Assessing the Purpose and Function of HRM in Samsung

This document discusses the purpose and function of human resource management in Samsung, including workforce planning and resourcing. It explores the strengths and weaknesses of various recruitment and selection approaches used by Samsung. It also evaluates the benefits of HRM practices in terms of organizational profit and productivity. The document provides insights into employee relations and HRM practices within McDonald's and ASDA.

HRM
1

Table of Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY1.....................................................................................................................................3
P1 Assessing the purpose and function of human resource management applicable to
workforce planning and resourcing within Samsung ............................................................3
P2, D1: Critically evaluate the strengths and weaknesses of various approaches of recruitment
and selection taken by Samsung.............................................................................................4
M1 Assessment how workforce planning and recruitment and selection provide talent and
skills to achieve objectives of Samsung ...............................................................................6
M2 Advantages and disadvantages of approaches to recruitment and selection adopted by
Samsung.................................................................................................................................7
ACTIVITY2.....................................................................................................................................7
P3 Benefits of various human resource management practices in organisation both the
employer and employee..........................................................................................................7
P4 Evaluation of different HRM practices in terms of raising organisational profit and
productivity.............................................................................................................................8
M3 Exploring different methods used in HRM practices......................................................9
D2 Evaluation of HRM practices and their application within ASDA..................................9
ACTIVITY3...................................................................................................................................10
P5 Evaluation of the importance of employee relations.......................................................10
P6 Identifying key aspects of employee legislations to influence HRM decision making. .10
M4 Benefits and limitations of employee relations management and employment legislation
..............................................................................................................................................11
D3 Evaluation of employee relations and HRM practices within McDonald's....................12
ACTIVITY 4..................................................................................................................................12
P7 Application of recruitment and selection practices by preparing documentations as a part
of individual portfolio...........................................................................................................12
M5 Application of HRM practices in recruitment and selection of candidate for McDonald's
..............................................................................................................................................15
REFERENCES..............................................................................................................................16
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INTRODUCTION
Samsung is a multinational company of South Korea, its headquarters is situated in
Seocho District, Seoul. It is a private organisation that is comprised of multiple businesses which
come under the brand of Samsung. Lee Byung chul is a founder of Samsung in the year of 1938.
Earlier it was dealing in the areas of textile, insurance, security and processing of food. But in
1960 it has made place in industry of electronics and in 1970 it has entered in the industry of
construction. And these areas helped in the growth of Samsung. Samsung has started its business
globally in which mobiles have become the their primary source of earning. Samsung has a great
impact on economy of South Korea. Political, media and cultural factors helps in driving the
business.
ACTIVITY1
P1 Assessing the purpose and function of human resource management applicable to workforce
planning and resourcing within Samsung
Human resource management is a process of recruitment, selection, induction of workers,
giving orientation, providing training and development, appraisal of the performance of
personnel, decisions related to perks, benefits and remuneration, motivation of employees,
maintaining relations between different employees and trade unions, measures for health and
welfare in order with laws of labour. Basically it is a department of a firm that is handling all the
employees working for an organisation.
The purpose of human resource management in Samsung is to create coordination
between people and business to fulfil the firm's predetermined aims and goals, fulfilling needs of
personnel working in Samsung and maintaining satisfaction among employees (Al‐Ghazali,
2021).
There are many functions of human resource management in Samsung like recruitment,
selection, training and development and many more. Recruiters of Samsung provides the offer of
job in such a way that allow only talented candidates to apply. Through this company gets
qualified workforce in an organisation and achieve predefined goals and objectives. The main
functions of human resource management followed by Samsung are: recruitment and motivation.
Future of an organisation depends upon the functions of HRM because with these functions
company is able to reach maximum number of people to get broader selection to select from.
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Workforce planning refers to the process through which organisation get future workforce
requirements and present supply of workforce. The purpose of workforce planning for Samsung
is to have right number of employees with right knowledge and skill to attain objectives.
