Workforce Planning, Employee Relations: HRM in Samsung, BBC, McDonalds

This report provides a comprehensive analysis of Human Resource Management (HRM) practices in three prominent organizations: Samsung, BBC, and McDonald's. It begins by outlining the purpose and functions of HRM, focusing on workforce planning, recruitment, and selection. The report details Samsung's systematic workforce planning model, including business plan, action plan, scenario plan, demand forecast, supply forecast, implementation, monitoring, and evaluation. It then assesses the effectiveness of HRM practices in the BBC, particularly concerning organizational profit, productivity, and employee motivation, utilizing the Kirk Patrick’s model to evaluate training and development activities, further analyzing the benefits and limitations of flexible working practices. The report also acknowledges the importance of employee relations, identifying key aspects of employee legislation, employee participation, involvement, representative participation, and trade unions. Ultimately, the report emphasizes the positive impact of HRM practices on organizational productivity and growth, highlighting the competitive advantages gained through effective HRM strategies in these three organizations. Desklib offers more solved assignments and past papers for students.

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Executive Summary
The HRM plays a key role in establishing core objective for the organisation by effectively
achieving organisational goal. It effectively manages the workforce that helps to gain
competitive advantage. It is designed to improve employee performance by training and
development activities. In this report discusses about three different companies- Samsung,
BBC and MacDonald. It briefly describes the HRM purpose and functions in relation to
Workforce planning and recruitment and selection. It focuses on the systematic workforce
planning model for Samsung where business plan, action plan, scenario plan, demand
forecast, supply forecast, implementation, monitoring and evaluation is discussed. A brief
discussion on the effectiveness of different HRM practices in BBC in terms of enhancing
organisational profit, productivity and employee motivation is addressed. The Kirk Patrick’s
model describes the effectiveness of the training and development activities. It critically
evaluates the benefits and limitations of the training in BBC. With training and development
process, it also describes about the flexible working practices according to the benefits and
limitations affecting the practices. The importance of employee relation and identifying the
key aspects of employee legislation is acknowledged. It also focuses on the employee
participation and employee involvement, representative participation and trade union is
discussed. The report summarises the HRM practices which have high productivity and
growth of the organisation. The HRM practices in three organisations have a positive impact
and establishes competitive approach.

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Table of Contents
Introduction: Samsung...............................................................................................................4
Workforce planning...................................................................................................................8
Action Plan.................................................................................................................................9
Scenario Planning.....................................................................................................................10
Demand Forecasting.................................................................................................................10
Supply Forecasting, Implementation, monitoring and evaluation etc......................................10
Recruitment and selection........................................................................................................11
HR plans, Job analysis, Job description, Person specification.................................................11
Attracting applicants: job advertisements................................................................................12
Sifting applications: CV screening...........................................................................................12
Selections methods: Interviews, Tests etc................................................................................12
Reference and background check: Previous employers, Legal working rights etc..................12
Job Offer: Offer letter, Employment contract etc....................................................................14
Learning- knowledge and skills acquired:...............................................................................18
Behaviour- the ability to adopt new skills:..............................................................................18
Representative participation and Trade Union.........................................................................23
UK Employment Legislations..................................................................................................23
Data protection Act 1998 (DPA)..............................................................................................24

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Introduction: Samsung
Samsung Group is a public multinational electronics company. It was founded in the
year 1938 and it’s headquarter is in Seoul, KR. The CEO of Samsung are Hyun-Suk Kim,
Kinam Kim, DongJin Koh It has three business divisions like mobile communications,
customer electronics, device solutions and information technology. The CE division of
Samsung includes refrigerators, air conditioners, monitors, digital TV and IM division
includes mobile phones, computers and communication systems. The DS division includes
products like memory and system LSI in the semiconductor business, and LCD and OLED
panels in the display business. The annual revenue in the financial year 2016 is $174 B. the
competitors of Samsung are Apple, Whirlpool, Sony, BlackBerry and Xiaomi (Bratton and
Gold 2017).
Human resource management is a distinctive approach which helps to manage the
employment at the workplace. It aims at achieving competitive advantage in the market.
Samsung has an effective human resource management, it has integrity management
respecting global diversity. Diversity is the difference that distinguishes one company from
another such as personality, internal characteristics, external characteristics and
organisational characteristics. Integrity management has a large focus within Samsung’s
human resource management. Global diversity has resulted in variety of programs of
recruiting and retaining global talent. Samsung identifies effective recruitment process where
talented individuals are employed. It practices fair evaluation of performance of individual
employees. Compensation is delivered in form of basic salary and performance-based
incentives. It has human rights where the code of conduct allows for equal opportunities and
non- discrimination. Samsung also have labour-management cooperation and addresses
employees’ grievances. The advantage of Samsung diverse workforce is new business ideas.
It creates a wider range of ideas and abilities which offers greater scope for innovation and

