UECH2103 – HUMAN RESOURCE MANAGEMENT

Course Title/ Code:

Human Resources Planning (UECH2106)

Title:

Samsung Electronics Company

Date:

Week 12

Lecturer:

Madam Noryati Abdul Ghaffar

A Group Members:

Name Matrix No. Contact No.

1. Arvin Raj A/L Ragunathan ( Leader ) UDB190324 01137326205

2. Logananthini A/P Revi UDB190331 01111985894

ACKNOWLEDGEMENT

A group of five students Arvin Raj and Nanthini from Asia College of Technology (ACT), a
learning centre of umcced program. We did our very deep research in this business to get
information. Therefore, we got all the relevant sources in order to complete our Human
Resource Planning Assignment 1

Apart from our effort, the completion of this final report would have not been a success without
the kind support and help of many individuals. We would like to extend our sincere thanks to all
of them.

Praise the Lord for giving us the strength to complete the assignment. We are highly indebted to
University of Malaya for giving us the opportunity to do this assignment .Our sincerest thanks
Madam Noryati for her guidance and constant supervision as well as for providing necessary
information regarding the assignment and also for her support in completing the assignment.
We would like to express our gratitude to our classmates and families for their encouragement
which kept us going in completing the assignment. This assignment, is the product of great
teamwork and we are indebted to all our team members who made the completion of
assignment a pleasure.

Arvin Raj
Nanthini

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Table of Content

CONTENT PAGES
1.0 Introduction
1.1 Introduction 4-5
1.2 Company background 5-7

2.0 Identify Relevant Position in an Organization

2.1 Explain the level of position in the organization 8-10

3.0 Human Resources Planning Process 11-14

4.0 Job Analysis Process 15-22

5.0 Recruitment Process

i. Internal recruitment 23-25
ii. External recruitment 26-27

6.0 Selection Process

i. Initial assessment methods 28-29
ii. Substantive assessment methods 30-32
iii. Contingent assessment methods 33-34

7.0 Findings and recommendation 35-37

8.0 Conclusion 38

9.0 References 39

Appendices 40-42

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4
1.0 Introduction

1.1 Introduction

In the world of new technology and invention, Samsung has been working for more than 70
years to make the world a better place across a diverse company that today spans advanced
technology, semiconductors, skyscrapers and plant construction, petrochemicals, fashion,
medicine, banking, hotels and more. Samsung Electronics is the world's leading manufacturer
of high-tech electronics and digital media.

Samsung is a South Korean global company that is beginning its business as a small trading
company and is now becoming the world's largest corporation. The business operates in a
variety of sectors such as advanced technology, finance, petrochemical, semiconductor, plant
building, skyscrapers, medicine, apparel, hotels, chemicals and others. The company was
founded in Suwon, South Korea in 1969 and is known worldwide for its electronic products. The
company produces a range of latest technologies, electronic appliances such as cell phones,
smartphones, computers, TVs, refrigerators, air conditioners, washers and other products.

The company operates and sells its goods in 61 countries with approximately 160,000
employees worldwide (SAMSUNG, 2014). In addition, the company acquired the position as the
world's largest IT manufacturer in 2009 by beating the previous Hewlett-Packard (HP) leader. Its
sales revenue in the LCD and LED divisions is the highest in the world. Samsung is also the
global leader in smartphones, cell phones and accessories.

Samsung Electronics has two primary product divisions. One is the Finished Goods division,
which again divides into the Digital Media division, which produces televisions, refrigerators,
printers, etc., and the Information Communication division, which produces cell phones and
other communication devices. The other big division is the component division, which is divided
into the semiconductor portion and the LCD part.

While Samsung Electronics' global strategy is being applied across the entire division, we will
concentrate primarily on Samsung TVs and mobile phones in the finished goods division.
Samsung is best known for LED backlit LCD TVs and cell phones, products that Samsung has
revealed as the future growth driver. Samsung TVs have evolved to be the most lucrative and
successful sector of all Samsung products, having been the No.1 TV producer on the global
market for five consecutive years. As far as mobile phones are concerned, the rapid growth and

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growing importance of the smartphone industry and the heavy rivalry within it have made
Samsung announce a strategic focus in the future in the cellular segment.

1.2 Company background

i. History of company

Samsung has a very humble beginning which began in 1938, when the founder of Samsung,
Byung-Chull Lee, set up a commercial export company in Korea, exporting fish, vegetables and
fruit to China. Within a decade, Samsung had flour mills and confectionary machines and
became a joint venture in 1951. It's a really good start.

From 1958 on, Samsung started to shift into other sectors, such as financial, media, chemical
and ship building. In the 1970s, the company has expanded its textile manufacturing processes
to cover the entire production line – from raw materials all the way to the end product – to better
compete in the textile industry. New subsidiaries such as Samsung Heavy Industries, Samsung
Shipbuilding and Samsung Precision Company (Samsung Techwin) have been established.
During the same period, the company also started investing in the heavy, chemical and
petrochemical industries, providing the company with a promising growth path.

Samsung first entered the electronics industry in 1969 with a number of electronics-focused
divisions—their first products were black-and-white televisions. In the 1970s, the company
began exporting home electronics products overseas. Samsung was already a major
manufacturer in Korea at the time and had acquired a 50 percent stake in Korea
Semiconductor.

Byung-Chull Lee died in 1987, and Kun-Hee Lee took over as chairman to succeed Byung-Chull
Lee. Until 1997, Kun-Hee Lee led Samsung to grow internationally by building factories in the
United States, Britain, Germany, Thailand, Mexico, Spain and China.

In the 1990s, Samsung continued to expand to global electronics markets. Despite its success,
those years also led to corporate scandals affecting the company, including multiple bribery
cases and patent infringement suits. Nevertheless, the company continued to make
advancements on technology and product quality fronts, with a number of its technology
products, ranging from semiconductors to computer monitors and LCD screens, rising to the top
five in global market share.

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 Figure 1.1

In 1993, Samsung developed the 'lightest' mobile phone of its time. The SCH-800 was available
on the Code Division Multiple Access (CDMA) networks. Then, towards the end of the 2000s
saw the birth of Samsung's Galaxy smartphone series, which quickly became not only the
company's most successful device, but also regularly the world's highest annual smartphone
best-selling list, and a combined mp3 player were developed. Samsung is now dedicated to the
3G industry. Samsung is designing and producing smartphones at a fast pace to keep up with
consumer demand. Samsung has grown steadily in the mobile industry. This development
continued over the next decade as Samsung continued to move beyond its borders and
restructure its business plan to accommodate the global scene. The adoption of a new form of
management has proved to be a wise move for the company, as its products have made their
way into the list of top must-haves in their various fields. TV-LCDs, picture tubes, Samsung
printers and other high-tech products have become popular acquisitions due to their high
quality. We focus on products on this market, Television and Smart Phone. Since 2006, the
company has been the world's largest television producer. Starting in 2010, the Galaxy series
was extended to tablet computers with the introduction of the Galaxy Tab and it continues the
tremendous success till now 2021.

