DBN507: Team Management and Cooperation Individual Project Report

This report analyzes team management and cooperation within an organization, focusing on employee performance issues and strategies for improvement. It begins with a company background and highlights the importance of performance appraisal and training. The report identifies employee performance problems, such as difficulties in retaining employees and mismatches between employee skills and assigned tasks. It proposes improved performance appraisal methods, including feedback sessions and stakeholder involvement, and develops a training program to address these issues. The training program focuses on enhancing HR management skills and customer service, with assessment using Kirkpatrick’s model. The report concludes by evaluating the strengths and weaknesses of the proposed strategies and training sessions, emphasizing the need for ongoing development and customer loyalty.

Running head: TEAM MANAGEMENT AND COOPERATION
TEAM MANAGEMENT AND COOPERATION
Name of the Student
Name of the University
Author note

1TEAM MANAGEMENT AND COOPERATION
Executive summary
The organization performances in the business market depends upon the employee’s
performance. The employee’s satisfactions makes impact on the employee’s performances and
thus the organization are required to look after their employee performance levels. Samsung are
facing employee performance issues from the last 12 months that is they are unable to retain their
existing employees. This study will focus on mitigating the employee performance problems and
introduced a training program for achieving the desired result of the business.

2TEAM MANAGEMENT AND COOPERATION
Table of Contents
Introduction......................................................................................................................................4
Company background:.................................................................................................................4
History and industry:....................................................................................................................4
Organizational structure:..............................................................................................................4
Product/services:..........................................................................................................................4
Importance of performance appraisal and training:.....................................................................4
Findings and analysis.......................................................................................................................5
Employee performance problems faced by the organization:......................................................5
The best performance appraisals methods:..................................................................................5
Development of a training programme............................................................................................6
a)...................................................................................................................................................6
Justification..................................................................................................................................7
b)..................................................................................................................................................8
Justification..................................................................................................................................9
Assessment of the training using Kirkpatrick’s method..............................................................9
Conclusion.......................................................................................................................................9
References......................................................................................................................................11

3TEAM MANAGEMENT AND COOPERATION

4TEAM MANAGEMENT AND COOPERATION
Introduction
Sumsung is a South Korean business conglomerate based in Seoul, South Korea.
Company background:
History and industry:
Samsung was founded in 1938 by Lee Byung-chul in Daegu. Today Samsung is a global
business conglomerate enjoying strong presence in several industries like real estate, electronics,
fashion, retail and apparel (Samsung NZ, 2019).
Organizational structure:
The organizational structure of Samsung is led by Lee Kun-hee in the capacity of
chairman and Lee Jae-yong in the capacity of the vice chairman.
Product/services:
The products of Samsung consists of diverse products as it operates in several industries.
The products consist of fixed assets like bridges, electronic goods and apparel. The services
which the business giant offers banking and financial services (Samsung NZ, 2019).
Importance of performance appraisal and training:
Performance appraisal and training play very important roles in the business
organisations like Samsung. It enables the management of the companies under the group
promote the employees to higher posts and enable them to bring about career growth. Training
boosts the skills and competencies of the employees. Both performance appraisal and training act
as motivators and enable the conglomerate retain employees (Song, Lee & Khanna, 2016).

5TEAM MANAGEMENT AND COOPERATION
Findings and analysis
Employee performance problems faced by the organization:
Samsung has been able to engage the individual staffs for the effective and the efficient
performance of the entity. The management department of Samsung faces the following
problems in their employee performance:
The major problems faced by these department that the management are unable to retain
their existing employees. The management department are mainly focusing on the recruitment
sector of the organisation. The existing employees are unable to adopt the new updated
technology in their organization, therefore they are mostly looking forward in resigning from
their post because of their dissatisfaction. In the last 12 month’s data it is reflected that the
company are unable to retain their exisiting employees (Rani et al., 2016).
The problem faced by the management department that the organization’s management
are providing the out of expertise work to the employees. By this the employees get panicked
and they started to think that they are not eligible for the job profile therefore their performances
as well as their productions get hampered for such things. The management are unable to detect
the employee’s skills and their specialization as the task should be allocated as per their skills
and their specializations (Wu et al., 2017).
The best performance appraisals methods:
The management should introduce that is the feedback session should be done and based
on the proper feedback given the employees should be rewarded.
The organization’s manager are required to develop a feedback session where the
employee’s identity will not be disclosed to any of the departments. The data collected in this

6TEAM MANAGEMENT AND COOPERATION
performance evaluation method will be analyzed for appraising such employees. Through this
method Samsung will be able to identify the basic portions where they are lacking in maintaining
the desired performances of the employees. The management are required to rely upon the
stakeholders for introducing this employees performance appraisal methods. This method will
help the employees to share their core problem they are facing while working with this
organization and could also recommends the effective ways for resolving the employees
performance problems. The employees are also allowed to point out the portions where they are
lacking. The management team will be able to understand the factors on which they should
immediately focus for retaining their existing employees (Akhter et al., 2016).
The major strength of this appraisal method is that the manager will be able to know the
talents and the abilities of the employees and that can be easily transferable into their
performance skills. This will help the organization to increase their productions for getting more
profits in the business markets. The weakness of the appraisal method is the employee’s behavior
of not opening up their core issues or the bad news because of the fear of confronting or having
the attitude of asking too many questions will hamper the performance appraisal process
(Manolache & Netedu, 2017).
Development of a training programme
a)
Training
Title
Objective Date/Time Target
trainees
Target
trainers
Resources Logistic
requirements
Development
of efficient
employees
To ensure
that every
employee
23rd
February at
Potential
candidate
selected
Target
trainers
include
Projectors,
case study
Flow of smooth
communication
from the

