Organizational HRM Analysis of Samsung Electronics Co. Ltd. - 3025 Words

Organizational HRM Analysis of Samsung Electronics Co. Ltd. (Essay Sample) Content: Organizational HRM AnalysisAuthorInstitutionAbstractThe aim of this paper is to describe how Samsung Electronics Co. Ltd. applies strategies in human resource management to manage its employees effectively at work. It examined what would be done to make their workers more productive and satisfied. It is concerned with much more than simple filing, housekeeping, and record-keeping. The human resource strategies are joined the organization. They play a very essential role in clarifying the firm's human resource problems and provide solutions to solve them. The strategies are oriented towards actions Individuals, global perspectives, and the future. The competitive and strategic importance of human resource management to the survival of the company will become clearer as we cover entire the topics. Samsung electronics is just one out of very many companies that have embraced the key strategies that have been outlined in the essay. These strategies are universally applica ble in different multi nationals. However, different companies have different ways of addressing the strategies. In this essay, we will see how Samsung Electronics deals with its human resource management principles. IntroductionSamsung Electronics Co. Ltd. is an affiliate of South Korea's giant Samsung Group, which was founded by Byung-Chul Lee in the early 1930s as a fruit and sundry goods export company. Samsung Electronics is one of the largest manufacturer of consumer electronics. The company has one of the largest workforces in the world. Managing many employees might become very cumbersome and tricky if the human resource department does not follow proper procedures to ensure that its human resource capacity is aligned towards achieving the objectives of the company. The department is very essential in an organization thus a lot of planning has to be done so as to streamline the departments operations. The follow ing are the key human resource strategies that are applicable universally and how Samsung applies these strategies to its operations.The EnvironmentHuman resources are a globally competitive business environmentThe three most significance points for the definition of globalization are global mindset, global culture, and global decision making (Chang, 2008). Globally active firms, such as Samsung Electronics face the three challenges and the one that can achieve them efficiently, effectively, and comparatively fast will be prosperous in the long run. I strongly believe in the diversity because when allied properly, it leads to better decisions, Samsung Electronics has been working actively on increasing the numbers of foreigners and women (Chang, 2008). It is always satisfying and refreshing seeing how future leaders of Samsung Electronics value diversity within the context of their daily job.Legal context of employment decisionsThis topic examines the aspects of law and regulations on human resource decisions Samsung Electronics has to face. The company has to identify laws regarding employment and how best to comply with them. The legal environment is very essential when it comes to employment decisions legal context of human resource decisions (Mathis Jackson, 2003).Legal considerations are external forces that have a big impact on employment decisions in human resource management. They encompass state, federal and local legislation. Having compliance with the legal considerations will contribute towards improvement of good will, reputation and fair operations in an organization that will aid towards attaining a competitive advantage. Complying with the laws is very important since it makes the company do the right things and also realize limitations of the human resource and legal departments. The reasons why the laws are there is to mandate good management practices and hinder discriminatory practices. Discriminatory practices produce undesired results su ch as potential legal liabilities poor job performance and poor morale for the employees. Samsung has a legal department which deals with legal issues. The department tries to limit damages after they have already occurred (Cascio, 1998).Diversity at workInvesting in employees introduces a breakthrough approach to human resource management that systematically aligns its investments with organizational goals and helps make a true strategic partner (Cascio, 1998). Samsung Electronics has improved its efforts to diversify its workforce. It has provided job opportunities for people with disabilities women and high school graduates seeking experience or a means of livelihood. The company has opened a gateway for many people with different talents. The electronics behemoth, well known for recruiting university graduates, recently employed two female top executives in a move to embrace diversity.Also, the company aims at hiring 600 more people with disability this year, adding to its group of 3300. The conglomerate employed an expert in hiring people with disability, and it is in the process of developing policies related to transforming the working conditions for the disabled. Since employing 600 employees with disability, Samsung has gradually raised its figures to 1500 in 2007 (Chang, 2008).Financial impact of HRM activitiesFinancial Management is the process of making financial decisions based on the data collected by accounting. Human Resource Management is a process of placing right person at the right place at the right time. At Samsung Electronics, these two departments compliment each other. Human resource management can be an approach for making decisions at points of time whereby financial management is not capable of selecting the best investment plans and alternatives (Brigham, 1992).Employment Planning for people Samsung Electronics company believes that new businesses and global expansion ar e critical to the growth of the company. A variety of programs is put in place to recruit and retain the best talents globally. Samsung International Recruitment Officers (IRO) is at the forefront of these particular searching, attractiveness and initiatives competent people in various fields in Russia, India, China, the U.S. and in the worldwide. The foreign employees are given mentors who would help them to adapt to their job early on and are provided with frequent meetings with executive management. Foreign workers are assisted with the Global Help Desk to handle issues and troubles arising in the course of their daily private lives (Chang, 2008). RecruitingThe Samsung Code of Conduct limits discrimination in employment, promotions, assignments, payment, education and retirement based on the academic and regional backgrounds, religion, gender, and race. In order for Samsung to promote female workers' to particip ate in the economic activities, it has to apply quotas for new recruitment (Chang, 2008).StaffingNon-discrimination and Equal OpportunityIn the year 2008, Samsung Electronics has no cases concerning the violation of the anti-discrimination regulations including gender discrimination.It also prohibits child labor aged 15 and below by the employment standards Act Korea was one of the signatories to International Labor Organization (ILO) in 1991 and was majorly ratified the international convention on the child labor. In accordance to the company convention, it prohibits forced and child labor in all their business premises including overseas plants, whereas complying with their local regulations. The firm ensure their employees are 18 year and above of age and in case of hiring an underage individual; they collect and keep their records with their age and the signed, written consent of their parents (Chang, 2008).DevelopmentDevelopment ensures that employees can fulfill their potentia l. Development is beyond skills required for the job and takes into account individual aspirations. A developed workforce can accept change, more fulfilled and motivated. An engineering firm may have a policy of promoting from within the company. The company needs to recognize which employees aspire to be the managers of the future, but it also needs to recognize that if the engineers are not developed they are likely to have problems, as the skills required for engineering are different from the skills required to manage an organization effectively. In order the company to get the best from employees, they need to be well trained.Workplace trainingSamsung Electronics tries to provide an ideal workplace where employees can put their trust in the management. A work environment where they are bolstered as their ambitions is being fulfilled and rewarded. Labor-Management Council works for employee welfare in the line with solidifying the growth foundation of the Company. The Ombudsman Committee, Women's Counselling Center, provides diversified solutions for occupational matters (Chang, 2008). Training is done to fill the gap between the knowledge and skills they have at present and the skills and knowledge the organization wants them to have in order to fulfill their set goals. It ensures that workers can perform to the required standard. Whenever someone new is employed they are supposed to train him/her well, this may take the form of an induction program to make the new employee feel welcomed and orientate them to the culture and workingmethods of the organization (Cascio, 1998).Research and DevelopmentSamsung Electronics runs Research and development center mainly for developing a future-oriented human resource in the overall Research and development center, marketing and management sectors. The company also develop global professional human resource in the industry work with overseas prominent Unive...