Samsung's Global Business Evolution

Introduction:

A brief company overview for Samsung:

Samsung is a South Korean multinational company which has its headquarter in Seoul, South Korea. It has several affiliated businesses such as advertising, informational and communication technology, hospitality, entertainment, heavy industries, medical healthcare and financial service. Samsung had been founded by Lee Byung-Chul in 1938 a small trading company. Then, over three decades the Samsung group has been diversified into the different areas such as retail, textiles, insurance and food processing. During 1960, Samsung enters into the electronics industry, and in 1970 into the shipbuilding business. during 1987, Samsung has gained huge success in both the electronic and the shipbuilding industry. Samsung has maintained$211.8 billion USD in revenue collection at the end of 2017. According to the annual report of Samsung, 2018, Samsung Electronics has 19.2% market share in the worldwide mobile phone market.

How important effective HRM is for Samsung:

Samsung has highly effective and modern Human Resource Management, which has the large focus on the integrity management process, through which it can appoint the honest and highly efficient candidates in the company. Moreover, The HRM also respect the global diversity which is based on the personality, internal and external characteristics and the organisational characteristics. Therefore, Samsung's HRM manages the globally diverse team that will assist the commonly to maintain the integrity and competency in meeting the overall organisation goals. Samsung’s HR team always focuses on employ and recruit talented individuals from different part of the world. The foreign employees are provided with proper training and mentor to shaping their skill. Moreover, the HRM policy is also focused on the fair evaluation of employee and of better compensation, such as performance-based incentives.

Introduce all sections/tasks of the report:

This report is going to highlight the HRM policies of Samsung with reference to discuss its workforce planning and recruitment as well as the selection process. moreover, this study will also evaluate the strength mad weakness of Samsung. Moreover, this study is also going to highlights the Effectiveness and benefits of the HRM practices of the BBC. In the last task, this study would discuss the employee relations and key aspects of employee legislation of McDonald's.

Task 1: Samsung

Task 1a) Assessment of the purpose and functions of HRM applicable to workforce planning and resourcing the organization

Definition of HRM:

Human Resource Management is the process of managing, deploying, hiring and recruiting talented people into the organisation who can understand the organisational values and mission and can achieve the organisational target (Gibbset al.2015). HRM policies of the organisation are associated with creating and overseeing the practices that govern the workers and their relationship with the organisation. Samsung has a highly useful and well-organised HRM practice which focuses on eth global talent management, employee engagement, resect the global talent diversities, employee motivation and development of the workforce's ability.

Purpose of HRM:

The main purpose of HRM is to view people as the organisational assets as well as the internal customers, in order to achieve organisational goals. HRM concentrates on the internal sources of the competitive advantage, in which it focuses on shaping the skills and knowledge of employees to assist the company in dealing with ever-increasing competition in the market (Ekwoabaet al.2015). Moreover, HRM focuses on developing the clear communication with the employee to make it easier for them to adapt the organisational structure and culture to their needs, such as negotiating with the company managers and executives or compliance to the organisational policies. HR also emphasize on the better allocation of physical resources in the organisation in order to improve productivity, business strategies and workforce management.

Main Functions of HRM:

HRM is associated with following functions that arc crucial for any organisation in terms of developing the high skilled workforces and enhancing the productivity

Employee hiring, recruitment, retention and onboarding

Conducting training and self-assessment program for shaping skills and knowledge of employees

Fair compensation for the employee such as performance-based incentives in Samsung

Compliance with the labour law and other legal work-related regulation

Performance engagement, learning and training for employee

Assignment of appropriate job roles according to eth skill and educational background of staffs

Employee engagement, motivation and recognition

Workforce Planning

Define Workforce planning

Workforce planning in the important organisational process, which is associated with anticipating the labour needs as well as deploying the workers in the most efficient way by using the advanced human resource technology. Samsung, the South Korean multinational company use highly organised workforce planning which is designed to have the best performing employee management group. Through the systematic workforce planning process, Samsung employers are able to deploy the employees in the well-organised process, which assist this company to achieve the organisational target each year.

