International HRM Sample Assignment Task 3 (GC01889)

Table of Contents

1.0       Introduction.

2.0 investigation of how career development and career management works within Samsung

2.1 Career management practices in Samsung.

Model of career systems.

Career development in Samsung Inc.

2.2 Performance management in Samsung.

Theoretical bases.

Stages in a performance management system..

Performance management in Samsung Inc.

3.0 Conclusion.

4. References.

1.0        Introduction

Bjorklund (2012) stated that a Career is the ultimate target of someone to establish a good position. Ndirtagu (2015) also stated that career development is necessary to establish a good career and further development in the career field. This report explains the career development and career management system of the multinational company “Samsung”.  It is a South Korean multinational electronics company. It has operations network nearly 80 countries with 308,745 employees (Samsung, 2020). Therefore, the HR practices may affect positively these several countries’ employees of Samsung. It contains the description of career development and management works within Samsung and then the performance management system in Samsung.

2.0 investigation of how career development and career management work within Samsung

2.1 Career management practices in Samsung

Model of career systems

In a model of career, several factors should be analyzed. The 4 issues are described below:

The fortress: This stage is known as the retrenchment stage. In this career system, passive & selective recruitment are considered in the entry stage and formal training is provided in the development stage but layoff exists in the exit phase (Bjorklund, 2012).

The baseball team: This stage is also known as the recruitment stage. The experiences and expertise are considered in the entry phase and then try to retain the experienced people but it has a huge turnover rate (Bjorklund, 2012).

The Club: This stage of the career system is also known as retention. Staffing as well as reliability are the key points in the entry phase and then consider the people commitment and this system has a lower turnover rate (Bjorklund, 2012).

The academy: This stage is also known as the development system. Career and growth of career are the main concept in the entry phase and provide training to further development and this system has a lower turnover rate but high dismissal rate (Bjorklund, 2012).

Samsung is operating its business functions around the world. Therefore, Samsung needs to arrange a career development system for their staff around the world.  Samsung has followed the above model in the practical working place to develop the actual career of the employees for meeting the main goals of career development (Samsung, 2020).

Career development in Samsung Inc

According to Pfeffer (2017), Career development can be defined as the system of improving skills and experience. Yoder (2017) stated that it can be developed through training facility, promotional facility; change of career and other extracurricular activities. Samsung is operating its business functions around the world. Therefore, Samsung needs to arrange a career development system for their staff around the world.  Samsung has followed the following phases of career development in the working place to develop the actual career of the employees:

Skill Assessment: Yoder (2017) mentioned that Skill assessment is the beginning stage of the career management cycle. The assessment indicates the identification of the personal strengths as well as weaknesses and the favorable career choice. The strengths help to make choice for the best career and help to mitigate the weaknesses. In the case of Samsung, the employees have to assess the skills and required skills for running the business functions.

Career awareness: Yoder (2017) mentioned that career awareness represents the self-awareness to choose the career base on the skill assessment. Every person should aware of the career choice and then identify the additional skills to ensure career management effectively. In the case of Samsung, the employees have to be conscious of the business functions.

Goal setting: Yoder (2017) mentioned that Goal setting is based on the strengths and skills of the career development person. The goal-setting should be based on SMART goals that indicate specific, measurable, attainable, reasonable and timely achievable.

Skill development: This phase is the main phase of career development. If self-assessment is not favorable, the person should be developed the required skills for performing and developing the selected career. Yoder (2017) mentioned that the skills are developed including communication knowledge, leadership skills, management skills, and problem-solving skills.

2.2 Performance management in Samsung

Theoretical bases

The definition of performance management can be presented as the system of evaluating performance and taking actions for further development of performance. Performance management is based on the goal-setting theory and expectancy theory.

Goal-setting theory:  Locke noted that the goal-setting theory. Mansoor (2017) noted that the goal-setting should be based on SMART goals that indicate specific, measurable, attainable, reasonable and timely achievable. In addition, some other issues should be considered in goal-setting theory like clarity, challenge, commitment, and task complexity (Mansoor, 2017). Samsung is operating its business functions around the world. Therefore, Samsung needs to set the goal by considering the factors suggested in the goal-setting theory.

Expectancy theory: Vroom was the key person who developed the Expectancy theory. The employees believe that the effort will result in acceptable performance and they get appraisal and rewards from the company (Mansoor, 2017). The rewards may be financial and nonfinancial. The rewards and appraisal facilities affect the job satisfaction and the expectation of the employees that ensure the career development of the employees (Mansoor, 2017). Samsung is operating its business functions around the world. Therefore, Samsung needs to consider the expectation of the employees to meet the demands of employees and ensure the career development of the employees.

Stages in a performance management system

Clark (2013) mentioned that every firm needs to follow a certain cycle for managing the skills and performance of the employees. According to Eagly (2016), the First stage is planning; the second stage is monitoring, the third stage is developing, the fourth stage is reviewing and the last stage is rewarding The stages of the PM system have great importance on the better employees’ management and firms’ objectives management. The stages are given in the below diagram…………….

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