Samsung Issues in Human Resource
Samsung: Proposal for New Human Resource Strategies to Survive the New Business Environmental Volatility
Byungcheol Shin and Jeonguk Jo
Kwangsik Choi and Myojeong Kim
University of Seoul
Abstract
The business environment have become more volatile due to economic crises and changing markets. Samsung, a leading conglomerate of Korea, is not an exception. Samsung is undergoing many issues related to human resources, and will not survive if it chooses to stay passive to the upcoming business environmental volatility. In this report, Samsung’s current policies and issues related to human resources are examined and discussed. The topics concerned are job retaining, job satisfaction, job security, global recruitment, job relevance, motivation, and employee rights. The purpose of this report is to focus on finding recommendations about what Samsung should do on each according situation, with ideas and concepts backed up from journal article references and textbook. Ultimately, Samsung may be able to handle its human resources and issues related with more efficiency and effectiveness by accepting recommendations suggested on this report,. Keywords: Recommendations for Human Resources Strategy, Efficiency, Effectiveness.
Foundation of Samsung and its Current Strategies on Human Resource The Samsung Group, which was founded in 1938, is a leading global conglomerate composed of numerous businesses, including electronics, construction, chemical, financial industries and etc. Samsung has economic values over 318 trillion Korean won, with 64 domestic and 311 foreign affiliated companies. Samsung focuses on human rights, technology, social contribution, and development as a global conglomerate as main principles for its corporate philosophy, as well as placing importance in creativity, challenging attitude, and resolution ability in human resource to meets the new paradigm of the upcoming digital era. The recruitment system of Samsung is
Byungcheol Shin and Jeonguk Jo
Kwangsik Choi and Myojeong Kim
University of Seoul
Abstract
The business environment have become more volatile due to economic crises and changing markets. Samsung, a leading conglomerate of Korea, is not an exception. Samsung is undergoing many issues related to human resources, and will not survive if it chooses to stay passive to the upcoming business environmental volatility. In this report, Samsung’s current policies and issues related to human resources are examined and discussed. The topics concerned are job retaining, job satisfaction, job security, global recruitment, job relevance, motivation, and employee rights. The purpose of this report is to focus on finding recommendations about what Samsung should do on each according situation, with ideas and concepts backed up from journal article references and textbook. Ultimately, Samsung may be able to handle its human resources and issues related with more efficiency and effectiveness by accepting recommendations suggested on this report,. Keywords: Recommendations for Human Resources Strategy, Efficiency, Effectiveness.
Foundation of Samsung and its Current Strategies on Human Resource The Samsung Group, which was founded in 1938, is a leading global conglomerate composed of numerous businesses, including electronics, construction, chemical, financial industries and etc. Samsung has economic values over 318 trillion Korean won, with 64 domestic and 311 foreign affiliated companies. Samsung focuses on human rights, technology, social contribution, and development as a global conglomerate as main principles for its corporate philosophy, as well as placing importance in creativity, challenging attitude, and resolution ability in human resource to meets the new paradigm of the upcoming digital era. The recruitment system of Samsung is
References: MA Abelson, BD Baysinger (1984) Optimal and Dysfunctional Turnover: Toward an Organizational Level Model. Academy of Management Review DK Budhathoki Ferster, C. B., & Skinner, B. F. (1957). Schedules of Reinforcement. New York. Appleton-Century-Crofts Adams, J.S Adams, J.S. (1965). "Inequality in Social Exchange" in Advances in Experimental Psychology, L. Berkowitz. (ed.) Academic Press, New York. pp. 267-299 El Deci Journal of Applied Psychology W Chan (1996) External Recruitment versus Internal Promotion Journal of Labor Economics GN Powell, DA Butterfield (1994). Investigating the "Glass Ceiling" Phenomenon Academy of Management Journal JH Foegen (1987-1989)