Briefly explain the purpose or rationale of workforce planning for Samsung

-Provides a basis for a systematic approach to assessing the number and type of people needed

Samsung has taken the systematic approach in order to implement the proper workforces planning in order to deal with several aspects such as talent management, Using HR technology, proper workforce analysis and labour economics. In order to take and implement a systematic approach for workforce planning, Samsung emphasizes understanding labour and organisational needs. Through the following approach, Samsung implements overall workforce planning process into practice.

Identify the objectives and strategic goals: Samsung employers focus on the target objectives and the strategic goals of this organisation. Through identifying thus goals, it is possible for the employers to the organisational entire process of employee management and their job allocation in order to work on these goals for achieving the organisational target. Through this workforce strategic planning process, Samsung marketers are able to deploy the right people at the right time inappropriate place.

Supply and analysis: This is one of the most important stages in the workforce planning process, in which the organisation analyzes and execute the market demand of the products and service and the supply of the products as per the demand. Samsung conducts its supply analysis by gathering the database on its competency proficiency rating and the staffing count in the current workforce. This process assists eth Samsung marketers to understand what is the current position of supply and how it can be improved through developing et workforce capability. In the case of the demand analysis, Samsung focuses on identifying the forte if the required competency proficiency standards the projected staffing demand.

Identifying the Workforce gaps: through the comparison and the integration of the supply and demand, marketers Samsung is able to determine the actual workforce quality such as staffing and diversity. Moreover, through this process, they can determine the quality and competency gaps of the workforce. Through this analysis, Samsung can identify the training needs, organisational assessment process and the workforce analysis of the company.

Implement and develop strategies to fill the gap:

By identifying the competency gaps of the workforce Samsung marketers focus on setting appropriate strategies in order to develop the skill and the knowledge of the staffs in order to improve their proficiency level. In this aspect, Samsung conduct training programs, self-assessment programs, seminars, conference and official meeting for the employees in order to make them understand their strength and weakness.

Evaluate and revise the strategies:

Through revising the strategies, markets can understand how the strategies are useful in improving the ability and proficiency of employees. In the case of Samsung, it evaluates the effectiveness of its strategies by analysing the performance level of the employee. In this process, the HR team analyse the performance records, proficiency level and the current skill of staffs, in order to identify the usefulness of the strategies that are undertaken for filing the competency gaps.

Provides a basis for the preparation of recruitment, retention, and management succession and talent management plans etc.

workforce planning is associated with the retention recruitment and management of the employees in order to increase the proficiency level of the entire workforce. In the case of Samsung, it believes in implementing the proper workforce planning model into the organisational framework, in order to manage the employee retention, staffing and employee management proves.

Retention: in case of employee retention, the workforce planning is important aspects that assist the marketers to understand the needs, strength and weakness employee. Through understanding the strength, skill, proficiency level of employees through using workforce planning model, Samsung marketers focus on improving the employee competency and their efficiency with providing the skill development opportunities, moreover, the employee-oriented strategies such as attractive remuneration, motivational, employee benefit, Samsung is going to develop the employee engagement process.

Recruitment:

Based on the workforce [planning process marketers can understand the current staffing position and needs for their organisation. Samsung has conducted the well-organised workforce planning model which assist this company to understand d the current number and position of the staffs. Through this process, Samsung HR team decides how many candidates need to be hired on the different departments.

Talent management

Through the workforce planning process, it possible to manage the talent of the workforce. Workforce planning process assists Samsung to understand the needs, preference and skill of each staff, which assist the marketers to conduct the appropriate training and self-assessment program for the staffs. Moreover, the workforce planning program assist the Samsung markets to identify, analyse and evaluate the actual talent of the staffs, in order to utilise the talent in proper time and situation

Systematic workforce planning model of Samsung:

Business plan:

In this process, Samsung marketers analyse overall business planning. in which they evaluate the actual organisational goals, company needs and the current market trend. Workforce planning model of Samsung is based on a highly efficient business plan, which assists the employees the employers about the current goals of this organisation and planning for financial, operational and marketing viewpoint of the company.

