HRM Report: Analysis of HRM Practices at Samsung, BBC, and McDonald's

This report provides a detailed analysis of Human Resource Management (HRM) practices at three major organizations: Samsung, BBC, and McDonald's. The report begins by defining the purpose and functions of HRM, focusing on workforce planning and the recruitment and selection processes at Samsung. It then evaluates the strengths and weaknesses of different recruitment approaches adopted by Samsung. The second part of the report shifts its focus to BBC, evaluating its HRM practices, including training and development, reward management, performance management, and flexible working practices. The final section delves into employee relations and UK employment legislation. A scenario-based analysis is included, offering a practical application of HRM principles within a work-related context. The report aims to provide a comprehensive understanding of HRM strategies and their practical implementation across diverse organizational settings.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Table of Contents
Task 1.............................................................................................................................2
Introduction................................................................................................................2
Assessment of the purpose and functions of HRM in Samsung................................2
Task 1 a......................................................................................................................2
Workforce planning...................................................................................................3
Recruitment and selection..........................................................................................3
Task 1 b......................................................................................................................6
Evaluation of strengths and weaknesses of different approaches based on
recruitment and selection of Samsung...................................................................................6
Approaches of recruitment adopted by Samsung.......................................................6
Approaches of selection in Samsung.........................................................................7
Conclusion..................................................................................................................7
Task 2.............................................................................................................................8
Introduction................................................................................................................8
Evaluation of the HRM practices and application in BBC........................................8
Training and development..........................................................................................8
Reward management..................................................................................................9
Performance management..........................................................................................9
Flexible working practices.........................................................................................9
Task 3A........................................................................................................................10
Employee relations...................................................................................................10
UK employment legislations....................................................................................13
Task 3B........................................................................................................................14
Company overview..................................................................................................14
Importance of recruitment and selection process.....................................................14
Sub-sections of the report.........................................................................................15
Scenario B................................................................................................................15
References....................................................................................................................23

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Task 1
Introduction
Samsung is a multinational technology based organization of South Korean origin
which has its headquarter in Samsung Town, Seoul. The conglomerate many different
businesses under its affiliation that include, insurance, textiles, food processing, retail and
securities. Samsung was established by Lee Byung-chul in the year 1938 in form of a trading
based company. The group further expanded its operations in other different sectors that
mainly includes technology (Samsung.com 2019).
The analysis will be related to the human resource management based functions that
are performed in Samsung and the ways by which they are able to affect the employees and
operations of the organization as well.
Assessment of the purpose and functions of HRM in Samsung
Task 1 a
Define HRM - Human resource management based functions are mainly related to the
motivation provided to employees and the entire process of hiring that is performed within an
organization. The two major types of functions that are a part of human resource management
based activities include, managerial functions and the operative functions (Aguinis, Edwards
and Bradley 2017).
Purpose of HRM - The major managerial functions include, planning, organizing,
directing and controlling. On the other hand, operative functions mainly include, recruitment
or hiring, job design and analysis, performance appraisal, training and development, salary
administration, employee welfare, maintenance, labour relations, personal research, personal
record (Albrecht et al. 2015).

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Functions of HRM - Human resource management based functions have started
playing a major role in the ways by which global organizations like Samsung are able to
operate successfully in the competitive technology based industry. The current human
resource management policies that are employed by the organizations mainly state that the
hierarchical structure of companies need to be modified in order to improve engage the
employees in different organizational processes. The human resource based functions of
Samsung have a major importance in the strategic integration of the company (Anselmsson,
Bondesson and Melin 2016).
Workforce planning
Workforce planning is considered to be a continuous process which is used for the
proper alignment of priorities and needs of an organization with the needs of the workforce.
This process is mainly used so that the organization is able to meet the regulatory, service,
legislative and production based requirements (Ayentimi, Burgess and Brown 2018).
Purpose of workforce planning for Samsung – Workforce planning is able to play a
major role in the ways by which Samsung is able to provide opportunities of growth to the
innovators. The company has aimed at increasing the levels of creativity in order to increase
the productivity (Bird and Mendenhall 2016).
Functions of workforce planning of Samsung – The most effective workforce
planning based process that can be implemented by Samsung is business plan method. The
organization needs to develop an elaborate business plan in order to manage the workforce in
an effective manner (Bakker and Demerouti 2017).
Recruitment and selection
Recruitment is considered to be a process that helps an organization to find and attract
potential resources in order to fill up different vacant positions. The candidates in recruitment

