Samsung: South Korea's Global Giant

Introduction

Samsung is the largest South Korean multinational business firm, headquartered in Seoul. The company is efficient to produce the electricity goods and efficient services and the export of the company are for mainly in China and other geographic areas.

Purpose and functions of the human resource in Samsung

Human resource management

Human resource management is the practice where the management team is responsible to recruit and select the right candidates for the benefits of the organisations. In the recent era of globalisation, all the corporate firms including Samsung focus on human resource management strategic planning in order to retain the experienced staff in long run and achieve future success.

Purpose of the human resource management in Samsung

Meeting the organisational objective:

The organisation Samsung focuses on managing the human resource in order to satisfy the employees in the workplace as well as retain them for long run, so that they are able to manage the organisational activities efficiently. Through the human resource management practice, it is possible for the organisation Samsung can fulfil the organisational objective and expand the business sustainably.

High performance culture:

The management team of the human resource department of the company Samsung is able to manage the employees for developing high performance culture so that suitable environment can be provided to each of the staff and they can work safely with proper cooperation and collaboration. High performance culture with proper vision and mission as well as transparency and accountability are effective for maximising the organisational performance.

People management:

The human resource management system of the organisation Samsung is effective and the purpose of managing the staff is to impprove engagement with them and creates an environment where all the people can work together for better performance. In order to maximise the organisational expectations and fulfil the needs of the firm, the firm Samsung aims to improve involvement of the employees in the organisational workplace so that their contribution would be positive in order to maximise the organisational success.

Developing employee relationship:

trust and loyalty among the employees need to be improved and it is another purpose of Samsung to develop effective human resource management strategic planning so that it is possible for the organisation to develop trust and loyalty among the employees and lead the towards achieving future success through cooperation and communication.

Functions of the human resource management

Workforce planning:

Developing effective workforce is necessary where the organisational functions of managing the human resource and planning to restructure the workplace will be effective for the company to maintain workforce and maximise the downsizing workforce in the organisation Samsung. In addition to this, the human resource management team is able to manage the workforce by creating values for them and through continuous motivation and support.

Recruitment and selection:

Recruitment and selection is another major function of the organisation and through this method, the organisation Samsung can identify the right candidates for the companies. Samsung has own recruitment and selection process for the candidates and it further helps to train the employees and let them understand the organisational culture and mission so that the employees would have proper understanding about the organisational workplace practice.

Employee relations:

It is important for the organisations to develop employee relations and it is one of the effective functions of Samsung in order to maximise the employee base and achieve future organisational success. In addition to this, developing employee relationship is mandatory through improving employee engagement, managing workplace conflicts and leading the employees together through developing partnership working practice.

Training and development:

Arranging training and development program is another function of the organisation, where the companies can provide suitable training sessions and induction training to all the employees of the firm so that it is possible to enhance their skill and capabilities in near future. It is a major strategy of Samsung in order to improve the productivity and efficiency of the staff and through these functions, the management team of Samsung is able to lead the employees towards achieving the future success. Specific skill improvement and the development of the organisational tactics through innovation and creativity can be possible in future through this function of arranging training and development.

Performance management:

Performance management is another crucial function of the organisation Samsung, where the company is able to involve the employees and improve to standard f the performance as a whole. The employees become interested and motivated to perform better, where the management team focuses on performance management through providing rewards, effective training and development program as well as performance appraisals.

Reward and compensation:

Rewards and compensation design is another function of the organisation Samsung, through which the company is able to measure the performance of the employees and give them proper incentive and rewards in future. Proper incentives and restructure the reward system, compensations are effective for the employees, to b motivated and work efficiently in the organisational workplace.

Compliance:

The national and international labour laws legislations and regulations, such as Health and Safety at Work Act 2015, gender pay legislations and Minimum Wage Act 1948 have positive impacts on the organisation Samsung, where the productivity of the company can be enhanced by providing the employees safe place to work, proper wag and equal treatment in the organisation. There are also other anti discriminatory laws and organisational policies, which are beneficial for Samsung to manage the workplace and lead the employees toward achieving the future success. Hereby, the above mentioned functions of Samsung are beneficial for the organisation to establish the brand by managing the human resources in the workplace, where proper compensations and benefits and suitable organisational culture further motivate the employees to perform better and contribute positively in achieving the organisational success in near future.

Workforce planning:

Workforce planning is a continuous process of managing the workforce at the organisational workplace, where the above mentioned legislations and practice further give the chance to the organisation to recruit and select the right candidate for maximising the organisational performance as a whole.

