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- Employees
Coway is acutely aware of the importance of recruiting talented professionals who will lead continuous innovation and support their capacity-building to empower them for new challenges in business. We support our employees to develop their full potential and we provide diverse programs to sharpen their professional skills, develop creativity, and build self-motivation. We conduct performance evaluations in a transparent and fair manner. Coway is growing into a sustainable company with a robust and family-friendly corporate culture to ensure work and life balance.
Coway operates a systematic training system. Our training program in 2022 included sessions for leadership, job training, onboarding, legal training, and common competencies, and also supported language learning to cultivate global talents.
Leadership Training
We provide leadership training to develop leaders who understand the business directions of the company and deliver organizational performance. To develop leaders who live up to Coway’s objective of fostering "top-notch talent," we host the "Top Leadership Course," a special conference with speakers on topics that can help leaders improve their acumen. This course has been held six times in 2022 under the theme of "Future Class".
We also held performance assessments and three sessions of mindset management courses to improve the skills of team leaders, and provided timely internal and external training for new leaders.
We also provide training for those who are promoted to ensure that they have the necessary competencies for promotion and monitor their personal growth.
Job and Onboarding Training
Coway operates language learning courses for employees to foster global talents and improve global work capabilities. We also provide language support to prospective expatriates to help them improve their language skills in advance.
We have expanded our internal job-specific training courses, including courses on intensive planning, data analysis courses, project management, IT project management, and PMP qualification. We have also established a learning environment where trainees can participate in external training and e-learning at any time. We measure satisfaction and completion rates after each training, and support and manage post-training certification and staffing.
In the case of the PMP certification course, 20 out of 36 participants passed the PMP certification exam after completing the course. This enhancement of project management (PM) capabilities led to the development of quality products and services, resulting in a customer satisfaction (NPS) score of 89.7, up 6.9 points from the previous year (82.8).
Legal Training
We provide legal training to ensure compliance with government laws and regulations and to improve the competency of employees across the company. The legal training consists of courses on workplace sexual harassment and other workplace harassment prevention, workplace disability awareness, and occupational safety and health. Coway fosters a healthy internal culture through these courses.
Common Training
We conducted product (bidet) pre-learning through online learning programs for all employees, and conducted in-house product training at the training center to practice product installation and disassembly.
New product training was held for the Icon Ice and Prime MAX water purifiers.
We also conducted ethical management education in the form of a short video based on actual cases of ethical management violations to create a healthy organizational culture.
Training was provided on fair trade practices, emphasizing transparency in supplier selection, and healthy sales and organizational culture.
We operate a performance assessment process based on equity and rationality for the purpose of nurturing talented professionals. In the Goal Setting process, we establish goals based on periodic feedback and develop plans in the Interim Inspection. In the Evaluation process, the Evaluation Committee consisting of the heads of each department and the human relations staffers conduct fair evaluations. We will continue upgrading our performance management system based on due process and fair procedures to ensure that employees can focus on achieving their goals.
We operate a performance assessment process based on equity and rationality for the purpose of nurturing talented professionals. In the Goal Setting process, we establish goals based on periodic feedback and develop plans in the Interim Inspection. In the Evaluation process, the Evaluation Committee consisting of the heads of each department and the human relations staffers conduct fair evaluations. We will continue upgrading our performance management system based on due process and fair procedures to ensure that employees can focus on achieving their goals.
Coway operates a performance assessment system designed to support the development of top-notch talents, who are defined as "people who never stop learning and constantly pursue new challenges and growth." in the “Coway Talent Vision” statement.
First, to strengthen performance-based assessment, employees in junior positions (reps/staff) who had previously been evaluated based only on competencies were also evaluated based on performance, allowing all employees across the organization to focus on performance improvement.
Second, we introduced the competency-based assessment as an absolute assessment to objectively evaluate and diagnose individual competencies and support collaboration among employees. This absolute assessment approach allowed us to evaluate individual competencies rather than relative hierarchy.
Thirdly, we implemented a continuous performance management system. The appraiser and appraisee communicate with each other and provide feedback on work goals and progress at all times, so that the appraisal can not only improve performance but also nurture individual development and growth.
Based on these performance assessment systems, we apply a reasonable and transparent system of performance compensation.
Coway has operated diverse programs in an effort to create a family-friendly corporate culture that fosters work-life balance. Coway plans to continue to operate various family-friendly programs, with the belief that employee happiness is the driving force behind corporate growth.
