Main Support Target Expanded from 4050 to 5060
Leading Solutions to Super-Aged Society Issues by Creating Jobs Across Generations and Fields
Hana Financial Group announced on the 5th that it opened the employment training course for the mid-to-late career tailored job-specialized education program, '2025 Hana Power On Second Life,' on the 4th.
'Hana Power On Second Life' is a specialized mid-to-late career reemployment support project unique to Hana Financial Group, which has been conducted since August 2022 to strengthen the employment and practical skills of career talents in the 40s and 50s generation for successful employment.
Through the 'Hana Power On Second Life' project, Hana Financial Group provides one-stop support for all processes from employment capability enhancement courses such as online and offline employment education and 1:1 close consulting to securing quality employment opportunities by operating an employment discovery team and a homeroom headhunter system for customized job linkage.
This year, Hana Financial Group plans to spread a new paradigm to solve the job problem in a super-aged society by expanding the generation and scope of the '2025 Hana Power On Second Life' program.
In particular, Hana Financial Group has expanded the main support target of this project from the existing 4050 new middle-aged generation to the 5060 new seniors, and in addition to the employment training course, it will also provide an entrepreneurship education course that allows individuals to explore talent donation-type startups utilizing their experience and skills.
Additionally, reflecting recruitment market trends and job seekers' needs, the supported job fields have been reorganized into five categories: digital, small and strong enterprises, tourism, instructors, and healthcare, by adding the healthcare job field, which is a future growth job field suitable for the mid-to-late career generation.
Furthermore, Hana Financial Group plans to continuously provide differentiated services to new seniors by operating job special lecture programs more than three times a month at 'Hana The Next Lounge,' the group's senior specialized brand.
The '2025 Hana Power On Second Life' program will operate training courses monthly on an ongoing basis and conduct offline education nationwide in eight locations including Seoul, Incheon, Daejeon, Sejong, Jeonju, Gwangju, Daegu, and Busan according to regional schedules. Career talents in their 40s, 50s, and 60s who wish to participate in this program can apply and attend year-round through the Hana Financial Group website and the Hana Power On site.
A representative from Hana Financial Group's ESG Win-Win Finance Team stated, "As of the end of last year, Korea has entered a super-aged society where 20% of the domestic population is aged 65 or older, and with the continued economic downturn, the number of mid-to-late career individuals facing early retirement and business closures is increasing, highlighting the importance of new job education more than ever. This year, by expanding the support targets and fields of the 'Hana Power On Second Life' program, we will actively support the continuous economic activities and social participation of the mid-to-late career generation."
In addition to employment and entrepreneurship training courses, 'Hana Power On Second Life' plans to conduct various field programs to solve the job problems of the mid-to-late career generation. The offline job fair 'Hana JOB Matching Festa,' which started in 2024 to match jobs between mid-to-late career residents in rural areas with limited employment opportunities and local companies experiencing recruitment difficulties, will be held five times in major regions such as Seoul, Gwangju, and Daegu in 2025.
Meanwhile, through 'Hana Power On Second Life,' Hana Financial Group has produced 4,355 participants in online basic education and 1,711 graduates of offline advanced education over the past three years, and as of the end of 2024, 781 people have succeeded in finding employment, leading efforts to solve the job problems of the mid-to-late career generation.
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