HRM Analysis: Samsung's Recruitment, Selection, and Practices Report

This report provides an in-depth analysis of Human Resource Management (HRM) practices at Samsung, focusing on the roles and purposes of HRM within the company. It examines Samsung's recruitment and selection methods, including both internal and external approaches, with a detailed discussion of their strengths and weaknesses. The report explores the benefits of HRM practices for both employees and the organization, covering workforce planning, advertising, and the use of selection tests and interviews. The report also highlights key aspects such as employee relations and the impact of UK employment laws on HRM decision-making. The analysis includes scenario planning models, demand and supply forecasting, and an evaluation of the effectiveness of training and development programs, providing a comprehensive overview of Samsung's HRM strategies and their effectiveness in achieving organizational goals. The report concludes with an evaluation of the strengths and weaknesses of the recruitment and selection methods.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................3
P 1 Importance Of HRM of Samsung.........................................................................................3
P 2 Strength and weaknesses for approaches of recruitment and selection of Samsung............5
P 3 Benifits of employee and employer in ASDA....................................................................8
P 4 Effectiveness of training and development ..........................................................................9
P 5 employee relations ............................................................................................................10
P 6 UK Employment Laws.......................................................................................................11
P6 Elements of employment legislation and the impact it has upon HRM decision-making...12
P7 The application of HRM practices in a work-related context..............................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
The Human Resource Management in a company mainly concerns with effective
utilization of human resource. Thus, this department checks out to bring the best possible
outcome. HRM also plays a vital role in keeping good relations between employer and
employee and also between the mangers and employees of the organization (Noeand et.al, 2017).
The key features of HRM is to enhance the efficiency of the employees, regular growth and
development of the workers & maintain a healthy relationship among the seniors and juniors of
the organization. The Human Resource Management is also responsible for keeping the check on
employee's complains and rules related to the work place. The federal law suggests that there
must be proper rules and regulations that governs the employee working in any organization.
Report will highlight the purpose and functions of HRM. It will also highlight strength and
weakness of recruitment and selection methods. It will also highlight benefits of different HRM
practices to employees and employers
P 1 Role and purpose of HRM of Samsung
Human resource management is the process of managing the employees by recruiting,
selecting, organizing and following the strategies and policies of the organization. The Human
resource department have a duty to formulate the policies and strategies of the organization (Xia
and et.al., 2019). Electronics giant Samsung has also established the human resource
management policies and strategies for increasing productivity of the organization and grow its
rate of profitability, the company also uses human capital management. Some purpose and
importance of adopting human resource management are:
Functions of Human resource management of Samsung
Samsung has understood the of Human resource management as any organisation without
hrm is like fish with water and it cannot survive in the market for long.
1. Human resource managers of Samsung company have a responsibility of strategies and
policies of the company by the various process of planning, organizing, staffing, giving
directions, and controlling of all the process and the amended strategies.
2. Human resource managers also have a duty to recruit, select the right person for the job.
The Hr managers also ensure the proper development and training of the employees to
reach their goals more effectively.

3. HR department of Samsung also provide guidelines regarding the healthy work
environment to their Hr department. That will also boost the employees morally and will
increase their efficiency to achieve the set objectives of the company sooner.
4. Human resource management of Samsung also focuses on the coordination of company
which will increase bonding between the employees that will also help the employees to
do their work with the help of one another and without any disputes.
5. Hr department also analyze the employees work and promote them if they are capable ad
also give incentives and bonuses to motivate the employees of Samsung.
6. HRM also protect the rights and duties of the employees of Samsung and they also have
to make policies in accordance with the government laws and policies.
Workforce planning of Samsung
Workforce planning is the correlation between Human resource management and the
finance department of Samsung. It is a process which determines the efficiency of the company
and the employees on monitory basis so that it helps the company to get an overview about the
true and actual position of the company which will also help HRM to make the strategies and
policies to increase the productivity of the company.
 Business plan- Company is engaged in making business plan. Samsung ensures the
quality of skills of the individuals of whom are hired in the company, as effective
recruitment lead the company to its growth. Samsung develops their employees so that
they can reach the company's goal effectively and also they are more motivated towards
their work.
 Action plan – Company’s action plan includes strategies which firm implements to
achieve its objectives. Samsung has adapted Human resource management to ensure that
company optimally use the human resource and increase the company's productivity.
 Monitoring and controlling- For this they make sure to make use of methods like KPI,
benchmarking. They analyses the needs and demands of consumers. Samsung also ensure
that the employees of the company are fully satisfied by their job and are motivated
towards their goal with the help of Human resource management. The Hr department of
the company ensure the work safety and also ensure that the employee's personal goals
are fulfilled as every human being work to fulfill their desires .