Recruitment is a function of human resource department (Allen, 2021). In Samsung recruitment
is an important and strategic process because it helps to find people who are qualified and have
values necessary to achieve aims and goals. There are multiple ways in which a firm implements
process of recruitment. Many firms use multiple ways to recruit personnel like advertisement in
newspapers, different job sites and so on. Motivation is also vital function of human resource
department because after recruitment of personnel on the basis of their educations and skills to
the goals of Samsung, it becomes significant to make workforce motivated and joyful in the
environment of a businesses. It has advantages, when are employees are there would be less
employee turnover in an organisation. Workforce planning is defined as the process which helps
in ensuring a firm has present and future accessibility to the human resource. It helps in
identifying employee needs at present and future time. Samsung uses workforce planning to get
aligned its overall organisation's objectives and vision for long term. For the successful
workforce planning higher management team should have higher knowledge and skills.
P2, D1: Critically evaluate the strengths and weaknesses of various approaches of recruitment
and selection taken by Samsung
For recruitment Samsung has adopted both the approaches internal and external
recruitment for recruiting employees. But these both have advantages with some disadvantages,
some of them are explained below:
Internal recruitment: Internal recruitment includes promotions and transfers. An organisation
sometimes uses switching method in which employees are switched from part time position to
full time job (Agarwal, 2021).
 Advantages: It is a method of cost saving and increase the morale of employees. It also
helps in retaining most efficient staff and decreases turnover of employees within
organisation.
 Disadvantages: One of the disadvantages of this method is that it limits the new talent in
an organisation because it does not allow to enter new talented candidates in a firm with
fresh perspectives and ideas. Conflicts and disputes could also arise in businesses because
some employees think promotions are done on the basis of biasness and favouritism.
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External recruitment: External recruitment is method through which organisations recruit
candidates. It uses job sites for advertising, newspapers for advertising different roles about jobs
and many more.
 Advantages: It helps in getting fresh and talented candidates for organisation. These
candidates have perspectives that are different from existing employees. It helps in
getting employees fast for an organisation.
 Disadvantages: It is a process which is costly and increases cost of organisations
because these new candidates need to be provided with trainings and the another
disadvantage is it takes a lot of time to fill job vacant position of job because it takes so
much time to screen many resumes.
The two different approaches used by Samsung in external recruitment are: Online recruitment
and recruitment agencies but they also have some pros and cons that are discussed below:
Online recruitment: Samsung is using this method because it has preferred mode of sourcing
talented candidates. So, it uses various strategies related to recruitment via social media like
LinkedIn and so on.
Advantages:
 Cost effective: It helps in saving and reducing cost because for this company has
to pay according to the exposure they want and type of candidates need to be
selected.
 Quick: This method helps in rising efforts to attract more audience in a very less
time and stop from applying after searching apt candidate for the job.
Disadvantages:
 Informal way: There are some roles in an organisation which could not be posted online
especially in social media because that can produce wrong image of an organisation.
 Competition: It is a way which is used by many organisations because of that company's
post goes down and which is not able to attract large number of customers.
Recruitment agencies: Samsung also uses agencies for recruitment to hire apt candidates. With
the help of these agencies Samsung does not need to give attention to the recruitment process.
But it has some advantages and limitations that are explained below:
Advantages:
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 Fast hiring: These agencies help in recruiting educated and talented candidates quickly
for organisations .
 Candidates of high quality: By adopting these agencies they help in recruiting improved
quality candidates than the existing ones.
For selection process Samsung uses different approaches like interviews, tests for
selection, centres for assessment and so on. The two main approaches adopted by Samsung are
interviews and selection test.
Interviews: It is a method used by Samsung in selection process. It helps to identify about the
knowledge and communication skills of candidates (Beijer, 2021).
Advantages:
 Selection of right candidate: It helps in selecting right person with required skills and
education and it also help in removing problems of future.
 Collecting information: It helps in collecting various basic information like name,
address, academic details about candidates.
