What happened
LG Chem announced that its K‑New Deal Academy “Let’s Grow with LG Chem” program has graduated its first cohort of roughly 150 young people. Over 12 weeks, participants received hands‑on training covering the chemical‑industry value chain, report writing, data analysis and the application of artificial intelligence in industrial settings. The company mobilised about 130 internal experts—from quality and operations to marketing and sales—to act as instructors, providing one‑on‑one mentoring, mock interviews and real‑world AI case studies. The curriculum is tied to LG Chem’s internal certification tracks, including Green Belt and Artificial‑Intelligence‑Transformation (AX) expert credentials. LG Chem plans to train a total of 200 participants in 2026.
On 11 November 2026, LG Chem held a graduation ceremony at its Hwachi Training Center in Yeosu, South Jeolla Province for the first cohort of its K‑New Deal Academy “Let’s Grow with LG Chem” program. The ceremony marked the completion of a 12‑week practical training track that combined industry‑specific knowledge with data‑analysis and AI application modules.
The program enrolled about 150 participants, most of whom are recent graduates or early‑career job seekers. Training was delivered by roughly 130 LG Chem employees, including National Masters of Quality, who acted as instructors across functional areas such as quality control, operations, facilities, marketing and sales. Instruction included one‑on‑one mentoring, mock interviews and hands‑on AI case studies drawn from real LG Chem projects.
Curriculum components were linked to LG Chem’s internal certification system. Participants could earn Green Belt (GB) credentials, which focus on lean‑six‑sigma methodologies, as well as Artificial‑Intelligence‑Transformation (AX) expert certifications that validate the ability to design and deploy AI solutions in an industrial context. Assessment was based on assignments, project work and evaluations conducted by the instructors.
LG Chem stated its intention to train a total of 200 individuals in 2026, indicating that the inaugural cohort represents roughly three‑quarters of the year’s target. The company framed the initiative as part of its broader commitment to nurture talent capable of driving future industry growth through AI‑enabled processes.
Why it matters
Workforce development is a critical bottleneck for the broader adoption of AI across traditional manufacturing sectors. By AI training within a chemical‑industry context, LG Chem is creating a of talent that can bridge the gap between data science theory and practical, plant‑floor applications. This approach could accelerate AI‑driven process optimisation, predictive maintenance and sustainability initiatives in heavy‑industry settings, where skilled personnel are scarce. Moreover, the program’s integration with internal certification schemes signals a move toward formalising AI competencies as part of corporate skill standards, potentially influencing other Korean conglomerates to adopt similar models. The initiative also aligns with South Korea’s national “New Deal” strategy to upskill workers for a digital economy, suggesting policy relevance and possible public‑private collaboration. However, several unknowns remain: the selection criteria for participants, the cost (if any) to trainees, and whether the program will be open to external candidates beyond LG Chem employees’ families or partners. The scalability of the model—whether the 130‑expert instructor pool can support larger cohorts or be replicated at other sites—has not been detailed. Finally, the concrete impact on participants’ employment outcomes and on LG Chem’s operational efficiency has yet to be measured.
The chemical manufacturing sector has traditionally lagged behind tech‑centric industries in AI adoption due to the complexity of process data and a shortage of domain‑aware data scientists. By AI training within the context of actual plant operations, LG Chem is addressing both the talent gap and the need for industry‑specific AI expertise.
Formalising AI competencies through internal certifications could set a precedent for other Korean chaebols, encouraging a standardized approach to AI skill development across heavy‑industry firms. This may also influence national workforce policies aimed at meeting the AI talent demand outlined in South Korea’s “New Deal” economic plan.
If the program successfully translates training into measurable operational improvements—such as reduced downtime, optimized energy consumption or enhanced product quality—it could serve as a case study for the ROI of corporate‑led AI upskilling. Such outcomes would be valuable for investors and policymakers assessing the economic impact of AI integration in traditional manufacturing.
The involvement of a large pool of internal experts demonstrates a commitment of resources that may be difficult for smaller firms to replicate, highlighting the potential for larger conglomerates to lead AI talent pipelines. This could exacerbate competitive disparities unless similar programs are supported through public‑private partnerships.
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What to watch next
Future cohorts and expansion plans, especially whether LG Chem will open the program to a broader applicant pool or partner with educational institutions. Monitoring the adoption of AI‑related certifications (Green Belt, AX) within the company’s workforce could indicate how deeply AI skills are being institutionalised. Additionally, any reported improvements in plant performance, cost savings or sustainability metrics linked to the trainees’ AI projects would provide evidence of the program’s practical impact. Watch for policy statements from South Korean ministries on scaling similar industry‑focused AI training initiatives.
Expansion of the K‑New Deal Academy to additional locations or partnerships with universities and vocational schools, which would broaden the talent pool and increase the program’s reach.
Data on post‑graduation employment outcomes, such as placement rates within LG Chem or other industry players, to gauge the program’s effectiveness in improving job prospects for participants.
Evidence of AI‑driven projects completed by trainees that lead to quantifiable improvements in LG Chem’s operations, providing a tangible link between training and business value.
Policy developments from South Korean ministries that may fund or incentivise similar industry‑focused AI training initiatives, potentially scaling the model nationwide.