HR Functions in Samsung Company

This assignment discusses the existing practices of key HRM Functions in Samsung Company and analyzes the complexities of international assignments. It explores the strategies used for workforce planning, hiring and selecting employees, training and development, and performance management. The document also covers the approaches of HRM and the significance of employee relationships in HRM.

Bachelor of
Business Administration (Hons)
Assignment

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Unit Title Learning Outcomes
International Human Resource Management LOC 1, 2
Student Information:
Student Name / Student ID Number: Sithsara arundhathi perera / ECC-F-20-21-163
Assignment Title Assignment – Individual Assignment
Assessor Name Ms. Niranji
Date Issued Deadline Submitted On
15.09.2022 15.11.2022 14.11.2022
Course Title: Bachelor of Business Administration (Hons)
Assessor Feedback
Action Plan
Student Feedback

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Final Grade
Awarded
Internal Verification
IV Name Signature Date
Assessor Name Signature Date
Student Verification
I understand the feedback given to me and agree to carry out the actions in
future works as required and indicated.

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ASSESSMENT DECLARATION FORM
Student Name Sithsara arundhathi perera
Student Reg No. ECC-F-20-21-163
PLEASE TICK TO INDICATE THAT YOU HAVE SATISFIED THESE REQUIREMENTS
This assignment is my own work, I have not participated in collusion, nor have I previously
submitted this or a version of it for assessment in any other Unit of Study.
I have taken proper and reasonable care to prevent this work from being copied by another
student.
I confirm that I have clearly indicated, by in text and end Referencing, where I have used
someone else’s graphics or data, concepts, words, irrespective of whether I have quoted or I
have paraphrased in my own words.
I have carefully read the assessment criteria that will be used to evaluate my work as given
below.
ASSESSMENT CRITERIA
Choose a multinational organization as per your interest and discuss the existing practices of
key HRM Functions in that selected organization. Further, you are required to analyze on
various issues pertaining to the complexities of an international assignment and provide
suitable implications to mitigate these complexities.
I certify that the statements I have attested to above have been made in good faith and are true and
correct. I also certify that this is my work and that I have not plagiarized the work of others and not
participated in collusion.
Sithsara perera 14.11.2022
Student Signature Date

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Plagiarism
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correct referencing practices. As a university level student, you are expected to use appropriate references
throughout and keep carefully detailed notes of all your sources of materials for material you have used in
your work, including any material downloaded from the Internet. Please consult the relevant unit lecturer
or your course tutor if you need any further advice.
Student Declaration
Student Declaration
I certify that the assignment submission is entirely my own work and I fully understand the
consequences of plagiarism. I understand that making a false declaration is a form of malpractice.
Student signature: sithsara perera Date: 14.11.2022

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European city campus and City University Malaysia
Bachelor of Business Administration (Hons)
Assignment
Human Resource Management
Samsung company
Words 4200 assignment body

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Contents
Executive summary ....................................................................................................................................... 7
Introduction ................................................................................................................................................... 8
HR functions and key responsibilities. ......................................................................................................... 8
Functions of HRM ........................................................................................................................................ 9
Training and development ........................................................................................................................ 9
Recruitment and selection ......................................................................................................................... 9
Purpose of HRM functions along with their roles and responsibilities................................................. 9
An evaluation of the strategy used for workforce planning, hiring and selecting employees, training, and
development, and performance management. ............................................................................................. 11
Methods of selection in Samsung company ............................................................................................ 13
Different methods used in HR practices. .................................................................................................... 14
▪ Training and development .............................................................................................................. 14
▪ Recruitment and selection ............................................................................................................... 14
Benefits to employees ............................................................................................................................. 14
Benefits to employers ............................................................................................................................. 14
Samsung HRM policies, practices, and trends ............................................................................................ 15
Strategic nature of HRM ............................................................................................................................. 15
Strategic HRM's objectives are to: .......................................................................................................... 16
People valued in Samsung .......................................................................................................................... 17
Use of HR function to operate .................................................................................................................... 18
Conclusion .................................................................................................................................................. 20
References .................................................................................................................................................. 21

