South Korea's largest conglomerates, including Samsung, SK, and LG, are aggressively deploying generative AI tools across their workforces this year. After years of restricting external models due to data leak fears, these companies are now mandating large-scale AI training for thousands of executives and employees to overhaul daily operations and maintain market competitiveness.
SK Group's aggressive agent strategy
SK Group is pushing for widespread AI adoption across its subsidiaries. "It is time to enter AI transformation at full speed, in all directions," SK Group Chairman Chey Tae-won said during the 2026 New Icheon Forum. Chey proposed deploying "one agent per person" and creating dozens of his own AI avatars to communicate directly with management and staff across the group. To support this, SK relies on internal technologies like SK Telecom's proprietary large language model AX and SK hynix's generative AI platform GaiA.
Samsung reverses its 2023 ban
Samsung Electronics has reversed its 2023 ban on external generative AI, enacted after an employee accidentally uploaded proprietary source code to ChatGPT. The company now permits employees in its Device eXperience division to use ChatGPT, Claude, and Gemini Enterprise. Its Device Solutions division is currently using Claude and plans to adopt ChatGPT this month. To support this shift, Samsung will provide hands-on AI training to approximately 2,300 executives and aims to complete AI education for all employees by year-end. This large-scale rollout presents a clear model for professionals managing AI for Human Resources and workforce development.
LG's phased executive training
LG Group has structured its AI adoption around a three-stage training program for CEOs and senior executives. After an initial phase focused on individual productivity, the group began rolling out corporate-level application training last month. Starting next month, business operations executives will receive separate instruction themed "AI for customers" to develop commercialization strategies. The group remains cautious about external tools, prioritizing its proprietary hyperscale AI model, Exaone, despite LG CNS partnering with OpenAI and Anthropic. HR leaders overseeing these transitions can adopt a structured AI Learning Path for HR Managers to align education with business objectives.
Why this matters for human resources
HR departments must now manage the transition from strict AI prohibition to structured, role-based adoption. The shift at these major firms shows that blanket bans are giving way to mandatory, tiered training programs. HR professionals will need to track completion rates for executive boot camps, monitor internal tool adoption against external model usage, and ensure data security protocols are embedded directly into new employee onboarding workflows.
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