Human Resource Management at Samsung: Strategies and Impact

This essay provides an overview of human resource management (HRM) practices at Samsung Company, focusing on training and development, employee motivation, organizational flexibility, performance and rewards, and job design. Samsung utilizes various training programs, including VR-based training, to enhance employee skills and productivity. The company employs McClelland’s Learned Need Theory to motivate employees through affiliation, achievement, and power. Samsung's flexibility is evident in its OLED technology, enabling the production of flexible display screens. The company's performance and reward system includes financial incentives, gifts, and pension schemes to retain staff and improve their well-being. Furthermore, Samsung implements job enrichment and enlargement strategies to prevent employee boredom and enhance job satisfaction, ultimately leading to increased productivity and profitability. The paper concludes that effective HRM strategies are crucial for Samsung's growth and success in the competitive global market. Desklib provides access to this and many more solved assignments.

Running Head: HUMAN RESOURCE MANAGEMENT AT SAMSUNG COMPANY 1
HUMAN RESOURCE MANAGEMENT AS SAMSUNG COMPANY
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Introduction
Human resource management is crucial in ensuring success of an organization. For a
company to have a competitive edge over its rivals, its human resource management system
should be effective. Samsung has understood the significance of this and has engaged in
improving the skills of its employees through training and offering incentives and rewards.
Through this, the workers are motivated to work efficiently thereby achieving the set goals. This
paper discusses the human resource management at Samsung company putting into consideration
the training and development strategies used, motivation, types of flexibility employed,
performance and rewards, and their job design.
Training, development, and learning in Samsung Company
Samsung is an international company based in South Korea and has branches worldwide.
Due to its diverse workforce, training becomes important to equip employees with knowledge
and skills necessary for the development of the company (Chang, 2012). Samsung has employed
various training procedures for various categories of its employees. For instance, Chemical
Safety and Health Training involves teaching semiconductor employees how they ought to
conduct themselves when handling hazardous chemical materials. Several education and training
programs have been developed covering every department and division so that every personnel
in the organization are up-to-date with the current technological changes. Hands-on training and
use of the Virtual Reality (VR) in training has brought immense improvement within the
Samsung company (Poppe, Gilgen, & Safrudin, 2017). Through the Virtual Reality training
program, the employee works through the manufacturing process by use of a headset and a
specially designed utensil. It is of significance as it allows the trainee to go through the

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manufacturing process physically and have an experience as if you have undergone through the
actual manufacturing process.
Benefits of the training process to employer and employee
The VR training system offers an easy way for managers through which they can assess
the performance of each employee fairly based on their work results. The employees as well
have an advantage of getting a chance to physically interact with the most crucial steps of the
manufacturing process.
How the training leads to profitability and productivity?
The training will lead to high accuracy in the manufacturing process by limiting the
occurrence of errors in calculations. The VR also is less costly compared to the conventional
method that used a lot of resources (money and space). As such, the company expects to have a
high return of their money and increase their sales.
Motivation at Samsung
Motivation is the driving force that encourages employees to pursue company goals and
achieve the set target. Samsung uses the McClelland’s Learned Need Theory to motivate their
employee. It involves affiliation, achievement, and power. In terms of affiliation, Samsung
provides a conducive work environment for all its employees. Samsung has gained great
achievement for the past many years. The employees are proud to be associated with Samsung
since they are involved in the manufacture of the goods sold. Lastly, promotions of the
employees are encompassed by the power (Khurana & Joshi, 2017). Samsung offers equal and
fair promotion opportunities for every hard working employee without discrimination or favor.

