Introduction

Samsung is a multinational technology based organization of South Korean origin which has its headquarter in Samsung Town, Seoul. The conglomerate many different businesses under its affiliation that include, insurance, textiles, food processing, retail and securities. Samsung was established by Lee Byung-chul in the year 1938 in form of a trading based company. The group further expanded its operations in other different sectors that mainly includes technology (Samsung.com 2019).

The analysis will be related to the human resource management based functions that are performed in Samsung and the ways by which they are able to affect the employees and operations of the organization as well.

Assessment of the purpose and functions of HRM in Samsung

Task 1 a

Define HRM – Human resource management based functions are mainly related to the motivation provided to employees and the entire process of hiring that is performed within an organization. The two major types of functions that are a part of human resource management based activities include, managerial functions and the operative functions (Aguinis, Edwards and Bradley 2017).

Purpose of HRM – The major managerial functions include, planning, organizing, directing and controlling. On the other hand, operative functions mainly include, recruitment or hiring, job design and analysis, performance appraisal, training and development, salary administration, employee welfare, maintenance, labour relations, personal research, personal record (Albrecht et al. 2015).

Functions of HRM – Human resource management based functions have started playing a major role in the ways by which global organizations like Samsung are able to operate successfully in the competitive technology based industry. The current human resource management policies that are employed by the organizations mainly state that the hierarchical structure of companies need to be modified in order to improve engage the employees in different organizational processes. The human resource based functions of Samsung have a major importance in the strategic integration of the company (Anselmsson, Bondesson and Melin 2016).

Workforce planning

Workforce planning is considered to be a continuous process which is used for the proper alignment of priorities and needs of an organization with the needs of the workforce. This process is mainly used so that the organization is able to meet the regulatory, service, legislative and production based requirements (Ayentimi, Burgess and Brown 2018).

Purpose of workforce planning for Samsung – Workforce planning is able to play a major role in the ways by which Samsung is able to provide opportunities of growth to the innovators. The company has aimed at increasing the levels of creativity in order to increase the productivity (Bird and Mendenhall 2016).

Functions of workforce planning of Samsung – The most effective workforce planning based process that can be implemented by Samsung is business plan method. The organization needs to develop an elaborate business plan in order to manage the workforce in an effective manner (Bakker and Demerouti 2017).

Recruitment and selection

Recruitment is considered to be a process that helps an organization to find and attract potential resources in order to fill up different vacant positions. The candidates in recruitment process are sourced with attitude and abilities that can help in achievement of organizational objectives. Selection on the other hand is a process that is helpful in choosing the qualified individuals who can fill up different positions within the organization (Bratton and Gold 2017).

Purpose of recruitment and selection for Samsung – Recruitment and selection of employees is a major part of the operations of Samsung in the technology based industry. The levels of productivity are increased by improving creativity of employees. The recruitment of talented employees is considered to be significant for the growth of Samsung. The retaining of employees is also important for the organization and Samsung provides maximum value to the employees as well (Collings, Wood and Szamosi 2018).

Explanation of functions recruitment and selection – The functions of recruitment and selection is considered to be important for the ways by which Samsung is able to operate in the technological environment.

Stage 1 – Human resource plans are based on the ways by which Samsung can recruit the employees based in needs of the organization. Job analysis is important for the employees so that they are able to identify and further determine the detailed job duties and requirements in order to judge whether they are fit for different organizational positions. The judgements based on job analysis is based on judgements which are made with respect to the data that is collected. Job description on the other hand is provided by Samsung in order to communicate the tasks that are required to be performed by the employees (Deery and Jago 2015). Person specification is another process that is implemented for describing the skills, experiences, attributes and knowledge that is required for selection of the employees.

Stage 2 – Job advertisement is considered to be an electronic notification or print that is related to an intent to hire people in a specific position in the organization. Samsung has implemented job advertisement in order to provide information based on its requirement in different organizational positions.

Stage 3 – The process of CV screening is applied by the management of Samsung is helpful in analysing the employees based on different requirements related to various organizational positions (Donate and de Pablo 2015).

Stage 4 – The process of selection that is used by Samsung is related to different positions that include, tests, interviews. The interviews and tests that have been used by the organization are considered to be helpful for the company to select the employees after completion of recruitment process (Gorman et al. 2017).

Stage 5 – The company then aims at checking the background details of the employees with the help of information that is provided by previous employers.

