HRM Report: Evaluating HRM Practices for Samsung, Module 1, 2024

This report provides a comprehensive analysis of Human Resource Management (HRM) principles, specifically focusing on their application within Samsung. It explores the purpose and functions of HRM in planning and resourcing, detailing workforce planning, recruitment, and selection processes. The report examines various recruitment and selection approaches, such as internal and external recruitment, online recruitment, and the use of recruitment agencies, evaluating their strengths and weaknesses in the context of Samsung. Furthermore, it discusses the benefits of different HRM practices for both employers and employees, as well as the effectiveness of these practices. The report also delves into employee relations, key employment legislation, and the impact of employee relations on HRM decision-making. While the application of HRM practices in a work-related context is missing, the report offers a rationale for the application of specific HRM practices. The content covers the stages of recruitment and selection, from defining requirements to attracting applicants and selection methods, including interviews and tests.

HRM

Table of Contents
Table of Contents
INTRODUCTION...........................................................................................................................2
LO1..................................................................................................................................................3
Purpose and functions of HRM in planning and resourcing............................................................3
HRM in providing talent and skills to fulfill business objectives ..................................................4
Explanation of the strength and weaknesses of different recruitment and selection approaches In
context to Samsung ......................................................................................................................5
Evaluating strength and weaknesses of different approaches of selection and recruitment............8
LO2..................................................................................................................................................8
Explain the benefits of different HRM practices within an organization for both the employer
and employee...................................................................................................................................8
Evaluate the effectiveness of different HRM practices...................................................................9
Explore the different methods used in HRM practices..................................................................10
LO3................................................................................................................................................11
P5 Importance of employee relations and their impact on HRM decision-making......................11
Key Employment Legislation of the UK.......................................................................................12
Evaluate the key aspects of employee relations management and employment legislation..........12
Illustrate the application of HRM practices in a work related context – this is missing..............13
Provide a rationale for the application of specific HRM practices in a work related context.......21
CONCLUSION..............................................................................................................................22
REFERENCES..............................................................................................................................23
INTRODUCTION
Human resources management is the essential part of organisation management system as
it aid to manage the employee's with in organisation for effective performance and operational

activities. HRM involve the multiple role of the HR manager in order to provide the productive
and high performance team to company. That role is recruitment, selection, interview along with
the training and development of the employees (Banfield, Kay and Royles, 2018). Samsung is
the multinational conglomerate company of South korea , headquartered in Samsung town,
Seoul. This group of the organization is comprise of various affiliated business. Such as
electronics, heavy industry, construction, defense industries along with this they have contributed
towards the advertisement and entertainment businesses. Purpose of this report is to analyses and
understand the principles of human resources management in order to understand the
recruitment, training and development process and its important in retaining the talented staff
with in the organization. Through this assessment objective is to explore the techniques of HRM,
that how it play important role in selection of the talented staff for company and in the
maximizing the employees efforts to gain the competitive advantages (Bratton and Gold, 2017).
LO1
Purpose and functions of HRM in planning and resourcing
HRM
Human resources management is the crucial system of organization, that involves the
different managing practices of HR manager for employees management in order to achieve the
productive performance (Brewster and Hegewisch, 2017). These practices of HRM start from the
recruitment and selection of the talented staff and run with in the organization objectives, where
it has to guide, train and develop their employees skills and performance for success of the
organization.
Importance of HRM for Samsung
HRM is importance and purpose for Samsung is that they want to apply the local laws
and regulation along with global code of conduct to all of their employees performance through
HRM practices. For this company HRM practices are important to achieve their objective of well
trained employee's along with the aid of effective monitoring system (Chakraborty, and Biswas,
2019). Samsung want to achieve their better global society aim and for this HRM is crucial
because it help the organization manage the talent and technology in company by training, which
can aid to achieve this aim by creating superior services and products.

