Functions and Purpose of Human Resource Management in Samsung

This assignment focuses on the functions and purpose of HRM in Samsung. It discusses the classification of HRM and its relevance to workforce resources and planning. It also explores the strengths and weaknesses of different recruitment and selection methods adopted by Samsung.

Human Resource
Management

INTRODUCTION
Human resource management refers to effective practices and procedures of managing
the staff and resources of organisation to conduct operations for achieving better outcomes. It
includes to allocate specific tasks and projects to employees of company as per their field of
expertise which facilitate to complete operational activities properly. However, HRM has various
functions such as hiring, motivating people, maintaining workforce, training & development,
compensation and selection (Bratton and Gold, 2017). Moreover, Managing people is very
important in terms of running business in smooth manner. In context of this report, it is based
several organisations named as Samsung, Asda and Mcdonald’s which are responsible for
providing better quality of product or services to fulfil needs and demand of their customer. This
assignment will focus on functions of HRM and methods of recruitment & selection with their
strengths and weaknesses. It will also include HRM practices and motivational models along
with importance of employee relations in an organisation. The key legislations in terms of
influence HRM decision making and application of HRM are given below.
PROJECT ACTIVITY 1
Describe the classification on the functions and purpose of Human Resource Management which
is relevant to work force resources and planning which is provided by Samsung with
suitable skills and talents in order to execute its business aim.
The HRM is the purpose of management, which taken up with motivating, maintaining,
hiring people in organisation. It also lighten up on people in the administration. It is the
terminology which is used to report some conventional system for the establishment of people in
the company. The duty of human resource manage and employer in major areas are employee
compensation and benefits, staffing or designing or defining activity. They hire, recruit, deploy
and managing an company workers. It is simply mention as human resource (DeCenzo, Robbins
and Verhulst, 2016). The department of Human resources in company tackle all aspects of
worker and different functions such as human resource planning, recruitment, conducting job

interview, planning, orienting, training, selection of HR, providing profits and incentives,
compensating. Scope of HRM are Nature Introduction, motivation, remuneration, maintenance,
prospects, industrial relation, procurement. HRM is important because it related with issues of
wellness, benefits, compensation, organisation development and their safety, performance
management, activity and others as well as it play a very crucial role to managing person and
workplace culture and environment.
The function and purposes of management
Human resource management refer as a strategical incorporated an pursuant approach, to
the increasing improvement and well-being to other people who are working in the company for
the effective management of a person. It conceived to enhance performance of employee to get
the administration objectives (John and Taylor, 2016). The purpose of this is to tackle and
manage differentiate hope and employee needs tom help in increase the ratio by handling the
problem of legal and funds.
Role of HRM are represented beneath:
Individual requirements: It is responsible for hiring the candidates which are competent,
consider accessing the duties of job and towards the company or finding of skills,which is
necessary for the position of job. Managers of HR are susceptible to guaranteed during the
process performance no laws are desecrated, on the other hand they change workers anytime.
The HR division of Samsung, take part in the procedure of management the company members
of organisation effectual.
Benefits: Samsung company assist profit to their staff members to enhancing their
company productivity and performance. Regarding profit retirement scheme, convenience
facility, insurance policy etc.
Compensation: It precise as a payment, remuneration, benefits are clearly on every and
each workforce. To check the execution and makes alteration of pay criteria of organisation by
HR department (Banfield, Kay and Royles, 2018). The manager of Samsung evaluate practices
and policies that will be helpful to the company in correspond different laws for example local
state, federal laws etc. in relation of defence reaction. That laws are minimum wages act or
standard etc. which can be useful to salary in organized personal way.
Scope of HRM: It can be a huge and wide scope which start from preparation of HR
until the employees leaves the firm. With the assist of different purpose of HRM, so it get piece