Purpose of the workforce planning in Samsung

The purpose of the workforce planning is to improve the opportunities and scope for the business in near future, where the company Samsung can expand their business sustainably. The company focuses on maximising the productivity and develop workplace by hiring efficient employees in the workplace where the staff can handle the organisational operational activities successfully. It is also required to have effective workforce planning for improving the business environment and developing proper plan for recruitment and selection where management team is able to handle the workplace and lead the employees toward achieving the future success. In order to develop proper planning of resourcing and budget management, it is necessary to have effective workplace planning, where the company can expand their business by effective workplace planning.

Functions of workforce planning of Samsung

Business plan:

The business plan is effective, where the firm is able to develop effective strategic planning as well as set objectives, clear mission and marketing and financial objectives to restructure the organisational activities for maximising the organisational aims. It is hereby useful to set effective business gals and business plan in order to involve the investors and maximise the organisational objectives through creative business ideas.

Action plan:

The action plan is effective for HRM practice, where the organisation Samsung is able to follow particular goals and objectives through developing proper planning to clarify the resources and conduct the operational activities.

Scenario planning:

Planning the scenario of the organisation is also necessary for the company where it is possible to manage the business environment and identify the business opportunities and threats for running the operational activities in the market strategically.

Demand forecasting:

in the recent years, it is necessary for all the corporate firm including Samsung to forecast the market demand and recent trend were it is possible for the organisation to identify the numbers of employees, available in the market, efficiency of the employees, recent demand of the customers and business environment so that the brand can have clear ides to run the organisational operational activities efficiently.

Supply forecast:

It is also important for the organisation to forecast the suppliers and conduct external supply analysis in order to identify the supply of labourers in the market.

Monitoring and evaluation:

In such business environment, it is necessary to monitor and evaluate the environment to identify the future market opportunities and threats and develop effective control where the companies can expand their business efficiently. Samsung is efficient to develop effective business plan in order to expand their business across the globe through proper development of the business strategic planning.

Recruitment and selection:

Recruitment is an effective process to identify the organisational resources and fill the vacant position of the organisational workplace and selection is the method through which the organisation tries to assess the skill and abilities of the employees and hire the qualified individuals within the organisation.

Purpose of recruitment and selection for Samsung

Samsung is a technology based industry where it is necessary to analyse the skill and technological knowledge of the employees before recruitment and selection. In this regard, Samsung tries to recruit the talented people in the organisational workplace in order to train them for better performance and maximise the organisational performance as a whole. Retaining the right candidates is necessary for Samsung which in turn helps to maximise the organisational performance where the employees are able to perform better and contribute positively within the organisation.

Explanations for the functions of recruitment and selection

The functions of recruitment and selection are important in Samsung, where it can operate efficiently in the technological environment.

Stage 1:

Samsung recruits the employees according to the organisational working requirements in the workplace, where the organisational activities should be conducted efficiently to achieve future success. Job analysis is important in this regard in order to identify the actual duties and responsibilities of the staff where Samsung aims to analyse the jobs at the workplace so that the employees can understand their own responsibilities in the organisational workplace. Job description is mandatory for the employees at Samsung, through which it is possible to discuss the tasks of the employee a one to one communication further helps in this regard to provide a clear overview to all the employees about their roles and responsibilities in the organisational workplace.

Stage 2:

Job advertisement is necessary for the origination to promote the job vacancies in the job market and notify the workforce bout the vacancies s that the candidates can apply according to their knowledge and efficiencies. Job advertisement of Samsung helps the company to hire and recruit the right candidates after proper interview and assessment of their skill and expertise.

Stage 3:

The process of screening the employees at Samsung is also effective as it provides a scope to analyse the employees on the basis of their past performance and own abilities.

Stage 4:

The process of selection of the right candidates is effective for Samsung to select the right candidates for the organisational responsibility where the activities of job interview, online test are effective to choose the right candidates for the organisation.

Stage 5:

The organisation Samsung aims to check the background and details of the employees in order to analyse their past experience and performance so that they can choose the efficient employees for their organisation.

Stage 6:

Offer letter and employment contract are given to the employees ad this activity at Samsung is effective to include the employees in the organisational process.

Stage 7:

The process of recruiting the employees through review assessment is the last stage which is important at Samsung to maintain the selection based approach and choose the right candidates for achieving the organisational aims and objectives.

Task one

The evaluation of strengths and weaknesses of different approaches based on recruitment and selection of Samsung

Approaches of recruitment adopted by Samsung

Internal recruitment

The internal recruitment process of Samsung is suitable to fulfil the organisational workplace vacancies. The internal recruitment methods at the firm are such as promotion, employee referral, and transfer. There are certain advantages and disadvantages of internal recruitment system which will be discussed further.

Advantages of internal recruitment

The advantages of the internal recruitment system are easy fulfilment of the vacancies through employee referral as well as the promotion and transfer of the employees are also effective to retain he employees and efficient staff who can well acknowledged about the organisational working activities and culture. The internal recruitment is a cost effective.