There are the various functions of the HRM in context to organization planning and
resourcing for the success achievement. Some of the functions given below in context to the
Samsung.
Workforce planning
This is the method analyzing and planning for the workforce allocation, such as supply
and demand of the staff for the organization operational activities. So this process is go through
with the analysis of the errors or gaps along with the selection of correct telnet management
techniques in order to assure the company is having the right person with the right skills, in the
right place with in the right time (Makedon, and et. al., 2019). Samsung HR manager assure that
organization human resources requirement should be fulfill within the time along with the
selection of right talent.
Importance
 It help the organization to achieve their objective of by the aid of effective staff
management for every task . So that task can be done with in the time and with
quality.
 It helps the organization to remove the resources and talent gap.
Role of HRM in workforce panning is to analyses the talent requirement of company,
then recruitment and selection planning in order to meet the needs of company.
Recruitment and selection
These are the two essential function of the HRM which use its practices to meet the talent
and human resources needs of the organization, so that it can be further use by the organization
to achieve their business goals. In context to the Samsung, HR manager is performing various
role for recruitment and selection in order to provide talented staff which can feet with the
company job profile. Such as with the internal, external recruitment and different selection
approach, interview and selection test.
 Role of HR manager- Is to to identify the skill and staff requirement of the company.
Then fulfillment of this, by recruiting talented employees and selection.
 Responsibility- Of HR manager is to done the recruitment and selection process with
effective method's such through, job advertisement preparation, and promotion of that
(Budhwar, and et. al., 2017).

HRM in providing talent and skills to fulfill business objectives
The above discussed HRM functions functions of Workforce planning and re recruitment
selection. Help the HR manager to provide the talented and skilled employees to Samsung for
their business objective success, by use of effective recruitment and selection strategy's along
with screening of the employee's skills at interview level. As these two function involve the brief
analysis of organization needs and candidate skills through which it meet the skills fulfillment of
of company. So that company can use it for business objective achievement.
Explanation of the strength and weaknesses of different recruitment and selection approaches In
context to Samsung
For recruitment and selection there are the various approaches which can be use by the
HR manager in order to select the required staff. All techniques have their own strength and
weaknesses explain below in context to Samsung (Carnevale and Hatak, 2020).
 Stages of Recruitment and Selection for Samsung
1. Defining requirements:
HR plans- This is important to have effective HR plan before the making the recruitment
approach. There is some requirement which should be fulfill by this plan, such as effectiveness
and accuracy. HR have to plan for the steps and practices which are going to be conduct.
Job analysis – This is the first step of the HR manager practices which involves the use of
analytical skills to find out the organization needs related to the particular skills.
Job description- This is the next step of recruitment nuder which HR manager of the selected
organization have to develop and clear job role description. Which is going to be use in job
advertisement and specialization.
Person specification – This is the type of most important content which is going to be illustrate
in the online job advertisement. Such as the brife illustration of skills and qualification require
for the job role.
2. Attracting applicants: job advertisements is important in order to get higher
candidates for job role selection.
3. Sifting applications: CV screening, this is the next step of the recruitment and
selection which is done after the, job advertisement, done in order to select the
relevant candidates for selection process.

4. Selections methods: Interviews, Tests is the most essentials process which
involves the analysis of candidates, skills, behavior.
Recruitment approaches
Recruitment process Advantage Limitation
Internal
This is type of recruiting
approach which involves the
selection of employees from
new job profile from their own
existing staff, by the process of
promotion and transfer.
This helps to fulfil the job
vanceny with in selected
period of time without any
investment.
This can cause conflict and
egoistic problems with in the
office staff.
External
This is the type of most
common recruitment approach
which is use by the
organisation to source the
employees from external
environment by making the
recruitment approach like,
recruitment agency, online job
application.
This helps to source the huge
numbers of staff with in the
selected period of time, with
the analysis of appropriate
skills.
This is costly and time taking
process.

Online recruitment

This online method of recruitment is very effective one as it aid to get the huge numbers
of application on job profile advertisement with in sort period of time. This approach of the
recruiting help to get the numbers of job application on internet advertisement of job vacancy,
then it aid to done the other important activities of the this HRM function, such as through this
manager can analyses the CV of different candidates and then select the most suitable ones for
the selection approach.
Strength- This is the most appropriate approach as it aid Samsung manger to screen the
employees at initial level according to their matching skills. It can help to make some more test
on online process so that it can save the time of final selection round.
Weaknesses- It can cause the massiveness due to high level of response and internet
problem.
Recruitment agencies
Through this method of recruitment company can get the well screened candidates for the
final round selection process of HRM function. In this type of method organization give the
recruitment work contract to the consultancy's, in exchange of the payment for each selected
candidates. Consultancy get the job applications of employees and use it for further recruitment
process, where they tell the candidates about job role and take their telephonic interview in order
to select the right candidates for final selection approach of the company.
Strength- This help the company to get the right skilled staff for their job role vacancy. It
save the recruitment time of the organization. Samsung use this approach in order to conduct the
some round of recruitment process by consultancy so that they can do the further four round of
selection process.
Weaknesses- This is the expensive method of the recruitment as company have to provide the
highest amount of charges for each requirement. This can be negative in terms of data privacy.
Selection approach
This is the final step of the employees management for fulfillment of organization
employees needs. Which involve the different test and interview process in order to assess the
individual skill, which should be sufficient for job role. Some of selection approach is given
below.
Interviews