of duty upon a person resourcing and planning like as it will help to understand about the needs
of department for the performance of different tasks in Samsung
Purpose of HRM: The major purpose of HRM is to exploit Samsung productiveness in
order to use worker affectivity. It also preclude all problems primarily to enhance the
performance of organisation through with investment in loyal people at right time. They analyse
the performance of every employee and assess the performance of the organisation.
Explain the purpose of the weaknesses and strengths of different formulation to selection and
accomplishment which is adopted by Samsung, illustrate the answer with the help of
particular example.
Recruitment describe as it is the procedure of screening, identifying, short-listing and
hiring possible resource for make full the empty positions in company, It is the centre function of
Human resource recruitment management. It choose the right person for right place at right time.
There are five stages of recruitment process which attracting and identifying job desire so made a
organization of well-qualified job applier (Brewster and Söderström, 2017). The five stages are
strategy development, planning, evaluation and control, searching and screening. The type of
recruitment are publication, promotion, internships, employee referral, employer branding,
events and internships.
Illustration 1: RECRUITMENT PROCESS, 2019

(Source: RECRUITMENT PROCESS, 2019)
 Internal: As such type of employees who are already working in the organisation these
type workers are exists on the other hand they fill up the vacant seat from internal worker
by using transfer, re hiring, promotion of their existing people.
The strengths-
 They motivate employees through promoting them to a higher assignment
 It is very easy, fast and low-budget method of recruitment.
 Present staff member are well-known with the company and handler also knows their
weaknesses and strengths that trim down the extra price.
The weaknesses-
 The fresh talents and potential applicants are unable to reach the company (Brewster,
Mayrhofer and Farndale, 2018).
 Innovative thoughts and new ideas of outsiders cannot be introduces in company and
business.
 The current positions are vacant and empty in the company when existing worker
promoted.
External: the chosen of employees from outside of the administration through
advertisement in referrals, exchange, contacts, newspapers, etc.
Strengths:
 when outsiders are join company s they bring innovative and new ideas as well concepts
for an organisations.
 Manager of Strengths of the company has chance to choose the best suitable candidate
from a wide range of applicants or from given organisation.
Weaknesses -
 Extrinsic recruitment believe as an time consuming and high-priced process because
interview & advertisement yield expensive time and costs. (Brewster, 2017).
 For the job of their misrepresentation's, the organisation cant able to chose the best
applicants.
Selection is describe as the process of a qualified persons for selecting who can
successfully do deliver and job valued effort of the company. This selection system depend on

job analysis. It assures that criteria of selection are related to job and they gives purposeful
organisation value.
Interview: It is the process that a awaited worker can meet which is a meeting open up a
discourse between a occupation of nominee and a representative of a business which is directed
to assess that the candidate ought to be employed or not.
Strengths- They get detail content about personal feelings, thoughts and perception.
Expression processed and uncompleted answers can be provided.
Weaknesses- It take in time to set-up the method of process and interview. Different
interrogation translate and understand in various mode (Delery and Roumpi, 2017).
Personality tests is the finding technique to measure the character choice of applicants
are familiar with future employ performance.
Strengths: It takes on lower employee ratio due if workers are selected for attribute that
are extraordinary act with representatives who consider advanced life span interior the
organization.
Weaknesses: The price may be confining the both test and explanation of results and
Lack of evidence to help lawfulness of usage of fictional character tests.
PROJECT ACTIVITY 2
In terms of raising productivity, profit of ASDA, explain the HRM practices and their
application.
The human resources management practices is a lasting process which enhance the
quality of sources which is connectedly to the environment. To provide the HRM practices in
Asda, the organisation need the staff who know the detailing of products and to put those
products in great offers along customers to gain their attention. In this, the HRM practices and
the application of organisation is described in such ways.
Training and Development :- The training in organisation occur is to modify skill
behaviour, knowledge and attitude by experiences to gain an impressive public interest. It is
occur to enhance the abilities of workers (Tung, 2016). For the satisfaction of future need of
organisation, they implant such skills development training. Different training programs are
concluded to enhance the skills of employees. The main aim of training and development skills
is are given below.