Disadvantages of internal recruitment

The disadvantages of the internal recruitment system include lack of opportunities for fresh skill and new ideas and internal conflicts. These are the major disadvantages of the internal recruitment system.

External recruitment

The external recruitment of the organisation includes the pay for background check, subscribe to job boards and resume databases, and post ads online or in local newspapers. The organisational software for collecting the database of the candidates and resume as well as analyse and screen the candidates is also necessary for external recruitment system at Samsung. It is a process of fulfilling the pos of the organisation by the employees where recruitment from the external sources is conducted in the organisational workplace through job advertisement and company portals.

Advantages of external recruitment

Proper rejuvenation of the company and adaptation to changing external environment can be possible at Samsung through the external recruitment and selection process, where the company can encourage more candidates to apply for Samsung and get selected for effective organisational post. The company Samsung is also advantages for such external recruitment process where the company can have the option with variety of skill and knowledge of the candidates to recruit in the organisation.

Disadvantages of external recruitment

It is costly and time taking process where the firm may face difficulties in choosing the right candidates in the market.

Approaches to recruitment adopted by Samsung

Online recruitment:

Advantages

The online recruitment is effective where the organisation Samsung has bigger pool of candidates, from which the organisation can select the efficient candidate for the organisational post. Apart from that, cost for online recruitment is less as compared to other recruitment strategies at Samsung.

Limitations

It also has some disadvantages and limitations in the organisation, where publishing in newspaper is costly as compared to other form of online recruitment and apart from that, it is difficult for the organisation to select the right candidate out of huge numbers of employee pool in the job market.

Recruitment agencies

Advantages

The recruitment agencies are also playing crucial role in recruiting the right candidates in Samsung and in this regard, the constant flow of candidates, proper job description and specifications and proper database of the employees are the major advantages where the recruitment agencies are efficient to handle the employee database and choose the right candidates for the origination.

Limitations

Through the online recruitment process by recruitment agencies, the company can access a part of employee pool in the job market and it is the major disadvantage while considering the recruitment agencies.

Approaches of selection in Samsung

There are different approaches of the company for recruiting and selecting the right candidates for the organisations which are GSAT or Global Samsung Aptitude Test, technical paper, technical interview, HR round, physical exam. The tests are performed well and this is effective for the HR mangers at Samsung to identify the right candidates for the organisational activities where the employees would be able to perform efficiently and fulfil the organisational aims and objectives strategically. The selection process is also advantageous for the company where the employees are skilled and they try to perform better to achieve future success.

Disadvantages of the selection process

There are certain disadvantages of the selection process, where the company face the issue of lack of reliability and wrong usage of resources and the fear of exposure.

Interview process and its advantages

interview process is another selection process, where the company can select the right candidates after analysing the skill and efficiencies of the people and it is effective to have one to one communication between the HR manager and the candidate which helps to improve the understanding of the manager about the abilities of the candidates in performing better in the organisational workplace.

Disadvantages of interview process

the major disadvantages of interview process of the organisation is that there is lack of efficiency of the manager where it is difficult to identify the suitable candidates for the organisation and thus the fir Samsung faces problems to take interview of the candidates and choose the right candidates as well.

Conclusion

the above analysis of Samsung is effective where it is possible to understand the advantages and disadvantages of different recruitment and selection method in the company, where Samsung tries to develop effective strategies to recruit and select the right candidates in the organisational workplace through internal recruitment including promotion and employee referral, external recruitment including job advertisement, as well as the section process of online test and personal interview.

Task two

Introduction

British Broadcasting Corporation and BBC is the public service broadcast where the companies are efficient to employ more than 21000 people in the company in order to run their operational activities efficiently. The human resource management strategic planning of BBC is effective where there are four priorities of the organisation such as developing effective business models for successful participation, developing effective strategy to engage the employees, developing suitable culture ensuring the services and human resources, so that the company will be able to run their operation proficiently by engaging with all the staff at the organisational workplace.

The Evaluation of the Human resource of management practices in BBC

Training and development

In order to maximise the performance of the organisation BBC, it focuses on arranging training and development program for the employees so that the employees can manage their responsibilities and enhance their skill and abilities to perform better in near future.

Benefits of Training and Development

The training and development program of BBC is effective to maximise the organisational performance, create new ideas by engaging the people, enhance the employee’s skill and efficiencies and create multiple platform to work efficiently.

Main stages of recruitment and selection

Recruitment and selection has major stages through which it is possible to recruit the right and efficient candidates and maximise the organisational performance.

