Human Resource Management Practices at Samsung, BBC, and McDonald's

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HUMAN RESOURCE
MANAGEMENT
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Table of Contents
INTRODUCTION............................................................................................................................. 3
TASK 1............................................................................................................................................ 4
TASK 2.......................................................................................................................................... 12
TASK 3.......................................................................................................................................... 14
TASK 3B........................................................................................................................................ 15
CONCLUSION............................................................................................................................... 25
REFERENCES.................................................................................................................................26
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INTRODUCTION
This assignment will include the role and functions of human resource management in
Samsung, what are core and basic functions of HRM including workforce planning and
recruitment and selection then after training and development of employees and maintaining
them in the organisation simultaneously motivating them to work efficiently. Functions of HRM
include recruitment, selection of human resource, then orientation and training of these newly
appointed employees is done. The function of human resource department also includes
evaluating the performances of employees and then rewarding the best employees of the
company. The chosen companies are Samsung, BBC and MacDonald. There is whole description
of recruitment and selection process from job analysis by MacDonald till the offer letter to the
selected employee.
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TASK 1
OVERVIEW OF THE ORGANISATION
Samsung is a multinational conglomerate company that has the vision to inspire the world and
create a better future. The vision 2020 is to create a better world that experiences the richer
digital experience through innovative Samsung products. The mission is to inspire the world
with new technology a product that is contributing to both for the welfare of society and
customer's lives. Human resource management means proper utilization of skilled human
resource and maintains them to fulfil the organisational goal. At Samsung, there are more than
250000 employees at Samsung so to manage such a large workforce and motivate them
towards the achievement of the organisational goal of innovation and prosperity human
resource management is important for Samsung.
Figure-Strategic Direction of Samsung
Source- Samsung, 2019
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Task 1 A) PURPOSE AND FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Human resource management is planning, recruiting, selecting, developing and managing the
employees in an organisation. As employees are the assets of an organisation and to manage
them for the betterment of the organisation is called human resource management. Every
organisation runs and grows by the hard work of its employees and to motivate towards the
achievement of the goal is the function of the human resource department. According to
Decenzo and Robbinshuman resource management is focused on people dimension. As every
organisation has its basic unit of the cell and that are its people, so to acquire their services,
training and developing them, motivating them to achieve more efficiency and better
performance with ensuring their commitment to the organisation in order to achieve the
organisational goal (Noe et al., 2017).
Functions of human resource management include planning of workforce requirement,
recruiting and selecting the people, training and developing them, measuring and evaluating
their performances and then rewarding them for their good performance.
The purpose of human resource management is to identify the right people for the vacancy at
the organisation and maintain them through motivation. HR manager needs to develop the
knowledge of corporate culture, organisational policies and plans. He needs to guide the
employees to cope up with the change and challenges at the workplace. Human resource
manager has to be involved at the time of formulation of the company's strategy, making the
employees of different department communicate with each other at the workplace. Creating a
balance between the HR policy with the company’s strategy of achieving the organisational
vision. To ensure that the employees are following the code of conduct of the organisation is
the function of HR. The main and last purpose is to make the employees perform their best for
the organisation’s success.
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Workforce planning- Workforce planning is determining the requirement of human resource
quantity for achieving the future goals and vision of the organisation. According to the
workload, capacity of the organisation and the future targets workforce is done for talent
management.
Figure- Steps to Work Force Planning cycle.
Source -http://www.kepion.com/solutions/workforce-planning.
Through workforce planning an organisation gets a systematic idea and appropriate approach
for finding the quantity of personnel plus the number of people required for the organisation to
achieve the goal. The workforce planning provides the assistance in preparation for the
recruitment sources like internal or external, what employees are to be maintained and
retained, those who are not capable and unwilling to work, their quantity and job profile.
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Workforce planning helps in management succession and to define the talent management
plans for the company.
