Samsung Purpose on Performance Management System of the Samsung

The objective of the Samsung is to accomplished vision to run this organization smoothly.

To create their network in the entire world (Miller, D., & Lee, J., 2001).

There are many other purposes of the Samsung Company as;

Documentation,

Organizational Maintenance,

Developmental,

Informational,

Administrative and Strategic

Systems of the Samsung

Then after this in the second step Systems will be analyzed critically. This sections will be containing on the;

Defining and measuring results

Appraisals: A quantitative evaluation of achievements in regard to set objectives

Compensation

The performance of the employees of the Samsung can be measured by Task and contextual performance.

Defining and measuring results

The system of the Samsung is consisted on the well-defined technology as well as the good system to measure the performance of the Samsung.

The mangers of Samsung can measure the performance of the employees by using the combination three factors such as;

(1) Declarative knowledge,

(2) Procedural knowledge,

(3) Motivation.

Combination of three factors allows some people to perform at higher levels than others in the Samsung

The performance of the employees can be measure by using this formula in Samsung

Performance = Declarative Knowledge * Procedural Knowledge * Motivation

Appraisals of the Samsung

Appraisals leads towards the appraising of the employees at Samsung.

The HR mangers of the Samsung folly the particular process for the performance appraisal.

Establishing performance standards

Communicating the standards

Measuring the actual performance

Comparing the actual with the desired performance:

Discussing results

Decision making

Compensation on Performance Management System of the Samsung

The Hr department of the Samsung have good strategy to provide the accurate compensation to their employees.

To ensuring the objectivity and transparency of the decisions The Compensation Committee was established in Samsung

To assessing the appropriateness of Director Compensation the Committee is responsible.

The HR mangers provides the intrinsic and extrinsic both rewards to their employees.

The incentives are also provided to the employees for enhancing their performance (Joo, B. K. 2010).

In the third section of this paper the Implementation Factors will be analyzed critically. It includes;

Communications plan,

The appeals process,

Training programs for raters,

The pilot test for performance management system of Samsung

Communications plan of the Samsung

The communication plan of the Samsung is consisted on the four major phases of the plan which are;

Preapproval: The top management of the Samsung is committed and involved in to the process of change

Developing the need for Change: Steps which are taken to ensuring the success and communicating the need.

Midstream management:  Feedback is analyzed by the continue data form and then Plan is adjusted accordingly.

Confirming the process of change: The plan results are shared to holding the celebrations of the achievements (Kaliannan, M., & Adjovu, S. N., 2015).

Technology required for communication

Corporate blogs

Video conferencing

Emails

Social media

Telephone Skype

Video print and electronic newsletter

Phone services of translation and translator

Corporate blogs

WebEx

The appeals process of the Samsung

The notice of appeals is referred as the paper which is filed to starting the appeal process.

It is known as the simpler form but the time of the file is too short.

In Samsung the served copy of the judgment is required for filling an appeals.

The deadline for filling an apples is only 30 days.

It means the employee and employer can sue on each other with in thirty days in case of any clash.

Training programs for raters of the Samsung

There are two major strategies which are commonly used by the HR of the Samsung to improve the rating accuracy.

Development of the rating scales

Rater training

At the Samsung the training of the rater has become the most accepted strategy

To improve the quality of the ratings performance the programs of the rater training are considered as effective.

There are two major benefits of Rater training as;

The knowledge and skills of the raters can be enhance

The raters can be motivates by using the skills and knowledge from the training program.

The pilot test for performance management system of Samsung

Test the version of entire system for adjustments and revisions

Difficulties encountered noted

System is implemented in its entirety from beginning to end

The system can be automated

Select employees with whom the system would be tested

HR Manager have regularly meeting stakeholders and making adjustments accordingly, the organization can safely launch the system (Nust na 2019).

In the fourth section of this report Employee Development Considerations of the Samsung will be analyzed. In this section the development plan will be created. It includes;

Development objectives

Development of skills

A timeline for acquisition

Standards and measures for accessing improvements

Development objectives of the Samsung

The major objective of the Samsung is the accomplishment of the positions of the leadership (Nycourts Gov 2019).

Currently, to facing the completion from the Apple Inc the Samsung holds second positions.

The objectives of the Samsung are consistent with the expectations for the customer (Notebookchec 2019).

The accomplishment of the major goals of the Samsung are;

Delivering high quality of goods

Taking leadership positions in Tech industry

Higher profits

Utilizing the latest technology

The objectives which are ensure increase in sales and firms retains customers

Development of skills of the Samsung

Skills create opportunities and connect societies

In the Samsung the training programs are provided to the employees for enhancing the skills.

The skills are developed for creating the innovation.

To achieving the objectives of the organization new innovative skills are developed and then educate employees for all of these skills.

Samsung Tech Institute are established for the development of the skills (Bernthal, P. R., & Wellins, R. S., 2001).

A timeline for acquisition of the Samsung

Samsung recognized as globally with the success of its electronic business.

This comply is newly raked at top 10 global brand

The time line of the acquisition of the Samsung is given from 2005 to 2018

References on Performance Management System of the Samsung

Notebookchec. 2019. Samsung sets objective for 2018 at 320 million smartphone shipments, company to focus on higher profit margins. https://www.notebookcheck.net/Samsung-sets-objective-for-2018-at-320-million-smartphone-shipments-company-to-focus-on-higher-profit-margins.275988.0.html.

Nust na. 2019. IMPLEMENTATION Of PMS. https://www.nust.na/sites/default/files/documents/APM812S_Unit%204%20Implementing%20of%20PMS.pdf.

Nycourts Gov. 2019. Appeals Basics. http://nycourts.gov/courthelp//AfterCourt/appealsBasics.shtml.