 Scenario planning model is used by the HRM of Samsung which will help in analyzing
the market forces , forecast the trouble which can be faced in the future, formulation of
new strategies accordingly.
 Demand and supply forecasting is also very essential criteria which lies under workforce
planning. Demand forecasting focus on how much workforce will be needed in the near
future to achieve the set objectives of the company (Shin and Konrad, 2017). Supply
forecasting will analyze that supply of the human resource currently and in the future.
Recruitment and Selection of Samsung
Recruitment means inviting people for a particular job profile and check that the person is
right or not with various techniques in recruitment of the company.
Selection can be basically define as choosing one prospective candidate out of so many ones.
Samsung recruits its employees in various rounds , first round is based on the person's
conceptual skills and it is in the form of advertising and referrals. In second round has to go
through an interview where the person is asked questions mainly on computer programming.
Third round also consist of some technical questions but which are related to the person's
experiences and also some moral value based questions which will show the person's moral
values (Sani and Maharani, 2015). The fourth and last round is conducted by Hr executive of
Samsung where the person is being asked more about himself and his mission and vision of
working in Samsung.
Stages of recruitment and selection which is being followed in company includes planning,
strategy development, searching, screening, evaluation and control.
P 2 Strength and weaknesses for approaches of recruitment and selection of Samsung.
Samsung has managed in being the one of the leader of the world in electronic industry as
the company has analyses it strength and weaknesses and also improved them according to the
market and increased their productivity to compete their competitors.
Internal recruitment
Samsung also recruits many candidates internally within the Samsung itself. It means that
employees are selected from within organization.
Advantages of Internal recruitment
 The employees who are already working in the organisation are more efficient as they are
already trained and also motivated towards the goals of the company.

 Employees who are appointed internally also set examples to other employees of the
company which give them motivation to get more efficient.
 The cost of analyzing the efficiency of the employees will be nil as they are working in
the company from earlier.
Disadvantages of internal recruitment
 Internal recruitment will also create grudge that there is no new entrance of employees
which means they don't have any chance to get promoted, as the person who are recruited
internally will only be promoted on his skills and abilities and if new entrants joins the
company the old ones can also get the upper post due to high experience. It creates the vicious cycle of vacancies in the company as the employee is promoted
internally creates a vacancy to his own profile.
External recruitment
 It is the process in which Samsung find their right candidate outside the organization
which has more ability which can increase the efficiency of the organization.
1. Online recruitment
 As Samsung has understood the need of accepting the technological changes in the
environment by improving its tools and techniques used in the organisation.
Advantages
 It enhanced the company's profitability as the cost of recruiting applicants online is very
low. As the company does not have to bear the additional cost which they have to in case
of normal recruitment, the company does not have to spend on promoting and advertising
the recruitment procedure (Ogbonnaya, Daniels and Messersmith, 2019)
 As online recruitment is very time efficient, due to technological advancements in the
company the Hr managers now can send the profile requirements from any part of the
world and it also increased the coverage area of finding the right employee for the
company.
 Because of online recruitment, company is able to get suitable candiates for vacant
position.
Disadvantages

