Report of Performance Management System of the Samsung.

Samsung is one of the best brands in the field of electronics. This company is a South Korean multinational company and it was founded in the 1938 by Lee Byung-chul. This company is involved in number of affiliated business around the world. Now this multinational company is famous for his new technologies in the field of smart phone and many other technological appliances like TV, smart watches etc. the Samsung Company in the past was involved in making food processing securities, retail and insurance.

 Afterwards this company enters in the field of electronic industry in the ending of 1960. Then after the death of the founder lee this company was divided into four more groups in 1987 and then after this in 1990 their mobile phone and semiconductors electronic devices have become the main source of their company income. This company is one of the most powerful companies in the history of South Korea. In the field of electronics there are many competitors of Samsung Company that includes Apple, Sony and Nokia.

The Samsung Company is known as the one the leadingcompaniesin the entireworldbut the performance of the employees depend on its Hr department. The Hr department is trying to the crisis management for enhancing the motivation and satisfaction levels of the employees (Joo, B. K., & Lim, T. 2009).

This paper proposes the performance management systemin theSamsung Company. There are some steps that must have to be followed during the analysisperformance management system of the Samsung.

In the first step we will analyze the organizational strategy of the Samsung Company along with vision and mission statements. The description of the organization’s purpose will also discuss under the strategy of the Samsung.

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

·         Defining and measuring results,

·         Appraisals,

·         Compensation

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

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 improvement (Joo, B. K., & Lim, T., 2013).

Organizational Strategy of Management System of the Samsung

In the first step we will analyze the organizational strategy of the Samsung Company along with vision and mission statements. The description of the organization’s purpose will also discuss under the strategy of the Samsung(Hau, Y. S., Kim, B., Lee, H., & Kim, Y. G., 2013).

Vision statement of the Samsung

“Inspired the world create the future”

 

·         Samsung dedicatesits effort towards the innovation and creativity.

·         Its major vision is shared the values of with partner as well as for their greater people.

·         Through the passion of innovation Samsung delivered the world best products and services

Mission Statements of the Samsung:

 

Source:https://www.samsung.com/us/aboutsamsung/vision/vision2020/

Strategic Direction of Management System of the Samsung

·         The major strategies of the Samsung are includes as;

·         Partnership

·         Creativity

·         Great people

Purpose of 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

Management System 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 ofthe Samsung

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 toperform 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 Management System of the Samsung

Appraisals leads towards the appraising of the employees at Samsung.

The HR mangers of the Samsungfolly the particular process for the performanceappraisal.

·         Establishing performance standards

·         Communicating the standards

·         Measuring the actual performance

·         Comparing the actual with the desired performance: 

·         Discussing results

·         Decision making

Compensation of 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 Compensationthe 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 Management System 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 thenPlan 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

Source: https://www.lenord.com/career/employee-development-and-career-opportunities/

 Development objectives of Management System 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 Management System 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 Management System 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

Years	Acquisition History
2005	Became the official sponsor the Chelsea and develop worlds 50 nanometers
2006	Became #1 in global tv market share
2007	Official Olympic technology sponsor
2008	Established Tv manufacturing in Russia
2009	Developed the world first 40 nanometer DRAM
2010	Merge with Samsung digital imaging
2011	Signed patent sharing license
2012	The LCD business was sent to the Samsung mobile display
2013	Launched galaxy S4 in global market
2014	Released the world first 105 curved UHD TV
2015	Maintain number 1 position in global market
2016	Announced plan to acquire HARAMAN
2017	Completed acquisition of HARAMAN
2018	Launched QLED 8K and world first modular TV ‘The Wall”

 References of Performance Management System of the Samsung

Bernthal, P. R., & Wellins, R. S. (2001). Retaining talent: A benchmarking study. HR Benchmark Group, 2(3), 1-28.

Hau, Y. S., Kim, B., Lee, H., & Kim, Y. G. (2013). The effects of individual motivations and social capital on employees’ tacit and explicit knowledge sharing intentions. International Journal of Information Management, 33(2), 356-366.

Joo, B. K. (2010). Organizational commitment for knowledge workers: The roles of perceived organizational learning culture, leader–member exchange quality, and turnover intention. Human resource development quarterly, 21(1), 69-85.

Joo, B. K., & Lim, T. (2009). The effects of organizational learning culture, perceived job complexity, and proactive personality on organizational commitment and intrinsic motivation. Journal of Leadership & Organizational Studies, 16(1), 48-60.

Joo, B. K., & Lim, T. (2013). Transformational leadership and career satisfaction: The mediating role of psychological empowerment. Journal of Leadership & Organizational Studies, 20(3), 316-326.

Joo, Baek‐Kyoo. "Organizational commitment for knowledge workers: The roles of perceived organizational learning culture, leader–member exchange quality, and turnover intention." Human resource development quarterly 21, no. 1 (2010): 69-85.

Kaliannan, M., & Adjovu, S. N. (2015). Effective employee engagement and organizational success: a case study. Procedia-Social and Behavioral Sciences, 172, 161-168.

Miller, D., & Lee, J. (2001). The people make the process: commitment to employees, decision making, and performance. Journal of management, 27(2), 163-189.

Notebookchec. (2019). Samsung sets objective for 2018 at 320 million smartphone shipments, company to focus on higher profit margins. Retrieved from 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. Retrieved from https://www.nust.na/sites/default/files/documents/APM812S_Unit%204%20Implementing%20of%20PMS.pdf

Nycourts Gov. (2019). Appeals Basics. Retrieved from http://nycourts.gov/courthelp//AfterCourt/appealsBasics.shtml