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competitive performance. Samsung have started the virtual reality market. This has resulted
higher profits than Apple in the smartphone industry. Samsung is also contributing in
corporate social responsibility (CSR) which is very important for every organisation in
today’s business environment. According to Mueller, 1998 creating and managing the diverse
workforce effectively has resulted in social and moral imperative. This ethical aspects
benefits Samsung and puts positive impact to embrace it. According to Watson et al., 1993
cultural diverse groups have more effective impact on performance and interaction.
According to Fleury, 1999 the team which are diverse makes it possible to enhance
flexibility. According to Adler, 1997 it allows for rapid responses and quick adaptation to
change. Samsung has mainly focused on technological changes in the market and established
a good working environment to improve productivity and flexibility (Song and Lee 2014).
Human resource management is the strategic approach to gain effective management
of workforce in an organisation, so as to achieve competitive advantage. It involves hiring of
proficient employees, firing of low performance employees, training and motivating eligible
employees for sustenance (Song and Lee 2014).
The main purpose of effective human resource in an organisation is to enable a
structural form and also able to fulfil business needs by maximizing performance level of the
employees. Its role is to solve human resource management issues who are involved in
producing goods and services of the organisation (Kaliannan and Adjovu 2015).
The functions of HRM is to analyse employee performance and enhance their skills and
knowledge to perform their job effectively. Training and development provided to the
proficient employees helps them to groom their skills and prepares them for higher level
responsibilities (Kim and Sung-Choon 2013).

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The functions of human resource management includes-
 Managerial functions
 Operative functions
Managerial functions includes:
1. Planning
It is the initial function where managing the workforce comes into context. Its
function is to allocate number of employees and types of employees for
accomplishing organisational goals. HRM planning helps management to analyse
problems and identifies current and future needs of the organisation.
2. Organising
Organising is to allocate task to the individuals by analysing their skills and activities
integrated for common goal.
3. Directing
Directing is to activate employees at different levels to their best efforts towards the
organisational goal. Developing and enhancing the potential of an employee by
constant motivation.
4. Controlling
Controlling deals with post planning by analysing the needs, organizing and directing
the workforce, and checks performance of the employees with respect to company’s
goal. Some control measures are also taken if an employee is deviated from the plan.

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Operative function includes:
1. Recruitment
Recruiting or hiring of potential candidates in pool drives and allows the management
to select right candidate who can effectively and efficiently achieve the organisational
goals.
2. Job analysis and design
Job analysis is to describe the nature of the job such as employee qualification, skills
required for that particular job, and work experience required for specific position.
Job design includes tasks, duties, and responsibilities in a single work unit.
3. Performance Appraisal
Performance appraisal is the systematic evaluation of performance and to understand
their skills and abilities for that job.
4. Training and development
Training and development helps the employee to enhance the skills to achieve higher
growth and potential to handle higher responsibilities.
5. Salary Administration
Human resource department determines different pay structure for different job types
which includes benefits, compensation, bonus and incentives according to job
function.
6. Employee Welfare
This is to provide services to the employees with numerous benefits and facilities to
increase the productivity of the organisation.
7. Maintenance

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Maintenance focuses on minimizing employee turnover and sustaining potential
employees within the organisation. It also checks for minimizing ROI in HR
department.
8. Labour relations
Labour relation is to establish a disciplined workforce by the trade union who are the
representatives of employees. Employees participate by joining the union group to
voice their decisions affectively to the higher management.
9. Personal Research
Human resource management positively participate in research program. The research
is to keep track of employees’ performance, their opinion regarding leadership,
wages, welfare activities, promotion, and work condition and employee satisfaction.
10. Personal record
Personal record is kept by the establishment team where employees information is
recorded includes salary, employment history and work hours.
Workforce planning
Workforce planning is a process which align the labour needs and priorities of the
organisation with respect to the workforce. It ensures to meet the legislative, regulatory,
production and service requirements and achieves organisational objectives.
The purpose or rationale of workforce planning for Samsung is to ensure the
organisation having adequate supply of employees. Employees must have key skills, better
knowledge and proper experience which is required to achieve effective and efficient
strategic objectives for both short and long term. The systematic approach to assess the
number and type of people needed for the organisation is by critical analysis of job and
allocating appropriate number of employees who have the capability to acknowledge the task.

