Employees
Young at Heart
Key Achievements (2024)
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.
1,067 persons
New Employment
23.9 % Increase
Female ration in management
21.8 years
Average length of service
* Coverage: Domestic site
* Female workers in management correspond to executives, senior managers, senior research engineers and senior counsels
Total Workforce
| Category | 2022 | 2023 | 2024 | |
|---|---|---|---|---|
| No. of Employees | 35,847 | 35,741 | 35,747 | |
| By employment type | Regular worker | 34,260 | 33,641 | 33,203 |
| Non-regular worker | 1,587 | 2,100 | 2,544 | |
| By gender | Male | 34,335 | 34,057 | 33,955 |
| Female | 1,512 | 1,684 | 1,792 | |
| By age | Under 30 | 2,160 | 2,539 | 3,015 |
| 31-49 | 14,077 | 13,391 | 12,884 | |
| 50 and above | 19,610 | 19,811 | 19,848 | |
* Coverage : Domestic
Employee Education & Training
Training & professional development programs
Kia is fostering talent who can create new customer-centered values and businesses based on job expertise. We support continuous and voluntary participation according to the content and methods desired by members, including mobility, DT/AI, professional jobs, Biz. Skill education, learning clubs (learning labs), online content development/curation, and external education (including subscription services)
| Category | 2022 | 2023 | 2024 |
|---|---|---|---|
| Training target employees | 34,260 | 33,225 | 32,806 |
| Total no. of training provided | 176,796 | 308,794 | 391,338 |
| Total training hours | 1,238,622 | 1,575,895 | 1,766,358 |
| Total training investment budget | 109.6 | 176.6 | 272.6 |
| Average training hours per employee | 36.2 | 47.4 | 53.8 |
| Avergae training cost per employee | 320 | 531 | 831 |
Employee Capability Development
Kia operates a comprehensive educational system to ensure that employees, from executives to new hires, acquire the skills necessary for their respective roles and departments. As part of this effort, Kia has revamped its company-wide job academy framework to include diverse training programs, such as the Mobility Academy, which supports the growth of talent aligned with the Kia's vision of becoming a 「Sustainable Mobility Solutions Provider」, and the Skill-up Academy, which offers skill-based courses that can be applied immediately to current work.
| Course | Development Direction | Key Programs |
|---|---|---|
| Leadership | Develop entrepreneurial leaders with a brand and customer-centric mindset | Inspiring Coaching programs, Onboarding of new team leaders, etc. |
| Onboarding | Phased onboarding program to support integration as Kia members | Onboarding step1 - step5 |
| Job Function | Cultivate “cross-functional” talent that can create new customer-centric value and business based on their functional expertise | Mobility Academy, Skill-up Academy |
| Company-wide | Company-wide mandatory training programs, including legal compliance training | Disability inclusion awareness, Pre-retirement training, etc. |
| Other | Employee-driven learning through voluntary gatherings | Learning labs, Language training, etc. |
Talent Recruitment and Career Development
To lead the future mobility industry, Kia is continuously hiring talented people in new technologies and businesses. In addition, by operating the "Veteran" system for retired employees with highly skilled techniques and experience, the company supports them so that they continue to utilize their expertise and contribute to industrial development after retirement.
Kia operates a reemployment program and a job change support program according to the life cycle of employees who wants to change jobs for career change. In addition to the career change outside the organization, Kia also operates a system for changing jobs through retraining course, if an employee wants to change to a new career(e.g. a job change within the organization), or needs to change his/her duties due to business changes.
Recruitment Status
(Unit : Persons)
| Category | 2022 | 2023 | 2024 | |
|---|---|---|---|---|
| Total newly hired employees | 901 | 836 | 1,067 | |
| By gender | Male | 743 | 627 | 891 |
| Female | 158 | 209 | 176 | |
| By age | Under 30 | 545 | 527 | 562 |
| 31-49 | 305 | 276 | 437 | |
| 50 and above | 51 | 33 | 68 | |
* Coverage : Domestic
Status of Labor Union Membership
(Unit : Persons)
| Category | 2022 | 2023 | 2024 |
|---|---|---|---|
| Total member | 1,200 | 1,066 | 1,104 |
| Rate of membership(%) | 3.51 | 3.25 | 3.30 |
* Coverage : Domestic
Retention
(Unit : Years)
| Category | 2022 | 2023 | 2024 |
|---|---|---|---|
| Retention | 22 | 22 | 22 |
* Coverage : Domestic
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.
