Human Resource Management in Samsung

This document discusses the purpose, functions, and practices of HRM in Samsung. It covers topics such as workforce planning, recruitment and selection, and the advantages and disadvantages of the approaches adopted by Samsung. The document also explores different HRM practices within Asda and the importance of employee relations in influencing HRM within McDonald's. Additionally, it analyzes the impact of UK employment legislations on HRM decision-making in McDonald's.

Human resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Activity 1: Samsung........................................................................................................................1
Purpose and functions of HRM in Samsung................................................................................1
Advantage and disadvantages of recruitment and selection approaches adopted by Samsung...3
Activity 2.........................................................................................................................................4
Different HRM practices within Asda.........................................................................................4
Activity-3.........................................................................................................................................5
Employee relation........................................................................................................................5
Analyse the importance of Employee relations in respect to influence HRM within
McDonald’s.................................................................................................................................5
UK Employment Legislation.......................................................................................................6
Impact of UK employment legislations have upon HRM decision-making in the MacDonald’s
.....................................................................................................................................................7
Activity 4: McDonald’s...................................................................................................................7
Job Description............................................................................................................................7
Person Specification....................................................................................................................8
Job Advertisement.......................................................................................................................9
Interview script............................................................................................................................9
Selection Criteria.......................................................................................................................10
Employment offer letter.............................................................................................................12
Rationale for Specific HRM practices in recruiting and selection for McDonalds...................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is the most important department of the company that will
assess policies and legal system of the company. Samsung is a South Korean multinational
company that is expanded in the areas of electronics, construction etc. it is founded by Lee
Byung- chul in 1938. In this report discussed about four activities that include in activity 1 Hr of
Samsung wants to assess the effectiveness of HRM functions, in Activity 2 prepare the proposal
on ASDA HRM practices that enhances from the competitors and increases their productivity
and growth. In Activity 3 employee relations importance, key aspects on employee legislation
and its impact on decision making of McDonalds is analysed and in activity 4 one post in
McDonalds for the HR administrator and take the interview for the designation to be a HR of
McDonald.
Activity 1: Samsung
Purpose and functions of HRM in Samsung
HRM can be defined as system and approach of organisation for managing all employees
working within organisation. This involves recruiting, training, compensating, and developing
policies regarding employment within organisation (Sujan, Bhasin and Mushtaq, 2017).
Purpose and importance of HRM for Samsung includes organising people in organisation
for achieving specific organisational goals and achievement, fulfilling staff requirement and
maintaining satisfaction of staff. Along with resourcing organisation with competent and talented
employees and further development and growth of them is also included in purpose and
importance of HRM.
Main functions of HRM include hiring, management of employee performance, learning
and development, succession planning, payroll and benefit and HR data and analytics.
Workforce Planning
Workforce planning can be defined as process of analysing, forecasting and planning
supply and demand of workforce in organisation. Workforce planning is based on assessment of
gaps and determining target talent management activities in organisation and also on the basis of
potential internal and external supply of the workforce.
Purpose and rationale of HR planning for Samsung is for making sure that Samsung
employ adequate and required number of manpower. This help in avoiding surplus and shortage
of workforce because neither of the situational is favourable for Samsung.
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Functions of systematic workforce planning model for Samsung are:
Business Plan- This helps in identifying and determining requirement of workforce in Samsung
on the basis of business plan of Samsung (Sujan, Bhasin and Mushtaq, 2017).
Action Plan- This involves determining what actions would Samsung take in order to fulfil
workforce requirement to ensure adequate number of employees in the organisation.
Scenario planning- This involves planning possible future scenario for Samsung and
determining staff requirements on the basis of scenario.
Demand forecasting- This involves forecasting number and type of employees in terms of their
demand in Samsung. This means that skill gap is identified and demand is forecasted.
Supply forecasting- This is determining supply of staff from within Samsung. Supply from
Samsung involves supply through means of transfer, promotion and past employees (Sujan,
Bhasin and Mushtaq, 2017).
Implementation- This involves implementation of action plan developed for planning of
workforce.
Monitoring and evaluation- This involves monitoring implementation and evaluation of the
plan implemented by Samsung for the purpose of workforce planning.
Recruitment and Selection
Recruitment is an act through which organisation inform potential employees about
vacancies in organisation and invite them for applying in organisation for the post. Selection is
next to this, organisation from all the applications selects suitable and appropriate application,
further selected candidates are involved in selection process and those who qualify selection
process are offered job in organisation.
Purpose of recruitment and selection for Samsung is to employ workforce from a large
pool of available employees (Sujan, Bhasin and Mushtaq, 2017). Recruitment and selection are
important for selecting best candidate for job role in Samsung.
