Introduction to Samsung
Sumsung is a South Korean business conglomerate based in Seoul, South Korea.
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).
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.
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).
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).
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 management should introduce that is the feedback session should be done and based on the proper feedback given the employees should be rewarded.
Organizational Structure of Samsung
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 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).
|
Training Title |
Objective |
Date/Time |
Target trainees |
Target trainers |
Resources |
Logistic requirements |
|
Development of efficient employees |
To ensure that every employee working in an organisation get similar benefit and allocated tasks for increasing opportunities of a good performance appraisal |
23rd February at 12 pm |
Potential candidate selected for the role of HR managers like recruiters or analysers |
Target trainers include the people that have experience in the field such as current senior manager of Samsung |
Projectors, case study files |
Flow of smooth communication from the podium as well as visual aid for the trainees attending the meeting |
Table 1: Training actions
(Source: Created by author)
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, 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.
|
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 services in Samsung |
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 |
Table 2: Training requirements
(Source: Created by author)
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.
Products and Services Offered by Samsung
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 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.
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, Ia?i. 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
Wu, T. H., Huang, S. M., Huang, S. Y., & Yen, D. C. (2017). The effect of competencies, team problem-solving ability, and computer audit activity on internal audit performance. Information Systems Frontiers, 19(5), 1133-1148.
Zhang, J., Yu, P. S., & Lv, Y. (2017, February). Enterprise employee training via project team formation. In Proceedings of the Tenth ACM International Conference on Web Search and Data Mining (pp. 3-12). ACM.
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