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Samsung Based on its belief that “skilled human resource are foundation of future growth” led Samsung to consider its human resource as significantly vital assets as well as objective, besides offering prospects and adequate work environment in the favour of positive work place development.
Samsung Electronics over a period of time has also decided to initiate and enhanced work- corporate HR culture that may be considered as the commencement of the revolutionary campaign referred as SMART that would significantly boost the innovation of the human resource’s approach as well as working attitude besides propagating a vivacious work culture throughout the organization (Lazarus, 1991).
Samsung for its human resource development has planned and implemented a number of programs that extensively facilitate inter human resource department communications between the employees as well as offer a work and life equilibrium.
Samsung Electronics Texas
Samsung always actively looks for active leaderships for enhancement of its global merit relative to the current digital Century. Samsung electronics has always been avid about its organization human resource for the reason that I recognize its people as leaders in its highly diversified global marketplaces as well as a continuing the technology innovation in its product through employee talent pool.
The staff recruitment policy as incorporated by Human resources department for believes the hiring of its people to enhance its product lines through their learning and creativity (Lazarus, 1991). Therefore while recruiting and training Samsun follows the below three principles:
Samsung uses different approaches to keep its organizations motivated. Over networking as well as communications, Samsung has time and again endeavoured to completely offer the intrinsic employee motivation. It holds regular employee volunteering meetings for continuous motivation and development of the organizations. It believes in power delegation to the team members and gives them the independence of undertaking their responsibilities (Lazarus, 1991). This is done through conducting focus group or questionnaire answering etc. The phase of inspection involves the analysis of the device’s aspects relative to user usability.
Every staff needs a comprehensive training prior to the implication of the wireless security network and the concerning risk besides in what way and places wherein the information may be securely transmitted. The accessibility of the Wireless network to the third party users or the non- staff members should be strictly restricted to configuration of public accessibility of Internet.
The following motivational theories are used time and again to boost the organizational intrinsic motivation:
Theory of Content as well as theory of Process: Motivation theory of Content needs to consider the aspects that helps in the motivation of the people along with the relative individual requirements besides its objectives (Gorsuch, 1994). A number of philosophers like Maslow had detailed the study on theories of motivation relative to the content view. The motivational theory of process deals with the motivation process besides is apprehensive of the way employee motivation occurs. While Vroom, Porter elaborated the study of motivation relative to the process perspective.
Maslow’s needs hierarchy Theory of Motivation
In accordance to this theory of motivation, the employee makes every effort to search for a developed requirement while their small needs gets satisfied. Therefore it is evident that when the lower hierarchy need is fulfilled, then it discontinues to assists as an effective motivational source. There are needs are of motivation that only renders negative impact when it goes discontented.
Theory of ERG for intrinsic Motivation
This theory highlights there major aspects that drives staff motivation. These includes: the need of existence, the need of relatedness, and the need of consistent growth.
Factors of hygiene: A number of factors of hygiene results in the creation of dissatisfaction only when the staff recognizes these factors as scarce or unbalanced, nevertheless employees would not be meaningfully interested in case the factors of motivation are observed as suitable or worthy. The factors of Hygiene comprise of external as well as internal factors, for example employee salary, job safekeeping as well as work environment conditions (Gorsuch, 1994).
The various factors of hygiene help in the determination of dissatisfaction, besides the factor of motivators helps in the determination of satisfaction. This theory of Herzberg adapts the theory of satisfaction that subsequently offers assertion of the satisfied staff that then is likely to work within an organization nevertheless this factor of satisfaction may not at all times effect in improved employee performance. Therefore it is evident that employee satisfaction is not the single variable that correlates directly to their productivity.
Theory of Expectancy
There exist a number of organizational internal factors that includes staff’s sense of success, acknowledgement, accountability, as well as individual growth. Samsung has incorporated external motivation through participating in events like love marathon.
The organizational Responsibility undertaken by Samsung is a concept of the management field in which the businesses incorporate the social and environmental worries in their commercial processes and dealings with their existing stakeholders. The Organizational Responsibility is usually assumed as presence of the approach by which a business accomplishes equilibrium of the economic, environmental as well as social constraints also commonly referred as the Value creators, despite the fact that at the matching time talking about the anticipations of all the shareholders and stakeholders in the market.
Samsung Electronics owing to its staff monitoring and documentation has operated its Help Desk, where in all the workforces can enquire about the Compliance Program effectively for a Management System thereby allowing inquiries as well as clarification relative to the HRM compliance concerns which have not yet been described with clarity. The documentation of such enquiries suggest that total compliance enquires has increased since 2011 that suggest the increased employee work awareness and motivation.
Samsung Strategic Planning
The strategic planning can be effectively carried by the use of a number of strategic planning tools like BCG, SWOT Analysis for effective external and internal factors for effective evaluation of business planning.
Strategic Planning needs to incorporate all the below factors for strategic planning:
The 5 most commonly faced concerns in the effective implementation of strategic implementation in most of the organizations are elucidated as below:
Unit 6 Management in Information Technology Assignment is conclusive that in spite of the fast varying business external global environment, nevertheless, Samsung electronics supposed the changing environment and treated it as a global opportunity besides also appropriately answered to these challenges in a pre-emptive manner, on the basis of its product innovations and employee motivation that continued to be in advance of these environmental variations with a strong attitude to face the challenges. The conclusion refers to the collection of the competition data for the subsequent analysis for effective product development as well as for an efficient marketing and advertising communication designing.
The use of data and IT helps in pulling out the product development data as well as consumer end data for the effective evaluation of the products as well as its sales, inventories, etc. It is noteworthy that the electronics Usability quality needed to design the features of electronics device as well as affecting the evaluation of the device Usability which is referred as an indispensable activity necessary for user security perspective for safeguarding an exceedingly usable user interface of the electronics that needs to be shown in every Product designing life cycle stage (Sparrow, P., Brewster, C., & Harris, 2004).
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Gerber, P. D., Nell, P. S., & Van Dye, P. S. (1995). Human resources management. Southern Book Publishers
Gorsuch, R. L. (1994). Toward motivational theories of intrinsic religious commitment. Journal for the Scientific Study of Religion, 315-325.
Gupta, N., & Behr, T. A. (1979). Job stress and employee behaviours. Organizational behaviour and human performance, 23(3), 373-387
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