Disadvantages:
 Incomplete details: Sometimes because of the ignorance of interviewer an organisation
misses out the vital information
M1 Assessment how workforce planning and recruitment and selection provide talent and skills
to achieve objectives of Samsung
Workforce Planning:
Workforce planning helps in aligning goals and objectives of Samsung. The process of
workforce planning ensures Samsung to have future and present access of human resource needs
to do various activities and operations to achieve predefined objectives of Samsung. It clearly
defines the number of employees required, what skills are needed from them so it becomes easy
for recruiters to look for such employees in the market for their business (Fan, 2021).
Recruitment and Selection:
Recruitment and selection are also one of the important functions to achieve predefined
objectives because it helps in adding employees in Samsung within time. It helps in timely
addition of talented and qualified personnel in Samsung as it allows working continuously
towards objectives without any barrier and issues. They both work for the development and
growth of a company.
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M2 Advantages and disadvantages of approaches to recruitment and selection adopted by
Samsung
Samsung uses online recruitment and recruitment agencies for recruiting employees it
provides advantages like cost savings, immediate process, selecting apt candidates, high quality
candidates, strengthening engagement of employees but there are some disadvantages like details
that are incomplete, rising competition, informal manner and many more. Samsung uses
selection approaches like interviews and selection tests. They have advantages like identifying
about the quantitative ability, conceptual level and communication level of the candidates. Some
of the disadvantages are it is time consuming process, candidates manipulate answers and it is
often based on subjective.
The approaches of recruitment and selection of Samsung have positive impact as it helps
company to get talented and qualified employees. These efficient approaches help Samsung to
decrease costs and increase reputation of company in perspective of customers and market.
INTRODUCTION
ASDA is a chain of British supermarket, its headquarter is located in England. It is a
retail industry founded in 1949, in 2019 it was recorded that it has got second position in largest
supermarket. It has also expanded its business in services of finance and mobile phones.
ACTIVITY2
P3 Benefits of various human resource management practices in organisation both the employer
and employee
Human resource management of ASDA manages people who are working for the
objectives and goals. It gives security to workforce, selects or recruits apt candidates, manages
teams, provides compensation, gives trainings and so on. After providing all these practices to
employees ASDA meets predefined aims and goals.
Training and development are one of the vital activities done by ASDA for the employer as well
as employee. Employees are provided with the knowledge that can be applied in business and in
their roles they have to perform (Garg, 2021). Some of the advantages are:
 It makes improvement in quantity and quality of employees
 Helps in identifying high skilled workforce
 Decreases the requirement of supervision and many more.
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Reward management is a process through which employees are rewarded for their high
performance in ASDA. In this value of bonus and rewards are decided. In this targets and aims
are discussed that should be achieved for getting bonus and rewards. Some benefits are:
 It increases productivity of workforce
 It also builds loyalty of employees towards ASDA and many more.
P4 Evaluation of different HRM practices in terms of raising organisational profit and
productivity
Training and development: Training is a process adopted by ASDA for getting new
skills and knowledge. Development is used to create more capabilities among employees. ASDA
takes help of these two to assist its mission and support businesses. It provides on the job training
as well as off the job training. On the job trainings assign duties to employees, own projects and
receive guidance from leaders and mentors. Off the job training develops the skills of employees
of ASDA.
Evaluation of training and development by Kirk Patrick's Model:
Reaction: In ASDA it evaluates how employees give reaction to the trainings by questioning
various questions. Questions could be about their experience in trainings. For eg: online
assessment, interviews, smile sheets and so on .
Learning: It evaluates the employees gained knowledge and expertise by trainings. It is a
challenged process and time consumed process. For eg: measurement and evaluation becomes
simple, exams after training etc.
Transfer: It helps ASDA in analysing employees after completion of training sessions.
Assessment of changes happened in the knowledge and skill of employees. For eg: surveys,
observations and many more. For eg: usage of control group etc.
Results: It is a step which tells ASDA about the final result of training. If the goal of organising
these sessions are achieved or not.
Performance management: It is a process of communicating job responsibilities,
performance expectations and planning of development that improve performance of employees.
It can be defined as evaluation of performances annually. It gives out the feedback time to time
and does the final review. Various benefits of performance management are: it provides
consistency among employees, it also motivates personnel, it increases retention and morale
among workforce.