 This program is performed is to increase the satisfaction of job and to motivate workers.
 It is the key of sustainability for competitive with other organisation.
 In this, HRM practices includes to keep staff members update about new technologies
which is essential to build the goal of organisation.
 Their aim is to reduces the risk of wastage and any type of fire risks.
 They create effective and interesting ways, high attitude and skills development programs
with in the organisation.
 The advantage of this management is to manage the employees in a systematic manner .
 It also help the company to recruit the right employee depending on their skills.
 The disadvantages of this management is occur due to the unqualified manager who cant
able to assess the employee skills and abilities.
Reward Management:- This management is important to achieve the profit and
productivity of organisation. These reward management includes pension, discount voucher to
the employers which influences the people to develop their interest in work among the
organisation (Huemann, Keegan and Turner, 2018). They develop bonus schemes for the
colleague for their valued contribution. They also provide extra allowances to the employers
according to their dependence of their role. The main objective of reward management of HRM
are pointed below.
 By this practice they develop they encourage the employees to make better plans for the
organisation.
 Their aim is to make better life for staffs to receive a full output for success.
 They provide rewards, compensation to employers in order to encourage employers so
that they can give their total output to the organisation.
Performance Management :- The purpose of performance management is to place the
importance of employee worth and their contribution towards company. They include all formal
procedures which can assess the potential of group members. This is a process of sharing needs
to be achieved and then managing the people in ways.
 The key elements of the performance management are exchanging of views and contacts
with employers, to build up positive reinforcement, by receiving feedback from the
customers (Rees and Smith, 2017).

 The HRM plans to serve all human resources activities and plan to integrate them in the
organisation.
 The balance the requirements of organisation.
Flexible Working Practices:- The HRM plans to develop flexible working place for
employers as this is important for employers to gain goals. In the organisation, it is the main
desired objective to gain profits. The flexibility in workplace includes proper use of resources
which place a role in contribution of employees. With the different flexibility of employer and
employees, it is the need in the organisation. The flexibility attract the employees and retain the
quality by increasing productivity.
Evaluate employee motivation by using the relevant models and theories
The employee motivation is defined as the energy level, the amount of creativity that an
employee bring forward to the organisation. The employee motivation lead the increase in
productivity of an organisation. It allows the organisation to accomplish higher level of outputs.
The benefits of motivated employees are the increased employee commitment and satisfaction
(Brewster and Hegewisch, 2017). Their aim is to improved employ efficiency as their efficiency
not only based on their qualifications they are also based on maintaining the balance between
ability to perform and willingness to perform the task. There are the factors which increase
employee motivation at workplace and they are below.
 The simplest way to increase motivation is to having positive act and communication at
the workplace.
 The management should value the contribution of each individual because each
contribution plays a important role in company's goal. Their appreciation of work can
create an impact in the organisation.
There are some motivational theories which uses by the organisation to achieve goal.
 Hierarchy of needs theory :-this theory is based on the needs of human . The Maslow,
stated that the human needs are prioritized according to their importance. He classified all
human needs in a hierarchy manner. He categorised on the basis of psychological,
biological and physical needs of human beings. He categorized in a decreasing manner
such as:

 Physiological needs: This group belong to basic needs of human which include food,
clothing, air and water (Moore and Jennings, 2017). These requirements influences
human activity.
 Safety needs: After the psychological needs, the next human needs are security and safety
and needs. These needs includes economic protection and security from any type of
dangers.
 Social needs: The social needs include social interaction, belongingness as all individual
need to accepted by others so that they can motivated towards their career.
 Esteem needs: This need include self-esteem which includes independence
self ,confidence and achievement. The ownership of firm satisfies the needs of individual
by providing them respect and reputation.
 Self-actualisation needs: This level represents the higher level of needs of human beings.
This needs refers the potential of self one. This needs motivate the individual to work
with more satisfying.
McClelland's need theory:- This theory is based on the manifest needs of humans. This
theory is associated with learning theory. He categorised the human needs into three needs which
are power, affiliation and achievement.
 In power, a person is try to control over another person and change the decisions
according to his accordance. The need of this is to enhance the behaviours to others. This
is used to motivate the person for their better personal status.
 In affiliation, the people who has social needs are need to maintain their social
relationship and help the others at the time of trouble (Pierre, Hofinger and Simon, 2016).
In this, the individuals should stick to the basics and without the altering to change the
things. In achievement, the higher achievers have need to obtain the goal by seeking immediate
feedback from their work. Some individuals have high desire of achievement which can
be challenging for them so that time, the need of achievement can accomplish them in
order to gain their goal.
Reward Management:- In reward management this theories can be applied by
considering need of employees. To develop enthusiasm and to keep motivation towards