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 Figure 1.2 Figure 1.3

ii. Nature of the business

Samsung Electronics Service

iii. Vision and mission

Samsung is committed to compliance with local laws and regulations and to applying a strict
global code of conduct to all employees. It believes that ethical governance is not only a
mechanism for reacting to rapid changes in the global business climate, but also a platform for
building trust with its various stakeholders, including consumers, shareholders, staff, business
partners and local communities. With the goal of becoming one of the most responsible
organizations in the world, Samsung continues to train its staff and operate monitoring systems
while practising fair and open corporate governance.

Vision – To lead the digital convergence movement.

Mission – To be the best “digital-e Company

Figure 1.4

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2.0 RELEVANT POSITION

Relevant position means the position of director, manager or other executive position or
secretary in relation to a corporation, but this position is appointed. Relevant positioning
determines where the service stands in comparison to those in the market place who sell similar
goods or products and services as well as the consumer's mind.

2.1 The level of position in the organization

 Top-level position

Bahk Jae-Wan, Chairman of the Board and Independent Director of the Samsung Company

Samsung Electronics has named its new board chairman, former South Korean finance minister
Bahk Jae-Wan, an appointment aiming to increase transparency and independence following
the jailing of his predecessor. Bahk Jae-wan takes the seat as chairman of the Samsung board,
after serving as an outside director for the company since March 2016. While the chairman is
not expected to be involved with the daily affairs of the organization, Bahk's role is to approve
major business decisions for the company. He takes a leading role in determining the
composition and structure of the board. This will involve regular reviews of the overall size of the
board, the balance between executive and non-executive directors and the balance of age,
experience and personality of the directors. One of the major roles of Bahk's is also to make the
company appear more above-board, following the criminal charges levied against some of the
company's executives. As well Bahk Jae-Wan act as the company’s leading representative
which will involve the presentation of the Samsung Company’s aims and policies to the outside
world. At all meetings Bahk Jae-Wan will direct discussions towards the emergence of a
consensus view and sum up discussions so that everyone understands what has been agreed.
These are the activities carrying out by the Chairman of the Samsung Electronics Company,
Bahk Jae-Wan efficiently and consistently.

 Middle-level position

Roy Malatesta, Head of Human Resources and Senior Director of Human Resources at
Samsung Company

The Company’s HR Team supports overall Board activities by holding Board meetings efficiently
and in line with the annual business schedule, providing meeting materials sufficiently in
advance to give each director time to review meeting agendas, etc. As Head of Human
Resources and Senior Director, Human Resources, Roy Malatesta is an important member of

9
Samsung's leadership. Roy Malatesta is entrusted with maintaining the happiness of
employees, whether it be through perks, recognition and awards, or creating a work
environment employee look forward to. Samsung Code of Business Principles embodies their
commitment to human rights. The role of the HR function is to enable the organization to
achieve its objectives by talking initiatives and providing guidance and support on all matters
relating to its employees. Samsung human resources has a direct relationship with cultivating
company culture and retention of its employees. Samsung's human resources team has earned
Samsung a C+ in office culture and a B- for their retention efforts. As a HR head, Roy Malatesta
generally tasked with hiring, orienting, and creating the work atmosphere employees look
forward to and also, she is entrusted with maintaining the happiness of employees, whether it
be through company outings and compensation. Roy Malatesta will plan, coordinate, and direct
the administrative functions of the organization. She oversees the recruiting, interviewing, and
hiring of new staff; consult with top executives on strategic planning and also serve as a link
between the organization’s management and the employees. She also consults with top
executives regarding strategic planning and talent management. She has responsible to identify
ways to maximize the value of the organization’s employees and ensure that they are used
efficiently. Last but not least, as a HR head, Roy Malatesta play a major role to oversee all
aspects of the organization’s human resources department, including the compensation and
benefits program and the training and development program.

 First-line position

Ki-Nam Kim, Assistant Manager and head of Management Committee at Samsung

The Company’s assistant managers must have excellent management skills, have abundant
experience and knowledge, and set a clear vision for the Company. An Assistant Manager is
usually responsible for scheduling employees, training new employees, and hiring new
employees. Depending on the industry they may also be asked to handle escalated customer
complaints as they often work in a customer facing role. As an assistant manager, Ki-Nam Kim
he responsible to provide administrative support to their Samsung company operations. He’s
responsibilities include hiring and training sales associates, monitoring inventory and ordering
merchandise based on demand. Ki-Nam Kim will also research competitive products and
analyze consumer behavior to ensure their company meets and exceeds client expectations. Ki-
Nam Kim ensuring company policies are followed and optimizing profits by controlling costs. He
has the role to maintaining an overall management style that follows Samsung company best
practices and providing leadership and direction to all employees. One of the important roles

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and responsibility of Ki-Nam Kim is, as an assistant manager of the company he will ensuring
that health, safety, and security rules are followed always and completing tasks assigned by the
general manager accurately and efficiently. Organizing employee schedule, taking disciplinary
action when necessary, motivating employees and ensuring a focus on the mission and
ensuring product quality and availability are all some other responsibilities handle by Ki-Nam
Kim as an assistant manager at Samsung company. Overall, he plays an important role to keep
the Samsung company running smoothly, operating effectively, and that keep their customers
happy.

 Non-managerial position

Han-Jo Kim, Accountant/ Head of Finance department

Financial activities of a firm are one of the most important and complex activities of a firm.
Therefore, in order to take care of these activities a financial manager performs all the requisite
financial activities. The financial manager's responsibilities include financial planning, investing
(spending money), and financing (raising money). Maximizing the value of the firm is the main
goal of the financial manager, whose decisions often have long-term effects. Han-Jo Kim, a
financial manager of Samsung Company is a person who takes care of all the important
financial functions of the organization. Han-Jo Kim in charge to maintain a far sightedness in
order to ensure that the funds are utilized in the most efficient manner. Moreover, Han-Jo Kim
mainly responsible to produce financial reports, direct investment activities, and develop
strategies and plans for the long-term financial goals of their organization. He plays a major role
to prepare financial statements, business activity reports, and forecasts, monitor financial details
to ensure that legal requirements are met, supervise employees who do financial reporting and
budgeting, review company financial reports and seek ways to reduce costs and analyze market
trends to find opportunities for expansion or for acquiring other companies. He often works on
teams, acting as business advisors to top executives at the company. Han-Jo Kim is overall
responsible for the financial health of the Samsung Company. His actions directly affect the
profitability, growth and goodwill of the firm.