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Benefits of motivation to employee and employer and its profitability and productivity
Motivated employees are known to put all their effort in achieving the goals of the
company. A good relationship is created between the employer and employee that is geared
towards attaining the set standards. Through motivation the overall productivity of the company
is increased. In turn, the levels of output improve leading to higher revenue.
Flexibility at Samsung
Samsung is a company that manufactures different types of products. It is very supple in
producing goods that are demanded by their customers. One of this is the introduction of flexible
display screens that hit the market recently. The OLED is a flexible display technology that
allows production of efficient and beautiful displays. Different types of flexibility are; glass,
plastic, and metal. Flexibility at Samsung occurs through the OLED technology that allows
development of flexible and bendable products.
Benefits of flexibility to employee and employer and its profitability and productivity
The flexible OLED devices produced by Samsung offers several advantages to the user,
employee and employer. The staffs get a sense of satisfaction for designing devices that are
exciting to the user. The displays are beautiful, durable, thinner, and lighter. The employees are
benefiting from these flexible devices as they have been able to improve the existing
technologies and produce products of higher quality (Song & Lee, 2014). Due to the increasing
demand, the production of these products is increasing rapidly. Revenue and profits, therefore,
are expected to grow substantially in few months.
Performance and reward at Samsung

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Performance and reward system is the structure used by an organization to offer financial
rewards and benefits to the employees. Samsung uses a performance and reward strategy that
ensures they retain their staff. Through its online flexible benefits portal, Samsung provides a
benefit package to its employees by giving them a flex allowance at a level of fairness. It also
offers various gifts to staff such as the piggy bank for wealth, Frisbee for lifestyle, and
pedometer for health. The employees also are offered education training on the pension schemes
available.
Benefits of Performance and reward systems to employee and employer and its
profitability and productivity
Rewarding employees through incentives, gifts, and pensions acts as a motivation factor
that makes them work harder (Shields et al., 2015). Staff at Samsung feel cared for by the
employers due to the packages provided such as discount dining card, personal accident
insurance, and season ticket loans. Their wellbeing and healthcare is improved thereby able to
work effectively. In turn, they improve sales and productivity of the company.
Job design at Samsung
To avoid workers getting bored in their day-to-day tasks, managers ought to redesign jobs
of their staff. This can be achieved through job enrichment whereby the worker is given other
additional tasks related to their skills and abilities. Job enlargement also where a horizontal
restructuring of the job is done through increasing number of the associated tasks as well as
providing appropriate training (Bailey, 2018). Finally, job orientation where employees are
moved from one job or department to another within the same organization to help prevent
burnout.

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Job design at Samsung and its benefits to employee and employer
Samsung understands that employees play a crucial role in the success of the company.
As such, they ensure they are always motivated and are not bored by doing the same work over
and over again. Therefore, they have implemented job enrichment and job enlargement strategies
that allow the staff to engage in other tasks apart from their usual routine. They are also trained
on these new roles where they gain knowledge and skills that make them competent in every
sector. This ensures the staff do not suffer from boredom. Due to their motivation, employers
are able to reap maximum benefits from the input of their staff.
How job design leads to profitability and productivity
Effective job design leads to employee satisfaction since stress and boredom that occurs
due to doing one job repeatedly is avoided. In turn, the performance of the workers is enhanced
and output increased. Eventually, this will translate to increased productivity, sales, and
profitability for the company.
Conclusion
Implementation of proper human resource management strategies is key to growth,
development, and success of an organization. Samsung being an international company require
to employ effective strategies that will ensure it remains top of its competitors. Training,
motivating employees through rewards and designing the job well, will offer the necessary skills
and knowledge required. In turn, the employees will be motivated and improve the productivity
and profitability of the organization.

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References
Bailey, M. L. (2018). What is Job Design? Retrieved November, 3.
Chang, S. I. (2012). Study on human resource management in Korea's chaebol enterprise: a case
study of Samsung Electronics. The International Journal of Human Resource
Management, 23(7), 1436-1461
Khurana, H., & Joshi, V. (2017). Motivation and its impact on individual performance: a
comparative study based on McClelland’s three need model. Clear International Journal
of Research in Commerce & Management, 8(7).
Poppe, E., Gilgen, D., & Safrudin, N. (2017). Virtual Reality Goes Mobile in the Digital Age. In
Shaping the Digital Enterprise (pp. 309-330). Springer, Cham.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Song, C. Y., & Lee, K. (2014). The Samsung way: Transformational management strategies
from the world leader in innovation and design. New York, NY: McGraw-Hill
Education.