 Due to large coverage area for recruitment, the managers are unable to handle all the
application which come for the profile. It also becomes a problem to the employees who live across the world to travel for the
job interviews. And by phone or video call interview, the interviewer can't analyze the
accurate personality of the candidate (Meijerink, Bondarouk and Lepak, 2016).
Advertising- In this the vacant positions are being advertise on Television, radio, newspapers
and many more.
Advantage
This can reach out many number of customers.
Disadvantage
It is a costly method
Selection
Samsung's selection criteria includes 4 rounds for selecting the right candidate in the
company according to the given job profile and company's expectation (Marouf, 2016). The
selection methods adopted are interview and selection test.
1. Interview
It is an official question and answer communication in which the interviewer tells the
interviewee about the job profile expectation and the interviewee will have to tell his
qualification and skills and additional qualities which can help the company to achieve its
objectives.
Advantages
 Interview also enhance the connection between the interviewer and interviewee which
will also help the employee to be more comfortable in communicating with them.
 Samsung uses the different type of interview to collect the data from the source, as
interviews are the best way to collect the primary data which will help the company to
improve its weaknesses.
 Interview is cost efficient method of finding the best candidate for the company.
Disadvantages
 Samsung have also faced many issues of poor selection process as the interviewer have
been asking the candidates the wrong questions which are not related to the field of the

candidate and the interviewer have also been influenced by some external sources for
selecting the particular candidate.
 This is not reliable the person can also lie on the face. (Lopez-Cotarelo and Nicolini,
2015)
2. Selection Test
After the issues of interviews error, Samsung came up with the new and ethical way to
select the right candidates.
Advantages
 Selection test have increased the standards of selecting the candidates by written tests
according to the job profile.
 It can minimize the time consumption as many candidates can give the test
simultaneously.
 It enables the company to evaluate the potential of the candidates more accurately and
more efficiently (Leroy and et.al., 2018).
Disadvantages
 The analysis of the test can also be wrong and can lead to rejection of the potential
candidates.
 The candidate who feel incompetent will not even give the test and that will also result in
loosing of the right person of the company.
M2 Evaluation of strength and weakness of recruitment and selection methods
Strength- Internal recruitment also discourages the fresh minds in the market who are more
innovative and efficient (Ringle and et.al., 2018). This will decrease Samsung's innovative
ideology and the current employees are not as motivated as the new entrants can be.
Weakness- Online recruitment also requires internet connectivity and there are many parts of the
world where there is no internet connectivity which will be the disadvantage of the company as
the information of the recruitment process is not being delivered properly

D1
P 3 Benefits of employee and employer in ASDA
Asda is a retail supermarket which is established in UK in 1949 with a yearly revenue of
21 million euros. The company also proves more emphasis of their employees and they also
gives them many benefits which are .(Kultalahti and Viitala, 2015)
Training and development
Training and Development is a subsystem of an organization which emphasize on the
improvement of the performance of individuals and groups. Training is an educational process
which involves the sharpening of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of the employees.
Employer Employee
Training and development of the employees help
the employer to get an efficient workforce.
It helps in motivating the employees of the
company.
Employer will also get appreciations as the team
is more efficient and they do their task more
effectively.
It creates the coordination in the company
and also give the more insight to the
employees to achieve the company goals.
Employer will earn more profits as the
productivity of their company has also increased.
It helps the employee to understand their
work more effectively and also make them
more efficient in completing it.
The employer will also set some quality
standards to increase their performances of their
employees.
Training also helps employee to achieve their
personal goals as they are more competent
than before.
Reward management
Employer Employee
It will lower the cost of the employer as all the
employees will become efficient.
It increases the motivation level of the
employees
Employer will not have to recruit new Giving rewards to the employees will also

employees as the old ones are satisfied and are
loyal to the company.
make them loyal to the company and will also
give company their support.
It will also help the employer to achieve its
objectives effectively and efficiently with
maximized profits.
It will also create a sense of participation of the
employees in the organization as they feel
happy by getting rewards.
P 4 Effectiveness of training and development
The Kikpatrick model has four stages. It includes the following:
Asda has felt the need of training and developing their employees in order to get a core
competency in the competitive market and also will increase the profitability of the company.
The Human resource management activities used to make the company more effective are given
below.
Reaction- It increases the skills and knowledge of the employees as company follow these
strategies to promote its mission (Khan and Suhaib, 2019). Training and development also
enhance the job satisfaction of the employee and that also help them to achieve their personal
goals.
Learning-Training and development will help the employees to recover from their weaknesses
and more efficient and that also helps the company to enhance. It enhances the employees to
participate and also give the innovative and creative ideas to make an effective strategy for the
company.
Behavior- Company like Asda invest in their employees by which they get a loyal employee
which will also be more productive and also not leave their company.
Results- Making competent employees in the company will not only increase its productivity but
also increase it stakes and goodwill in the market and will also give the company higher value
then its competitors.(Hughes and Stephens, 2016)
Effective uses of Reward management
Reward management is a modern approach which help the employer and employee
relation to prosper The organisational goals.
 The hr managers regularly evaluate the employees and also see the efficiency.
 Performance appraisal is also one of the tools which helps the management to analyze
the work effectiveness after the rewards have been given to the employees.