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3.0 Human Resources Planning Process

Human resource planning (HRP) is the continuous process of systematic planning ahead to

achieve optimum use of an organization's most valuable asset quality employees. Human
resources planning ensure the best fit between employees and jobs while avoiding manpower
shortages or surpluses. Samsung is the second largest company composed of 35 enterprises
which employs 233,000 employees in 66 countries. Samsung has been a major catalyst for the
growth of economy being a champion among the organisations in terms of maintaining effective
human resource systems. Samsung’s HR policy is summarized in the following statement: ‘The
workers and the company will cooperate for mutual advancement based on the principles of co-
existence, co-prosperity and harmony.’ Generally, human resources division will go through
three mainly activities to recruit talented people which are planning, recruitment, and employee
selection. Human resources will analyze and planning that the skill sets they require of these
employees and number of needing or lacking personnel in departments. Usually, Samsung
follows selective hiring practices to recruit and hire talented individuals. Samsung is known to
have used a modest recruiting system during the 1960s. Overall, the HRM of Samsung
company deals with issues related to employees such as health and safety, performance
management, organization development, recruitment and selection, motivation, benefits and
development, compensation, implementation of employment legislation and the training of
employees and etc.

 Top-level position

Job category Current Requirements Availability Reconciliation Action

and level workforce and gaps planning

Top level 2021(1) 2022(1) 1 0 No action

needed
(Chairman)

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 Chairman in Samsung Company hold on the top level of job category. Looking into the
current workforce of this year which is 2021 it has 1 workforce as per this year 2021.
Next, are the requirements which is for the upcoming year 2022, where they look for only
1. Availability for this post or job is 1. The reconciliation and gaps are 0 so this shows the
company has no issues with this level position. Last but not the least, is the action plan
where there’s no need for action to be taken for gratitude.

 Middle-level position

Job Current Requirements Availability Reconciliation Action planning

category workforce and gaps
and level
No action
Middle- 2021(1) 2022(1) 1 0
needed
level
position

(Head of
Human
Resources)

Human Resource Manager in Samsung Company hold on the middle-level of job

category. Looking into the current workforce of this year which is 2021 it has 1 workforce
as per this year 2021. Next, are the requirements which is for the upcoming year 2022,
where they look for only 1. Availability for this post or job is 1. The reconciliation and gaps
are 0 so this shows the company has no issues with this level position. Last but not the
least, is the action plan where there’s no need for action to be taken for gratitude.

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 First-line position

Job Current Requirements Availability Reconciliation Action

category workforce and gaps planning
and level
- Utilize
First-line 2021(4) 2022(5) 4 1(shortage)
the traffic
position
on
(Assistant company
Manager) website
- Make
use of
free job
boards

Assistant manager of Samsung Company holds up to first line position of job category.
As we see the above table with a depth analysis the current workforce of this job in this
year of 2021 has 4. Followed by the requirements of this there are about 5 requirements
in the upcoming year of 2022 for betterment. Next is the availability of this job is 4 and
the reconciliation and gaps of this are 1 due to shortage so this affects the organization
growth. Perhaps, action planning to solve this problem would to utilize the traffic on
company website, make use of free job boards.

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  Non-managerial position

Job category Current Requirements Availability Reconciliation Action

and level workforce and gaps planning

- Utilize
Non- 2021(3) 2022(6) 3 3(shortage)
the traffic
managerial
on
position
company
(Accountant website
) -
Advertise
job
openings
on social
media
- Make
use of
free job
boards

Accountant of Samsung Company abide the non-managerial position here. The current
workforce of this job in this year of 2021 are 3 which is good for the company to achieve the
company goals. Besides that, are the requirements of the upcoming year 2022 which is 6 where
it’s probably the life of deaths situation which I meant it’s 50/50. Moving to the availability of this
job is about 3. Moreover, the reconciliation and gaps of this are about 3 which leads to the
shortage. In nutshell, to solve this action plan is needed where the company should follow the
above mentioned.

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4.0 Job Analysis Process

Job analysis is a family of procedures to identify the content of a job in terms of activities
involved and attributes or job requirements needed to perform the activities. Job analysis
provides information of organizations which helps to determine which employees are best fit for
specific jobs.

 Chairman

Summary

Since they thrive on creativity, we strive to create an atmosphere that promotes creative, world-
changing imagination. We are looking for individuals to succeed in this environment; who are
eager to inspire the world with creativity and have a challenge-oriented mind to break
boundaries and surpass expectations. We're looking for technology fans, developers, early
adopters and innovators. Most importantly, we're looking for people who are just as optimistic
about the future as we are.

i. Job Specification
- BS in computer science and related discipline
- 15 years of total technology expertise in the role of software development and extensive
knowledge of software development methodologies, with a focus on Agile experience.
- 10+ years in management role, leading large teams of shared IT services
- Account management and/or company advisory experience are strongly preferred
- Experience in leading joint service teams to achieve optimal outcomes in architecture,
design and implementation.
- Established expertise in the delivery of enterprise class, output quality, highly accessible
and highly scalable services.
- Familiarity with the internet/web application as well as mobile apps, collaboration,
infrastructure technology & implementation.

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 - High level of expertise in software development, including change management,
dependence, coordination and risk reduction.
- Benefits: Medical, Dental, Vision, Prescription, 401(k), Vacation, Sick Days
- Average Salary - $204,795*

ii. Job Description

Samsung SDS is looking for an industry leader to lead our IT services and support business
units. This position will operate in a cross-functional manner with their global leaders in
technology, integration management services, operations and support and maintenance of
enterprise applications.

The Director of IT Services & Operations will work closely with the Directors of Business
Innovation and Shared Service Management and all Business Units to ensure that their
activities are consistent with corporate initiatives and objectives. They are looking for a senior
business specialist with a consultative and empowering management mindset to work in the
fields of strategic planning, solution creation, technical business development and process
management.