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Executive summary
hereby declare that the work present in this assignment was submitted by me to the European city
campus in fulfillment of the Bachelor of honors in business administration and the project work
carried out by me with the guidance of the lecturer Ms. Niranji. I further declared that the work
reported in this project has not been submitted, either in part or in full for the award of any other
degree or diploma in this institute or any other institute.
First of all, I would like to thank the European city campus and city university Malaysia for
allowing me to be a part of the bachelor of business administration. In preparation for my
assignment, I had to take the help and guidance of some respected persons, who deserve my
deepest gratitude. As the completion of this assignment gave me much pleasure, I would like to
show my, Course Instructor Ms. Niranji, on the European city campus for giving me a good
guideline for assignments throughout numerous consultations. I would also like to expand my
gratitude to all those who have directly and indirectly guided me in writing this assignment,

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Introduction
An activity that firms utilize to manage relationships between employees and manage them
properly is referred to as human resource management. To do this, they must take care of them in
terms of their performance management, evaluation, appropriate training, etc. This phrase refers
to the management of resources about the people who work for the business. The basic goal of
HRM is to maximize resources to increase employee productivity. I have chosen the Samsung
Corporation, a maker of electrical gadgets, for this study. Lee Hyung-Chull founded the company
in 1993.
One of the biggest manufacturers of electronic products worldwide is Samsung, a South Korean
business. Appliances, digital media devices, semiconductors, memory chips, and integrated
systems are just a few of the consumer and industrial electronics that Samsung specializes in
producing. A quarter of South Korea's total exports are produced by this company, which has
emerged as one of the most renowned names in technology. (bonderenko, n.d.)
The goal and purposes of HRM techniques for workforce planning will be covered in this paper.
Additionally, the study will cover the strengths and drawbacks of various approaches to
recruitment and selection as well as the significance and advantages of HRM-related activities for
both employees and employers. Additionally, it will cover the significance of employee
relationships in HRM.
HR functions and key responsibilities.
Hiring, training, staffing, and motivating employees are all part of HRM, which is the activity of
keeping them in an organization. The best example of employing new employees and educating
them so that they may contribute to the accomplishment of a set of objectives and enhance
organizational growth is found in HRM. The HR manager at Samsung is tasked with researching
the business-related needs of the company's employees and ensuring that they receive the right
training and development opportunities to advance their careers. Practices in human resource
management (HRM) aid businesses in boosting productivity and profitability. The following
describes a few actions.

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Functions of HRM
Training and development
The company uses training and development as one of its strategies for raising the level of
employee skills. Employees are given the opportunity to improve both their performance and
practical skills in this particular workshop. All of this aids the organization in successfully
accomplishing its aims and goals. Due to the fact that Samsung is involved in sales and marketing,
they are compelled to offer specific training and motivational sessions pertaining to sales to their
staff on a regular basis.
Recruitment and selection
The duty of choosing the right candidates from a big pool of applications is enormous. This
requires a keen sense of perception as you go through the numerous applications that are sent to a
corporation. The HR staff moves on to schedule and do interviews after the shortlisting procedure
is complete. The HR managers now have to evaluate the candidate on a variety of fronts, from
their educational background and capacity to their personal traits. To identify the best candidates
for the position, they might also need to compare different evaluation procedures. Background
investigations on the selected applicants may also fall within the purview of the HR department.
which is capable and aware of the job roles and responsibilities they have to perform. it is very
important for the manager of Samsung to hire employees with a proper set of skills to help them
achieve their goals and objectives effectively.
Purpose of HRM functions along with their roles and responsibilities.
• Maintaining successful employee relations - The major goal of HRM activities is to maintain
effective relationships among workers to decrease disputes and help the employees work more
productively. Its primary functions and duties include including employees in decision-
making, which boosts their morale and makes them feel like valued members of the team.
Ex: At Samsung, the HR department mostly conducts meetings or seminars where workers
may directly discuss their concerns and potentially come to a resolution. This is how big
problems among employees at Samsung are often settled.
• Training and development - the major goal of these activities is to educate staff members so
they can do their jobs more successfully and efficiently. Giving employees on-the-job training,