Stage 6 – Offer letter and employment contracts are important parts of the ways by which Samsung aims at including the employees within the organizational processes (Jalagat 2016).

Stage 7 – The progress of the employee and effectiveness of review is the last stage of recruitment and selection based process. The selected employees are analysed and work process is monitored by human resource management department of Samsung.

Task 1 b

Evaluation of strengths and weaknesses of different approaches based on recruitment and selection of Samsung

Approaches of recruitment adopted by Samsung

Internal recruitment is the method that is used for the purpose of filling vacant positions in an organization by suitable employees within premises of the business. The method can also be understood in the ways by which existing workforce of an organization is considered for the purpose of placing them in different job positions. Different methods that are a part of internal recruitment include, employee referral, promotion, transfer (Kachanakova and Urbancova 2015).

External recruitment is a method that is used for filling different posts of organizations by employees, which exclude the existing positions. This process is based on recruitment of new people who have the required skills in different organizational positions. The external sources are used for filling up vacancies within the organization with the help of external recruitment Lee, J.Y., (Park and Baker 2018).

            Samsung has implemented both the processes of internal recruitment and external recruitment in order to fill different positions in the organization. The promotion and employee referral based processes are used by Samsung in order to recruit employees in different managerial positions of the organization. The employee retaining based activities are considered to be important by Samsung which leads to fulfilment of managerial positions in different positions. Major advantage of internal recruitment is based on the encouragement of hard work and levels of motivation within the industry (Meyer and Dunphy 2016).

Internal recruitment is also quite economical in nature. Disadvantages of this process is based on the lack of proper choice that is provided to the management of Samsung related to the recruitment of employees in different positions.  The advantages of external recruitment process like, walk-ins and job advertisements used by Samsung are related to the proper rejuvenation of the company and adaptation to changing external environment. The disadvantages of the external recruitment method are related to the high levels of costs and chances that are related to the wrong selection of employees in the organization (Mone and London 2018).

Approaches of selection in Samsung

Samsung Group uses different types of selection based processes in order to attract the employees which include, GSAT or Global Samsung Aptitude Test, technical paper, technical interview, HR round, physical exam. The tests are conducted in such a manner that is helpful for the organization to select the most suitable employees in different positions in the organization. The major advantages that are related to the selection process include, proper assessment, uniform basis, reduction of labour turnover and selection of the better employees (Namada 2018). The disadvantages of the selection based process are, the lack of reliability, fear exposure and wrong usage. Samsung has been able to implement different recruitment and selection processes in order to include various employees in the organizational processes in an effective manner (Nankervis et al. 2016).

Conclusion

 The analysis has been able to state that Samsung has been successful in implementing the recruitment and selection based process in order to select the best employees for different job based positions in the technology industry. The advantages and disadvantages of the recruitment and selection based processes have led to analysis of proper usage of the resources.

Task 2

Introduction

The British Broadcasting Corporation or BBC is public service broadcaster that is of British origin. The headquarters of the organization are located in Broadcasting House in Westminster London. BBC has been operating in the industry for a long period of time and has employed more than 20,000 people in different positions in the company (Bbc.co.uk 2019). The human resource management based functions of BBC are based on significant changes that have taken place in the organization. The four major strategic priorities of the organization are working with business to provide efficient organizational design models, attracting and retaining the talented people, developing an engaging work culture and ensuring the ease of services and HR systems (Bbc.co.uk 2019).

Evaluation of the HRM practices and application in BBC

Training and development

Training and development can be considered to be a subsystem of the organization that is mainly based on proper improvement of performance levels of the groups or individuals. Training helps the employees to analyse their current position and development on the other hand is helpful for formation of capacities to achieve the objectives (Noe et al. 2017).

BBC has a small team that is based on learning development process that helps in creating and further developing new projects that are related to multiple platforms. The organization is able to provide major training and development related opportunities to employees with the help of BBC Academy (Popescu, Comanescu and Sabie 2016).

Reward management

Reward management process is based on the proper formulation and the implementation of different policies and strategies which aim at rewarding people in a fair and equitable manner. The value that is developed by the employees in the company is the base that is used for providing effective rewards (Prieto-Pastor and Martin-Perez 2015).

The staff in BBC are provided with different types of benefits and rewards that are able to fulfil different needs and demands. The major benefit that is provided by the organization to employees is the pension scheme that is named as BBC LifePlan. This plan is helpful for the employees to plan their future in an effective manner (Santhanam, Dyaram and Ziegler 2017).