He/she will also be responsible for sales management and customer relations. The best
candidate for this position will have a business-mind with an innovation consultancy experience.

Furthermore, this position is essential to leading the transformation of our IT companies to

concentrate on state-of-the-art technology while innovating internal business processes,
securing the right innovations to support business growth, and developing and leading high-
performance teams to deliver world-class services to our customers and our affiliates.

 Human Resource Manager

Summary

Samsung Company human resource department is responsible for a number of roles, including
recruiting and selection, leadership development, benefit compensation, workforce
advancement and labor relations, among others. Such operations are carried out by human
resource professionals in an effective and consistent manner. Besides that, Job descriptions
include the basic information of the internal evaluation, including the quality of vacancies, the

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number of employees and the strategic value of employment. Human resource professionals
will change roles to remove repetitive tasks and consolidate duties on the basis of a simple
description of the existing functions and time spent performing them. The basic goal of human
resource management is to ensure the participation in the establishment of a compliant and
welcoming team. There are four main elements of human resource management, namely
financial, organizational, personal and social management.

i. Job Specification
 Experience & Technical Skills
 Bachelor or higher degree in Business/HR/Finance/Economics, or any related discipline

FUNDAMENTALS

 Minimum 3 years of varied experiences HR/Benefits/Payroll/Others, preferably in an

international environment,
 Consulting experience considered a plus.
 Excellent command of Excel.
 Able to lead small projects from beginning to end and engage partners.
 Very good command of English, ability to make presentations in front of international
stakeholders, write processes and guidebooks and Mandarin.

EXTRAS

 Experience in HR/Benefits/Payroll operations for Greater China, South Asia, Australia,

Japan or other country a valuable plus,
 Additional Asian language a plus Cantonese, Thai, Japanese, Vietnamese and others
 Experience with an HRIS system, Workday, Oracle, SAP, and extra experience is a plus
 Experience with a CRM ticket system a plus,
 Knowledge of employment or labour laws and employee benefit related regulations, and
market trends in terms of benefit offerings a plus

 SOFT SKILLS
 Putting the Employee Experience at the forefront of everything we do
 Excellent organization, prioritization and multitasking skills
 Excellent problem-solving and analytical skills

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 Creativity, Innovation and Constant improvement, outline pain points, proactively suggest
and implement new ideas,
 Ability to use good judgment and make decisions
 Discretion and ability to manipulate highly confidential data
 Curiosity and constant desire to learn and expand knowledge
 Amazing interpersonal skills, energetic and able to work with different cultures
 Attention to detail and precision
 Structured and methodic
 Ability to work in a fast-paced environment, adaptable and fast learner
 Self-driven, independent and autonomous where able to work with limited instructions,
remote management.
 Ability to deal with ambiguity
 Technology savvy
 Estimated salary$88,150 per year

iii. Job Description

Day to Day HR Operations

- Execute all operations regarding Samsung Benefits, including but not limited to: Medical
Schemes, Pension Fund, Life Insurance, New Parents & Childcare Benefits, Housing Schemes
(new hires, terminations, changes, claims, reporting, reconciliations)

- Leaves administration: entries, mass adjustments, audits, troubleshooting, simple

configuration changes

Reporting

- Day to day relationships with vendors and establish ways of working with them.

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Write and maintain desktop procedures

- Propose changes to current practices to improve efficiency, employee experience and

compliance

- Partner with varied teams to execute operations and change processes (People Support,
Payroll)

- Partner with relevant teams to update internal communication tools, Record tasks, activities
and resolutions in our HR CRM, Support mass recruitments/acquisitions/special projects for
operations linked to Benefits & Leaves

- Deputize for other Benefits Admin Team members / Act as temporary back-up, Join
Benefits/People/Samsung University presentations (New Employees, Baby Forums)

- Join presentations to introduce the activities of our team.

Subject-Matter Expert for Benefits & Leaves

- Act as a Benefits & Leaves expert to resolve advanced questions/unusual situations escalated
by People Support,

- Work with the Benefits Managers to propose adequate solutions,

- Educate other partners about Benefits & Leaves such as People Support, Other HR Teams,
Store Managers.

- Use expertise to build new processes, review employee information through different
channels,

- Partner with relevant teams Payroll, HR Legal, Compliance and proactively make constant
research to enrich our knowledge base with the most recent information.

Projects

- Support the Benefits Managers in launching new offerings, propose adequate new operation
solutions,

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- Expand the activity of our team to other countries not yet supported, and propose adequate
solutions,

- Lead mini projects to improve, streamline, scale and digitalize our processes and operations,

- Join or lead other projects involving Samsung Benefits & Leaves, Employee Recruitment, Staff
Compensation and etc.

 Assistant Manager

Summary

When more and more people discover Samsung, they tend to visit the stores searching for ways
to integrate Samsung products into their lives. It is a job, as Assistant Manager, to develop and
manage the numerous teams that engage with customers in this dynamic environment. In this
position, they lead people who help customers gain ownership, learn new skills, get technical
support and find business solutions. Adaptable and agile by nature, you are composed and
gathered by meeting the diverse needs of the teams in the midst of continuous changes.

i. Job Specification
 You have demonstrated leadership ability with at least five years of experience in a
customer-facing sales setting.
 Cross-industry experience is welcome — a retail background is not necessary.
 You have a passion for learning about Apple technology and products.
 Multilingual ability is a plus.
 You'll need to be flexible with your schedule. Your work hours will be based on business
needs.
 Ability to manage separate business groups within a complex environment.
 Strong communication skills to clearly impart the Samsung vision to the teams you
oversee.
 You are seen as an engaging role model to your partner team, this position comes with
competitive pay, full corporate benefits which includes paid time off, product discounts,
Employee Stock Purchase Plan, 401(k) plan with matching contributions, and the
opportunity to make a difference.

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  Average Salary $62,626

ii. Job Description

As Assistant Manager of Samsung Company, they inspire teams to achieve measurable results
for the specific business areas of the organization. Employees were just going to lead a sales
force that recognizes the needs of customers and offers solutions to create Samsung loyalty.
The technical support team helps retain the trust of the customers in Samsung and its products.
The business team takes the experience of Samsung to the customers of the product. And the
training staff that you mentor will show customers where to get the best out of their Samsung
products. Those who are building these lines of business by attracting and developing a pool of
established talent. In addition to team building, employees are creating excitement about
products, launches, programs and initiatives.