Recruitment and selection
Recruitment is identifying the source for seeking potential employees for the organisation that
may be selected as a part of the company. The recruitment process is a positive process as it
leads to an increase in productivity, high employee morale, reduction of a company's labour
turnover. Recruitment focuses on attracting personnel that is qualified and is qualitatively good
for the job vacancy at the company (Pilbeam and Corbridge, 2010).
Selection – selection is choosing the right candidate for the right job profile from all those who
have applied for the job vacancy. Selection is done by checking the skills required for the job
with those of candidates if they match then the person is selected for the job (Pilbeam and
Corbridge, 2010).
Purpose of recruitment and selection for Samsung-At Samsung the motto is to innovate and
creatively design the new gadgets and products for the better future, so for this, there is always
a requirement of new and young talent that can provide innovative ideas to the company. If the
skilled and good employees are selected by Samsung's HR team then there will be fewer
chances of retraining the employees, underperformance and retraining costs double to the
company one by reducing the productivity and secondly through costing for training again.
Functions of Recruitment and Selection
Hr plan- Hr plan is identifying the workforce requirement and plans for the goals with outlying
strategies. At Samsung HR plans for the methods of recruitment, do the job analysis of various
departmental job profiles and other components for selection of employees.
Job analysis- job analysis means to determine the requirement of job profile or job duties with
the respective importance of these job duties in the given job. Here the analysis is about the
job, not a person like in Samsung there is a requirement of mostly engineers are required as the
job profile demands.
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Job description – It is the document meant for an internal purpose that clearly defines the job
requirements, job duties and the skills that are required in the candidate for the specific job
role at Samsung.
Attracting applicants and shifting applicants- Through advertisements or through agencies
candidates profile can be attracted to Samsung and then shortlisting according to qualification
is done by looking at the CV of different candidates.
Person specification- Person specification means the skills, qualification of the candidate etc. at
Samsung person specification is analysed and if it is suitable then after he or she is asked for the
selection process of interview or test.
Methods of selection
Interview – Interview is face to face communication of Hr and the candidate where the Hr asks
some questions to determine the knowledge and skills of the candidate like communication
skills etc. Samsung uses the interview method in its selection process, to check the
responsiveness, confidence and practical knowledge.
Aptitude tests- Aptitude or another test that is basically written of objective test that is used
where the knowledge is most important not the other skills, many HR first uses aptitude test
than they take interview of those shortlisted after the test. Samsung uses both of these
selection methods firstly to test the knowledge or analytical skills and then to analyse other
skills respective of the job profile.
Reference and background check- What the sources from where these candidates applied for
the job, what are the qualifications and skills of the candidates, do these skills match with the
job requirement skills, at Samsung HR asks about the experience, qualification background,
courses and workshops attended etc.
Job offer – Job offer is the selection of a candidate and communicating the same to him through
a document called offer letter which specifies the job profile, package etc, there is also an
employment contract that is to be agreed by both employer and prospect employee. Samsung
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Follow up- It means to know the prospect employee personally and professionally who is
selected after the interview. At Samsung, the prospective employee is invited to follow up
interview mainly for salary negotiation and to know the family background and personal health
of the candidate.
TASK 1 B) EVALUATION OF STRENGTH AND WEAKNESS OF THE APPROACHES OF
RECRUITMENT AND SELECTION
Recruitment is obtaining an applicant’s profile that is suitable for the job vacancy at the
company.
Approaches of recruitment include internal and external approach
 Internal approach – This approach of recruitment enables the HR to appoint or select an
employee within the organisational workforce. No outsider is approached for giving an
interview. This approach
Strength –This approach of recruitment is very much cheaper than the external
approach. This approach promotes motivation and healthy competition among the
employees. The employee already knows the organisational rules and policies with
proper knowledge of the working profile, responsibilities and duties. No need for
training and orientation for the employee as he is experienced and qualified.
Weakness-One space is filled but the other is still gets vacant, so automatically to recruit
an outsider is a must. Colleagues within Samsung get jealousy against the employee
who gets promoted.
