Real Man

Chapter 601:

Starting with Seo Chang-woo, the deputy manager, the other colleagues also joined the reform movement.

This included the colleagues from the finance team and the planning management team, who did not attend the gathering.

They did not volunteer for this task, which had nothing to do with their work performance, for Yoo-hyun’s sake.

They had a stronger desire to break free from the reality that they wanted to change but could not.

It meant that they were all thirsty for change.

Yoo-hyun’s words ignited the fire in their doubtful hearts.

“Are you really going to propose it to the Innovation Strategy Office?”

Yun Jae-il, the deputy manager of the general affairs team, asked in surprise. Yoo-hyun nodded.

“Yes, I am.”

“The Innovation Strategy Office where the crown prince is?”

“That’s right.”

“So, you’re saying that the crown prince will review the plan that I came up with?”

“Well, in a broad sense, yes.”

If it was someone else’s words, he would have dismissed it as bluffing.

But the other person was Yoo-hyun, who came from the Group Strategy Office.

He had become the youngest manager in the company, and caused a stir as soon as he returned.

If it was such an amazing colleague, it might be possible.

Yun Jae-il, who had a flash of realization, looked around and whispered.

“Wow. Then, can you keep it a secret that I participated in this?”

“Sure. But why?”

“The company will be turned upside down. What if I get targeted by the arrows?”

It was a situation that was enough to scare him, so Yoo-hyun nodded.

“Okay.”

Then, Yun Jae-il reached out his hand and said in a hurry.

“Wait, wait. But if it goes well...”

He stuttered as he spoke, and Yoo-hyun chuckled.

“Okay. Then, I’ll give you credit for it. Is that okay?”

“Of course. Yoo-hyun, you’re the best.”

What was so good about it?

They smiled for different reasons, but their hearts were in sync with wanting change.

The task of turning these sparks into a big flame that would change Hansung Group.

That was what Yoo-hyun had to do from now on.

Yoo-hyun and his colleagues worked together to concretize the content of the change.

Meanwhile, a news that would shake the country came up.

Yoo-hyun, who checked the news at home, snorted.

“Chairman Shin prepared a lot.”

KHB Financial was a company that separated from Hansung Group during the IMF crisis in 1997.

Shin Hyun-ho, who took over the management in a crisis situation, sold Hansung Financial to foreign capital to secure dollars.

But he did not lose interest in it.

He continued to secure KHB Financial’s shares through Hansung Life, and also paid attention to the personnel of the executives.

KHB Financial also owned a significant number of Hansung Electronics’ shares.

What if Hansung Life was transferred to KHB Financial?

Shin Hyun-ho would be able to achieve two goals at the same time: selling Hansung Life and securing Hansung Electronics’ shares.

In addition, KHB Financial would jump from the fourth place to the second place in the financial industry.

It was a win-win situation for anyone to see, but the reason why it was hard to predict was because of the foreign capital behind it.

If it was reported this much in the media, it was likely that Shin Hyun-ho had taken action.

That meant that he had been preparing for a long time.

Then, what was next?

Yoo-hyun was lost in thought for a moment.

Beep.

His phone rang, giving him a hint of what was to come.

It was a message from Shin Kyung-wook, the vice president.

-I’m thinking of re-establishing the direction of the Innovation Strategy Office. How about we meet and talk?

Re-establishing the direction?

He was clearly trying to make a new plan to match the change of Hansung Group.

“That’s true.”

This was something that Yoo-hyun was also worried about.

It was not that there were no people, but that Kim Young-gil knew only a limited number of people who could change their teams.

Even if they wanted to move, the upper management would not easily agree.

It meant that the opportunity would not reach the people who had not shown their abilities, like Kim Ho-sung, the deputy manager.

Yoo-hyun, who paused for a moment, told Kim Young-gil what he had been thinking for a long time.

“How about recruiting people through a public contest?”

“A public contest?”

Kim Young-gil’s eyes widened.

A public contest, as the name implied, meant a public recruitment.

It was the most effective way to gather people who were interested and capable of planning the semiconductor display.

If they filtered out the candidates through documents or interviews, they would get a much better talent pool than the people they already knew.

But there was a reason why they couldn’t do this before.

Yoo-hyun recalled the argument he had with Seo Chang-woo, the deputy manager, a while ago.

-Yoo-hyun, your idea of a public contest is good, but it’s not easy to apply.

-If the people who are wasting their talents in the existing teams go to the departments they want and show their abilities, it would be better for the company.

-That’s true in theory, but how do you know that possibility? And from the perspective of the existing team leaders, they are losing the people they have trained well to somewhere else. Do you think the upper management will look favorably on the team leaders?

-They would think that they managed their team members poorly.

-Right. They are already having trouble with the work because of the lack of personnel, and they will also get a bad evaluation. The team leaders will resist strongly, and the damage will go to the people who applied for the contest and their surroundings.

-Of course, there should be a backup plan. We should create a atmosphere that is not like that. And we need some coercion for that.

The coercion that Yoo-hyun mentioned was not just a systematic device.

They needed the support of the personnel decision maker who could force the agreement.

If they conducted a public contest for all employees, the president had to push hard to minimize the complaints.

This was something that Seo Chang-woo also agreed with, and he thought about the system to make it happen.

But was a public contest enough?

Even if Yoo-hyun pushed hard and successfully completed the public contest for the Future Technology TF, the next problem was the problem.

They had to go through the president every time they wanted to do a public contest, and such a system would not last easily.

Even if it did, it was not fair to redistribute the personnel through irregular public contests.

In other words, they needed a more universal and routine system.

Yoo-hyun brought up the system that was tried for a while and then abolished when he became the president.

Job rotation.

It was not enough to change the parts within the same team or the teams within the same department.

That would be the same old thing.

To expand the vision of the personnel and make them do the work that suited their aptitude, they needed to change the organization across the business units.

Of course, there were many problems that could be expected, such as the possibility of flocking to the relatively comfortable organization, the lack of expertise, and the difficulty of evaluation.

But these could be overcome with a proper system.

It was better than losing excellent talents or having poor performance because of the personnel who did not fit the work.

Yoo-hyun added more ideas to this.

-What? You’re going to recruit TF members from the whole group?

Like Kim Young-gil, who had eyes as big as lanterns, everyone was surprised by his words.

But Yoo-hyun thought that for the company to move in the right direction, they needed to use the personnel at the group level.

Of course, it would be hard to do it frequently, but at least they needed a channel.

This was evident even in the case of semiconductor display.

There were plenty of people who had experienced semiconductor display in advance in the Hansung Electronics Promotion Team or the Future Product Research Institute.

Hansung Technic had many people who had designed semiconductor substrates.

What if these people gathered in one place?

The existing personnel would also benefit from it.

It was not just a plus one.

There could be a synergy beyond imagination from the interaction of various experiences.

Was this only applicable to public contests or job rotations?

As long as they were under the ecosystem of Hansung Group, all systems were organically connected.

There were endless ways and resources to use, as long as they looked around.

That was the strength of a large company, and Yoo-hyun wanted to use it properly.

The results that he made were piled up one by one.