Samsung's most valuable tool, the spirit, is their people. The benefits of Samsung continue to
boost the well-being of the employees and their families in a positive way. No matter where they
work at Samsung, they will make the most of their employee’s health and well-being benefits
and time-away initiatives. Samsung are proud to provide equity opportunities to workers at all
levels of the company, and also give employees the ability to buy Samsung's stock at a
discount, all of which give employees a chance to share in the success of the Company.

 Accountant

Summary

The person in this role shall ensure that the financial report represents the transactions of the
GAAP Company. The position oversees areas of finance such as Account Payable, Account
Receivables, Treasury, Fixed Assets and Customs, including data and filing of the Foreign
Trade Region. The location is stated directly to the CFO. The position promotes overhead
budget management and supports all budget management, monitoring, forecasting and
planning divisions with a vision to ensure overhead spending is handled within the context of
budget and corporate policy.

i. Job Specification

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• Preparing month end closing schedule

• Managing actual and plan cost allocation for overhead (Set up new cost centre and allocation
rule)

• Guide cost allocation by products for new business launch

• Producing P&L for target and forecasting

• Identify, investigate, and analyse potential operational improvements. As appropriate, based

on

findings make proposals for operational changes (policy, procedures, processes, etc.)

• Perform all other duties as assigned and required (accrual management for O/H to enable

sustainability on profit and loss)

• Issue Month End timetable based on headquarters' guidelines

• take part in the process by posting journals, updating cost centre, creating SKF's, other BA
closing

• Forecasting, Targeting and the Yearly Plan: a) create SKF's, manual cost drivers & ETC sales;
b) forecast the fixed overhead costs based on past historical averages; c) update the variable
overhead cost rates based on headquarters' guidance; and d) run the processes to produce a
P&L for all business areas.

• Educated up to degree level in business or finance

• 3~5 year work experience with similar field

• Starting or part qualified ACCA or CIMA would be advantageous

• Advanced level in MS Office particularly in Excel is essential

• Good Analytical experience

ii. Job Description

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This job is responsible for directing the various departments, engaging in and closing the month-
end and quarter-end book closure process and preserving the integrity of the overhead cost
allocation and cost center master data and providing useful financial details for internal reporting
to senior management.

Provide business analysis reports to the Chief Executive Officer and the Chief Financial Officer,
via information analysis (e.g. current procedures, real results vs. plan and previous year, etc.),
preparation of data/analysis for publication in numerous other divisions around the organization
(e.g. Senior Management, Distribution, Supporting Teams, etc.) that depend on/benefit from the
information to provide information.

5.0 Recruitment Process

Recruitment is a process of finding and attracting the potential resources for filling up the
vacant positions in an organization. It sources the candidates with the abilities and attitude,
which are required for achieving the objectives of an organization. Recruitment process is a
process of identifying the jobs vacancy, analysing the job requirements, reviewing applications,
screening, shortlisting and selecting the right candidate. Recruitment 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. The functions of recruitment are considered to be important for the ways by which
Samsung is able to operate in the technological environment.

Chairman

There are no any recruitment methods they used to select a chairman for their board. In
Samsung company, a chairman is usually appointed by an election there. Every organization,
while electing the office-bearers, decides at a meeting who will hold what post. The chairman of
a board of directors of a Samsung company is elected at the first meeting of the board. The
clerk to the joint committee will open the meeting and call for nominations for chairman.
Nomination be proposed and seconded by a member of the committee or their substitute. If
there is only one nominee then there will be a vote to elect that person as chairman there. If
there are two nominees then they take for votes for each nominee means each member of the
committee has one vote and they cannot vote for both nominees. If one nominee gets a
majority of votes of those present and voting then they are elected as Chairman. The newly

24
elected chairman then takes the chair and they proceed on to election of the vice-chairman.
This will follow the same process as above.

Assistant Manager/Human Resource Manager/Accountant

Internal Recruitment

Human resource plans are based on the ways by which Samsung can recruit the employees
based in needs of the organization. The process of the internal recruitment of SAMSUNG is as
under,

i. Job Analysis

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. Person specification is another process that is implemented for
describing the skills, experiences, attributes and knowledge that is required for selection of the
employees.

ii. Job Posting

This is the traditional method used by the HR Management of the Samsung. The job is posted
simply on the website of the organization. This is the most common method to find qualified
applicants from inside the organization. The job opening is to post notice of the job on the
bulletin board of HR. Samsung has implemented job advertisement in order to provide
information based on its requirement in different organizational positions. In addition, the HR
department of Samsung post jobs electronically through the internal communication of the

25
organization. This includes sending of E-mails. The newspaper also uses for most important
jobs and or position in the Samsung. Moreover, the medium of job posting may variant
according to the host country. This is responsibility of the HR department to make the adequate
job posting that also ensure the quota of minority workers. On the other hand, this is also
helpful for the organization to make aware other disadvantaged groups about available
opportunities within the organization. In addition, the downside to job posting is employee
cynicism that happens when jobs are posted as open. Sometimes, the organization can already
select and place a strong candidate for the vacant post. The site is exceptionally easy to
understand with an awesome web crawler and one can apply for the employment through the
genuine site by transferring their resume and introductory letter. The ability obtaining delegate
is in charge of transferring and keeping up the positions on this site.

iii. Coding Round

This round is generally of 3 hours and usually consists of 1 programming question. The
maximum number of submissions allowed is usually restricted to 3-10 but you are allowed to
compile your solution any number of times. Basically, in this round is conducted to check your
problem-solving skills on data structures.

iv. Global Samsung Aptitude Test

This test is conducted by Samsung. This is the special type of exam which is the first step to
clear the Samsung recruitment process. This test is consisting of 50 aptitude question which is
to be completed within 1 hour or 60 minutes this question also contains logical and reasoning
portion. This aptitude section is divided into two. Section 1 consists of quantitative ability and
data interpretation percentage, profit and loss, time and work, etc and section 2 consists of
reasoning and puzzles.

v. Technical Test

This test is a coding test of 3 hours to test programming skills. Samsung recruitment process
having technical tests to check skills in JAVA which will mainly focus on multithreading,
collections, android, etc and also some questions from C/C++ having questions on data
structures and operating systems.

vi. Technical Interview

26
This phase is faced by the candidate after clearing the GSAT and technical tests. The technical
interview of Samsung will have questions based on your projects, functions such as static
variables static functions, semaphore, and conceptual questions.

vii. HR Interview

This round is for testing soft skills and personality. Samsung will also check the general
knowledge of the student. This round is the final round after this round candidate will be
selected for joining Samsung. HR will test you based on your speaking skills and the way you
are answering the questions. The doubts about the company and the candidate about joining
etc will be cleared by HR.