 External approach – Through this approach of recruitment the candidates are to be
chosen that don’t work in the organisation. These prospect employees are from outside
the business. There are various sources that Samsung uses which is online recruitment
and recruitment through an online agency like indeed.
Online websites- At Samsung website, there is a tab called careers from where the
candidate can apply for the vacancies in Samsung. There are various fields in Samsung to
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apply like research and development, marketing and sales, design and general
management.
Figure- Samsung’s website for careers
Source- Samsung, 2019.
Strengths – the cost through this type of recruitment is very low almost nominal as
compared to other recruitment methods. By online websites, the candidates' CV can be
seen before inviting him for the interview so that the unskilled or qualified people are
not bothered to be called for an interview.
Weakness- Many people don’t apply through these online websites and are mostly not
available online but maybe they are perfect for the job but not available.
Recruitment through Agencies- There are 2 types of agencies that first are online like
indeed and others are offline centres. These agencies help in identifying the best suitable
candidate for Samsung in accordance with the profile.
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Strength- Burden of HR team of going through lots of mail, profiles online is shifted to
these agencies and these agencies get the applications of skilled and qualified candidates
that match with the Samsung’s job profile.
Weakness- these agencies cost so much to the company and sometimes just for the
commission they hide the specifications of candidates that can lead to non-selection of
the candidate.
Selection methods- the approaches for selection includes interview and selection tests
Interview – analysing the skills of the candidate through Face to face communication with the
candidate. The decision-making ability can also be analysed through interviews.
Strengths – Proper knowledge of candidate can be analysed without any chance of cheating,
the character, experience and practical knowledge can be analysed as in front of HR he can
either know the answer or not known the answer if he does not know the answer and still tries
to answer it than it shows overconfidence and this is not good quality.
Weakness- Time-consuming and costly process of selection and some candidates may be
rejected because they are not good at communication but they may be very qualified and
excellent at their work.
Selection test- candidate is tested through various job-specific qualifications and knowledge-
based tests like aptitude test or field related tests etc.
Strength- The knowledge and analytical skills can be evaluated through this approach of
selection. It is less time consuming then interview and no biasness can be done in this selection
process by the interviewer.
Weakness- There may be chances of cheating and frauds. The practical and decision-making
ability cannot be evaluated through this approach of selection.
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TASK 2
HRM practices include recruitment and selection of a best and right candidate for the right job,
training and motivating employees to perform their best, evaluating their performance,
controlling their actions and directing them to achieve organisational goal.
The significance of HRM practices – The HRM practises like motivation lead to an increase in
efficiency and productivity within the performance of employees. Through performance
evaluation of employees, HR builds control at the workplace. BBC has a large pile of policies for
the employees working there that are to be followed strictly; there are various policies for
promotion, rewarding system, training and development standards, performance evaluation
standards etc. These HRM policies help in growing and developing the organisation and
simultaneously achieving higher profits. Safety of employer and employees in maintained
through these HRM practises since at BBC there is always the risk of life to all the employees.
Training and development- Training means to enhance the skills of employee and educating
them about the job responsibilities and procedures to be followed at the time of working.
Donald Kirkpatrick came up with the Kirk Patrick training model in 1959 with three successive
up gradation to these models. This model helps the organisation to determine the impact of a
training program on the employees, what they have learned and to improve their learning in
future. This model includes 4 components of training and development i.e. reaction, learning,
behaviour and results. Reaction includes the participation of employees, their contribution to
the training secondly what the trainees have learned from this training programme, is the
session helpful or it was just for theoretical knowledge thirdly to know how the employees
apply these training lessons in the work, after the competition of training the test is conducted
to check how much the employees have learned it may be in behavioural sense that they have
learned how to work in a team, how to handle the pressure etc. (Howe-Walsh and Schyns,
2010). BBC uses these training components to achieve better performance as through proper
training the chances of errors are minimised and there is efficiency in work and both of these
directly contribute to the profit maximisation of BBC. Team leadership theory is applied to
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