Action plan:

The systematic workforce planning assists marketers to set the proper actional plan that can be implemented for improving the proficiency level of the employees. Samsung focuses on the analysis of workforce planning, through which this company set the proper action; plan or strategies in terms of improving the employee performance, talent management process, organisational productivity and chances of achieving ting the organisational success easily.

Scenario planning:

scenario planning is a process that assists marketers to predict the future market and demand. Through implementing proper workforce planning model, the marketers o Samsung can plan proper strategies in order to analyse the future, possible business outcomes and future demand in the market. This process is important to assist this company to take proper risk assessment and prior business strategies in order to be prepared for the upcoming business challenges.

Recruitment and Selection

Definition of recruitment and selection:

As stated by Gibbs et al. (2015), recruitment and selection can be referred to as the process of attracting, shortlisting, selecting and employing the suitable candidates for a particular designation. Selection and recruitment process is one of the most important functions of the HR team in any organisation, which deals with employing suitable candidates for particular job roles. Through an effective recruitment process, organisational can improve the proficiency and performance level of its workforce, which is associated with developing organisational productivity and brand reputation.

Purpose of recruitment and selection in Samsung:

The purpose associated with Samsung recruitment and selection strategy is as follows:

To manage the talent and increase the organisational productivity

To respect the diversity of talent that can assist an organisation take long terms strategies

To develop the globally diverse team with a high level of integrity

To improve the performance level of the existing workforce by introducing new latent and skills

Roles of the different stages of selection and recruitment in Samsung:

There are different functions associated with the recruitment and selection process in Samsung which are as follows:

HR planning: First stage of the selection and recruitment is the HR planning, in which HR team of Samsung focuses on the current staffing position and number of staffs in the company. The HR staffs will analyse the areas in which the suitable candidate is required. Based on the needs of this organisational HR managers develop the job discretional and person specification for the candidates.

Siftingapplication: this is the second stage, in which the HR team perform the CV screening, in order to shortlist the appropriate candidates for interview and tests.

Selection method: This is the third stages of the recruitment and selection process, in which the HR manager of Samsung conduct the interview and written test for eth candidates, in term of evaluating their skills, knowledge and talent.

Reference and the background check: In this stage, the HR team off Samsung check the previous employment background of the candidates, who are selected from the interview and test. Moreover, the job experience, education and additional talent of the selected candidates are also considered final selection.

Job offer:' after the final selection of candidates, HR team of Samsung form the job offer latter and drop the softcopy of the offer letter to the official mail selected candidates.

Follow up: After the selection, Samsung managers focus on evaluating the employee progress by reviewing their performance and proficiency to analyse the usefulness of R&S process.

Task 1 b)–Critical evaluation of the strengths and weaknesses of different approaches to recruitment and selection adopted by Samsung

Internal and external recruitment process:

The internal recruitment process is associated with the process, in which eth candidates are hired and selected from within the organisation. Through elevating job position, the existing employees in the organisational are transferred to eth another job position in case of eth internal organisation. On the other hand, in the external recruitment process, candidates are hired through the outside sources (Ekwoabaet al. 2015).

Approaches took by Samsung for external and internal requirement:

In the case of Samsung, it conducts both the internal and external recruitment process in order to improve the overall workforce performance and enhance the individual proficiency level of the staffs. Samsung has taken several recruitment approaches for both types of requirement process.