Named the “Best Family-friendly Management” Four Consecutive Times
Coway had been designated a company with “Best Family-friendly Management” by the Ministry of Gender Equality and Family four consecutive times. The “Best Family-friendly Management” designation is given to a business or institution that operates family-friendly programs, such as benefits for childbirth and childrearing, to support employees seeking to achieve work-life balance. Since obtaining its first certification in 2012, Coway has been operating a wide range of employee benefits programs, such as parental leaves for children starting school and paternity leaves, and, as a result, Coway has continued to be re-certified up to 2023. We will do our best to create a family-friendly corporate culture and facilitate work-life balance among our employees. We will operate a wider variety of family-friendly programs in keeping with our conviction that employees’ happiness is the driver of corporate growth.
Coway operates various benefits programs to improve the quality of life among our employees. Coway enhances employees' job satisfaction through various welfare programs such as support benefits for vacations, celebrations, and health care.
Coway stresses diversity and non-discrimination in its ethical regulations, ethical practice guidelines, and human rights policies. We pursue a corporate culture in which no employee shall be discriminated on the basis of sex, nationality, disability, religion, and other factors. We respect individuals’ diverse backgrounds and ways of thinking and aim to achieve harmonious development. We take discrimination seriously and apply zero-tolerance policies to prohibit any discriminatory act.
In addition, we ensure gender equality in human resources management. We comply with the laws on equal employment, such as the Labor Standards Act. We consistently select female managers to achieve gender balance and ultimately gender diversity in the workplace.
To enhance diversity, we became the first private domestic company to create a sports team for people with disabilities (Wheelchair Basketball Team) and we operate a choir (Mulbitsori Choir) in cooperation with the Korea Employment Agency for Persons with Disabilities.
Coway Blue Wheels Wheelchair Basketball Team
The Coway Blue Wheels Wheelchair Basketball Team is a wheelchair basketball team founded in 2022 to fulfill Coway’s corporate social responsibility as part of our ESG management and to support job creation and revitalize sports for people with disabilities. All 13 players, including the manager and coach, are people with disabilities. The Blue Wheels Basketball Team proudly won the 2022 KWBL Wheelchair Basketball League Championship in its inaugural year. Coway actively supports the athletes to empower them to dedicate themselves to sports in a stable environment. We plan to continue to work on discovering and developing athletes to achieve long-term progress in disability sports and wheelchair basketball.
Coway Mulbitsori Choir
The Coway Mulbitsori Choir was founded in 2022 to support vocational rehabilitation and performance activities by individuals with disabilities through culture and arts. All 10 choir members are visually impaired. The name "Mulbitsori" signifies the sound of clear water, which is the representative symbol of Coway, and the bright lights that illuminate surroundings and merge to create beautiful harmonies. The Coway Mulbitsori Choir plans to support more artists with disabilities to communicate with the world through sound and create uplifting harmonies in a stable environment.
Signing of the “Agreement for the Promotion of Employment of Persons with Disabilities”
In 2022, Coway signed the “Agreement for the Promotion of Employment of Persons with Disabilities” with the Korea Employment Agency for Persons with Disabilities and declared its ESG management practices through the employment of persons with disabilities. Under the agreement, Coway plans to promote the employment of persons with disabilities by developing suitable jobs and customized recruitment programs, expanding suitable human resources and customized training, expanding support services, strengthening workplace education for persons with disabilities, and reinforcing adaptation support and communication.
Coway is building labor-management relations for mutual prosperity on the basis of trust through transparent communication. We will comply with the Constitution and all relevant laws to secure employees’ rights and improve working conditions and build trust in the labor-management relationship to promote the common interests of both parties.
Coway has established various trade unions for each job category and occupation, working together to improve working conditions and environments according to the characteristics of each job category. (Unionization rate: approximately 34.3% out of 6,500 total workers)
Based on mutual understanding and trust, we settled the collective bargaining agreement for service technicians (service managers) in 2022 without a dispute.
Coway communicates important decisions and changes related to management through regular meetings with employee representatives, who represent all employees. We transparently disclose all major changes in the company and strive to create a win-win relationship between employees and management by collecting complaints and opinions from employees. In 2022, we held quarterly labor council meetings to discuss a total of 87 topics, including improving the working environment and addressing complaints in each business area.