Stages of recruitment and selection for Samsung are-
Defining requirement- What positions are vacant and what skills and knowledge is required
Attracting applications- Placing job advertisement
Shifting applications- Screening applications and selecting suitable applications
Selection method- Interview and different types of test suitable for selection at vacant post
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Reference and background check- Checking references given by candidate and checking
background about previous conduct
Job offer- Offering job to selected candidate
Follow-up- This involve follow-up on progress of effectiveness of recruitment and selection
Workforce planning and recruitment and selection are very crucial two functions that
enable Samsung to hire talented and skilled employees so that they can make contribution in
business objectives of Samsung (Sujan, Bhasin and Mushtaq, 2017).
Advantage and disadvantages of recruitment and selection approaches adopted by Samsung
Approaches to Recruitment adopted by Samsung
Internal recruitment is recruiting employees from within organization. This keeps
recruitment and selection cost low, however available options for selection are limited in this.
External recruitment is when employees are selected from outside organization. Benefit
of this involves that available alternatives enable organization to select best candidate however,
this is costly and time consuming process.
Strength Weakness
Online recruitment
Large number of applications Higher cost
Provides another means of
communication
Lack of appropriate branding
of organization
Technological advancement
help in reducing time in
recruitment and selection
Not always fit for culture
Recruitment agencies Higher quality candidates Higher cost
Expert knowledge No assessment of cultural fit
Approaches to Selection adopted by Samsung
Interview and selection tests are two approaches selected by Samsung. In interview
candidate is interviewed to determine whether or not they are appropriate for job (Sujan, Bhasin
and Mushtaq, 2017). Test involves taking different types of tests to determine suitability of
candidate.
Strength Weakness
Interviews Enables to gain detailed Biases of interviewer
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information of candidate
Sufficient information Time consuming
Selection test Standardisation Test anxiety
Cost effectiveness Inconsiderate of soft skills
Activity 2
Different HRM practices within Asda
Training and Development
Training and development is an activity in which skills of employees are enhanced and
training focus on improvement of skills required for present job of the organization.
Development on the other hand focuses on developing skills and attributes for future job
positions.
Training and development have benefits for employees as they are more confident when work
and Asda is able to take advantage in terms of improved performance of employees (Sobaih,
Ibrahim and Gabry, 2019).
Team leadership Training in Asda and its evaluation using Kirkpatrick’s model
Reaction- Learners and participants in training enjoyed training sessions
Learning- Learners and participants in training were able to learn effectively and as a result
there was improvement in existing learning and knowledge of participants
Impact- Impact of training was change in behavior for job
Results- Improved performance and productivity
Reward Management
Reward management is concerned with practices of the organization in which strategies
are developed for rewarding all people fairly, equitably and consistently.
Benefits of reward management for employee is that they fair and equitable reward and
for employers they are able to motivate employees of Asda (Sobaih, Ibrahim and Gabry, 2019).
Rewards at Asda
Intrinsic reward- This is one of the rewards given in Asda and in Maslow’s hierarchy of needs
upper level needs are intrinsic needs.
Extrinsic reward- This involves extrinsic rewards given by Asda and in Maslow’s hierarchy
needs lower order needs can be fulfilled by extrinsic reward.
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Performance Management-
It is based on the process or method of ensuring that a set of all necessary activities or
outputs and result meets organizational goals in effective manner. Performance management
process can help to focus on the efficiency of operational tasks, activities.
In context of ASDA, manager of this organization is mainly focused on the communication
process and establish a strong relationship with staff members. Afterwards, it can be followed a
suitable plan, monitor and review all staff members (Sadikova, 2020). In most of cases, HRM in
ASDA has been conducted the suitable performance review process. This can help to check the
daily activities of staff members and then provide feedback accordingly.
Flexible Working Practices-
In ASDA, manager has been followed the flexible work arrangement empower an employee
to select the best time or place accordingly. This kind of new approach will inspire or motivate
large number of staff members. In this way, employee can balance coordination between
personal as well as professional life (Sadikova, 2020). During Covid-19, it has been rapidly
increasingly demand of flexible working. In this way, ASDA will change their working hour
policies while adapting flexible practices. In order to provide better option where employee can
do their tasks at any time.
For Example- ASDA can be categorized flexible timing such as part-time, remote working,
full time and compressed hours. It look at the professional advantage of flexible working.
Activity-3
Employee relation
It is kind of procedures which is mainly used by organisation in order to put more efforts to
create or maintain positive relationship with staff member. Employee relation is the strongest
coordination with employees those are giving the best towards organisation goal or objective.
For Example- McDonald’s is one of leading brand in which build a strong employee relation
while providing the excellent quality of fast food services.
