation and Recognition
To foster an organizational culture where employee motivation, performance, and growth create a virtuous cycle, HanmiGlobal provides rewards and recognition based on business performance and individual contributions. Various recognition and reward programs — including performance-based incentives, selection as Maestro PMr, anniversary awards, year-end awards, outstanding knowledge contributor awards, and CoP awards — are operated to recognize outstanding achievements and promote the sharing of best practices throughout the organization.
| Composition | Value |
|---|---|
| Performance Bonus | Based on company-wide pre-tax profit targets and each unit’s HPMS score, employees can receive semiannual bonuses worth up to 500% of their base salary per year. |
| Maestro PMr | Each year, the company selects a Maestro PMr, who is the top site director, through a multidimensional review of project impact, customer satisfaction, leadership, and other criteria. The winner exemplifies HanmiGlobal’s core values and PMr excellence. |
| Foundation-Day Awards | On the company’s anniversary, employees receive commendations such as Merit Awards, Model Employee Awards, and Long-Service Awards, recognizing sustained effort and dedication. |
| Year-End Awards | At year-end, HanmiGlobal honors the Best Completed Project, Best Jobsite, and Best Department, along with individual awards such as Model Employee and Customer-Value Innovation, celebrating outstanding results and expressing appreciation. |
| Other Awards | Ongoing programs reward Top Knowledge Contributors, CoP leaders, Business-Winning Teams, and Employee Referrals, fostering motivation and a positive workplace culture. |
Metrics & Targets
Mid- to Long-Term Talent Development Goals and Performance
- 1 The number of training courses operated decreased in 2025 due to the restructuring of outdated and overlapping programs.