Performance management

Performance management is considered to be a process that helps in the creation of positive work based environment where the employees can provide their best performance levels. Performance management mainly starts with the entire work based system which begins with effective job description. This process thereby ends with the exit of employees from the organization (Shamim, Cang and Yu 2017).

The staff appraisals in BBC are replaced with the performance development reviews. The employees will not be appraised by the managers, on the other hand, reviews will be able to develop a two-way conversation between the employees and managers of the organization.

Flexible working practices

Flexible working practices are based on the levels of flexibility that are provided to the employees based on their time and place to work. This is mainly based on the flexible ways that can be implemented by organizations for increasing the benefits of the business (Shen and Benson 2016).

BBC has recognized the needs based on flexible working that are related to the rights of the employees. The company aims at providing the employees a right to provide them with opportunities based on their choice of place and time to work (Shin et al. 2015).

Task 3A

Employee relations

Employee relations is a term that is used for the purpose of defining the efforts that are undertaken by an organization in order to manage different relationships that are present between the employers and employees. A company that has a good relationship with employees aims at providing consistent and fair treatment to them. The levels of commitment of the employees towards the organization and their respective jobs can increase with the support that is provided by effective employee relations. The loyalty levels of employees in an organization is also high if they have an effective relationship with the employers (Stone and Deadrick 2015).

McDonalds is an American organization that operates in the fast food industry. The organization was established in the year 1940 and the restaurant is operated by Maurice MacDonald and Richard MacDonald in San Bernardino, California. The organization further modified its business operations with the help of hamburger sales, that played a major role in changing the company into a franchise (Mcdonalds.com 2019). The logo of the organization was introduced in the year 1953 at the location in Arizona. McDonalds has further been successful in developing its position in the fast food industry by developing huge number of stores all over the world. The organization has become the largest restaurant based chain in terms of revenues. McDonalds currently has its operations in more than 100 countries all over the world (Mcdonalds.com 2019).

Employee relations have been provided with high levels of importance in the operations of McDonalds in the fast food industry. The organization has considered to be the most important asset related to the growth that has been shown in different parts of the world. The culture based on recognition has been developed in the organization that has helped the management of McDonalds to form the employee relations. The employee base of McDonalds consists of more than 100,000 people who are able to play a crucial role in providing the best levels of services to the consumers (Trigeorgis and Reuer 2017). The role that is played by the employees of McDonalds are able to increase the levels of revenues and profitability that are earned by the organization. The motivation levels of employees in this case are also quite high and have a major impact on the operations of the company (Wright 2018).

The employee relations management in McDonalds is based on the operations of human resource management based department of the organization. The levels of control in McDonalds are not only based on the direct supervision and different machines that are used for production purposes. The skilled and unskilled workers of the organization are provided with same levels of importance in the organization (Shen and Benson 2016). The operating procedures of McDonalds are completely based on the employees in different positions in the organization. The efficiency of McDonalds can be disrupted in a huge manner by the unskilled workers. The efforts that are taken by the employees are based on the positivity of climate that has been developed in McDonalds (Wright 2018).

The employee relations in McDonalds are maintained with the help of proper motivation and rewards that are provided to the employees in the organization. Different schemes are implemented by the organization in such a manner that can motivate the employees to provide the best levels of services. The performance levels of McDonalds have been improved with the help of proper motivation and engagement based activities. The reward based programmes that have been designed by the organization are aligned with the objectives and goals that are set by McDonalds (Santhanam, Dyaram and Ziegler 2017).

McDonalds has also been recognized in the year 2012 for the approach that has been taken based on the employee relations and benefits that are provided to them. The business strategy of McDonalds has also been benefitted by the employee relations that have been formed by McDonalds. The relations with employees in McDonalds are able to provide major support based on decisions that are made by the organization (Nankervis et al. 2016).

Employee involvement is the key to success and growth of McDonalds in the fast food based industry. The business objectives and goals of the organization are based on the levels of involvement of the employees in different activities. The company is able to operate in the industry in a profitable manner with the help of proper collaboration of employees. Different levels of operations of the company are related to the service levels of the employees (Mone and London 2018). The organization has been able to develop the five major principles of employee engagement. This is termed as the “five vital ingredients to great customer experience”. The strategy based on employee recognition is also aligned with the principles that are related to effective employee engagement (Donate and de Pablo 2015).

