Essays on Human Resource Planning and Development - Samsung Mobile Phones Case Study

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The paper "Human Resource Planning and Development - Samsung Mobile Phones" is a good example of a human resources case study.   The role of the department of human resource in an organization such as Samsung Electronics is considered critical for the wellbeing of the employees and the profit-making initiative of the business (Colvin, 2009). Human resource in the process of planning for the activities of the employees with regard to company objectives is ultimately responsible for all the activities from payroll to the recruitment of new employees. Through planning and development initiatives, the human resource department has the ultimate goals of structuring and meeting organizational goals (Nankervis et al, 2008).

The main objective of this essay is to assess the extent to which human resource planning and development contributes to the growth in the marketing strategies developed by Samsung mobile phones. Labour demand The objective of human resource planning and development with regard to labour demand is to ensure that the available labour is sufficient in terms of its ability to demonstrate competence and motivation in meeting organizational needs and for maintaining a high competitive advantage in the industry (Colvin, 2009).

It is through the efforts of its employs that an organization such as Samsung has been able to realize a high position in the mobile phone market. As a leading manufacturer of smartphones, Samsung Electronics is in the process of implementing measures that define the relationship between its demands for labour and the ability of the suppliers to ensure that the labour available meets the existing standards of operation (Katkyama, 2010). As a technique of operating in accordance with the prevailing labour demands in the design and manufacture of highly competitive smartphones, Samsung Electronics through effective human resource planning and development initiatives has adopted an open personnel management system.

The adoption of this system is based on the ideology that effective labour can only be acquired by respecting the creativity and autonomy of employees (Jiang et al, 2012). In addition, effective demands for labour in the organization have also been realized by eliminating obstacles in the system, which limit the competitive and efficient nature of the organization. Effective human resource planning as Samsung Electronics also enhances the practice of transparent management to grow in agreement with the demands of the customers (Song, 2013).

The main objective of the open management system as adopted by Samsung is to ensure the promotion of equal opportunity while advocating for labour grounded on skill s and competence. This is the view of human resource management is aimed at realizing human potential. For the company, labour demands in a highly competitive smartphone, the industry can only be met when employment opportunities are available to the entire workforce in the market without unwarranted restrictions or discrimination.

Furthermore, to meet the ever-increasing labour demands it is the responsibly of the human resource management to develop plans on compensation and promotions by ensuring that they are based on skills and levels of creativity. This is the view of the management is an indication that the success of Samsung Electronics is based on the availability of people to work for the company. The people-first management philosophy, which defines the global strategy of Samsung, plays a role in informing human resource planning and development objectives (Jiang et al, 2012).

This is because, through its new management system, the human resource department is actively involved in the affairs of its employees by changing the awareness levels and actions targeting employee wellbeing.

References

Colvin, G. (2009). Human Resource Planning. Stone Readings

Jahanbin, S. (2011). New product Sales Forecasting in the Mobile Phone Industry: An

Evaluation of current methods. New York University Press: New York

Jiang, K., Lepak, P & Baer, C. (2012). How Does Human resource management Influence

organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms. Academy of management Journal, Vol. 55, No. 6

Jung, S. (2014). The Analysis of Strategic management of Samsung Electronics Company

through the Generic Value Chain Model. International Journal of Software Engineering and Its Applications Vol. 8, No. 12 (2014), pp. 133-142

Katkyama, H. (2010). “Significance of Lean Management and Contribution toward Customer

Satisfaction”, Industrial Engineering Magazine, vol.47, pp. 22-27.

Mei-Tai, C. (2011). ‘Human resource planning and human resource information systems.' In :

Human resource management: strategy, people, performance / Robin Kramar, Tim Bartram and Helen De Cieri. 4th ed. North Ryde, Sydney: McGraw-Hill Australia Pty Limited, 2011. Chapter 7, pp. 211-253

Nankervis, A., R. & Compton, R, L. & Baird, M. (2008). 'Human Resource Planning in a

Changing Environment' In: Human resource management: strategies & processes / Alan Nankervis, Robert Compton, Marian Baird. 7th ed. South Melbourne, Vic.: Cengage Learning, ©2011. Chapter 4, pp. 119-161

Song, J, Y. (2013). 20 years of Samsung’s New Management: An International Symposium.

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