Employees
Young at Heart
Key Achievements
Kia is a multinational corporation promoting variety in all forms, including ethnicity, age, and gender. We encourage our employees to be confident in their ideas and try new things in the workplace. There are a variety of supports available, including equal chances, a diverse range of options, and high-efficiency smartwork.
477 persons
New Employment
29 % Increase
Female ration in management
(Compared to 2019)
22.1 years
Average length of service
* Coverage: Domestic site
* Female workers in management correspond to senior managers, senior research engineers and senior counsels
Total Workforce
| (Persons) | 2019 | 2020 | 2021 |
|---|---|---|---|
| Korea | 35,469 | 35,115 | 35,453 |
| Overseas | 16,979 | 16,774 | 16,522 |
| Unionized workers (%) | 84.9% | 83.9% | 81.3% |
| Total | 52,448 | 51,899 | 51,975 |
Global Workforce by Region
| (Persons) | 2019 | 2020 | 2021 (Percentage) |
|---|---|---|---|
| Korea | 35,469 | 35,115 | 35,453 (68.2%) |
| U.S | 3,075 | 3,169 | 3,288 (6.3%) |
| Mexico | 2,339 | 2,362 | 2,243 (4.3%) |
| Europe | 5,059 | 4,861 | 4,881 (9.4%) |
| China | 4,824 | 4,613 | 4,317 (8.3%) |
| Others | 1,682 | 1 | 1,793 (3.4%) |
| Total | 52,448 | 51,899 | 51,975 (100%) |
* Others : Asia except for China, Asia Pacific, Middle East and Africa
Female Workforce
| (Persons) | 2019 | 2020 | 2021 |
|---|---|---|---|
| Female employees | 1,259 | 1,316 | 1,420 |
| Female managers | 117 | 146 | 188 |
* Scope : Domestic(Korea)
* Female workers in management correspond to senior managers, senior research engineers and senior counsels
Status of manager
| Classification | Total Number (Percentage) | G3 and above (Percentage) |
|---|---|---|
| Korea | 35,435 (99.949%) | 4,894 (99.67%) |
| U.S | 5 (0.014%) | 5 (0.10%) |
| Canada | 4 (0.011%) | 3 (0.06%) |
| New Zealand | 2 (0.005%) | 2 (0.04%) |
| France | 1 (0.003%) | 0 (0) |
| Swiss | 1 (0.003%) | 1 (0.02%) |
| Belgium | 1 (0.003%) | 1 (0.02%) |
| Spain | 1 (0.003%) | 1 (0.02%) |
| Portugal | 1 (0.003%) | 1 (0.02%) |
| Japan | 1 (0.003%) | 1 (0.02%) |
| Taiwan | 1 (0.003%) | 1 (0.02%) |
| Total | 35,453 (100%) | 4,910 (100%) |
* Based on 2021 domestic employees/ excluding independent directors, advisors, etc.
Employee Education & Training
Training & professional development programs
Kia offers all full time employees various opportunities for self-development and career development.
Employees can take systematic in-house training according to the growth goals they have set for themselves, and are not limited to participate only in in-house learning clubs but also various types of training provided by external facilities as well.
Therefore if it is necessary for the relevant team's requirements or personal needs, employees can also acquire certifications with the company's support.
In 2021, Kia has allocated a budget of 1 million won for each employee's external training, and an employee can request for additional support if necessary
| 2019 | 2020 | 2021 | |
|---|---|---|---|
| Total education investment budget | 107.5billion | 78.4billion | 105.4billion |
| Education expenses per person | 303thousand | 223thousand | 297thousand |
| Training hours per person | 32hours | 2hours | 33hours |
| Total number of trainees | 114,130persons | 102,327persons | 109,382persons |
| Employee growth system implementation rate | - | 83.5% | 90.0% |
- Education cost per person = total education budget/number of Kia employees (34,565 as of December 2021)
- Total training hours (MH) = ∑ (number of people per course X hours per course)
- Training hours per person = Total training hours (MH) / Number of Kia employees
* 2020 key management indicator (KPI) change: 'employee growth system implementation rate' (number of employees who set competency improvement plan / total growth system target) following the introduction of the new growth system
Leadership Training Programs
1. Key Program Contents
- Business Management : Presenting Direction, Goal Setting, Performance Management
- Organizational Development : Securing Resources, Forming Teamwork, Promoting Cooperation
- Employee Growth : Promoting Learning, Offering Experience, Career Development
2. Curriculum
- Empowerment Program: Empowerment Program in order to successfully fulfill leadership role (e.g. new team leader on-boarding course, new executives course, new field manager course, etc.)
- Trend Update Program: Learning about the latest business trends and internal and external business environment (Forum Kia, Insight Forum, Future Competency Enhancement Program, etc.)
- Diagnostic Development Program: One-on-One Customized Advanced Program by use of Diagnostic Tools (360 Degree Leadership Feedback System, Corporate Culture Diagnosis, Culture Survey, etc.)