organisation, the organisation needs to provide some rewards of their work like discount
voucher, extra bonus for their work. This will increase the workers spirit for their work.
Performance management:- By considering the human needs, the management should
build the positive reinforcement towards employees. They can build their ability and skills by
exchanging the views and discussing the problems so that their self-esteem can develop.
PROJECT ACTIVITY 3
Elaborate the evaluation of relation with employee.
The relationships of worker as the effort that is done by administration to handle the
employee at workplace. McDonald has strong and better relationship with their employees which
can help organization to top reduce conflict on the other hand they acquire better understanding
with workers etc. These relations are very important for workers and the employer which depict
as follows.
 Better and healthy relations with employees which leads to decrease the absence which
will assist in feeling worker more homelike with co-worker on the other hand they gives
worker to prototype on transformation of performance section by providing suitable
training (Analoui, 2018).
 When the worker have good abstraction with each other and with management of
organization then worker are impelled and volitional takes part in activities of business.
As they distribute their opinions thoughts and views to manager that maybe useful fro a
firm to group action and solve issues.
 The potency as well as productiveness is enhanced as employees will collaborate in effect
which helps workers to make proper decisions to modify presentation or benefits. They
directly joint with workforce potential and productive so that they bring more and
innovative companies turn into effective and high results.
Merits of employee relation- A affirmative connection with colleagues and organization
assists in doing work more with efficiency as it boost to assets their opinions and thoughts of
employee and choose best of them (Wood, 2016).
Demerits of workers relation are- Contradictory decision and more communication
making more potency believe as a disfavor of worker relation with trainer, they may have tough
time to reminder judgment as well as activities in an suitable manner.

In component, workers conflict is necessary for a company it aid to development
impressive group as they aware that it is an internal business instrumentality. The establishment
of the company is liable for theorize proper scheme on the position of the demand of company
which needs to be most suitable at work places in environment. There are several plan of action
of employment appointment that are used by McDonald which thoughtful as:
 The HR manager of McDonald on a regular basis adjusted on asking activity which helps
in impression their employee that opinion which is given by them show an important role
in the organization.
 In order to occupied workers at a very great level a company takes adaptability at
workplace like they gives supple schedules, working hours and location etc. which are in
conformity of their neediness and enhance their commitment and productivity towards
the company and its subjective (Delery and Gupta, 2016).
Study the important elements of employee legislation and their impact on HRM.
The Employees legislation define as re-enact, laws and various guidelines, that is the
Business Rights Act is equal compensation act, sex discrimination Act. The last pay permitted by
law act, and the Handicap Separation Act etc. should be accept by McDonald in the inside of
basic activity particularly in quality making HRM as it may be perfectly alter any select or plan
primed by HR section. Legislations are beneficial in terms of providing correct direction to
employees for conducting different operational procedures in order to gain better outcomes. In
context of McDonald’s, they are required to follow respective legislations in which few of them
are explained further:
Equality Act, 2010: This legislation state that employment procedures and criterion for
every individual should be equal. It encourage companies to treatment each staff members with
equality and provide fair benefits to them (Analoui, 2018). However, it has been analysed that
discrimination occurs many times in an organisation on the basis of several factors like gender,
race, community, status etc. Moreover, Equality act make sure that nobody will suffer with
discrimination while gaining employment. In context of McDonald’s, they should follow
equality act in terms of delivering fair compensation and benefits to staff. The factor of
inequality is responsible for creating many severe problems for people belongs to separated
communities of the nation. Meanwhile the unfair behaviour of society develop many problems
for them and make their life complicated. Moreover, government has established equality act so