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M3 Exploring different methods used in HRM practices
ASDA is a company which works with many employees so it becomes necessary for a
company to look out their workforce which can motivate them.
 ASDA adopts training and development for example on the job and off the job training to
employees. Some of the benefits are: increases productivity of colleagues which leads to
earn more profit for organisation, boosts morale of employees which increases
motivation. Some limitations are: costs are high which affects the productivity, need extra
time except regular work which decreases motivation level of employees.
 Reward management are strategies to provide rewards to employees. Some of advantages
are: create positive impact on outcome of employees which increase productivity of
organisation, resolves disputes between employer and employee which motivate
employees. Some of the disadvantages are: not fulfilling expectations of employees
which decreases motivation, employees feeling biasness which affects their working and
reduces productivity.
 Flexible working is a practice which provides flexibility in work like work from home,
reduced work time. Some benefits are: attracts and retain talented employees which
increase productivity, decrease stress which motivates employees. Some limitations are:
difficulty in communication which creates chaos that lead to reduction in productivity,
reduction in benefits that decrease motivation level of employees.
D2 Evaluation of HRM practices and their application within ASDA
 ASDA uses recruitment and selection as one of the practices of HRM. It helps in finding
skilled and knowledgeable candidates for company which help in meeting the objectives
and goals. Some of the benefits are: selecting talented candidate, filling vacant job
positions with qualified candidates. Some of the limitations are: increase costs and
consume a lot of time. Example: ASDA recruits employees through interview and
selection tests through which they get qualified and talented employees, with this
company improves efficiency and productivity level.
 Training and development is one of the important HRM practices used by ASDA. With
the help of training and development ASDA improves the existing knowledge of
employees and make them learn new skills which increase the productivity of individual
as well as an organisation (Ngoc Su, 2021). Some of the advantages of are: Increase
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efficiency level of workforce, retaining top employees. Some of the disadvantages are:
increase overall costs of organisation, time consuming process. Example: ASDA gives on
the job training to employees through which employees get to learn working of activities
practically.
INTRODUCTION
McDonald is a American based fast food company founded by Richard and Maurice
McDonald in 1940. It is a largest chain of restaurants by revenue in the world. They serve almost
69 million customers on daily basis in more than 100 countries.
ACTIVITY3
P5 Evaluation of the importance of employee relations
Employee relations is defined as relationship between employees and employers.
Nowadays organisations are focusing towards becoming more transparent and faster. For this
companies are striving for communication between employees. The main aim of employee
relations is to increase collaboration and improvement in relationships in the environment of
workplace.
Importance of employee relations to influence decision making of HRM within McDonald’s:
 Participation and involvement of employees: Employee relations influence decision
making of HRM in McDonald, human resource management makes decision so that they
participation of employees can be maximised in an organisation. They make decisions
like suggestion schemes through which employees give suggestions. They also delegate
responsibilities to every employees so that ground level personnel can be participated.
 Employment relationship and psychological contract: HRM makes decision making
related to employment relationship and psychological contract, it helps to know and
maintain the behaviour of employees. These contracts help in identifying positive or
negative perception of employees towards McDonald’s.
P6 Identifying key aspects of employee legislations to influence HRM decision making
Equality Act 2010: It is the act which protects and safeguards individuals legally from
discrimination at job and in society. It is a basic outline to protect employees against
discrimination, victimisation and harassment in organisation. The importance of Equality Act
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2010 has importance in decision making because McDonald's made decisions which eliminates
discrimination like providing benefits on behalf of favouritism and the act has positive impact on
decision making because it assists in making decisions which treat employees equally. The
another benefit of this act in decision making is creating good relationships among employees
and employer of McDonald's because in decision-making opportunities are given to employees
on the basis of their working rather than becoming biased.