3. Leadership Training Achievements
- Leadership Training Programs provide support for leadership roles and strengthens Kia's leadership pipeline
- Operation of leadership programs for 470 leadership roles (team leaders, department heads and above)
- Operation of Outstanding Talent Program for 240 potential leaders
* Scope of Education: Full-time employees
Leadership Training Programs
7 leadership training curricula from the perspective of business, organizational development, and employee growth
2021 Result
| Program name | contents | Target | Time | participants |
|---|---|---|---|---|
| Kia/Hyundai Top Leader | Exploring the impact and connection of external environmental changes on the enterprise | Head of Division or higher | 20 | 8 |
| Insight Forum | Expert insight sharing (management/economy, international situation, technological change, etc.) | Senior Vice president or higher | 2 | 80 |
| Leaders Learninglab | Voluntary small learning groups related to management and technology (mobility, digital economy, metaverse, MZ generation) | Head of Group or higher | 20 | 20 |
| Improving executive competency | Data-based decision-making process workshop (data leadership, case studies, etc.) | Head of Group or higher | 11 | 7 |
| Basic Leadership | Envisining/Engagement/Empowerment | a new Head of Group | 22 | 23 |
| Coaching | Coaching Skills and Self-Awareness for the Development of Coaching Leadership | Head of department or higher | 45 | 12 |
| LSV De-briefing | Understanding LSV, developing leadership plans | Head of department or higher | 3 | 62 |
Employment
Recruitment Status (Domestic)
(Unit : Persons)
| Classification | 2019 | 2020 | 2021 | |
|---|---|---|---|---|
| By age | 20-29 years old | 237 | 167 | 309 |
| 30~39 years old | 69 | 70 | 147 | |
| 40~49 years old | 36 | 15 | 20 | |
| over 50 years old | 53 | 157 | 0 | |
| Gender | Male | 307 | 357 | 396 |
| Female | 88 | 52 | 81 | |
| By region | Headquarters | 94 | 87 | 168 |
| Gwangmyeong | 67 | 75 | 69 | |
| Hwaseong | 89 | 77 | 107 | |
| Gwangju | 19 | 82 | 53 | |
| Namyang Research Lab | 12 | 3 | 7 | |
| Etc. | 114 | 85 | 73 | |
| Total | 395 | 409 | 477 | |
| By nationality* | Korea | - | - | 474 |
| USA | - | - | 1 | |
| China | - | - | 1 | |
| India | - | - | 1 | |
| Percentage of open positions filled by internal candidates (Internal hires) | 31% | 21% | 28% | |
* Recruitment status by nationality is counted from 2021
Status of Labor Union Membership (Domestic)
(Unit : Persons)
| Classification | 2019 | 2020 | 2021 |
|---|---|---|---|
| Total member | 1,253 | 1,199 | 2,423 |
| Rate of membership (%) | 35 | 3.4 | 6.8 |
Retirement/turnover status (Domestic)
(Unit : Persons)
| Classification | 2019 | 2020 | 2021 | |
|---|---|---|---|---|
| By age | 20s | 48 | 49 | 38 |
| 30s | 41 | 49 | 64 | |
| 40s | 50 | 54 | 41 | |
| 50s | 542 | 832 | 66 | |
| 60s or more | 28 | 28 | 838 | |
| Gender | Male | 682 | 974 | 1,005 |
| Female | 27 | 38 | 42 | |
| Total | 709 | 1,012 | 1,047 | |
| Total Turnover* (%) | 2.0 | 2.9 | 3.0 | |
| Voluntary Turnover** (%) | 0.4 | 0.4 | 0.3 | |
* Total turnover rate (%) = Number of employees who retired during the reporting period / (Number of employees at the beginning of the reporting period + Number of employees at the end of the reporting period / 2)
** Voluntary turnover rate is limited to voluntary retirees, excluding full-age retirement
Welfare
Legally mandated fringe benefits
Health insurance, industrial insurance, national pension, employment insurance
Vehicles/transportation
Car purchasing/repair, commute bus, fuel, and transportation expenses etc.
Safety/health/hygiene
Medical services, group accident insurance, physical checkups, health clinics, etc.
Living
Meals/snacks, expenses/vacations for family events, apartments/dorms, personal pension plans, Labor-Management Joint Fund etc.
Education
School and education expenses for employee's children and in-house daycare centers, etc.
Culture / Career-development
Vacation allowance, credits, long-service/retirement awards (travel), sports day, hotels and resorts for summer vacation, etc.
Support for retirees
Veterans program, etc.
Welfare expenditure
| 2018 | 2019 | 2020 | |
|---|---|---|---|
| Total expenditure (KRW 100 mil) |
6,091 | 6,093 | 6,191 |
| Per-person expenditure (KRW mil) |
18 | 18 | 18 |
Parental Leave
| 2019 | 2020 | 2021 | |
|---|---|---|---|
| Male | 67 | 94 | 93 |
| Female | 55 | 54 | 61 |
| Rate of return (%) | 98 | 97 | 99 |
* Methodology for counting parental leave: Those who have more than 1 day of parental leave in the year
* Methodology for calculating the return rate: Number of people who are eligible to return to parental leave for the year
Employee wage (2021)
(Unit: KRW million)
| Gender category | Average wage |
|---|---|
| Male | 102 |
| Female | 79 |
| All employees | 101 |
* Based on domestic employees