Analyse the importance of Employee relations in respect to influence HRM within McDonald’s
In context of McDonald’s, Human resource management has been focused on the
employee relations because of consideration of organizational success. A strong employee
relations are required for increasing high productivity and meet satisfaction level. The
importance of employee relation in McDonald’s where HRM deals with the resolving issues or
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concern about demand of consumers. A healthy employee relations lead to more efficient
motivated and productive staff members, which further lead to increase sales and production
across global world.
Employee participation and Employee Involvement
In McDonald’s, HRM has been identified the participation of each and every employees
in the business tasks. In order to signify that staff member should feel positive about the identity,
their job. Despite the significant of strong relation with employee on the workplace, employee
can handle complex business operations and interact or communicate with manager of
McDonalds in regards of innovation. The important role of employee in business growth and
development which can possible through strong employee relation.
In McDonald’s, HRM will take some important decision in order to provide the better
facilities or services such as proper incentives, needs satisfaction, flexible working environment,
fair treatment etc.
Psychological Contract & Employment relationship.
In this areas, a strong employee relation will support for inspiring or motivating towards
organizational goal or objective. In this way, HRM of McDonald’s can easily identify
psychological behavior, attitude of employee in the workplace. Afterwards, HR department will
focus on decision making process and create or develop a proper policies. A good employee
relation with staff members are motivated to accept all company’s norms. HR manager can
easily identify behavior of staff. Some kind of slow performance and grievances have been
identified in the form of discipline. Thus, when staff members fail to meet expectation in regards
of performance and behavior.
UK Employment Legislation
Here are explain the UK employment legislation as follows:-
The Equality Act 2010, this type of legislation provide the protection of employees in
regards of discrimination. It means that HR manager in McDonald’s follows act to provide the
equal fair treatment of employee on the basis of their performance. it doesn’t matter whether a
person is male, female, tradition or background.
The health & safety Act 1974, the legislation requires that apply in McDonald’s by HR
manager. In order to provide the better training session in regards of health & safety. This can
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help to provide better welfare provision for employees and also create dynamic working
environment. In order to maintain and control a proper coordination with staff members.
The Data protection Act 2018, Aim is to prevent the individual people and organization
from holding sensitive information of every employees. HR manager of McDonald’s can apply
data protection act in order to maintain a proper security or privacy in regards of sensitive
information or data.
Impact of UK employment legislations have upon HRM decision-making in the MacDonald’s
On the basis of discussion, it has been identified the different UK employment legislations
such as The Equality Act 2010, the health & safety Act 1974 and The Data protection Act 2018.
These are different legislations impact on Human resource management Decision-making
of McDonald’s. This is because of regulates the relationship between organization and staff
members. It governs what they can expect from staffs, ask employee to do and staff rights at
workplace. The positive aspect of unemployment legislation is to inspire or motivate the staff
members towards organizational goal or objective.
The Fundamental point that employment rights are a matter in context of enforcement or
compliance. These are playing important role of HRM in McDonald’s to use legislation while
taking some important decision in regards of policy change. In this way, it will be creating a
legal environment in McDonald’s where each and every staff members follows a proper
regulations. Employment regulation will be increased the human resource role, HR has to adopt
the legal policies to establish a good relationship with staff members. In order to fulfill all
essential need or requirement for potential staff members in the McDonald’s.
Activity 4: McDonald’s
Job Description
 Job Title: HR administrator
 Salary Band : in between $ 48,582 to $50, 000 per annum
 Hours: 42 to 48 hours per week
 Accountable to : HR manager
 Location: Manchester
Job summary
To work with the HR department to handle the employee documents, recruitment process
and contracts of the employee and external partners.
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Duties and responsibilities
 Maintaining the records of the employee data.
 Reviewing and renew the company legal procedures and the policies.
 Assist the payroll of the employee by providing the relevant information from the
department about holiday and the sick leaves.
 Communicate with the external partners of the company.
 Preparing with the necessary Hr related documents.
Person Specification
Requirements Essential
Criteria
Desirable
Criteria
Assessment Method
Education/Qualifications
Post graduation in HR field - Yes certificate of training or
internship during the masters
Graduation in any stream Yes - certificate
Experience
Experience in the HR
department at any post
Yes - With the previous experience
letter.
experience in HR
administration and have
understanding in HR
process
- Yes small test related to the
process of HR
Skills, Knowledge &
Abilities ( Must provide
at least 5 )
Software knowledge - Yes Skills are to assess with the
aptitude test
Communication skills Yes - The communication skills is
assess during the way of
communicating in the
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interview
Confidence Yes - The way to answer the
questions of the interviewer
and with the cross questing
Problem solving - Yes previous critical problem that
is sold by the individual
Motivate Yes - the previous experience where
individual motivate to
someone.