External Recruitment

In case there is no suitable employee for a particular post within the Samsung company, then
external recruitment is done. Outstation candidates will be reimbursed the travel expenses
incurred to reach place of interview, as per the travel policy. If the candidate is required to stay
overnight for interview, then he/she will be reimbursed the boarding and lodging expenses as
per the travel policy. The appointment letter will be given to the candidates within 2 weeks of
their joining the company and regret letter will be sent to candidate who have not cleared with
their interview.

Medical Check-up

 On selection every candidate has to undergo a pre-employment medical check-up with a

company approved physician.
 The HR will coordinate with the prospective employee regarding the check-up. Medical
certificate of the physician must be reaching the HR management before the expected
joining date of the new employee.
 The following medical tests are a pre-requisite for joining Samsung:

 Blood test
 X-Ray- Chest
 Urine test/Stool test

27
  Bp test
 Vision test
 Complete physical test

Employee Referrals

The managers of Samsung prefer to hire the people from referred by existing employees. This
will the organization to hire the most appropriate and the top performer for the organization. In
addition, this also reduces the time and cost for the organization. Current employees play
important role for finding of the new employees for the organization. In addition, management of
Samsung also gives bonuses to employees for the successful referrals. The purpose of
bonuses is to make them realized that they are important for the organization. In addition, this
also creates the competition among employees for finding of the best employees for the
organization.

Samsung is not using this method at its full pace. The ratio is minimum and time bard
recruitment. In addition, the extensive use of this method is against the law and company can
face some legal issues in this regard. This method is used at very low level. Most of times, the
new project requires some posts on temporary basis therefore, the organization go for
employee referrals to fulfil its need and requirement. In addition, the talent acquisition team
made by HR department also helps to find out the skilled, capable and qualified workforce for
the technology company.

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6.0 Selection Process

Selection process for each position

The selection process can be defined as the process of selection and shortlisting of the right
candidates with the necessary qualifications and skill set to fill the vacancies in an organization.
The selection process varies from industry to industry, company to company and even amongst
departments of the same company. The selection process is aimed at finding and hiring the best
candidates for job openings. The selection process always starts with a job opening. This job
opening should have a clearly defined function profile that includes criteria like minimum years
of work experience, educational background, and being proficient in certain skills.

Chairman

There are no any assessment methods (Initial, Substantive, Discretionary and Contingent
methods) they used to select a chairman for their board. In Samsung company, a chairman is
usually appointed by an election there. Every organization, while electing the office-bearers,
decides at a meeting who will hold what post. The chairman of a board of directors of a
Samsung company is elected at the first meeting of the board. The clerk to the joint committee
will open the meeting and call for nominations for chairman. Nomination be proposed and
seconded by a member of the committee or their substitute. If there is only one nominee then
there will be a vote to elect that person as chairman there. If there are two nominees then they
take for votes for each nominee means each member of the committee has one vote and they
cannot vote for both nominees. If one nominee gets a majority of votes of those present and
voting then they are elected as Chairman. The newly elected chairman then takes the chair and
they proceed on to election of the vice-chairman. This will follow the same process as above.

29
• Initial assessment methods

Initial assessment methods are usually used by organizations in managing their human
resources. Initial selection devices are the first information applicants submit and are used for
preliminary assessments about whether an applicant meets the basic qualifications for a job.
Application forms, including letters of recommendation and background checks are initial
selection devices, although background checks may also be used as a contingent selection
device. The functions of selection are considered to be important for the ways by which
Samsung is able to operate in the technological environment.

Human Resource Manager, Assistant Manager and Accountant

First, candidates should apply for their job based on their qualifications after the job opening
Samsung has been posted. 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. After the application deadline has elapsed, Samsung gathers
completed applications, and screens for candidates who meet the basic qualification criteria
specified in the job advertisement. This process takes between 2-4 weeks.

The second step is only they proceed with the initial screening of candidate process and it’s
helpful in analyzing the employees based on different requirements related to various
organizational positions. This will happen in multiple ways which is resume screening and
phone screening or chatbot. Resume screening is the most commonly known technique is
resume or CV screening. Resume screening helps the company to assess if candidates comply
with the criteria needed for the job. The initial assessment methods that will be reviewed in
Samsung company are resumes and cover letters, application blanks, biographical information,
letters of recommendation, reference and background checks and handwriting analysis.

30
After the resume screening, often a phone screening happens. This helps them to align
expectations between the candidate and employer. The recruiter can ask the questions they
had after screening the candidate’s resume. In addition, the recruiter can walk through a
checklist that may include topics like pay expectations, full time or flexible commitment, starting
date, and other potential deal-breakers. Since this is a fairly standard procedure, Samsung
HRM also having a chatbot ask these questions is also an option which ask candidates
questions and make the interview interactive.

• Substantive assessment methods

Substantive assessment methods are used to decide which internal candidates will become
finalists. Among those methods are seniority and experience, job knowledge test, performance
appraisal, promotability ratings, assessment center, interview simulations, and review boards.
The process of substantive method that is used by Samsung is related to different positions
include tests and 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 and selection process.

Human Resource Manager, Assistant Manager and Accountant

After the screening, successful candidates will receive a phone call and are invited to a hiring
event. First, they start with pre-selection process before interview. Pre-selection is a powerful
screening method that helps to weed out potential mismatches. Samsung pre-selection tools
provide assessments that include cognitive testing, a job sample, or other tests that help to
predict the quality of their new hire such as realistic job preview. These pre-selection tests are
Samsung used for functions with a high volume of applicants, in other words, for high-volume
recruiting. Then, they reduce the number of candidates from a large group to a manageable
group of between 3-10 people that can be interviewed in person. The reason why Samsung has
this pre-selection process is because usually they don’t want all candidates to go through a 4-
hour online assessment because they might drop out, so they settle for a 15-minute test that’s
less accurate.

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So, after the pre-selection process, they move to the best known and most visible process
which is job interview. At the interview process, Samsung aims to meet and interact with the
candidates to ascertain if they have the personality and traits required to excel in the company.
Candidates will sit down with the senior staff of Samsung interviewing them. The Samsung
employees introduce themselves and each candidate does same so that everyone knows each
other. The candidates are allowed to interact freely with each other, and with Samsung
employees, while the recruiters make keen observations of how they interact with people,
answer or ask questions and react to various happenings during the event. At the end of this
event, Samsung will weed out candidates who didn’t exhibit the desired traits and personality.
The remaining candidates are then moved to the next stage.