Health and safety at work act 1974: It is the type of legislation which covers health and
safety of people in their occupation. The act provides principles for an organisation to maintain
safety and health in premises of firms. It is the framework which defines legal duties of
employers to safeguard the safety, health and welfare at workplace for their workforce. Health
and safety act 1974 play an important role in McDonald's decision making because decisions are
made in production process which provides safety during doing activities and it has positive
impact in decision-making as it helps in considering activities which provide safety and security.
These legislations have their importance in decision-making of HRM within McDonald’s
as this restaurant has many employees working with them so during decision making they
consider legislation like Equality Act 2010 through which decisions regarding protection of
individuals against any discrimination and the act have positive impact on employees as they feel
their value is considered. McDonald’s also consider health and safety act 1974 while decision-
making as it provides safety and health to employees at their working. These acts work as
framework for HRM to make decisions so that employees are protected and objectives and aims
of organisation are achieved.
M4 Benefits and limitations of employee relations management and employment legislation
Employee relations management and employee legislation creates positive environment
in McDonald’s as employees show higher commitment towards their job which makes them
more active and get better ideas related to production and other. But there are also some
limitations like:
 It blurs boundary between employer and employees
 Inconsistent decision-making is also one of the limitations.
D3 Evaluation of employee relations and HRM practices within McDonald's
Employee relations and practices of HRM play important role in decision making of
McDonald’s because these practices help in making decision for the benefit of employees, so
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that employees can feel safe, comfortable in the environment of workplace. Before making
decisions McDonald’s try to find needs and requirements of employees from them, with this
organisation forms decisions.
Some of the advantages of employee relations and HRM practices within McDonald's are:
 Improves productivity as it helps in building good relationship with employees and
colleagues.
 HRM practices and employee relations increase the rates of retention.
 They reduce the rate of absenteeism as people are motivated to go at work.
Some of the disadvantage of employee relations and HRM practices are:
 Creating good relations and implementing HRM practices consume a lot of time.
 The next advantage is human behaviour that is unpredictable so these practices are not
always beneficial to employees.
Employee relations and HRM practices are effective and necessary to motivate and encourage
employees of McDonald's. It also creates positive working environment in organisation and
decrease the chances of conflicts and disputes among colleagues related to work.
ACTIVITY 4
P7 Application of recruitment and selection practices by preparing documentations as a
part of individual portfolio
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Job Description
Position: HR Administrator for McDonald
 Job Title: Human Resource administrator
 Salary Band: Band B
 Hours: 9 hours
 Accountable to: McDonald UK
 Location: 12-59 High lane, West Finchley, London M2, United Kingdom
Job Summary
Human resource administrator would support head of operations to assist in functioning of
human resource that supports McDonald’s objectives and goals. The post holder is important
part of operational team and would give support and guidance to staff who is working under
human resource. The post holder would be responsible for preparation and submission about
data payroll and perform tasks related to administration.
Main Duties/Responsibilities
 To give guidance and support to staff and manager and contribute in the delivery of
McDonald's human resource function.
 Provide effective and efficient support of HR administrative.
 Contribute in the continuous development of McDonald's.
Person Specification
Position: HR Administrator for McDonald
Requirements Essential
Criteria
Desirable
Criteria
Assessment Method
Education/Qualifications
A great
level of
education
that is
Masters in
Diploma in
CIPD is
desirable or
experience in
human
Through document veriication
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Business
Administrat
ion. Human
resource
and English
are
essential.
resource
Experience
5 year
experience
in human
resource
administrati
on and
perfect in
understandi
ng HR
processes
Experience in
teaching staff
on new
technology
and system
Contacting old companies of
candidate
Skills, Knowledge &
Abilities ( Must provide
at least 5 )
An
excellent
knowledge
in computer
, skills of
keyboard,
Microsoft
Practical
knowledge of
human
resource
including
administratio
n system and
Through aptitude test
14

excel and
word.
workflows.
15

Job Advertisement
Position: HR Administrator for McDonald
We are searching for an Human Resource Administrator to guide and support department of
human resource. You will work as HR administrator which support day to day tasks. It would
include processing of data, upgrading policies of McDonald's. To be successful for this role you
should posses organisational skills and familiar with functions of human resource.
