Operation of 'Usacho' and 'Usinso' Programs for Communication from CEO to New Employees
Hyundai Genuine's 'Usacho (Inviting Our CEO)' program, which has been accepting applications from all employees since this month.
[Asia Economy Reporter Park Sun-mi] “Boss, I will be going with Manager 000 and Senior Staff 000, so please buy us beef at 00 restaurant.”
Hyundai Genuine, the intermediate holding company of Hyundai Heavy Industries Group's construction machinery division, has introduced communication management programs ‘Usacho (Inviting Our Boss)’ and ‘Usinso (Introducing Our Team’s New Employees)’, generating a strong response.
On the 25th, Hyundai Genuine announced that the ‘Usacho’ program received high enthusiasm from employees, with applications closing within just three minutes after the first implementation date (the 17th) was announced via internal email. ‘Usacho’ is an event held twice a month where applicants select the menu and location they want to eat with colleagues they get along with, and have dinner together with the CEO.
Kang Hyun-mo, manager of the Functional Parts Sales Team, who participated in the first ‘Usacho’ held on the 17th, expressed gratitude in an email to CEO Cho after the meal, saying, “Dining with the CEO was a special experience,” and “It was a time to better understand the company by hearing personal stories such as dating advice as well as explanations about the purpose and direction of the functional parts business.”
The ‘Usinso’ program, aimed at expanding new employees’ internal networks, also began in earnest this month. Unlike mentoring programs where the company assigns senior employees, ‘Usinso’ allows new employees to invite senior colleagues from other teams they want to get closer to, sharing a meal and engaging in exchange activities. It is being conducted for about 20 new employees who joined in January this year, with a monthly dining expense support of 100,000 KRW provided to new employees for six months.
Additionally, Hyundai Genuine, with 65% of its workforce belonging to the MZ generation (born after 1980), selected 12 representatives from each division who can voice their opinions, forming a new ‘Change Agent’ organization. The committee members, serving two-year terms, communicate with personnel in each field department to gather opinions and serve as a hotline channel delivering vivid field voices to management.
Cho Young-chul, CEO of Hyundai Genuine, said, “Flexible thinking among employees leads to innovation, and innovation can strengthen the company’s competitiveness,” adding, “To create an organizational culture where all employees, including the MZ generation, can freely express their opinions, I will communicate with employees anytime and anywhere without restrictions on time and place.”
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