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It provides the basis for the preparation of recruitment, retention and management succession
and talent management.
1. Introduction- Samsung was found by CEO Lee-Byung-Chull in the year 1938 as a
trending company. It is a South Korean company operating with assembly plants and sales
network is in total 61 countries. In 2012, Samsung became the largest mobile phone
manufacturer by unit sales. By over taking Nokia, which was the market leader since 1998.
2. Business Environment- Samsung electronics develops the protocols that are accepted
internationally and is used widely in foreign markets. The adaptive structure of the
organisation enables changes in strategy, competitive approach and in environmental change.
3. Marketing Plan- Samsung electronics have customer electronics, semiconductor and
telecommunications. Samsung electronics which is a flagship of the company has carved for
niche market for customer electronics market.
5. Operations- the export business has divested into electronics such as digital, microchips,
system integration, media and memories. The innovation in products and processes are now
recognized globally.
6. Finance- It is gaining higher profit due to sound financial strategy. The financial strategy
of Samsung covers a broad scope by providing prior attention and proper monitoring to
ensure the correct financial track of the company.
7. Risks & Conclusions- As the competitors are increasing and the price for the raw
materials are also increasing, the risks are high.
Action Plan
 Improvement and Corporate culture- Transparency is the key to success by effective
communication in an organisation. Reward is given in public to encourage the

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employee and training is given in private to keep track of the performance level of the
employee. Employee feedback is collected to understand the lack of training or
employee inability.
 Decreasing litigations- Samsung tries to avoid litigation so as to build customer
loyalty and add value to its business.
 Customer Acquisition and retention- Samsung is providing with effective training and
development program which enables employees to reskill and improve their
performance in the organisation.
 Research and design departments- Continuous research is done for technological
advancement and meet competitive approach. Designing the product with unique
perspective stands alone and is commendable.
Scenario Planning
Iceberg analysis in scenario planning is a great tool that Samsung must use. In this
occurrence of the events, organisation must excavate and enquiry the sequence of events to
have a proper understanding. Scenario planning also benefits with enhanced perception and
enhanced complexity of skills. It is perfect future plan for long term survival and success.
Demand Forecasting
Forecasting demand is the best planning tool to predict the future outcomes. It is
based on the historical data, experience and knowledge of the management. It is important for
the Samsung Company to develop new products or product line in the competitive market
place. Forecasting classifies the time horizon into short and long time periods.

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Supply Forecasting, Implementation, monitoring and evaluation etc.
Forecasting the productivity report and outcome of the company yearly, it can analyze
the performance of the company. Implementing the strategies it can gain more profits,
monitoring the tasks and activities the improvement is tracked. Then evaluates the
performance and determines the strength and weakness of the company.
Recruitment and selection
Recruitment is a process of finding and attracting more number of potential
candidates by identifying the jobs vacancy, also analyses the job requirements, reviews the
application, screening, shortlisting and further selecting (Kang and Shen 2013).
Selection is the process of identifying and hiring choosing the right candidate who is
suitable for the vacant job position. Employee selection is a negative process because it is the
elimination round where only right candidates are selected for the right job.
The purpose of recruitment and selection in Samsung is to bring talented employees
and enhance productivity. Samsung conducts recruitment and selection process to attract
more potential candidates to work with them. The objective is to minimize the effort of
retraining as recruitment attracts potential candidates who are more updated with latest
technology (Dahlgaard 2013).
The functions of the stages of Recruitment and Selection for Samsung defines
HR plans, Job analysis, Job description, Person specification
Human resource planning deals with forecasting of manpower requirements,
formulates policies, effectively implements policies, and control or monitor the policies to
ensure the right kind of candidate is allocated in right numbers or not. This means it focuses
on manpower planning. Job analysis involves gathering information and analyses the crucial

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information of the job. In this analysis judgments of decision is taken based on data collected.
Job specification of Samsung has a detailed description of the role, this includes all the
responsibilities, objectives and requirements. A person specification is a profile includes
qualification, skills, knowledge, experience, and personality type which a candidate must
possess to perform the required job duties. This specification should be derived from the job
description and is also the foundation for the recruitment process.
Attracting applicants: job advertisements
Attracting applicants to the pool drive benefits the company to meet new skills and
recruit them for the job preferred for the candidate. Job advertisement is for advertising job
vacancies which also advertises the company, builds trust and value for the company.
Sifting applications: CV screening
Through sifting of candidates it helps to analyze who will best suit for the position.
The screening of CV is done thoroughly so as to identify the potentiality of the candidate. CV
is the mirror of an applicant, it reflects the ability and performance of the candidate. This
screening helps the recruiters to select the efficient candidate for that job.
Selections methods: Interviews, Tests etc.
Selecting the candidates are done through interviews and written tests. The qualitative
and quantitative analysis of the candidate is examined through different stages of recruitment.
Reference and background check: Previous employers, Legal working rights etc.
Reference is also a process of recruitment which is internal recruitment. The
employers or employees working in that organization can recommend the potential candidate
who best suits in the job. Legal working rights is considered under standing orders which is