Two important recruitment and selection approaches taken by Samsung:

External recruitment:

Samsung has taken two important external recruitment approaches which are

Online recruitment

Employment through employment agencies

In the case of external recruitment, the approaches that Samsung has adopted are Promotion, Transfers and employee referrals. On the other hand, in case of the internal recruitment process, Samsung has taken other approaches such as advertising, employment agencies, private recruiters, event recruiting, online recruiting and the internship. On the contrary Gibbs et al. (2015)argued that external recruitment through the online process, consultancy and private recruiters can increases the overall recruitment most of the company. In this aspect, Samsung focuses on maintaining proper cost management while implementing the approaches.

Advantages and limitation of both the recruitment process:

External recruitment:

As mentioned by Gibbs et al. (2015), external recruitment approaches have both the advantages and limitations that affect workforce efficiency and overall organisational framework. Samsung has taken two highly effective external recruitment approaches such as advertising and recruitment agencies. These two processes have both the advantages and limitations for this company which are as follows:

Advantage:

The online recruitment process is one of the most preferred recruitment and selection process in today’s job market. In this process Samsung marketers pose advertisement on social media, official websites had blogged about the designation and eligibility criteria. Interested candidates are able to provide their resume to the HR manager of this company through the official website. This process is highly cost-effective and less time consuming which assist both the applicants as well as marketers of this company to interact with each other through the online media in less time. In the case of Samsung, the advertisement is formed by the high skilled HR professional who makes the perfect description of job roles, required skills.

Another important approach that is taken by Samsung in order to conduct the external selection and recruitment is through using the employment agencies. In this process, Samsung employers are the eligible candidates through employment agencies. In this process, the HR manager of Samsung goes to an agency and takes the interview in order to choose the eligible candidates. This process is highly time-saving and costs effectiveness which assists the marketers of Samsung to complete the selection and recruitment process within their budget.

Limitations: Although the online recruitment process is highly time-saving and costs saving, it is sometimes difficult for the employers of Samsung to find out the eligible candidates without making face to face interaction with them. On the other hand, employment through using the consultancy agencies is although time-saving, it sometimes increases the overall recruitment and selection cost of the company. In this aspect, Gibbs et al. (2015) mentioned that advertisement agencies can increase the overall management cost of Company which can affect financial framework.

Internal recruitment process:

Internal recruitment of the two processes that Samsung has taken is

Promotion

Employee referral

Strength:

Benefits if these two processes are they are short terms and quick process that saves the overall sharing and recruitment time’s pf Samsung. Moreover, they are a highly cost-effective technique which assists Samsung marketers to manage the overall cost of the hiring process.

Weakness:

Limitations of these two approaches are only a limited number of candidates can be recruited through these methods. Samsung is multinational conglomerates which need to appoint a huge number of employees each year for maintaining eth worldwide business. in this aspect, the internal recruitment process can provide the only few numbers of candidates, for this reason Samsung needs to depend on eth external recruitment

Task 2 Critically evaluation of the benefits and the effectiveness of different HRM practices within BBC in terms of enhancing organizational profit, productivity and employee motivation

A brief overview of the HRM practices of BBC:

BBC or British Broadcasting Corporation is the UK based public service broadcaster company, which has it headquarter in Westminster, London. BBC facilitates the recruitment of suitable candidate who is suitable for eth BBC specifications. HRM practices of BBC is based on fair, cost-effective and employee-oriented policies that will assist this company to improve the overall talent and skill of the workforce. The HRM practices of This company as follows:’ Recruitment and selection: BBC's HRM practises aim to recruit and select the high skilled candidates who can adapt with the organisational needs, culture and specific job criteria. BBC always focuses on recruiting eth global talent in its workforce in order to maintain the diversity in working, it assists the organisational to set diverse strategies for dealing with internal and national market demands. Work-life balance:' BBC has highly efficient HR team who has perfect HRM practices in order to implement the flexible as well as comfortable work schedule, providing candidates with telecommuting options, proper training and supervision.

Training and development:

BBC HRM policies focus on developing the overall performance and skill of the recruited employee. For this, the HR managers conduct regular training, assessment, test, demo telecasting training process and skill development training.