that every citizen will get equal employment opportunity and fair compensation which facilitate
to makes their lives easy and comfortable to be spend.
National Minimum Wage Act, 1998: The minimum wage act has been established for
providing benefits of people as per their efforts at work. It indicates that every individuals should
get specific fixed compensation or salary according to their performance and position. However,
government has set a particular appropriate criterion of wages which must be followed by every
organisation including McDonald’s. It is observed that superiors do not give desired
compensations or wages to workers which impact negatively on their lives as they feel
unemployed besides of having jobs. Moreover, government has make specific regulations for
organisations to provide fair and fixed remuneration or salaries to staff through which they can
fulfil their basic needs and desires respectively.
Working Time Regulations, 1998: This legislation is all about the working hours for
employees which should be considered by employers of every company while making schedule
of working of employees (Namazie and Pahlavnejad, 2016). It includes several regulations which
are made by government regarding time management of working of people which are required to
be followed by McDonald’s for preparing time table of staff to perform their tasks regularly.
However, working hours become an issue among staff because superior want them to work 12 to
14 hours continuously which is not possible and impact adversely on their health.
PROJECT ACTIVITY 4
Give demonstration of the required Selection and Recruitment pattern
Person Specification
Position: HR Administrator
Functional unit: HR department
Reporting to: Administration Manager
Attributes Essential Desirable
Qualification & Experience The applicant must have
completed the graduation
degree from a known
authorised university with
approx 60% marks. Individual
The Candidates having post
graduation within
management industry along
with having employed
experience from a well

must have experience of 1
year in HR field.
authorised industry would be
more preferable.
Skills or Knowledge The Candidate must have
well spoken skills as well as
writing skills so that they can
interact with customer
effectively and efficiently and
can also conduct better
telecommunication.
The applicant must have a
managing capability in multi
tasks with higher proficiency.
They also must have good
communication and IT skills
which is necessary to maintain
the several departments.
Questions from a business manager
Q 1) What do you know about the role HR administrator?
Q 2) How can you used creativity in an HR administration?
Q 3) What is the most interesting thing about HR interests you?
Q 4) What ideas you adapt to improve our recruitment process?
Q 5) Which strategies and vision you would take for the business improvement ?
JOB DESCRIPTION
Organisation: Mc Donald’s
Section: Human resource division
Designation: - HR Administrator
Job Address: Church route, London
Job summary
Here, organisation requires the candidate in the post of HR who can manage all of the work
related to HR department and even they must be able to deal for front desk in some of the
situation.
Role: -
Maintaining employee records.

Renewing company policies.
Updating data of employees internally.
Preparing and change the employment contracts.
Job Advertisement
Customer Service Manager required
Customer Relationship department
the Applications are invited for the HR administrator. For this ,candidates must have skills to
deal with the customers and employees.
Service Manager
Eligible candidates must have following skills to apply-
Must completed post graduation.
Minimum working experience of 1 years in HR.
Must have good communication skills.
Profitable salary package will be provided.
Time-scales
Inviting applications from candidates 20 - 25 December, 2019
Short listing of applications 7- 9 January, 2019
Interview date 15-18 January, 2019
Selection criteria
 Demonstrating the achievement and teamwork skills to enable appropriate skilfulness and
allotted development of low moderate level of complexity and effective group
interaction.
 Time management skills in operations of team based surroundings.
 Achievement supply to externally and internally clients through verbal and inter personal
skills.
Job offer letter
20th January 2019
Olivia Jones

MacDonald's
Dear Olivia Jones
We were excited to meet you and have been impressed with your background and offers
you to join the position of HR administrator on 20th January 2019. you will be asked to sign a
contract. Please bring your documents along with you.
We are looking forward to meet you again.
Best regards,
George Smith
CONCLUSION
From the above report, it has been concluded that human resource management can be
described as managing workforce in appropriate manner to conduct business operations. It
includes the function of HRM like personnel needs, compensation, benefits and so on. However,
it consist methods of recruitment including internal and external along with selection procedures
such as interview as well as personality tests. Meanwhile, it involves HRM practices like training
& development, reward management, performance management and flexible working practices
along with employee motivation models involving Maslow hierarchy of needs theory and
Mcclelland's need theory. Moreover, it includes significance of employees relations and
legislation like Equality Act, 2010, National Minimum Wage Act, 1998 as well as Working
Time Regulations, 1998 which influence decision-making.

REFERENCES
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