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resolving their problems and disagreements, and ensuring their effectiveness in carrying out
their tasks are the main duties and responsibilities.
Ex: When a corporation implements technological changes on the job, the employee is
largely uninformed of them and may feel fearful. In order for them to quickly adapt to
changes, it is the HR department's responsibility to provide them with the appropriate
training.
Approaches of HRM
Enhancing employee productivity is the primary purpose of HRM in order to meet organizational
goals and objectives. In order to increase productivity for the firm, it is the manager's duty at
Samsung to foster good connections between superiors and employees. A pleasant workplace is
also beneficial in accelerating the expansion of the business. The HR manager at Samsung employs
every strategy at their disposal to retain staff for extended periods of time. Two strategies, which
are covered below, are used to carry out HRM duties inside a company efficiently.
• Soft approach: Employees are recognized as the primary resource inside the corporate
organization and are essential sources to achieve a competitive advantage in this approach to
HRM. The requirements of the organization's personnel are planned for appropriately and they
are regarded as people. They put a strong emphasis on developing their talents and creating
effective strategies and programs to help employees improve their development skills. They
also focus on the requirements of the workforce. Samsung treats its workers as unique people
with different goals. They put a lot of emphasis on creating long-term plans and engaging in
two-way dialogue with both employers and employees.
• Hard approach: The employees of a company are viewed as resources, similar to machinery
and buildings, under this approach to human resource management. Employees are managed
in such a manner that their potential is realized and the intended outcome is reached. This has
a close connection to corporate business planning, including what resources are needed, how
to obtain them, and how much they will cost. HRM is focused on identifying the business's
workforce needs and hiring and managing people accordingly. Since its staff is one of its most
valuable assets or resources, Samsung does not adopt this strategy.

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HR assists in obtaining talent in the relevant organization by carefully identifying and hiring
workers with the best potential to carry out their duties and achieve the aims and objectives of
the business. HR makes the necessary applicant selections and offers them training resources
that will enable them to perform well. Higher production and profitability can be attained as a
result.
An evaluation of the strategy used for workforce planning, hiring and
selecting employees, training, and development, and performance
management.
Situational workforce planning: This strategy is comparable to traditional workforce planning in
that it analyzes differences between the required and actual headcount. The Samsung corporation
only does this once to meet a particular business difficulty.
On-the-job training - Employees receive this training while working, designed to help them do
their jobs more efficiently.
Total reward strategy - This encourages employees to complete their work efficiently to earn
additional prizes. As a result, superior performance is rewarded with a salary increase, a pension,
and a flexible work environment.
The total quality strategy is centered on ensuring that workers produce high-quality work and meet
the company's goals and objectives by effectively controlling and monitoring their performance.
Through recruiting and selection processes, the HR manager has chosen individuals who can help
the business expand. Because there are so many options for candidates, Samsung employs both
internal and external methods of recruiting. In order to find the best candidates among them, only
those applicants who successfully complete the recruiting procedure are shortlisted for the
selection process. The Samsung Company employs the following approaches for hiring and
choosing employees:
• Internal recruitment process: Internal recruiting process is the method used to fill gaps
within the organization. This procedure boosts morale and reduces expensive spending,
which enables an organization to enhance productivity. According to the HR manager at

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Samsung, promotions may only be given to current employees whose talents and abilities
match the requirements of the desired job inside the firm.
Strengths weaknesses
Only when an individual is promoted inside the
organization is this strategy used to motivate
them.
Employee expectations are raised through
internal hiring. Furthermore, promoting
everyone is not simple for an organization or a
manager.
Since there is no need for them to spend money
on training new staff, it is also a time and money-
saving method for the organization.
The promotion of one employee may also
demotivate other workers. This may lead to
disagreements among them, which would have a
direct effect on how well they handled their
professional responsibilities.
• External recruitment process: The method used to bring new employees into the company
is known as the external recruitment process. Innovations and new ideas can help an
organization succeed and achieve its objectives. This technique is employed to draw more
applicants' attention to the organization. Samsung’s HR manager draws attention to the
hiring process by using an online recruitment strategy. The following are the benefits and
drawbacks of using online recruitment techniques. (yonhap, 2020)
strength Weaknesses
The recruiting process may be sped up and
administration can be simplified with this
strategy, which is also affordable.
Where candidates lack computer literacy, it
may be considered discriminatory. This
appears to be this approach's weak point.
Using this strategy, large numbers of
applications may be handled consistently,
and it's simple to keep track of the number
of responses and learn what words and job
ads get the greatest reaction.
Because so many improper candidates
upload their data incorrectly and waste the
company's time, caution must be taken
before hiring a candidate for a position.