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process are sourced with attitude and abilities that can help in achievement of organizational
objectives. Selection on the other hand is a process that is helpful in choosing the qualified
individuals who can fill up different positions within the organization (Bratton and Gold
2017).
Purpose of recruitment and selection for Samsung – Recruitment and selection of
employees is a major part of the operations of Samsung in the technology based industry. The
levels of productivity are increased by improving creativity of employees. The recruitment of
talented employees is considered to be significant for the growth of Samsung. The retaining
of employees is also important for the organization and Samsung provides maximum value to
the employees as well (Collings, Wood and Szamosi 2018).
Explanation of functions recruitment and selection – The functions of recruitment
and selection is considered to be important for the ways by which Samsung is able to operate
in the technological environment.
Stage 1 - Human resource plans are based on the ways by which Samsung can recruit
the employees based in needs of the organization. Job analysis is important for the employees
so that they are able to identify and further determine the detailed job duties and requirements
in order to judge whether they are fit for different organizational positions. The judgements
based on job analysis is based on judgements which are made with respect to the data that is
collected. Job description on the other hand is provided by Samsung in order to communicate
the tasks that are required to be performed by the employees (Deery and Jago 2015). Person
specification is another process that is implemented for describing the skills, experiences,
attributes and knowledge that is required for selection of the employees.
Stage 2 - Job advertisement is considered to be an electronic notification or print that
is related to an intent to hire people in a specific position in the organization. Samsung has

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implemented job advertisement in order to provide information based on its requirement in
different organizational positions.
Stage 3 – The process of CV screening is applied by the management of Samsung is
helpful in analysing the employees based on different requirements related to various
organizational positions (Donate and de Pablo 2015).
Stage 4 – The process of selection that is used by Samsung is related to different
positions that include, tests, interviews. The interviews and tests that have been used by the
organization are considered to be helpful for the company to select the employees after
completion of recruitment process (Gorman et al. 2017).
Stage 5 – The company then aims at checking the background details of the
employees with the help of information that is provided by previous employers.
Stage 6 – Offer letter and employment contracts are important parts of the ways by
which Samsung aims at including the employees within the organizational processes (Jalagat
2016).
Stage 7 – The progress of the employee and effectiveness of review is the last stage of
recruitment and selection based process. The selected employees are analysed and work
process is monitored by human resource management department of Samsung.

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Task 1 b
Evaluation of strengths and weaknesses of different approaches based on recruitment
and selection of Samsung
Approaches of recruitment adopted by Samsung
Internal recruitment is the method that is used for the purpose of filling vacant
positions in an organization by suitable employees within premises of the business. The
method can also be understood in the ways by which existing workforce of an organization is
considered for the purpose of placing them in different job positions. Different methods that
are a part of internal recruitment include, employee referral, promotion, transfer
(Kachanakova and Urbancova 2015).
External recruitment is a method that is used for filling different posts of
organizations by employees, which exclude the existing positions. This process is based on
recruitment of new people who have the required skills in different organizational positions.
The external sources are used for filling up vacancies within the organization with the help of
external recruitment Lee, J.Y., (Park and Baker 2018).
Samsung has implemented both the processes of internal recruitment and external
recruitment in order to fill different positions in the organization. The promotion and
employee referral based processes are used by Samsung in order to recruit employees in
different managerial positions of the organization. The employee retaining based activities
are considered to be important by Samsung which leads to fulfilment of managerial positions
in different positions. Major advantage of internal recruitment is based on the encouragement
of hard work and levels of motivation within the industry (Meyer and Dunphy 2016).

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Internal recruitment is also quite economical in nature. Disadvantages of this process
is based on the lack of proper choice that is provided to the management of Samsung related
to the recruitment of employees in different positions. The advantages of external
recruitment process like, walk-ins and job advertisements used by Samsung are related to the
proper rejuvenation of the company and adaptation to changing external environment. The
disadvantages of the external recruitment method are related to the high levels of costs and
chances that are related to the wrong selection of employees in the organization (Mone and
London 2018).
Approaches of selection in Samsung
Samsung Group uses different types of selection based processes in order to attract
the employees which include, GSAT or Global Samsung Aptitude Test, technical paper,
technical interview, HR round, physical exam. The tests are conducted in such a manner that
is helpful for the organization to select the most suitable employees in different positions in
the organization. The major advantages that are related to the selection process include,
proper assessment, uniform basis, reduction of labour turnover and selection of the better
employees (Namada 2018). The disadvantages of the selection based process are, the lack of
reliability, fear exposure and wrong usage. Samsung has been able to implement different
recruitment and selection processes in order to include various employees in the
organizational processes in an effective manner (Nankervis et al. 2016).
Conclusion
The analysis has been able to state that Samsung has been successful in implementing
the recruitment and selection based process in order to select the best employees for different
job based positions in the technology industry. The advantages and disadvantages of the
recruitment and selection based processes have led to analysis of proper usage of the
resources.