Besides having standardized questions, a common method used in their interviews is the STAR
method. This method offers a structured way to retrieve information from the candidate. STAR is
an acronym for:

- Situation (Have the candidate describe the situation that they were in)
- Task (What goal was the candidate working towards?)
- Action (Have the candidate describe in detail what actions they took to make the best of
the situation and complete their task.)
- Result (Have the candidate describe the outcome of the action and ask what the
candidate learned.)

Samsung believe that the STAR method is great to test the candidate’s experience in different
situations that are relevant to the job. If a candidate needs experience in managing different
shareholders, an example question could be, describe a situation in which you had to manage
different shareholders. Using the STAR method, they can then easily test the candidate
experience in these situations. Next, candidates who are successful at the hiring event will be
invited for an interview. This could be a 1-on-1 interview or a group interview with other
candidates. Candidates in a group interview might be required to participate in role-playing
activities, acting out various scenarios between an employee and customer.

At this stage the Samsung recruiters do not just want to know how much the candidates know
about Samsung; they have a keen interest in understanding the candidates such like their
personalities, hobbies, aspirations and how they think. Candidates can be asked questions such
as:

32
• What are your strengths and weaknesses?

• Why should we hire you?

Again, candidates who do not meet the Samsung recruiters’ expectations are weeded out, and
the rest are moved to the next stage. Successful candidates from the 1st interview, are invited
for individual interviews, occasionally, there might be one or two other candidates who will also
be interviewed, but the number is usually a handful at this stage. The questions at the stage are
usually a bit harder and would require some thinking before you answer.

Successful candidates are invited for yet another interview which is last interview and this time
with the head manager or with the high-level manager. The interview is similar to the last one,
although the questions might get more technical. Candidates can be asked questions about
Samsung products, also the questions could also get personal, the candidates can be asked
about their passions and ambitions, this is to evaluate their personalities and understand what
makes them tick.

After an applicant passes the substantive selection process, discretionary methods are used.
Where the pre-selection and screening, is used to roughly weed out the least suitable
candidates, the full assessment usually is more accurate. When used well it is a highly accurate
and reliable tool to select the best candidates. At this stage, good assessments are either a
General Mental Ability (GMA) test also known as an IQ test or testing the employee’s
personality using a Five-Factor Model of Personality and this personality test are used to
describe behavioural traits that may capture up to 75% of an individual personality. Actually,
higher IQ is associated with faster learning and higher top performance.

This means that for high IQ candidates the time to optimum productivity is lower and candidates
are likely to perform better. When it comes to personality, candidates who score high in
conscientiousness are often described as hard-working, dutiful, achievement-oriented, and
detail-oriented. In other hand, Samsung also include work sample tests, integrity tests, and job
knowledge tests for their selected candidates. Assessments and interviews are sometimes
switched around. A full assessment is usually expensive but it will save considerable time
interviewing candidates who are potentially unsuited for the role.

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• Contingent assessment methods

Contingent assessments are the final step in the external hiring process, not undertaken until
after a candidate receives a conditional job offer. Unlike assessments that evaluate a
candidate’s cognitive abilities, technical knowledge or job skills, contingent assessments are
criteria which must be met before an offer becomes final. After an offer is made, applicants must
pass a contingent assessment to retain the offer.

Human Resource Manager, Assistant Manager and Accountant

Finally, once the applicants pass the substantive selection methods, they are ready to be hired,
contingent on a final check. Samsung’s contingent methods include drug testing and
background checks as well as like other organizations. Background assessment methods range
from checking personal and professional references and past employment history to checking a
prospective employee’s driving record, education, credit and criminal record. The company then
aims at checking the background details of the employees with the help of information that is
provided by previous employers. A background check is commonly used for access to highly
confidential information. Drug testing is controversial. Many applicants think it is unfair or
invasive to test them without reasonable suspicion. Such individuals likely believe that drug use
is a private matter and applicants should be tested on factors that directly bear on job
performance not lifestyle issues that may or may not be job relevant. Drug tests typically screen
out individuals who have used marijuana but not alcohol. Actually, drug tests are not cheap. If
the first test typically a urine test turns up positive then the result is realized to make sure.
Contrary to popular claims, the tests generally are quite accurate and not easily faked. They
tend to be quite precise, telling the employer what specific kind of drug appeared to be in the
applicant’s system. Despite the controversy over drug testing, it is probably here it stay.

After all this methods and process was finished, the selection process isn’t over. The candidate
still needs to accept the offer. Offer letter and employment contracts are important parts of the

34
ways by which Samsung aims at including the employees within the organizational processes.
At this point, the organization have all the information that will make the candidate say yes. This
has been retrieved during the phone screening and job interview. The offer is then made to the
candidate. If the offer is accepted a contract is drawn and signed. Only when the employment
contract is signed by all parties, will the selection process be completed. 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. In nutshell, Samsung believe that selecting and
hiring top candidates is key to the long-term viability of their organization. Having a strong
selection process helps to build a competitive advantage for their organization

35
7.0 Findings & Recommendation

Findings

Samsung electronics has a centralized structure, making top management the authority and the
authorities responsible for all important decisions. This makes the decision-making process
simple and quick and can be carried out easily. In this way, organisation is more effective as the
execution of any plans, proposals or policies can be carried out rapidly and without delay, and
this is particularly important when dealing with fast-paced economic and market competition.

Samsung is a technology conglomerate popularly known for its consumer electronics products,
which in this SWOT analysis are related to the competitive strengths of the sector that make the
company a major player in the international market. A SWOT analysis of the company identifies
the most important strengths, weaknesses, opportunities and threats in the technology market
and its operating environment. In the SWOT analysis context, the external analysis of the
company relates to opportunities and risks related to the competitive factors identified in
Samsung's PESTEL/PESTLE analysis. On the other hand, the internal review sets out the
strengths and weaknesses of the organization, which have an effect on market growth
compared to its competitors like Apple and LG.

Based on the SWOT analysis structure, the strategic priorities and solutions of Samsung
Electronics and other divisions and subsidiaries of the Samsung Group seek to resolve
competition involving various technology companies, in particular Apple, Google, Lenovo, Sony,
Dell, Acer, LG and Intel. These rivals have strong business roles and organizational capital and
skills to undermine Samsung's market share. Capturing the opportunities seen in this SWOT
review allows the organization to remain a major player on the international market.