This is only the way through which employer can analyses the realty and personality of
candidates along with identification of their behavioral skills. It can aid now that individual is
able to perform job role in working environment of company. Samsung HR manager use this
approach at final round of selection after the technical and aptitude test.
 Advantage- It is beneficial in terms of selecting the positive person, with good
communication skill.
 Disadvantages- This is time taking process and it is weak in terms of other technical
skills analysis.
Selection tests
This approach of the selection process involve different test method's in order to analyses
their technical skills. In Samsung this approach include aptitude and technical test.
Strength- This is beneficial for selection of completely skilled employees, as it aid to
evaluate their technical skills and aptitude.
Weaknesses- It can not help to identify the performance ability's of the candidates so it
require the support of interview in order to select right employees (Chaudhary, 2019).
Evaluating strength and weaknesses of different approaches of selection and recruitment
Recruitment and selection are divided into different approach and for selection of
productive staff these all method's are depended to each other. As in the recruitment process
online and recruiting agency posing their own effect on organization which has to be done
together in order to mange the weakness (Chakraborty, and Biswas, 2019). Same in the selection
approach in interview and selection test is important to done one by one in order to select the
employees with positive behavior and technical skills.
LO2
Explain the benefits of different HRM practices within an organization for both the employer
and employee.
ASDA is second largest supermarket organization of UK, it provide the various type of
services, such as food, clothing, electronic and many other home furnishing product along with
this organization is providing some other additional services such as ASDA money (financial

services). Their aim is to be best trusted employer and for that they are using the effective HRM
practices such as recruitment, selections along with influencing leadership and colleague
engagement strategies. Some of the HRM practices benefit is given below in context to the
ASDA employee's and employers.
Training and development
This is one of the essential activity also known as educational method, that is done in By
the HR manager in organization in prospect to increase the skills and knowledge of staff for
better performance and productivity.
Benefits in terms of employees and employer- In ASDA this practice of HRM
beneficial for employees as it help them to develop their skills and awareness about the effective
performance through which they can achieve success in their job role and perform, better,
comfortable and productive the. And then it directly beneficial for organization and employer
because it aid the employer to manage the workers performance along with organization task
objective in correct way (Chaudhary, R., 2019).
Reward Management
This is the function of HRM which include the different activities of reward and
encouragement. That usually involve the returns of employees hard efforts and effective
performance offer to them by reward, such as promotion, bonus and so on.
Benefits in terms of employees and employer- This practice of HRM is beneficial for
employers in terms of employees retain and satisfaction. By the aid of reward offers, as it make
the positive impact on staff, motivate them and satisfy them in their job role as their personal
goal achievement of workers through rewords. In ASDA it is beneficial for employees because it
satisfy them by providing their persona goal achievement rewords (Lubbers, Verdery and
Molina, 2020).
Evaluate the effectiveness of different HRM practices
HRM practices are effective in various terms, because along with the employees and
employer benefit, it poses the variable effects on organization profit and productivity. Through
employees motivation and development (Chelladurai and Kerwin 2018). Effects are explain
below in context to the ASDA profit and productivity.
Training and development Reward and management