Benefits and effectiveness of two HRM practice of BBC:

Training and development:

Training and development are the most important HRM policies taken by the BBC. As stated by Ekwoaba et al. (2015), training is important for developing performance standard and skill organisational workforce. BBC emphasizes on developing knowledge, perception, and skill of candidates in news reading, web crafting, broadcasting and news editing services. In the training and development process, BBC can use Kirk Patrick’s model in order to evaluate the effectiveness of training and development process. Through the four-step, BBC HR team can evaluate whether the training can be beneficial for the employee. In the first step, the Reaction process, the employee can understand whether the training is valuable for candidates )(. Through this process, HR managers of BBC can understand whether the employee is able to receive the training in the proper way. In the second Step Learning process, in which the employers measure the degree of skills that participants have acquired through this learning process. through this stage, the BBC HR team can determine the degree of knowledge, skill and attitude that employee can acquire through the training development process. the third stage in Behaviour, in which HHR managers of BBC can evaluate that to what degree the employee cam implements the learning aspects into their practice or job. In the last stage Result, the HR managers of BBC can understand the outcomes of this overall training process by analysing the overall performance of the staffs and employees.

There are associated some limitations of training and development process that BBC HR team can face such as the inability of employees to receive the training properly, the irrelevance of training to the needs of employee and bias and discrimination through the training process. Sometimes training is not based on the individual needs of the employee, which makes the company unable to have expected result. On the other hand, sometimes, trainers show preference and appreciation towards a particular group of employees, which can lead to discrimination and bias in the overall training and development process. in this aspect, BBC needs to focus on the fair and transparent training process to provide equal opportunities to all the staffs.

Reward management:

Rewards management is one of the most effective HRM policy which motivates and encourage the employee to put their best effort in achieving the organisational goals. The HR team of BBC can use Maslow’s Hierarchy of Needs Theory in order to implement the proper reward management process in terms of improving workforce performance and skill. Based on the perspectives of this theory, in case of the rewards management, HRM policies need to focus on the five-level of individual needs such as physiological needs such as fresh air food and water, safety needs including the secure employment, health and safety and safety of the resources, belongings such as friendship family and intimacy, esteem including self-esteem, confidence and self-actualization. BBC conduct the highly organised reward management process such as fair compensation based on performance, health and safety guidance to staffs, good salary hike and incentives. This process is highly beneficial for BBC, which improves the employee relation and with the organisational and employee engagement which is associated with better productivity and profit of the organisation.

On the contrary Ekwoaba et al. (2015), argued that here are some limitations associated with the reward management system. In this process HR team of BBC can face several challenges such as conflict among the staffs, dissatisfactions of the staffs who dis not get incentives and raising the expectation of high salary for the staffs. In this aspect, the BBC needs to assure that all the employee would be provided with proper facilities and incentives to meet their basic needs. Moreover, the overall process it would also focus on the fact that all the employee are provided with proper financial assistance through remuneration hike and incentives rather than offering the hike to a particular group of employees.

Task 3A-Critical evaluation of the importance of employee relations and identification of key aspects of employment legislation and the impact that these have in respect to influencing HRM decision-making within McDonald's

Employee relations:

Employee relation can be referred to as the physical, contractual, emotional, and practical relationship between the employee and the employers. Employee relations is important in order to develop employee engagement which is important for increasing productivity and developing the strength of the organisation.

