HUMAN RESOURCES MANAGEMENT

Class : NS207DE02 _0100

Teacher: Ms. Le Ngoc Tu

Report:

TRAININGCompany : Samsung

Tháng 11/2016

Names of members Student Code Tasks Level of

performance

Đinh Thị Thu Hương 2140754 Coordinator; Give feedback and edit this report. 20%

Huỳnh Thị Huyền Trang 2143602 Literature Review 20%

Ngô Ngọc Gia Thư 2145880 Advantages 20%

Trương Việt Hoa 2143852 Describe training function 20%

Nguyễn Ngọc Phát 2130706 Disadvantages - Solutions 20%

IndexIndex...............................................................................................................................1

1. Literature Review....................................................................................................2

2. Training function of Samsung description...............................................................5

2.1 Safety and Health training.................................................................................5

2.2 Re-education and job training...........................................................................7

2.3 The innovative method of training....................................................................9

3 Advantages of the training of Samsung...................................................................9

4 Disadvantages of the training of Samsung and Solutions......................................11

4.1 Disadvantages:................................................................................................11

4.2 Solutions..........................................................................................................12

5 References..............................................................................................................13

Note: [1] – Cited from source 1 in the References.

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1.Literature ReviewWhat is training ?

Training is a company’s activity to modifiy the skills, behavior of employess

(new and current ones) to perform their jobs. In training process, there are a series of

steps carried out to train employees systematically and efficiently.

Google and Samsung are well known all over the world, both of the companies

have good human resources due to their effective training systems. To become a

member of one of these companies, you need to join the training in order to adapt with

working environment and your coming tasks. Training is very important in the

performance management process. It helps to ensure that employees are working

toward organization goals.

The ADDIE five-steps training process consists of:

- Step 1 : A - Analyze the needs of training.

- Step 2 : D - Design the overall training program

- Step 3 : D - Develop the courses

- Step 4 : I - Implement training by targeting employees groups using methods

- Step 5 : E - Evaluate the course’s effectiveness.

We’re going to clarify each step:

Step 1 : Conducting the training needs analysis

The training needs analysis is a systematic approach for determining what

training needs to meet. In addition, bases on the quality of employees and the human

resource needs that the company make decisions on training.

In step 1, HR department needs to implement these tasks:

- Strategic training needs analysis: focus on skills needed for their jobs such as

English skills, communication skills, teamwork skills, leadership… for the new

employees.

- Current training needs analysis : focuses on improving current performance.

There are two main ways:

+ Task analysis : is the analysis of the tasks to be performed. This analysis

helps to determine the tasks and the level of skills required.

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+ Performance analysis : aims at capturing, analyzing and evaluating key

components relating to performance and provide concise feedback to inform

future practice

- Talent management : a comapy-wide strategy for recruiting, hiring, training

and retaining top employees for the company. The competency model used by

companies to identify and assess the capacity of hard and soft skills of the

employees.

Step 2 : Designing the training program

This step comprises two processes:

1. Setting learning objectives : it involves making expected outcomes clear,

setting outline training content, planning training activities, selecting materials,

designing evaluation procedure and communicating program intent to the training

participants and others.

2. Creating a motivating learning environment : the learning environment

should take into account both the trainee’s ability and motivation. Because the trainee

is learning in a professional environment, so the trainee need to have a motivation to

try to improve their weakness.

Step 3 : Developing the training program.

Program development means collecting training content, materials (choosing

the actual content and the specific instructional methods) and set schedule for the

program.

Step 4 : Implementing training by targeting employee groups using methods

- On-the-job training methods : this method involves learning through actual

working. Trainees gain experiences and knowledge when dealing with various

situations. There are several types of on-job-training:

+ Job rotation : let employees switch to other departments to have overall

understanding about the company. Rotation not only make a person very

familiar with the different tasks and it also reduces boredom and allowed to

develop relationships with some people.

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+ The coaching or understudy : Coaching is a one-to-one training. Employees

with more experiences give advice and guidance to those have less so as to help

them perform better. In addition, coaching focuses on specific tasks or goals.

+ Action learning programs : offering trainees time to work full-time on project

to analyze and solve problems in department other than their own.