Employee participation can also be considered to be an important part of the engagement based activities of the organization. The employees are able to participate in different operations of the organization and can reach the customers easily with the help of their services.

Psychological contract can be defined as the unwritten expectations based on employment relationships that are different from the formal contracts that are made between the employees and management of companies. The relationship between the employees and the employers is a major factor that is able to affect the psychological contracts (Nankervis et al. 2016). The employees of McDonalds are also a part of the psychological contract that has been developed in order to increase the levels of loyalty. The company aims at providing the required levels of recognition to the employees in order to gain their trust.

Employment relationship can be defined as a legal link that is developed between the employees and employers of an organization. The obligations and rights of the employees in an organization are a part of the employment relationships that are developed by the management. McDonalds has also developed relationships that are able to help the employees work in a collaborative manner with each other. The organization has shown immense levels of growth in its revenues in various parts of the world with the help of proper contracts that have been made with the employees in different parts of the world (Kachanakova and Urbancova 2015).

UK employment legislations

Equality Act 2010 is able to protect people from discrimination in workplace or in the society in a legal manner. This has replaced the previous anti-discrimination based laws with the help of single Act. The ease of implementation of the law has increased in this way. The employees can thereby be provided with optimum levels of protection from different factors that can have an impact on the levels of profitability (Deery and Jago 2015).

The Health and Safety at Work Act 1974 (HASAWA) provides details based on wide range of duties of the employers. The employers need to protect the levels of safety and health of the employees in order to continue its operations in the industry. The safety needs to be provided to the employees in premises of the organization and it includes all types of workers like, temporary workers, casual workers, self-employed workers, visitors, clients and general public (Albrecht et al. 2015).

The two mentioned acts have a major importance in the operations of McDonalds in the highly competitive fast food based industry. The organization will be able to retain the employees in different areas and posts with the proper implementation of the two acts. Proper management of diverse employees is considered to be an important part of the operations of McDonalds in different parts of the world. The consumers of McDonalds also belong to different backgrounds and ethnicities (Popescu, Comanescu and Sabie 2016).

The creativity levels of the employees can be increased if the diverse nature of the organization is maintained in an effective way. The health and safety based Act is also important for the proper care that is taken by the management of McDonalds of the employees who are a part of different operations of the organization in various parts of the world. The organization needs to implement both the acts in such a manner that will help in maintaining its position in the industry (Anselmsson, Bondesson and Melin 2016).

Task 3B

Company overview 

McDonalds is an American fast food based organization that was established in the year 1940. The organization was founded by Maurice Macdonald and Richard Macdonald. The company has developed its topmost position in the fast food industry based on revenues that are earned (Mcdonalds.com 2019).

Importance of recruitment and selection process

The recruitment and selection based process is important for McDonalds as the employees are the core part of operations of the organization in the industry. The organization has been successful in different parts of the world with the help of the efforts provided by the employees (Anselmsson, Bondesson and Melin 2016). McDonalds has provided major importance to the proper recruitment and selection based process in order to continued its growth all over the world. The recruitment process of the company is also based on the high levels of diversity that exist in the employee base and the ways by which diverse employees are able to provide the best levels of services.

Sub-sections of the report

This task will be based on the role play that will help in understanding the role that is played by employees in the success of McDonalds.

Scenario B

• Job Description for the position of HR administrator for MacDonald’s

Job Title: HR Administrator

Salary Band- £22,069 a year

Hours– 8 hours

Accountable to– performance in probation period

Location– McDonald’s Office Lockerbie, U.K

Job Responsibilities

1. Updating the internal Human Resource databases
2. Preparing the Human Resource documents
3. Maintaining and organising the personnel records

Job brief

MacDonald’s is looking for an HR administrator for supporting our HR department. You are expected to act as the first point of contact for the HR-related questions from the external partners and the organisational staffs. Your main responsibilities would include maintaining and organising the personnel records, preparing the Human Resource documents and updating the internal Human Resource databases

• Person specification for the position of HR administrator for MacDonald’s

MacDonald’s is one of the equal opportunities employer that is committed towards providing equal and fair opportunities to its employees regardless of their race, culture, caste, marital status, gender, age or disablement. The person specification is designed for helping the interviewing panel members for judging the qualities of the conducting interview in consistent and systematic manner and is given to both of the job applicants for gaining detailed information

Experience

1. Considerable experience of the HR administration
2. Experience of making use of HR IT System
3. Knowledge regarding the general office procedures and practices
4. Experience of producing documentation and letters by making use of IT
5. Experience of how to prioritize the workload, dealing with the conflicting priorities
6. Maintaining some comprehensive records and having knowledge about general IT systems and applications like databases, spreadsheets etc.