7TEAM MANAGEMENT AND COOPERATION
working in
an
organisation
get similar
benefit and
allocated
tasks for
increasing
opportunitie
s of a good
performance
appraisal
12 pm for the
role of
HR
managers
like
recruiters
or
analysers
the
people
that
have
experien
ce in the
field
such as
current
senior
manager
of
Samsun
g
files podium as well
as visual aid for
the trainees
attending the
meeting
Table 1: Training actions
(Source: Created by author)
Justification
The reason for selecting suitable candidates for the HR department is that the
responsibility of the HR managers in an organisation is more. The manner by which the
management department can contribute in the development of an organisation can point to the
fact that organisations possess good quality employees (Hanaysha & Tahir, 2016). The required
resources for the development of the training can be justified by keeping in mind that the trainers
can provide examples about the manner in which they have been successful in the ranks (Zhang,

8TEAM MANAGEMENT AND COOPERATION
Yu & Lv, 2017). The management department can also ensure that every employee in an
organisation is treated equally. For Samsung this can help in maintaining the ethical constraints
that exist in the company.
b)
Training
Title
Objective Date/Time Training content Training delivery
methods
Greet the
customers
effectively
To provide an
understanding
about the
manner in
which
customers
can be
greeted in an
efficient
manner
26th
February
at 1 pm
To help in providing
awareness about the
importance of the
customers and the
reason for greeting
them efficiently
Training to be provided in
a theoretically as well as
practical manner by
indulging in role plays
Providing
after sales
services
To provide
after sales
services that
can help in
the
development
of effective
27th
February
at 1 pm
Create awareness
among the
employees about the
importance of after
sales services so that
customer loyalty can
be maintained
Training to be provided by
theoretical manner by
stating the importance of
after sales services

9TEAM MANAGEMENT AND COOPERATION
services in
Samsung
Table 2: Training requirements
(Source: Created by author)
Justification
For Samsung to continue its growing success, it is necessary that the company continue
to develop and in the process ensure that loyalty of the customers be maintained. The application
of the training requirements provided can help Samsung to provide satisfactory results to the
customers and maintain its goodwill.
Assessment of the training using Kirkpatrick’s method
Kirkpatrick’s model is one of the best training model that are used by organizations to
schedule training levels for employees. The application of Kirkpatrick’s model can help in
analysing the level of the training provided by Samsung. In the first training instance, that is the
development of training in the management department Level 2 of the Kirkpatrick’s model can
be applied mainly because the candidates are provided with a learning curve. In the second
training requirement, that is the development of customer service skill, Level 3 of the model that
is the behaviour can be implemented (Moreau, 2017). This can help in ensuring effective
behaviour with the customers.
Conclusion
Conclusion can be made based on the strengths and weakness of the performance
appraisal adopted in Samsung. The strength of the technique is that based on the technique that
talents of the employees can be used as skills. However, the weakness is that the attitude of the

10TEAM MANAGEMENT AND COOPERATION
employees can be curbed with the results obtained from the appraisal. This may have a negative
impact on the performance of the employees.
After the analysis of the training sessions, conclusion can be made about the strengths
and weaknesses of the sessions. It has been seen that the strengths of the training is that it
addresses the specific issues that are required to be developed by Samsung. The weakness is that
it does not provide enough time for proper development as one day training session cannot cover
entire issues associated with Samsung.

11TEAM MANAGEMENT AND COOPERATION
References
Akhter, N., Raza, H., Ashraf, A., Ahmad, A., & Aslam, N. (2016). Impact of Training and
Deveolpment, Performance Appraisal and Reward System on Job
Satisfaction. International Review of Management and Business Research, 5(2), 561.
Hanaysha, J., & Tahir, P. R. (2016). Examining the effects of employee empowerment,
teamwork, and employee training on job satisfaction. Procedia-Social and Behavioral
Sciences, 219, 272-282.
Manolache, D., & Netedu, A. (2017). Professional Performance Appraisal of the Human
Resources. Some Consideration after a case study in an economic organization. Scientific
Annals of the “Alexandru Ioan Cuza” University, Iaşi. New Series Sociology and Social
Work Section, 10(2).
Moreau, K. A. (2017). Has the new Kirkpatrick generation built a better hammer for our
evaluation toolbox?. Medical teacher, 39(9), 999-1001.
Rani, H. M. N. S., Zuber, F., Yusoof, M., Zamziba, M., & Toriry, S. (2016). Managing Cross-
Cultural Environment in Samsung Company: Strategy in Global Business. International
Journal of Academic Research in Business and Social Sciences, 6(11), 605-613.
Samsung NZ. (2019). Retrieved from https://www.samsung.com/nz/
Song, J., Lee, K., & Khanna, T. (2016). Dynamic capabilities at Samsung: Optimizing internal
co-opetition. California Management Review, 58(4), 118-140