The strengths, weaknesses, opportunities and threats in Samsung's market and industry
environment present a competitive situation that needs creative strategies to continue business
growth amid competition. As this SWOT review shows, the organization has core competencies

36
in gaining greater market share, rising sales revenues and increasing technology business
operations. However, the shortcomings of Samsung are obstacles and threats that need
strategic solutions. For example, it is recommended that the company take advantage of the
opportunities found, such as strategic alliances, to improve its competitive position in the
international consumer electronics market. This SWOT review also highlights Samsung's
weakness in the absence of a viable, comprehensive platform comparable to Apple's. It is
recommended that Samsung use the above listed collaborations or build its own platform to
target those services that could open up new opportunities for the growth of its company. In
resolving the issues found in this SWOT study, the company may anticipate a continuously
strong position of the industry and potential mitigation of the effects of rivalry, imitation and other
strategic issues.

Application of this method in the workplace by category staff as follows, Chairman - there are no
any assessment methods (Initial, Substantive, Discretionary and Contingent methods) they
used to select a chairman for their board. In Samsung company, a chairman is usually
appointed by an election there. Every organization, while electing the office-bearers, decides at
a meeting who will hold what post. Human Resource Manager and Accountant - Samsung
believe that the STAR method is great to test the candidate’s experience in different situations
that are relevant to the job. If a candidate needs experience in managing different shareholders,
an example question could be, describe a situation in which you had to manage different
shareholders. Using the STAR method, they can then easily test the candidate experience in
these situations.

By doing so, this application method takes accountability in Samsung’s Strength and Weakness.
Samsung Business strengths are internal strategic factors which, in this SWOT study, refer to
the competencies, resources and capabilities that support the value chain of the organization,
as well as the growth and profitability of semiconductor companies, consumer electronics and
technology solutions. The company capitalizes on these strengths to bring Samsung's mission
statement and vision statement to fruition. These internal factors relate to market demand and
related supply chains, in particular those linked to consumer electronics, which is the key source
of revenue for the business. Samsung's weaknesses are internal factors that reduce business
capacity in capturing the opportunities shown in this SWOT report. These weaknesses place
constraints on the long-term success of the company's semiconductors and consumer
electronics sector.

37
Recommendation

Samsung's weaknesses are internal factors that reduce business capacity in capturing the
opportunities presented in this SWOT study. These weaknesses impose restrictions on the
long-term performance of the semiconductors and consumer electronics division of the group.

1. Gain competitive advantage through the Seller Specification.

The Company has demonstrated its excellence in the supply chain and has made a strong
indication of the development of its competitive advantage. It is time to focus on the vendor
specification on the basis of the local economy.

2. Choice of Tax Sanctuary as Global Location

There are several areas across the globe that may give a tax sanctuary benefit to the
community, such as California, USA. The selection of the geographical place must be made on
the basis of the past business relationship between the location and the country of origin of the
company.

3. Improve Samsung's market standing

Samsung needs to boost product testing prior to launch in order to improve its market position.
This does not, however, come at the expense of Samsung's professional leadership. Samsung
needs to develop accelerated development methodologies that would allow for robust testing
and early launch, all at the same time. Samsung needs to maintain its technical leadership and
trendy reputation in order to remain competitive in the market for high-tech products. Samsung

38
would also need to pursue its litigation activities in order to avoid identifying itself as a
contentious, happy company.

Conclusion

In a nutshell, Samsung Electronics has a mechanistic organizational structure, as it has rigid

hierarchical ties and a high organizational structure. Every employee in the business has set
duties and a lot of regulations to be followed. The decision-making process is often centralized
and the contact channel formalized. The objectives or dreams of Samsung are planned by the
top management. The Office of Secretaries plays a leading role in resolving disputes, as well as
helping the Chairman to manage and direct individual affiliates. They also spread the ideology
of the business to inspire workers. Samsung Electronics is divided into Digital Media,
Semiconductors, Telecommunications, Digital Appliances and LCDs run by business unit
managers. The overall performance of Samsung Electronics is regulated by the Audit
Committee.

The competitiveness of companies in the global market needs Samsung to become even more
creative, not only in the products and services of the company, but also in its strategies and
approaches. Samsung's success clearly enabled the business to return to being creative within
the company. This participation in the management styles of senior management is intended to
be successful and creative by empowering workers to engage and participate.

Samsung realized that their creativity lies primarily with the people within the organization.
Samsung thought that they were a very valuable asset. Therefore, since workers were
respected at the workplace, they felt a sense of pride in what they were doing to help the
organization thrive. Samsung continues to aspire to be the global leader in communications and
electronics in every area of market. This involves preparation and bonuses for workers.

Despite, in this assignment, we have learned the characteristics of the two forms of
organizational structures, the mechanistic organization and the organic organization concerned

39
with job specialization, departmentalization, authority and responsibility, centralization and
decentralization, selection, recruitment and formalization. After considering these variables and
looking for all the relevant details from Samsung Electronics, we may conclude that this
business is a mechanistic organization. As a result, our ability to analyze will be strengthened
when this assignment is carried out.

References

Strategic Management Theory- An integrated approach 9thedition, Charles W. L. Hill,

Gareth R. Jones.

Principles of Marketing 4thedition, Philip Kotler

Samsung official website:www.samsung.com/uk

Samsung financial summary and financial reports year 2009, 2010, 2011

40
APPENDICES

Samsung Employees
Samsung Electronics Co.

Samsung
Electro-Mechanics
Co., Ltd.

Samsung
LED
Co., Ltd.

Samsung
SDS Co., Ltd.

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 Net sales (billions dollar)
Samsung Electronics Co.

Samsung
Electro-Mechanics
Co., Ltd.

Samsung
LED
Co., Ltd.

Samsung
SDS Co., Ltd.

Figure 1.1.1

The majority of Samsung Net sales comes from Samsung Electronics Co.

Figure 1.1.2

Samsung Stock Price

42
43
Strong global brand tied to consumer Dependence on Android OS
electronics
Lack of a competitive comprehensive platform for
Semiconductors and electronics hardware, software, and services
manufacturing expertise
Synergistic support among divisions or
subsidiaries

Strength Weakness

Opponurnity Threats
Strategic partnerships with software
developers
Strategic partnerships with online service Competition, especially in the consumer
firms electronics industry
Business growth through product Imitation of consumer electronics products
development Legal restrictions and lawsuits
Business growth through diversification

Figure 1.1.3

Samsung SWOT Analysis

44