Home > Company > Management of Talented people In order to increase the focus on ‘work’ and ‘performance’, Kumho Tires is separately operating the naming hierarchy of work system and social system. Promotion of the role is decided based on the performance and competency improvement results in the current role, and ‘graduation’ qualification will be assigned. Then based on the discussion on the capacity of the future assignment, an ‘entry’ qualification will be assigned to a higher position. Kumho Tires is operating a promotional system focused on past performance and future capacity. The performance management is categorized into competency evaluation where knowledge/skill necessary for the work, personal activity characteristics during the work execution are measured and evaluated, and performance evaluation where work execution results and efficiency/effectiveness of work are measured and evaluated. The compensation system of Kumho Tires is a differentiated annual salary system that clearly provides corporate, team or individual goals within the responsibility of the members and compensates by the performance of the organization or individual. The annual salary system is designed to compensate to the lower level individual the salary level of the higher level when high ratings on the performance is given. Benefits Commuting bus operation or transportation cost support Celebration present (holiday, labor day, birthday) Child tuition support Long year of service present Employee medical check-up Living expense support (self disease and accident treatment) Housing support program (purchasing, rent, marriage, settlement) Lease deposit (sales and AS employee) Housing support (plant) Support group (support payment for natural disaster, salary payment for leave, celebration/condolence payment) Tire discount coupon Leisure Club activity support Summer resort operation (plant) Summer vacation execution and vacation cost payment Nationwide condominium operation Kumho Asiana group product discount (Asiana Airline, Kumho Rent Car, Kumho Highway, Kumho Leisure etc.) This program allows the group executives to start and pass the MBA degrees in domestic schools to promote quantitative and qualitative growth of the group and developing specialized and advanced HR by growing the adaptability to proactively act in the fast changing business environment by providing the opportunity to obtain specialized management knowledge. Currently the foreign MBA program applies only to the employees show have been admitted to the top 50 business schools in US and Japan. And to the qualified employee, all book/material cost, experiment and practical training cost, vehicle purchasing cost are provided. This policy not only provides the cost to settle abroad but supports living expenses, vehicle maintenance cost, housing cost etc. separately from the salary. To develop the key leaders systematically, this policy selects excellent employees to pass the part time MBA. This policy supports the world class MBA of Sloan (MIT) customized to the Chinese business environment by partnering with the top Chinese schools to develop leaders who will lead the global management of China by utilizing the advance management control techniques.