Daewoong ENG Talent Award

CDP is a system where employees can choose and apply for relevant departments or departments with opposite positions, experience work, and grow into experts who look at the overall context.

Being good at work means being able to look at the whole thing.

It includes experiencing firsthand the before and after work, and even the roles of opposite departments. If you experience it firsthand, you can understand why the job was difficult and what concerns there were.
If you change your position, you will naturally understand the views and feelings of other departments.

As a result, communication is smoother and collaboration synergy is even greater. Right now, work gaps, adaptations, etc. may be harmful from the company's standpoint, but we prioritize employee growth.

We have members asking, “What would they see differently?” , “What systems and practices will we change?” I think it is important to have an attitude of faithfully pushing until the end with an awareness of the problem. There may be failures in the process. However, if you do it all the way to the end, you will definitely learn something, and that experience will soon lead to growth in competency and performance.

Daewoong does not consider age, length of service, nationality, or gender at all when evaluating members' results. Only competency and performance are the criteria.
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If you have excellent abilities, we will quickly select them and provide an opportunity to take on the challenge. We enable everyone to grow by fully expanding their own will. Achievements are clearly rewarded and treated at the highest level.

Even if it's not enough right now, we look for a job that person can do well and work together so that they can grow within it.

A handover statement is not just a business summary document.
It is a record of concerns and traces of growth in the process of moving towards meaningful goals.

We set high goals.
The more challenging the goal, the more problems and issues may arise. Growth occurs in an attempt to close that gap.

In the process of organizing in writing
This is because the work you have done so far, the context of your concerns, and the future direction will be clearly organized by yourself.

This document is a tool for learning from others' trial and error.
The traces of someone's reflection, strategy, failure, and execution are important learning resources for the next person.

A takeover book that captures the context of strategy, GAP, execution, and failure
It's the foundation for creating a culture where the entire organization works better and learns faster.

Growth starts with 'knowing what I'm lacking. '
Asking someone a question means you're learning and thinking for yourself.

The process of organizing questions itself is learning, and the direction of growth is also arranged in the process.

To achieve meaningful goals
When I feel that my knowledge and experience alone are insufficient,
When concerns and issues arise, we organize questions and visit top experts in the industry to ask questions.

Get wisdom and insight through questions,
Sometimes they get along well with each other, leading to a good relationship.

Through this process
The organization is filled with people who can learn, and you get opportunities to learn and grow.

What did you do well in the course of your work,
The boss frequently gives feedback to the employee on what to improve
This is a time to find a direction for further growth by cleaning up once a month.

The feedback is reflected in actual work and is f/up until the end to see if improvements are being made.
Monthly feedback is cumulative and reflected in the annual assessment, and forms the basis for fair and transparent evaluations.