Succession

Succession Planning

Our Approach

We position structured leadership development as a key pillar of our human capital strategy, strengthening the talent pool to drive sustainable corporate value.

We cultivate next-generation leaders for mission-critical roles through long-term development, strategic assignments, and opportunities to sharpen decision-making.

Governance and Structure

Guided by executive leadership, our Succession Ladder Development Office within the HR unit plans and executes succession strategies.
Besides designing development programs, the office manages succession ladders, monitors executive potential, and guides individualized development plans.

Key Components of Succession Programs

CEO Succession Program (2nd-Generation)

Launched in 2022, this leadership program developed 16 high-potential internal candidates selected for executive succession.
It combined academic learning with practical sessions that re-enacted founding CEO decisions; the curriculum distills codified founder judgment into a structured training blueprint.
In 2025, a graduate of this program was appointed as second-generation President and CEO.
CEO Succession Program (3rd-Generation and beyond)

Building on insights from initial cohorts, we established this ongoing development program in 2025.
By developing future executive candidates over multi-year horizons, we ensure a continuous leadership pipeline spanning third and fourth-generation successors.
Female Executive Leadership Program

Designed to expand executive diversity, this selective initiative accelerates senior leadership readiness for top-performing female professionals.
Featuring lectures by current executive officers alongside academic modules, it expands business perspective and instills an executive mindset.
With 13 graduates to date, we actively widen the pipeline of female leaders across the company.
Young Talent Development Meeting (Selection Board for Designated Talent)

This strategic meeting identifies, tracks, and accelerates top-tier early-career professionals across business units of the entire company.
Executive management evaluates nominated candidates' backgrounds, goals, and growth themes to plan long-term career trajectories. Considering future org structures and strategy, we drive optimal appointments to vacant or newly created positions.
Operating divisions maintain local talent boards to customize development frameworks and workforce allocation to business needs.