+ Apprenticeship training system : staffs enhance their skills through

instruction in classes and on-job-training in combination.

+ Informal learning : learning by observing and networking other colleagues.

- Off-the-job training method : the training is carried out separately from the

working environment, documentation is provided and this method concentrates on

their studies rather than performing. It includes:

+ Case studies are actual situational, contextual issues of business and they

requires employees to analyze, assess and apply theorical knowledge to gain

better understanding about certain problems.

+ Management games: The game is designed properly to help to alter the habit

of thinking, analysis, logic and reasoning ability and teamwork. These games

help studying management concepts in a practical way.

+ Seminar providing information on working fields or on problems etc

supporting employees’s job.

+ University-related program provides executive education program in

leadership, supervision.

+ Role playing: trainees play as a person affected by a problem and then they

have to study the problem to clarify its impact and solutions. Role playing

introduces students a valuable opportunity to learn not only the course content,

but also other points of view.

+ Corporate universities : are in-house development centers that have been

established by many companies to educate and train employees.

Step 5 : Evaluating the training effort

There are two basic issues to identify when evaluating the training program:

1. Designing the evaluation.

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+ In the evaluation of training programs , it is often questioned how to design

the evaluation. And here, there is a kind of measure before and after the

training program.

+ Controlled experimentation : this is a formal methods for testing the

effectiveness of a training program, and preferably will before-and- after tests

and a control group.

2. Training effects to measure :

+ Reaction : Evaluate trainees’ reactions to the programs. What do they like

about the program? Pros and cons?

+ Learning : test trainees’s comprehension about what they have learned.

+ Behavior : Ask the trainees about changing behavior of the training program.

For example, the employees act in the complaint department of the store is

more courteous toward disgruntled customers?

+ Result : the final results achieved in terms of the training objectives are

planned earlier.

2.Training function of Samsung description.2.1 Safety and Health training

Samsung shows a concern for all employees working in the company, so those

working in semiconductor facilities have to join Health and Safety Training. There are

more than 120 total courses designed for this program ranging from managing

chemicals to ISO/OSHAS protocols to response in emergency. This training is for all

employees from new members to perennial ones with the frequency of once a month

during their careers. Besides, employees working in South Korea are given training

appointed by the Industrial Safety and Health.

Chemical Safety & Health Training.

The training program comprises:

Certified Chemical Training – (24hrs/12months ): learning about chemical

substances, methods to safety and requirements safeguarding equipment as well

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as unfortunate incident and emergency response. Besides, there is also separate

on-job-training lasting for 4 hours provided by firefighters on staff.

Material Safety Data Sheets(MSDS) Training – (4 hrs): learning about detail of

each material used in the manufacture and how to respond in dangerous

situations.

- Emergency Response Training(ERT) – (8 hrs): the course covers instructions

on emergency kit usage, first-aid courses including CPR and practicing

chemical neutralization. Additionally, professional engineers also give extra

guidance on proper responses to urgency situations.

Korean Industrial Safety and Health Act Training Program

In conformity to Article 31 of the Korean Occupational Safety and Health Act,

Samsung sets up in Korea:

A training program for all staffs periodically.

Specialized Training : manufacturing/engineering employees would participate

in the training on systematic safety and health practices for a period of 16

hours.

Safety Training for new staffs: they would study about safety and health for a

period of 16 hours. This program includes information on chemical substances

and on-job-training to reinforce understanding of the working environment

before starting their job. Also, this training course include topic such as

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Hinh 1. Health and Safety in-class training

“Understanding and Utilizing(MSDS)” and “Practical Training on air

Respirator and Protective Equipment”.

2.2 Re-education and job trainingSamsung Electronics has training centers and systematic education to develop

human resources for the future direction in R&D, management and Marketing sectors.

In addition, they also work with top universities oversea and and foreign regional

specialist program to form their future human resourses.

The education system

The education system and training programs aim at creating human resources

with four factors : Creative, Ambitous, Global and Professional.

Marketing, R&D, Management sectors and other areas are included in

education system to orient employees and help them to fully develop.

