LG Electronics continues to pursue its 21st century vision of becoming a worldwide leader in digitalensuring customer satisfaction through innovative

products and superior service while aiming to rank among the worlds top three electronics, information, and telecommunications firms by 2010.

FACTS AND FIGURES:

Established In : Jan 1997 Managing Director : Mr. Soon Kwon Corporate Office : Plot No. 51, Udyog Vihar, Surajpur Kasna Road, Greater Noida (UP) Corporate Website : http://www.lg.com Number of Employees: 3000+

Business Areas & Main Products Home Entertainment

Plasma Display Panels, LCD TVs, LED LCD TVs, Colour TVs, Audios, Home Theatre System, DVD Recorder/Player, BluRay Players

Home Appliances
Refrigerators, Washing Machines, Microwave Ovens, Vacuum Cleaners, Air Purifiers

AC

Split AC, Window AC, Commercial ACs

Business Solutions
LCD monitors, CRT monitors, Network Monitors, Graphic Monitor, Optical Storage Devices, LED Projectors, NAS (Network attached Storage) and Digital signage

GSM
Smart Phones, Color Screen GSM Handsets, Camera Phones, Touch Screen Phones, 3G Phones, Multimedia Phones, Dual SIM Phones, CDMA Phones

Yong Nam Vice Chairman and CEO

Fabio gurman LG Electronics Brazil, HR Team I feel like I belong to the LG family and its one I'm proud to work for. Secondly, I like being part of a team that is positively influencing the company's presence in Brazil and what's more, it's great to have the opportunity to use my experience to contribute to the company's success in other countries.

HR POLICY AND PRINCIPLES

LG Electronics creates working environments that enable its employees to demonstrate their capabilities, focus on their work, and create value for their customers. Employees are encouraged to take a creative and individual approach to challenges, with a strong emphasis placed on performance and skilland equal, merit-based opportunities across the board. LG has an On Line Recruitment Management System. Under this prospective candidates visit our website and can directly register their CV for any position listed on the site. Similarly all consultants are also required to post their CV thru this site. As a result duplication of CV is immediately identified and not accepted. The CV then comes to the data bank and for short listing/ screening both the functional users and HR dept has got the rights. Once a candidate is rejected, immediately an information goes to the consultant or the candidate. In case the candidate is selected for interview then the information goes for finalization of interview at specified date and time. This speeds up the whole process as it does the initial screening of the vital parameters in terms of age, qualification, experience etc. At the same time, there is nothing idealistic about LG's CSR vision, nor is it in conflict with hard-headed business sense. It is purely an understanding on LG's part that the time, resources and in-house professional expertise invested in social development projects pay rich dividends to the company and the communities in

which it operates. Therefore at LG the message is clear: creating profits can and should go hand-in-hand with generating goodwill

LG also asks the candidates to undergo Psychometric tests which throws up the complete profile of the person. Keeping in view the Organizational Requirements of mindset, we look into the aspect of organizational fit and decide whether the person shall fit into the system or not. Bold display of Organizational Culture is also done so as to help align the mindset. Those not willing to accept the culture refuse to proceed further for interview thereby saving the company of valuable time and effort in inducting, grooming and developing a person. Negative Interview is conducted to assess whether the candidate would be able to survive the organizational stress at different levels. LG as a brand and a market leader in India attracts candidates in hordes and its Industry leadership status serves as a major factor in attracting employees. Therefore LG has the ability to hire the best in the industry.

Once these candidates are hired, they undergo and exhaustive induction programme for a duration of 14 days under which the candidate is acquainted which each and every aspect of the organization. A thorough integration with HR & Business Processes takes place and the formulation of a KPI is done within three days of taking the candidate onboard. Customer Department/Vendor Department interaction also takes place. LG as an organization takes pride in the fact that they have the highest manpower productivity and the lowest manpower cost in comparison to the industry. Infact LG is benchmarked in terms of manpower costing. Creative problem solving when it comes to employees is also LGs forte. The company has regular line meeting at the manufacturing lines in the factory with the workers to discuss and solve their problems then and there. Morning meeting are also the norm at LG where the whole team gets together to motivate each other. LG has come up with the unique concept of Pizza Meetings where the whole departments meets up for a pizza treat and discusses issues in an informal setting. HR melt-ins is also a regular feature at LG where the HR department meets up with the employee having a problem and their immediate senior to solve issues.

Apart from HR melt-ins, departmental melt-ins also take place at regular intervals in LG wherein the every member of a certain department meets up to discuss and solve internal issues within their department. LG also has a helpdesk facility for their employees to help them overcome every aspect of their professional problem. Business related problem solving is also a help tool available across board to all employees and cross functional Teams and TDR's also exist within the company.

HR Principles

Creativity and Autonomy An individual's creativity is the basis for value creation. LG Electronics respects diversity and autonomy, allowing each of its employees to exercise their creativity to the full. Competence Competence is the cornerstone of performance and thus we take competence to be the most important factor our personnel decisions. Performance-based Rewards Rewards based on performance are essential for motivation. LG Electronics evaluates performance results fairly and rewards them accordingly. Equal Opportunities Equal opportunities build trust among people. LG Electronics ensures equal opportunities regardless of gender, race, age, religion, or nationality. Long-term Perspective Maintaining a long-term perspective is the foundation for LG's human resource policies. LG's human resource programs are designed with a long-term perspective and implemented with dedication and persistence. Training Through its education centers worldwide, LG Electronics offers diverse educational programs to its employees. These opportunities are accorded by rank and job to encourage growth and developmentto instill the professional capabilities theyll most need, such as enabling them to apply the latest technologies to their work. Rewards

LG Electronics employs a competitive, unique rewards system that takes account of employee working situations by nation, region, and job. This rewards system motivates employees to perform better by helping enhance their quality of life. LG's rewards system features both fixed salaries and flexible salaries. Fixed salaries are determined every year through a fair evaluation process. Flexible salaries are immediate rewards given to individual employees for their performance and competence.