M3 explore different method of HRM practices
 Reward management- Increasing the remuneration of the employees are now the
traditional methods of rewarding their employees as the companies have adopted new
methods which includes bonuses, salary raise, gifts, promotions, intrinsic rewards.
D2 Critical evaluation of HRM practices
• It helps the employees to achieve their personal goals and that will increase their
effectiveness and also more reluctant in getting the rewards.
P 5 employee relations
Employee relations- It can be defined as the efforts which has been put by company so
that the relationship between the employers and employees can be managed. An organization
with a good employee relations program provides fair and consistent treatment to
all employees so they will be committed to their jobs and loyal to the company.
Employee participation and employee involvement- In order to increase employee
participation, Mc Donald’s has been engaged in making use of various approaches like flexible
working, open communication. The HR department has been involve in providing flexibility to
workers in which employees can come to restaurant at any time and leave at any time. This has
helped workers in increasing their motivation. This has also created employee’s loyalty. It means
that workers will not leave the organization under any circumstances. Mc Donald’s has also been
engaged in communicating frequently and openly with workers so that they can analyze needs
and demands of workers and resolve the problems and grievances which has been faced by them.
In order to involve employees, HR department of Mc Donald’s also motivate them by giving
reward so that their relationship with employees improve and they do not leave organization
(Hassan, 2016). This helps in increasing involvement and participation of employees in firm's
activities.
Psychological contract and employee relationship- Psychological contract are those
contracts in which employers promises employees on basis of certain ground rules (Guo and
et.al., 2019). Unlike formal contracts of employment, they are often tacit or implicit. These type
of contracts are being done so that employee relationship can be improved. Mc Donald’s is
following such type of contracts so that they can involve workers in it. Contract can be related to
pay or wages. HR department of Mc Donald’s makes sure that the relationship between

employer and employee is quiet satisfied so that employees do not leave the organization (Ehnert
and et.al., 2016). These contracts can support firm in its growth by maintaining good
employment relationship.
P6 Elements of employment legislation and the impact it has upon HRM decision-making.
The HRD of an organization has the responsibilities to keeps the check of compliance of
a multitude of worker & legislation related to workplace. According to federal law, each country
must have it's some sort of employment legislation regulations. These laws keep a check to the
mileage reimbursement requirement for employees, checks workers criminal record, labour
relationship & record retention. The below mentioned are the most common employment
legislation that affect HR action & decision-making (Sangeetha and Kumaran, 2018). These key
elements of employment legislation involves medical leave allowance, labour act, discrimination
and equal employee opportunities.
Health and safety at work act 1974
This law was first enacted in 1974, this law of occupational health and safety governs the
complains by various laws which protect employee from unsafe working conditions and
environment. The HRD of an organization here is responsible for keeping the record of various
deaths and injuries associated with this job, the various dangerous material used at the workplace
and provides appropriate trainings accordingly. Thus, this law provides a safety net for
employees tends to work in unsafe condition. This law also states that if a worker worked in an
organization for more than 12 months than it must be given the probation to take 12 weeks of
leave in an year without pay (Ehnert and et.al, 2016). This rule benefited the employee during
serious conditions such as birth of a child, or serious illness at the work place or etc. this enables
the employee to retain its position and equal pay when it returns to the workplace after the leave.
This law protects the employee working in mcdonald's and helps HRM decision-making as
health and safety are the basic need of each emplyee at the work place. Non of the employee
working at the mcdonald's would like to work in unhygenic conditions. Moreover, if the emplyee
while working at mcdonald's faces any accident then according to the health and safety act the
company should provide the proper compensation to the harm faced by the employee,. Thus, this
act helped Human resource management in taking appropriate action for the misshappening.