[Edaily Reporter kim mi-kyung ] LotteChilsungBeverage is shifting to a role- and performance-based personnel system by introducing “GL” (Growth Level), the Lotte Group’s new personnel system. The plan is to unify all employees under the single title of “Pro” and strengthen the evaluation and compensation systems based on role and expertise rather than seniority.

According to the food and beverage industry on the 30th, #LotteChilsungBeverage will implement a “job-based HR system” starting on the 1st of next month. This is part of the GL system currently being promoted by the Lotte Group, and its core objective is to reorganize the existing rank-based personnel system into one centered on job roles and performance.

Under the new system, the existing four-tier rank structure—comprising “Staff,” “Assistant Manager,” “Manager,” and “Senior Manager”—will be abolished, and all employee titles will be standardized as “Pro.” Going forward, actual job performance and professional expertise will be reflected more directly in personnel evaluations and compensation than years of service or rank.

The performance-based compensation system will also change. Compensation levels will be differentiated by comprehensively reflecting individual performance evaluations, job difficulty, and roles. Whereas previously performance bonuses were distributed relatively evenly across job grades, the system will now shift to a performance-centered structure where bonus amounts vary based on individual capabilities and achievements.

The job classification system will also be subdivided from the current 39 categories to 51. This measure aims to more clearly distinguish each employee’s role to enhance job expertise and strengthen a job-based talent development system. However, managers such as team leaders and production/skilled workers (T-group) will retain their existing title structures.

This reorganization is seen as an effort to move away from a seniority-based organizational culture and establish a more horizontal one. Since there are few examples of the full-scale adoption of role-based HR systems in the food industry—which is known for its conservative organizational culture—this move is drawing attention within the industry.

Lotte Group is expanding the GL system to its major affiliates as part of its efforts to innovate its HR system with a focus on expertise. Previously, Lotte Biologics, LOTTE INNOVATE, LOTTE CHEMICAL CORPORATION, LOTTE WELLFOOD, and Daehong Planning introduced the system and are currently operating it using single titles such as “Pro,” “Manager,” or “Mr./Ms.,” tailored to the characteristics of each affiliate.

A representative from LotteChilsungBeverage stated, “The transition to a role-based HR system is intended to secure professional expertise and competitiveness in response to changes in the business environment and the talent market,” adding, “We plan to drive the sustainable growth of both the organization and its workforce by restructuring the HR system to focus on competencies and expertise.”