This practice of HRM effect the organisation
profit and productivity by in positive way if
provided effectively to their employees.
Through this staff can learn, to correctly use
the resources and technology's, in order to
save the time, cost of the products and result as
just in time production of product and service
(Wu and Chen, 2021). So ASDA achieve the
profit and productivity in operational activities,
by cost reduction and staff development.
This function of the HRM is effective in terms
of organisation productivity improvement. As it
aid to motivate their employees for further
more hard efforts by job satisfaction
(Steffensen and et. al., 2019). With this
motivation employees give their best for
achievement of organisation objective in high
rate. ASDA staff productivity is increased by
this approach.
Benefits in terms of employees
This HRM practices helps the
employees to fulfill their personal and
professional needs along with the job
role satisfaction. Which motivate them
to retain in the organization and growth
with confidence and best efforts.
Benefits in terms for employers
In context to the employers rewards
and performance management
activities help then to achieve the more
productive results and success of the
business goals due to the satisfaction
and motivation for employees for
further more effective performance, by
given the reward's.
Explore the different methods used in HRM practices
ASDA use the 360-degree Leadership Surveys, in order to analyses the employees
development needs and then organize the training programs according to those needs of the
employees and their skills gap fulfillment (MADAN, 2017)(Larsen and Di Stasio, 2019). For

reword practice ASDA use bonus, colleague discount along with the medical cover offer, share
and save plan, voluntary benefits.
LO3
P5 Importance of employee relations and their impact on HRM decision-making
Employee relation and it's importance- For the effective productivity of the
organization strong relationship with the employees is important so that they can give their best
for the company success. This relationship is the major influencing factor, which encourage their
workers to give their best at every task. It posses the positive effect of achievement of
organization objectives by giving them chance to share their knowledge in the process of
organization decision making. McDonald’s give this importance to their employees at their
decision making process and along this they provide the effective organization culture for
employee's and their customers (Delery, and Roumpi, 2017). Their are some impact of
employee's relationship on HRM decision-making explain below.
Collective agreement- This is one of the important HRM practices where they have to
give importance to employees relationship with organization. HR manager consider the
employees relationship management throughout the company, by the seating some collective
agreements as rules and norms so that positive relationship is can be manage by controlling the
conflict through organization agreement and norms. McDonald’s give manage their employee's
relationship with in organization by the aid of this collective agreement (Santhanam and et. al.,
2017).
Grievance management- This is the function of HRM decision-making process where
HR manager of the company. Involve the employee's problem solving activities, HR manager
ask their employees for any issues with in organization and if they have, then he solve it in order
to maintaining the positive work environment (Abbasi, and et. al., 2020). McDonald’s
effectively involve this process in their HRM department in order to create positive work culture.
Role of trade unions – HR manger should consider and involve the trade union for
effective management of their employees relationship. Trade union is organization or group of
the workers who have some goals and rights to have in their work place. McDonald’s HRM

system have to consider this before taking any decision for their employees, because by
following this company can prevent conflict.
Key Employment Legislation of the UK
There are the various legislation illustrated by the UK government for employment and
business organization. In order to manage the satisfaction and safety of the employee's with in
organization. Company's have follow various rules and employment standers in order to sustain
as the legal organization with positive brand value (HHDNP, 2019). HR manager always make
their decision in context to the employment legislation in order to prevent any mistake and
satisfy their employee's (Kristal, Cohen, and Navot, 2020). MacDonald’s implement various
legislation along with their practices.
Equality Act 2010- This act is involving various law for the prevention of
discrimination in between the employees at organization. MacDonald’s have to effectively
implement this act in their HRM system. So that it can be consider with every decision making
process of the HR manager, through which manager can assure the equality of employees with
every practices and program.
Health and Safety at Work Act 1974- This act was developed by the parliament of the
UK in context influence the business organization for following the fundamental structure of the
workplace safety and health. In MacDonald’s HR manager decision for safety and health
management is done on the basis of this legislation. Through which they try to make safe and
healthy environment by implementation of helpful techniques and tools (Noe, and et. al., 2017).
Data Protection Act 2018- This act is produced by the UK parliament according to
which organization can protect their data and information from other, with the right of
information protection. Along with this company have to make their employee's personal data
confidentiality. MacDonald’s HR manager follow this law for protection of their organization
from other illegal activities (Masri, and Jaaron, 2017).
So that is important for MacDonald’s HR manager follow all these legislation, because it
aid to develop the positive brand value and keep employee's satisfied according to legislation, it
also prevent the conflict in organization if implement in appropriate manner.
Evaluate the key aspects of employee relations management and employment legislation
From the (Chand) 2020 key feature of the employees relationship and employment
legislation, in context to the organisation and HRM decision-making is that legislation have to be

follow with in the company to sustain at the market by satisfying the legal authority's and
employees (Bose and Gupta, 2017). Employees relationship effects the performance of
organisation as its employees behaviour which impact the achievement of goal. So that both of
factor should be manage positive by McDonald's in order to that success and effective brand
value (Kianto, Sáenz and Aramburu, 2017).
Illustrate the application of HRM practices in a work related context – this is missing
HRM practices involving various work related task for recruitment and selection of the
best employees for organisation such as they have to make an effective selection and recruitment
criteria along with the development of job role advertisement.