Interview Questions
Q1 What is your name and tell us something about your background?
Q2 Why are you interested to work with McDonald's?
Q3 What do you know about this specified job role?
Q4 Do you like to work with team?
Q5 What are your strengths and weaknesses?
Q6 Can you tell something about your prior experiences?
Q7 Why did you leave your job?
Q8 Why are you interested to join this job?
Q9 Where do you see yourself in next 5 years?
Q10 What are your expectations from McDonald's ?
Selection Criteria Sheet: Candidate A
Interview: HR Administrator- McDonald
Interviewers:
Interviewee: Candidate A
Date:
Time:
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Selection
Criteria
Poor (1) Average (2) Good (3) Very Good (4) Outsta
nding
(5)
Communicati
on Skills
√
Problem
Solving Skills
√
Teamwork √
Self-
Confidence
√
Knowledge
about the
Company
√
Motivation √
Total Score: 15
17

Selection Criteria Sheet: Candidate B
Interview: HR Administrator- McDonald
Interviewers:
Interviewee: Candidate B
Date:
Time:
Selection
Criteria
Poor (1) Average (2) Good (3) Very Good (4) Out
stan
ding
(5)
Communicati
on Skills
√
Problem
Solving Skills
√
Teamwork √
Self-
Confidence
√
Knowledge
about the
Company
√
Motivation √
Total Score: 23
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So from the above score it can be seen very clearly that candidate B is selected because of high
score according to the different criteria which is also necessary for performing job role of HR
administrator.
Employment offer letter
Date:
Name: Candidate B
Address:
RE: Job offer letter for the post of HR administrator for McDonald's
Dear Candidate B
We are excited to tell that you have been offered the position of HR Administrator. We are
impressed with your abilities and qualifications. This is a full time job position and hope that you
will be equally excited for this new opportunity. We are hoping that this new opportunity will
bring rewards and development.
As we have been discussed earlier, you will be appointed at our London office. After attending
orientation session, you will start your duties and responsibilities.
The following details are outlined for your reference:
 Title: HR Administrator
 Start date: 20 February, 2021
 Salary: 30000 dollar per yr
 Probation: 3 Months
 Hours of work: 8.5 hrs
 Reporting to: Manager
We look forward to work with you in a successful and challenging atmosphere. We are sure that
your capabilities will help company to grow.
Sincerely
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McDonald's
M5 Application of HRM practices in recruitment and selection of candidate for McDonald's
For recruiting and selecting HR administrator we have taken help of internet to recruit
best candidate for McDonald's because now candidates are looking for jobs through internet
sources. It is the best for McDonald's because it helps in finding best candidate from different
alternatives, by having many alternatives they can sort the best candidate required for the jobs
and responsibilities.
20

REFERENCES
Books and Journals
Agarwal, P., 2021. Shattered but smiling: Human resource management and the wellbeing of
hotel employees during COVID-19. International Journal of Hospitality Management,
Volume 93, p. 102765.
Al‐Ghazali, B. M. a. A. B., 2021. Retracted: Green human resource management and employees'
green creativity: The roles of green behavioral intention and individual green values.
Corporate Social Responsibility and Environmental Management, 28(1), pp. 536-536.
Allen, M. W. G. a. S., 2021. Lordly Management and Its Discontents:'Human Resource
Management'in Pakistan. Work, Employment and Society.
Beijer, S. a. e. a., 2021. The turn to employees in the measurement of human resource practices:
A critical review and proposed way forward. Human Resource Management Journal,
31(1), pp. 1-17.
Fan, D. a. e. a., 2021. Mapping the terrain of international human resource management research
over the past fifty years: A bibliographic analysis. Journal of World Business, 56(2), p.
101185.
Garg, S. a. e. a., 2021. A review of machine learning applications in human resource
management. International Journal of Productivity and Performance Management.
Ngoc Su, D. a. e. a., 2021. Enhancing resilience in the Covid-19 crisis: lessons from human
resource management practices in Vietnam. Current Issues in Tourism, pp. 1-17.
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