Job Advertisement
WE ARE HIRING
McDonald’s Location: England
HR Administrator
McDonalds’ is currently hiring the efficient personnel as a permanent employee as a HR
administrative.
Requirements
 Previous experience in the HR department.
 Masters in HR fields
 Effective communication and the management skills
 Have knowledge about company
Duties
 Recruitment of the staff for restaurant.
 Assist the payroll of employee
 Communicate within and outside the organisation
To apply contact : [e-mail]
Interview script
Panel list
 HR manager 1
 HR manager 2
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 HR manager 3
Meet and Greet:
Good morning, we are the HR manager of the McDonald and we will conduct your
interview.
Purpose of interview:
Purpose of interview is find the most efficient HR administrator for our company.
HR manager 1
 Your experience in HR field?
 How you help in past to employee to deal with the problem?
 Which area of HR field you like to work?
 Tell me about your future experience?
HR manager 2
 Tell me about yourself
 What do you understand about HR administrator?
 Tell me about our company?
 Why you want to work for the role of HR administrator?
HR manager 3
 Why you want to leave your last job?
 Tell me the ideas to improve the recruitment process?
 Skills you have and how you use it at workplace?
 Where you see yourself in the five years to be HR Administrator?
Interview wrap up:
Thank you it’s nice interacting with you. We will send revert to you soon.
Selection Criteria
Interviewers: HR manger 1, HR manager 2, HR manager 3
Interviewee: Candidate A
Date: 5 June
Time: 11:00 AM
Selection Criteria Poor (1) Average (2) Good (3) Very Good (4) Outstanding (5)
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Communication Skills Yes
Problem Solving Skills Yes
Teamwork Yes
Self-Confidence Yes
Knowledge about the
Company
Yes
Motivation Yes
Total score: 20
Interviewers: HR manager1, HR manager2, HR manager3
Interviewee: Candidate B
Date: 5 June
Time: 12:00
Selection Criteria Poor (1) Average (2) Good (3) Very Good (4) Outstanding (5)
Communication Skills Yes
Problem Solving Skills Yes
Teamwork Yes
Self-Confidence Yes
Knowledge about the
Company
Yes
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Motivation Yes
Total score: 15
Employment offer letter
8 June, 2021
Candidate A
BGGT lane, Manchester
RE: job offer for HR Administrator in McDonald
Dear candidate A,
We take our interview and have lots of discussion during the interview, our company will
offer you to be at the position of HR administrator in the HR department. Our company is
excited with your potential and the knowledge you have you placed on our company and we
hope you feel the same.
As per our discussion you are placed in our Manchester office. After the completion of
orientation process you will begin with your roles and duties for job.
Terms and condition we offer are:
 Designation: HR administrator
 Joining Date: 15 June 2021
 Salary: $48,580 per annum
 Probation: 3 month
 Working Hours: 48 hours week
 Reporting to: HR manager1
You have to sign the contract that is being attached and again send it to us at [e-mail]
no later than 5 working days.
We look to long lasting and mutually beneficial relationship that is successful and mutually
challenging and rewarding.
Don’t feel any hesitation if you face any problem.
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Sincerely,
HR Manger1
McDonalds
Rationale for Specific HRM practices in recruiting and selection for McDonalds.
Interview process is used in the selection process so that the interviewer can understand the
interviewee personally and with the face to face interaction interviewer can effectively
understood the interviewee and can select the best candidate for the McDonald. The selection
process is based on the table that is to be used to understand well about the skills that are
required to be HR administrator and this appropriate skill will help to work effectively in
McDonalds.
CONCLUSION
From the report it concluded that different HR management functions and purpose are
applied to workforce planning and resourcing of Samsung with the appropriate skills and talents.
Recruitment and selection process of Samsung have strength and weakness. There are various
key element of HR management in the ASDA have different practices and effectives that raises
the profit and productivity. Internal and external factors affected to decision making to HR
management in McDonalds and different practices are used in McDonalds in their work related
context.
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REFERENCES
Books and Journals
Sadikova, M., 2020. Theoretical basics of the Human resource Management. Архив научных
исследований. (3).
Sobaih, A.E.E., Ibrahim, Y. and Gabry, G., 2019. Unlocking the black box: Psychological
contract fulfillment as a mediator between HRM practices and job
performance. Tourism Management Perspectives. 30. pp.171-181.
Sujan, B., Bhasin, B. and Mushtaq, S., 2017, December. Demonetization and devolution of HRM
functions: Bad or the good facet. In Proceedings of IIT Conference. Roorkee, India: IIT
Roorkee. Retrieved from https://goo. gl/76RVod.
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