Job Description

HR Administrator for McDonald
 Job Title: HR manager
 Salary Band: 50K euros per annum
 Hours: 9 Hours of working
 Accountable to:
 Location: 11-59 HIGH RD, EAST FINCHLEY, N2 8AW
Job Summary
Skilled and competent person along with the ability's of handling the different roles of HR
manager. Who can lead and manage the team. along with its formation of the high performance
subordinates.
Job Role
 Analysis of the job role requirement with in the organisation
 Management and training of the employees
 Motivation and conflict resolution

Person Specification
Position: HR Administrator for McDonald
Requirements Essential
Criteria
Desirable
Criteria
Education/
Qualifications
Bachelor in HRM HRM bachelor with specific internship
Experience 1 year 1-2 year
Skills, Knowledge &
Abilities
Communication
leadership
management
influencing
motivator
Leader
motivator
communication
conflict management
analytical
critical thinker

Job Advertisement
Position: HR Administrator for McDonald
HR department
haiering for the post of HR manager
Interested candidates
Interested candidate with required skills and eligibility, graduate with minimum of 50%, with
the experience of 1-2 year. Along with the good communication and management skills can
apply for this.
The company
McDonald is the world's best fast food providing company, have their branches in multinational
level. They provide safe and quality products to their customers along with best cultural
environment.
Position
We are looking for the candidate for the position of HR manager who can effectively manage
the team and employee's requirement of the organisation.
Location
11-59 HIGH RD, EAST FINCHLEY, N2 8AW

Interview Script
Panel List:
Name & Surname: HR Manager
Name & Surname: HR Manager
Meet and Greet:
Name & Surname:
Q1: Tell me something about you other then information provided in your CV?
Q2: Tell be about your strength and how it will contribute to your job role?
Q3: Whey should we hear you for this job role?
Name & Surname:
Q1: AS a HR manger what strategies and skills you will use to manage the conflict at work
place?
Q2: How will you use your previous experience for subordinates training and your job role
performance?
Interview Warp-Up:
Selection Criteria Sheet:
Selection Criteria Sheet: Candidate A
Interview: HR Administrator- McDonald
Interviewers: Mr. Jone and Mr. Martain
Interviewee: Mr. Jack
Date: 12-Feb-2021
Time: 11:00 AM
Selection
Criteria
Poor (1) Average (2) Good (3) Very good (4) Outstanding
(5)
Communicat
ion
4

Skills
Problem
Solving
5
Skills
Teamwork
5
Self-
Confidence
5
Knowledge
about the
Company
4
Motivation 5
Total Score: 28 out of 30

Employment Offer Letter

Employment Offer Letter
Date: ------------------
Mr.Jack
Address
City, state Zip Code
RE: Job Offer Letter for the Position of HR Administrator for McDonald
Dear Mr./Ms. Last name,
We are grateful to inform you that you have been selected at your final round of interview for
the job role of HR manager. You have been performed good through every interview rounds and
now hired for the position of McDonald HR manager. Salary offered is 50K euros per annum.
So your joining date is 23 Feb 2021 and timing will be 9:30 AM.
Sincerely,
HR department
McDonald's
Provide a rationale for the application of specific HRM practices in a work related context
There are the various reason for the application of specific HRM practices with in
organization such as, that is important in order to provide the productive employees to
organisation, by the aid of their recruitment and section practices (Stewart and Brown, 2019).
Then it is essential in the place of organisation employees management in context to the
legislation so that conflict can be control (Sarvaiya, Arrowsmith, and Eweje, 2019). Then it is
important because HR manager play crucial role in the motivation and training of the workers
through which their performance improve and they help the organisation in success (Troth and
Guest, 2020).

CONCLUSION
From the above study it has been concluded that HRM is the big and essential system of
the organisation management, because it involve the major functions of this system with in
organisation. For effective performance and growth of the company. Such as it involve the
planing for organisation resource requirement and allocation, along with the recruitment and
selection process. Than another function of the HRM is to analyse the employees and provide
them training and motivation for productive performance and smooth growth of the company.

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