Skills and abilities

1. Ability of undertaking routine calculations
2. Ability of dealing with sensitively the confidential information
3. Administrative and clerical skills
4. Having time management skills
5. Ability of completing the work within the set deadlines
6. Ability of communicating with both the internal and the external contact present at all levels in effective way.
7. Ability of composing and producing standard letters and various reports by making use of IT applications like Windows Outlook, Word, Excel etc.
8. Ability of undertaking research

Qualifications

1. Bachelor’s Degree in HR management with at least 4 years of experience in the same field.
2. Job advert suitable for different media for this position

Interview script

Panel List: (here put name each student in the Group, note that all of you are acting as HR Manager for McDonald)

• Name & Surname: HR Manager
• Name & Surname: HR Manager
• Name & Surname: HR Manager

Meet and Greet: 

Purpose of the interview: To select the best candidate for the position of HR administrator in McDonald’s

• Name & Surname:
  • Q1: What do you think is the key factor for the management of an office efficiently and effectively?
  • Q2: Describe your knowledge in the area of financial transactions
  • Q3: Give one example where you have maintained records and files, both paper as well as electronic
  • Q4: Describe your approach towards problem-solving

• Name & Surname:
  • Q1: Describe you experience of supervising the other employees.
  • Q2: How do you react when you see others rejecting or resisting your actions and ideas?
  • Q3: What methods do you make use for making decisions?
  • Q4: Explain the term “work ethics”.

• Name & Surname:
  • Q1: What is your work ethics?
  • Q2: Describe what you classify as a major crisis
  • Q3: Describe your perspective of ideal work environment
  • Q4: How would you describe as ideal supervisor?

Interview Warp-Up: Okay, Well…. It was nice talking you (shaking hands). Will inform you our decision as soon as possible.

Selection criteria indicating the scores of both the candidates interviewed

Selection Criteria Sheet: Candidate A

Interview: HR Administrator- McDonald 

Interviewers: HR manager   

Interviewee: abc

Date: 25-02-19      

Time: – 12:00p.m

Selection Criteria	Poor (1)	Average (2)	Good (3)	Very Good (4)	Outstanding (5)
Communication Skills			3
Problem Solving Skills				4
Teamwork				4
Self-Confidence				4
Knowledge about the Company			3
Motivation				4

Total Score: 22

Selection Criteria Sheet: Candidate B

Interview: HR Administrator- McDonald 

Interviewers: HR Manager

Interviewee: xyz

Date: 25-02-19             

Time: 1:00p.m

Selection Criteria	Poor (1)	Average (2)	Good (3)	Very Good (4)	Outstanding (5)
Communication Skills				4
Problem Solving Skills					5
Teamwork					5
Self-Confidence			3
Knowledge about the Company			3
Motivation			3

Total Score: 23

Employment Offer Letter

Date:

Name- XYZ
Address: _________

RE: Job Offer Letter for the Position of HR Administrator for McDonald

Dear XYZ   

Following our recent discussions, McDonald’s is pleased to offer you the position of Senior HR Administrator in the Department of HR Administration. We are very excited about the potential you and your experience bring to the table and we hope that you are equally pleased with this opportunity. We are confident that you will find this new opportunity both challenging and rewarding.

As we have discussed, you will be working in our Lockerbie office. Upon the completion of orientation, you will begin your job duties.

The following points outline the terms and conditions we are proposing in this offer:

• Title: Senior HR Administrator
• Start Date: 1-03-19
• Salary: £22,069 a year
• Probation: 3 months
• Hours of Work: 8 hours
• Reporting to: Mr. Simon Hinduja

Kindly find the employment contract attached. You are kindly requested to sign the contract and send it back to us at mcdonaldslockerbie@gmail.com no later than 5 working days.

We look forward to a long lasting and mutually beneficial relationship in an atmosphere that is successful and mutually challenging and rewarding. We are confident that your abilities will play a key role in our company.

Please do not hesitate to contact us if you have any additional questions.

Sincerely,

John Callions

HR Manager

McDonalds

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