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Methods of selection in Samsung company
• Interview: Interviews are used by Samsung's HR managers to choose the most qualified
candidates for open positions. They can choose personnel using these strategies from both
internal and external sources of hiring. This makes face-to-face contact simpler for the
interviewer and reduces the possibility of fraud while also assisting in the analysis and
evaluation of the interviewee. The following are some advantages and disadvantages of
this approach of selection.
Strength Weaknesses
Since both sides are presented in a face-to-
face conversation throughout the
interview, it is quite simple to spot fraud
and mistakes.
Since it is difficult for any interviewer to
choose appropriate, accurate, and
acceptable personnel after a single
interview, this procedure is considered
incomplete.
• Application form: The manager of the HR department at Samsung may also utilize this
technique since it will enable them to choose the best candidates for the position that has
been shortlisted. This will support their efforts to choose applicants from both internal and
external sources of selection. The following are the method's advantages and
disadvantages:
Strength Weaknesses
▪ possess a specified format.
▪ Comparisons between several
applications are simple.
▪ The HR manager can use this strategy
to choose the best candidate from the
group as well.
▪ massive and drawn-out procedure.
▪ Personal information could end up in
the wrong hands.
▪ The cost of this approach continues to
be considerable, which affects total
profit margins.

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Different methods used in HR practices.
HRM practices are those that assist individuals in managing and maximizing their performance.
HRM is regarded as one of the contemporary companies' most crucial organizational practices. It
aids a company in fostering better working conditions for both parties. Managers of the Samsung
Company have highlighted the following as examples of numerous HRM practices they have taken
into consideration: (blog, n.d.)
▪ Training and development: The business should devote most of its resources to training
and development programs so staff members can more readily use contemporary
technology and advance their practical knowledge and abilities. Development and training
are essentially two halves of the same coin. It includes holding training seminars for skill
development, holding orientation sessions for newly hired staff, etc. On the other hand,
development is a wider concept that concentrates on the complete personality development
of Samsung employees.
▪ Recruitment and selection: Finding and recruiting the most suitable applicant for a job
position quickly and affordably is called recruitment. In the case of Samsung, their hiring
and choosing procedures are often a component of their work environment. The hiring and
selection procedures used by Samsung Company managers are extremely regimented
because they believe in matching the right individuals with the appropriate job profiles.
Benefits to employees
• Employee skill levels and areas of expertise can be improved via training and development.
• HRM practices are crucial for workers because they give them a positive work environment
free from discrimination.
Benefits to employers
• Employers may increase their organization's productivity by retaining employees via
training and development.
• Managers and business owners may achieve organizational goals more quickly by making
the correct candidate selections. As an illustration, an employee who is knowledgeable
about the marketing plan Samsung has chosen might help other members of the marketing
department to promptly fulfill everyone's needs.

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Samsung HRM policies, practices, and trends
In recent times, human resource management (HRM) has assumed new prominence because of
continuing concerns about global competition, the internationalization of technology, and labor
productivity. It is argued that these market imperatives require managers to change how they
manage the employment relationship to allow for the most effective utilization of human resources
(HR). Managers and academics argue that the traditional approaches to managing workers are
inappropriate ‚can no longer deliver the goods. Harnessing a worker's full potential and producing
the attitudes and behavior considered necessary for competitive advantage requires three aspects
of managerial control to change: organizational design, culture, and HR policies and practices.
Current managerial orthodoxy, therefore, argues the need for a restructuring towards hierarchical
structures, an enlargement of job tasks with greater employee autonomy, and executive leadership
to shape the more intangible aspects of the workplace, for example, beliefs, norms, and values.
1. The strategic human resource management (SHRM) and its practice in one of the world’s
biggest company Samsung group. And evaluate how Samsung is practicing human
resource management.
2. HR functions and various models and how Samsung adopt vertical and horizontal
integration in their human resource department and then give some recommendations for
Samsung according to the discussion.
Strategic nature of HRM
The significance placed on strategic integration, which stems from top management vision and
leadership and necessitates complete employee engagement, is arguably the most important aspect
of HRM. The majority of them think this is a crucial policy objective for HRM, which is concerned
with the organization's capacity to integrate HRM issues into the strategic plane, to ensure that the
various HRM components are coherent, and to motivate line managers to take an HRM perspective
into account when making decisions.
One of the fundamental elements of the conventional definitions of HRM is that strategic planning
should be integrated into human resource policy.