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Task 2
Introduction
The British Broadcasting Corporation or BBC is public service broadcaster that is of
British origin. The headquarters of the organization are located in Broadcasting House in
Westminster London. BBC has been operating in the industry for a long period of time and
has employed more than 20,000 people in different positions in the company (Bbc.co.uk
2019). The human resource management based functions of BBC are based on significant
changes that have taken place in the organization. The four major strategic priorities of the
organization are working with business to provide efficient organizational design models,
attracting and retaining the talented people, developing an engaging work culture and
ensuring the ease of services and HR systems (Bbc.co.uk 2019).
Evaluation of the HRM practices and application in BBC
Training and development
Training and development can be considered to be a subsystem of the organization
that is mainly based on proper improvement of performance levels of the groups or
individuals. Training helps the employees to analyse their current position and development
on the other hand is helpful for formation of capacities to achieve the objectives (Noe et al.
2017).
BBC has a small team that is based on learning development process that helps in
creating and further developing new projects that are related to multiple platforms. The
organization is able to provide major training and development related opportunities to
employees with the help of BBC Academy (Popescu, Comanescu and Sabie 2016).

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Reward management
Reward management process is based on the proper formulation and the
implementation of different policies and strategies which aim at rewarding people in a fair
and equitable manner. The value that is developed by the employees in the company is the
base that is used for providing effective rewards (Prieto-Pastor and Martin-Perez 2015).
The staff in BBC are provided with different types of benefits and rewards that are
able to fulfil different needs and demands. The major benefit that is provided by the
organization to employees is the pension scheme that is named as BBC LifePlan. This plan is
helpful for the employees to plan their future in an effective manner (Santhanam, Dyaram
and Ziegler 2017).
Performance management
Performance management is considered to be a process that helps in the creation of
positive work based environment where the employees can provide their best performance
levels. Performance management mainly starts with the entire work based system which
begins with effective job description. This process thereby ends with the exit of employees
from the organization (Shamim, Cang and Yu 2017).
The staff appraisals in BBC are replaced with the performance development reviews.
The employees will not be appraised by the managers, on the other hand, reviews will be able
to develop a two-way conversation between the employees and managers of the organization.
Flexible working practices
Flexible working practices are based on the levels of flexibility that are provided to
the employees based on their time and place to work. This is mainly based on the flexible
ways that can be implemented by organizations for increasing the benefits of the business
(Shen and Benson 2016).

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BBC has recognized the needs based on flexible working that are related to the rights
of the employees. The company aims at providing the employees a right to provide them with
opportunities based on their choice of place and time to work (Shin et al. 2015).
Task 3A
Employee relations
Employee relations is a term that is used for the purpose of defining the efforts that
are undertaken by an organization in order to manage different relationships that are present
between the employers and employees. A company that has a good relationship with
employees aims at providing consistent and fair treatment to them. The levels of commitment
of the employees towards the organization and their respective jobs can increase with the
support that is provided by effective employee relations. The loyalty levels of employees in
an organization is also high if they have an effective relationship with the employers (Stone
and Deadrick 2015).
McDonalds is an American organization that operates in the fast food industry. The
organization was established in the year 1940 and the restaurant is operated by Maurice
MacDonald and Richard MacDonald in San Bernardino, California. The organization further
modified its business operations with the help of hamburger sales, that played a major role in
changing the company into a franchise (Mcdonalds.com 2019). The logo of the organization
was introduced in the year 1953 at the location in Arizona. McDonalds has further been
successful in developing its position in the fast food industry by developing huge number of
stores all over the world. The organization has become the largest restaurant based chain in
terms of revenues. McDonalds currently has its operations in more than 100 countries all over
the world (Mcdonalds.com 2019).

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Employee relations have been provided with high levels of importance in the
operations of McDonalds in the fast food industry. The organization has considered to be the
most important asset related to the growth that has been shown in different parts of the world.
The culture based on recognition has been developed in the organization that has helped the
management of McDonalds to form the employee relations. The employee base of
McDonalds consists of more than 100,000 people who are able to play a crucial role in
providing the best levels of services to the consumers (Trigeorgis and Reuer 2017). The role
that is played by the employees of McDonalds are able to increase the levels of revenues and
profitability that are earned by the organization. The motivation levels of employees in this
case are also quite high and have a major impact on the operations of the company (Wright
2018).
The employee relations management in McDonalds is based on the operations of
human resource management based department of the organization. The levels of control in
McDonalds are not only based on the direct supervision and different machines that are used
for production purposes. The skilled and unskilled workers of the organization are provided
with same levels of importance in the organization (Shen and Benson 2016). The operating
procedures of McDonalds are completely based on the employees in different positions in the
organization. The efficiency of McDonalds can be disrupted in a huge manner by the
unskilled workers. The efforts that are taken by the employees are based on the positivity of
climate that has been developed in McDonalds (Wright 2018).
The employee relations in McDonalds are maintained with the help of proper
motivation and rewards that are provided to the employees in the organization. Different
schemes are implemented by the organization in such a manner that can motivate the
employees to provide the best levels of services. The performance levels of McDonalds have
been improved with the help of proper motivation and engagement based activities. The