Parental Leave
| Category | 2022 | 2023 | 2024 | |
|---|---|---|---|---|
| Employees who used parental leave | Total | 141 | 136 | 207 |
| Male | 93 | 90 | 134 | |
| Female | 47 | 46 | 73 | |
| Employees returning to work after parental leave | Total | 132 | 134 | 137 |
| Male | 87 | 89 | 97 | |
| Female | 45 | 44 | 40 | |
* Coverage : Domestic
Welfare System/Program Operation Status at Kia
Working System
| Classification | Details |
|---|---|
| Flexible work hours | Able to work voluntarily within 52 hours per week (average) of working hours per month, Core working hours are 5 hours from Monday to Thursday and 4 hours on Friday |
| Remote working | Implementation of remote work system based on autonomy and responsibility (Varies by place of work and job group) |
| Part-time working | Operate only for some jobs (driving manager 7 hours/day, service manual multilingual translation 4 hours/day) |
| Internet Phone / Text Service | Free use of Internet calls and text messages (200 calls/month) through the ERP system that can be installed on personal mobile devices |
| Commuter Bus | For employee commuting convenience, commuter buses are operated at all workplaces (operating more than 4 times depending on time, on more than 200 routes in total) |
| Moving Expenses | In the event of a change of residence due to a new position, moving expenses are supported according to the distance (transportation expenses, logistics expenses, etc.) |
| Base office | Trial operation of 5 major locations in the metropolitan area and 6 shared office locations in the Seoul area |
| Operation of in-house laundry / barber shop/clinic | Operating free laundry for engineers in Korea Plants to wash working clothes / in-house clinic for employee health care /in-house barber shop at affordable prices |
Child birth/Child care support
(Welfare services for children include adoptees and stepchildren)
| Classification | Details |
|---|---|
| Parental leave (women/men) | Up to 2 years of parental leave per child (under 8 years old, under second grade of elementary schools) |
| Maternity leave | 90 days of maternity leave for pregnant women before and after childbirth (120 days for multiple fetuses) / Maternity leave for male workers is 10 days of paid leave |
| Infertility treatment support | Provide support with 3 days of paid leave for counseling and procedures related to infertility |
| Shortened work hours during childcare periods | Up to 2 years of reduced working hours during childcare period (5 to 25 hours per week) for each child (under 8 years old, under second grade of elementary schools) |
| Work daycare center / Consigned childcare facility | Autoland Gwangmyeong/Hwaseong/Gwangju and Yangjae Headquarters operate a total of 4 workplace daycare centers |
| Education support for children with disability | Support for the use of special district educational facilities for children with disabilities (KRW 6 million per person/year) |
| Family leave | Up to 90 days of a year can be used to care for the family member due to illness, accident or old age |
Vacation support
| Classification | Details |
|---|---|
| Summer vacation | 5 days of paid leave per year |
| Pro dream vacation | 5 days of personal annual leave can be used with additional 10 days of paid leave for senior managers on the promotion |
| Long-term employment award | 5 days of paid leave available for the 21st year only for employees who have served 20 years of service |
| Vacation over retirement | 30 days of paid leave that can be used for the annual leave of absence is provided in the case of retirement after 20 years of service |
| Four seasons resort operation | Offers member-price accommodation benefits for a total of 33 resorts |
Healthcare
| Classification | Details |
|---|---|
| Medical insurance | National health insurance / Group accident insurance (injury, hospitalization, death, cancer) / Support for hospital expenses for employees, spouses and children (KRW 40 million/person) |
| Mental care | Provide online psychological tests and offline psychological counseling services for employees, their spouses, and children (12 times a year / Designate a counseling center near their residence in connection with the national psychological counseling center) |
| Healthy snacks | Providing meal options such as healthy salads, vegetarian meals, and take-out menus |
| Regular medical examinations | Provision of mandatory legal general examination once a year for all employees and additional examination and recognition of attendance, additional check-ups for employees over 40 years of age (electrocardiogram, thyroid ultrasound, blood cancer test, etc.) |
| General examination | Every 10 years of tenure (every 3 years for those over 40), 50% of the support is provided by the company to one member of the employee’s family every year |
| Fitness facility | Operating Autoland Gwangju/Gwangmyeong/Hwaseong and Yangjae Headquarters fitness center |
Life/Convenience support
| Classification | Details |
|---|---|
| Congratulatory and condolatory benefits | Congratulatory and condolences leave and congratulations and condolences support, Support for mourners and condolences items (garlands, etc.) |
| Child scholarships | Secondary/High School/University tuition, early childhood education expenses, and special education expenses |
| Housing support fund | Support for up to KRW 60 million in housing funds (purchase/jeonse*) by length of service *lump-sum housing lease |
| Staff apartment | Operates 482 households near Autoland Gwangmyeong and 536 households near Autoland Hwaseong |
| Appointment and moving | Support for household items and family relocation expenses for employees who move out over a certain distance |
| Vehicle discount | Vehicle discount support according to years of service |
| Points | Payment of welfare points and self-development points and operation of employee shopping malls |
| Partnership discounts | Affiliate discounts for hotel/resort accommodation and shopping through a year-round |
Culture support
| Classification | Details |
|---|---|
| Clubs | Support for monthly club activity expenses |
Others
| Classification | Details |
|---|---|
| Guaranteed salary in case of sick leave | Partial compensation for sick leave or sick leave due to physical or mental disability or disease (varies by period) In case of industrial accidental leave due to work-related injuries or diseases, compensation is paid in addition to the amount paid by the Korea Labor Welfare Corporation (30% of normal wages) |