Analysing the importance of employee relation in influencing HRM decision making of McDonald's:

McDonald's is the American Fast food company and restaurant, that has highly organised and strong HRM policies that focus on developing the performance level of the workforce. Employee relation is one of the important factors that influence the HRM decision making policies of the company. McDonald's HR team focuses on managing the highly flexible and positive employment culture which assist the organisational staffs to maintain good relations with one another. For McDonald's, the objective of conducting employee relations is to strengthen the relationship between the employee and employers which is important for the organisational productivity and the profit. McDonald's believes in maintaining the positive and creative organisational culture, which is based on the string relation among the staffs. Through maintaining the motivating employment framework, McDonald's always provided the flexible and creative work structure to the staff. This assists the HR team to take to better policies and practices in terms of developing eth skill and knowledge of the workforce. McDonalds has also taken important employee relation strategies such as employee relations and employee participation and employee involvement strategy. Another important strategy that McDonald's has taken is representative participation strategy. Through strategies, McDonald's is able to improve its overall employee engagement process, which assist its HGRM policies to improve the efficiency and professional skill of the staffs.

UK employment legislation:

McDonald's follows the UK based Employment legislation such as the Equality Act 2010, the Data Protection Act 1998 (DPA) and the Health and Safety at Work Act 1974 (HSWA). According to UK based organisational needs to follow the employment legislation in order to maintain proper employment framework which is based on the discrimination-free structure.

McDonald's has already followed and implemented the guidelines of these above-mentioned UK based employment act, in order to maintain the fair and transparent employment framework. Equality Act 2010 is one of the most important acts in UK based workers, which offers them equal opportunities and facilities irrespective of their caste, religion, sex, gender and ethnicity. McDonald's implement the guidelines of this act into its practice in order to provide equal opportunities to all staffs. Another important UK based employment act is Health and Safety at Work Act 1974 (HSWA), which assist the workers to get proper health and safety facilities in workforces. McDonald's assure health and safety for all its staffs by providing a safe and hygienic working environment.

Employee relation climate and its effect on the workplace of McDonald's:

Employee relation climate is associated with understanding, relationship and cooperation among the employees within an organisation. In McDonald's, employee relationship climate has potential important on the overall performance of workforces. This Company believes in maintaining the positive organisational culture which is associated with motivating and encouraging employee in order to chive their organisational goals. Moreover, the HR team of McDonald's emphasizes on promoting strong and positive relationships among the employees and employers that assist them to work in a synergistic manner. Through maintaining positive employee relations climate the McDonalds is able to maintain:

The strong relationship between staffs and manager

Synergistic work relationship among all staffs

The motivation of the employee in order to go being their work limits

Cooperation between the employee and employers

Encourage the staffs to develop their professional standard in order to achieve the organisational goals

Employment relation strategies in McDonald's:

McDonald's has taken strong and highly effective employment relation strategies which are as follows:

Team working process:

This is one of the most important strategies taken by McDonald's in order to make positive and synergistic relationships among all staffs, managers’ and the higher officials. Through working as a group, staffs are able to share their ideas, decision and opinion which assist them, w to work for common goal of the organisation, through maintaining the team working process McDonald's is able to maintain a positive and healthy relationship among the staffs, which assists this company to become highly productive year on years.

Group discussion:

McDonald’s managers emphasize group discussion process within office after working hours, in which they discuss company success, failure, important strategies and effective decisions. This strategy assists marketers of McDonald's to allow staffs and managers to share their own thoughts and decision in order to maintain strong and good relationship among them.

Employee motivation:

Through offering financial rewards such as incentives and increment, employers can motivate the staffs to work hard in this organisation. McDonald's believes in promoting employee motivation in order to make healthy relations between employers and employee healthy and strong.

Task 3B MacDonald’s

Introduction:

McDonald's is an American fast food chain and restaurant that has the headquarter in Chicago. It has been founded in 1940 in California by Richard James and Maurice James McDonald. It is the largest restaurant chain and fast food restaurant by revenue. It has more than 69 million customers across 100 countries. It sells huge ranges or products such as soft drinks, breakfast items, chicken products, milkshakes and desserts. As per the 2017 annual report, McDonald's has US$5.192 billion net income and US$ 22.820 billion in revenue. This study would evaluate DRM policies ofMcDonalds. It is going to highlight the strategies that McDonald's sets to implement the UK based employment legislation, Moreover, this study would represent the overall selection and recruitment process of the McDonalds

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