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Strategic HRM's objectives are to:
Create strategic capacity by ensuring that the company has the knowledgeable, devoted, and highly
motivated personnel it needs to maintain a competitive edge; Provide guidance in a frequently
chaotic environment so that the organization's business needs and the individual and group needs
of its workers may be satisfied via the creation and execution of clear and useful HR policies and
programs; Establish unified frameworks that are inclusive, flexible, and integrative.
Models of Strategic HRM
• High-performance\management
• The organization’s strategic goals and those of its divisions and staff members at all levels
are clearly aligned.
• Management specifies what it wants in the form of performance enhancements, establishes
success criteria, and tracks performance to ensure the objectives are met.
• Top-down leadership fosters a shared commitment to ongoing development.
• Put your efforts into encouraging good attitudes, which result in the growth of engaged and
motivated staff.
• Performance management practices are matched to the organization's goals to guarantee
that workers are motivated to meet high levels of performance.
• People are given chances to utilize their skills and abilities fully.
• People are appreciated and compensated in accordance with their contributions.
• High-commitment\Management
• The creation of career ladders and a focus on trainability and dedication as highly regarded
qualities among employees at all organizational levels.
• Strong functional freedom and the renunciation of potentially restrictive job descriptions
• The elimination of status differences and the flattening of hierarchies
• Reliance on team structure for problem-solving, information dissemination, and task
organization.
• Increasing the intrinsic happiness gained from work through job design.
• New types of evaluation and payment procedures.
• High levels of employee participation in quality management.

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People valued in Samsung
The Samsung approach may be summed up as an endeavor to continually satisfy consumers in
three key areas: quality, time-to-volume, and ease of doing business. In order to achieve these
objectives, the firm is continually evolving and reinventing itself. Each of these factors has
important ramifications for the company's employees, and Samsung management methods are
intentionally designed with this in mind. This pattern is partly explained by Samsung's focus on
product development and operations teams, whose members constantly change as products go
through their life cycles. The HR department is under a lot of pressure to help with employee
placement, assessment, and reintegration as a result of this "continuous restructuring." Moving
around a lot within the company and temporary assignments are both frequent at Samsung, but the
company's shared culture binds everything together. In this industry, product life cycles are
extremely short, therefore Samsung must constantly push the limits of technology. Given this
situation and the company's focus on engineering and product development, the business has built
up a lot of expertise in determining where it wants to go as an organization. The company recently
gathered some information on the reasons high-tech customers choose Samsung. Samsung's
commitment to the way people are managed was found to be strengthened by "interesting work"
and the high standard of the workplace. For instance, Samsung has cited the creation and upkeep
of an Extraordinary Environment as a major motivator in the execution of its competitive strategy.
The CEO Kun-He Lee’s office is where the emphasis on the amazing atmosphere comes from. A
number of respondents noted that Samsung despises formal bureaucracy and that its rules are
designed to be broken. Additionally, it lacks the formal policies and programs that one might
typically associate with "progressive" organizations. People simply come and go as they wish;
there is no flextime schedule. There are no initiatives aimed at empowering people; instead, able
to complete the task.