Evaluation of the training using Kirkpatrick model

The four levels are such as Reaction, learning, behaviour and result, where each of the levels are important in order to train the employees in the organisational workplace. In this regard, trainee evaluating instructor, material, presentation and venue are necessary in the level one of reaction and under the second level, learning assessment needs to be developed to identify the learning needs of the employees. The third level is effective to manage the behaviour of the trainee and the fourth level is result where the trainer analyse the situation and measure the outcome of the organisation.

Reward management

Reward management is effective in the organisational context, where it is necessary for the organisation to reward the people in a far ad equitable manner so that the management team can maximise the values of the employees in long run. It is also necessary for the human resource management team of BBC to develop pension scheme for the employees as well as fulfil the needs and preferences of the employee through monetary and non monetary reward system.

Benefits of reward Management

The reward system of the company BBC is effective and it provides a scope to the management team to retain the efficient employees and empower the employees to take active part in the organisational decision making behaviour. The purpose of the reward system at BBC is to motivate the employees and lead them towards long run in order to achieve the organisational success sustainably. The employees become interested to earn extra through incentives so that they can fulfil their needs and preferences at the organisational workplace.

Evaluation using Abraham Maslow Theory

The theory of Maslow’s hierarchy of needs is effective which was introduced in the year of 1950 and this theory provides an overview about different needs of the individuals. The first is psychological needs which include the requirement of food, air, water, shelter and clothing which are the basic needs of the employees. The second is safety needs, where the employees require safety and security at the organisational workplace to achieve healthy lifestyle. The third is the need for love and belonging, where the employees prefer to develop strong corporate binding in the organisational workplace and work as a team in future. The fourth and fifth needs are self esteem and self actualisation respectively where the employees prefer to improve status, get freedom and respect at the workplace of the organisation.

Task three

Employee relationship is effective in the recent years were the HR management team focuses on building strong corporate relationship with the employees at the workplace and good relationship between the leader and the employees will be beneficial to achieve success cooperatively. In this regard, McDonald’s as a famous company as a food chain, focuses on building strong employee relationship at the organisational workplace so that it is possible for the company to improve their performance and recruit the right candidates for the organisational responsibility. McDonald’s is an American organisation which is operating in the fast food industry, which is established in the year of 1940 ad the restaurant is operated by MacDonald and Richard MacDonald in San Bernardino, California. The logo of the organisation has been designed in 1953 and the location is Arizona. The company has a huge numbers of shops across more than 100 countries and the employees are efficient to manage the organisational operational activities in the workplace. Employee relationship is the strategy of McDonald’s, through which the company tries to manage the fast food retail chain across the international borders. The employees are the major stakeholders of the company and thus the management team and the leader give high preference to all the staff and maximise their values at the organisational workplace. The company is also efficient to handle more than 100000 employees across the globe, which are playing crucial role in achieving the organisational success. Hereby, employee relationship is playing a crucial role in enhancing the organisational profitability and sales volume, where the company is able to retain the efficient staff and employees for maximising the organisational performance as a whole. employee relationship is also beneficial for the organisation to support the decision of the managers and it further provides a scope to the organisation to maximise the organisational goals and objectives and it further improve employee engagement in the workplace, where the employees rely and trust on the managers and they try to cooperate an collaborate with others for performing better. Psychological contract of the employees can be improved and the staff members are trying to participate in the organisational working activities where it is possible for them to be interested and motivated further in order to maximise the organisational aims and objectives. Trust and loyalty among the employees at McDonald’s are also enhanced where the employees are engaged well at the organisational workplace and they try to contribute positively in achieving the future organisational success. McDonald’s is efficient to retain the employees for long run and maximise their values through rewards and incentives as well as employee engagement strategy where the management team focuses on developing strong corporate relationship and improve bonding among all the employees.

UK employment legislation

Equality Act 2018 is effective at the workplace where it provides a scope to the managers to manage the employees equally and treat them positively at the workplace; proper treatment and equality at the workplace further enhance trust and loyalty among the employees, where the organisation can retain them for long run. Managing transparency and accountability at the workplace can be done under the workplace and the management eta can ensure that there would be no discrimination in terms of race, ethnicity and language gap. The Health and Safety at Work Act 1974 is also another effective legislation in the organisation through which the management team of the organisation can ensure safety and security of the employees at the workplace. This in turn helps to McDonald’s to manage the employees and enhance their safety and security by providing safe workplace to perform. McDonald’s is efficient to manage the position of the organisation in the global food market by managing human resource management and it has been se that, the company is able to implement the above mentioned employment legislations and run he organisation sustainably by managing the workforce sustainably.

Task three

Important of recruitment and selection process at McDonald’s

The employees are the ore part of the firm and it is the responsibility of the organisation to manage the staff and lead them towards achieving success. The recruitment and selection process of the company McDonald’s is suitable to choose the right candidates and enhance the organisational growth and development in near future.