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Use of HR function to operate
The founders of Samsung developed their value statement prior to writing their business strategy,
which makes this aspect of the company's history noteworthy. That is, they made decisions about
how to handle the components of the firm before concentrating on the details of the products and
the funding needed. The following are Samsung's operating objectives in general terms:
1. Increase the company's worth.
2. Expand your market share.
3. Create a company that has an amazing workplace, as defined by the corporation in its
corporate records, which comprises.
4. establishing long-term commercial success.
5. Making sure Samsung staff members feel appreciated.
6. Fostering a sense of pride in being affiliated with the business.
7. Fostering a sense of unity and that we're all in this together.
8. Making sure every employee gets the chance to realize their full potential, both personally
and professionally.
9. Creating a fun and exciting environment.
However, a strong set of principles that are upheld by everyone are at the heart of this unique
atmosphere. For Samsung, creating a remarkable atmosphere is a result in and of itself, one that
should be valued on par with growing market value and market share. Samsung's values system
and the development of an exceptional environment are supported by nine key behaviors that go
hand in hand.
Samsung has also created quantifiable characteristics for each of these nine important actions.
Significant actions include the following:
1. Retaining an emphasis on outcomes.
2. Making choices that are in Samsung's best interests.
3. Cooperating with one another.
4. Identifying issues and addressing them.
5. Establishing high criteria.
6. Being straightforward, truthful, and upfront.

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7. Remaining versatile and flexible.
8. Taking charge of one's own advancement.
9. Settling disputes in a fair and impartial way.
Because its employees are action-oriented, Samsung chooses the usage of a set of core behaviors
over the more conventional list of skills (e.g., tell me what you did, not what you can do). Samsung
employs six essential behaviors to guide and motivate staff conduct across the whole company.
They put a lot of effort into informing employees about these values, using tools like posters and
laminated cards to spread the word, "all hands" meetings where the company shares values, survey
results, and planned actions, an upward feedback process where employees can give managers
feedback on how much they are exhibiting the Value Behaviors, and perhaps most importantly,
50% of everyone's performance review is tied directly to the Value Behaviors.
Samsung's mission is to lead the Digital Convergence Revolution and rank among the top three
companies in the electronics sector by 2010. Digital- Company's goal is to carry out this vision.
Digital refers to the use of new products, technologies, and commercial, product, and service
opportunities to build new lives. The phrase "maximize management efficiency" refers to
developing cost-effective manufacturing capabilities through world-class production procedures.
The last section of the corporation talks about becoming a dependable and well-liked international
business that draws clients with a dynamic culture of comprehension and innovation. The six
components of innovation, product, technology, marketing, process, global operation, and
organizational culture will help Samsung become a world-class company that leads the digital
convergence revolution. Samsung is aware of the importance of coexistence and shared success
for businesses. As a result, they seek to be a company that values social responsibility and makes
a positive contribution to human society. By collaborating with clients, partners, and other social
organizations, we continuously strive toward societal improvement through philanthropic
initiatives including aid for the disabled, environmental protection, and free IT services.
Companies nowadays must contend with constant competition and numerous changes. As
demands for corporations to make more social and environmental contributions rise, there will be
an increasing need for their roles and responsibilities in society. As the preeminent digital firm of
the twenty-first century, Samsung maintains and increases its duty to preserve environmental

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preservation actions for the future human civilization, boost efforts to share wealth with the local
community, and develop new values for consumers.
Conclusion
Human resources are becoming more and more crucial to modern company, hence strategic people
management is stressed. The Samsung Management Philosophy is committed to using technology and
human resources to produce superior goods and services, while making a positive impact on society at
large. the unwavering commitment to actively contribute to the well-being of people everywhere. The
skill, imagination, and commitment of individuals are crucial to Samsung's efforts, and the technological
advancements Samsung has created open up countless opportunities for raising everyone's level of
living.

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References
blog, n.d. global coursework. [Online]
Available at: https://www.globalcoursework.com/assignment-on-the-human-resource-management-_-
samsung-gc0487/
[Accessed 28 10 2022].
bonderenko, p., n.d. britannica. [Online]
Available at: https://www.britannica.com/topic/Samsung-Electronics
[Accessed 28 10 2022].
yonhap, 2020. the korea herold. [Online]
Available at: https://www.koreaherald.com/view.php?ud=20200531000188
[Accessed 28 10 2022].