They have three major functional training centers:

Leadership development center aims at training leadership skills for manger to

executive so as to settle down world-class culture for the whole coporation.

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Hinh 2 Samsung philosophy about human resources

Hinh 3 Samsung training programs

Samsung Institute of Global Marketing that “nourishes professional marketing

human power carries out marketing education course by capacity to accomplish

MDC.”[1]

“Samsung Advanced Technology Training Institute that nourishes professional

engineering human power carries out the education with specialization such as

high end technology, core technology, basic (foundation) technology and R&D

technology education.”[1]

Besides that, there are courses aims at training specialists for various

departments: HR, planning, marketing, finance, technology with periods ranging from

1 month to 1 year. Moreover, they develop and operate hands-on specialized

education programs such as digital media, Digital appliances, Telecommunication,

semiconductor, LCD and domestic sales business department. In addition, Samsung

has “diverse academic training, course development and industry-university operation

with the universities in the country and abroad and research institutions aims to train

highly qualified human resources for the company” [1]

Personnel evaluation system

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Hinh 4. Application of virtual reality

Personnel evaluation system is designed to assess employee performance

outcomes, potential capability and possibility to grow. Accordingly, data provided

from the evaluation system helps the company in taking advantages of employee’

ability efficiently. More importantly, the fairness of the evaluation also encourage

employees to improve themselves for their careers. The personnel evaluation takes

place once a year. The annual operation and comprehensive capabilities of each

employee are analyzed with a measure of objectivity and fairness of the level

observed in charge.

For human resource management transparency and equity, each employee

receives the assessment results through their superiors and employees in HR Portal.

Simultaneously, a unreliable assessment may hinder the progress of both employees

and the company, the online education programs focuses on the evaluation criterias

provided for those who are responsible for the evaluation.

2.3 The innovative method of trainingSamsung has made a great upgrade in training employees who work in

production lines. By using virtual reality equipment, it is more efficient and less costly

in training. This new method first started at the division of Consumer Electronics and

it is expected to apply in other divisions including IT& Mobile Communication.

In this method, employees would be given a video of manufacturing process

and after that they are required to repeat the steps shown in the video. Lee Kye-bok,

director at Samsung Electronics Air Conditioning Manufacturing team said that this

cyber-training is not only for training new employees but also for checking

experienced staffs.

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3 Advantages of the training of Samsung Education and training programs:

- Filling the gap between new employee’s limited skills and knowledge and

working requirements of the company. Therefore, it helps to solve the problem

of poor qualified labor workforce.

- While joining in training and education of Samsung, new employees would

have understanding about the company’s culture, professional working style so

as to fit in better after several initial training courses.

- The training programs for personnel established for different divisions within

the company (marketing, R&D, production and management etc) make sure

that personnels in all department, from newbies to experienced workers get

training equally.

- During training process and education, the company might receive more

creative ideas from their employees.

- Besides the training and education within the company, the collaboration with

universities from oversea can help to explore new talented students, then to

have them in Samsung’s human resources in the future.

- The leadership development center plays a crucial role in forming well-

qualified leaders, managers to directors for huge international multifunctional

company like Samsung. Accordingly, it helps to grow the company in the right

way.

- There are also various hands-on training courses to keep new & current

employees up-to-date in order to catch up with successive changes of

technologies and economy.

Training with new form

- Online training is new method at Samsung. This mode minimizes the costs and

time for both companies and employees. The employees can study at any

where and any time when they want and don’t need to come to class regularly.

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- The information is provided in online training process also have accuracy,

clarity and security.

- With this method, the company’s employees in the worldwide will be able to

join the training as well, which saves costs.

- Other training program is employees training with virtual reality. This

innovation brings many benefits for Samsung such as high accuracy in

manufacture , limiting error in calculations and less costly.

- In employees training with virtual reality, managers can easily have fair

assessments for each employee based on the results of their work.

Health and Safety training

The health training provides useful information and using chemicals to solve in

the case of an emergency when they are doing. This way contributes to reduce

machinery’s damage and human losses.

4 Disadvantages of the training of Samsung and Solutions.

4.1 Disadvantages:1. Samsung is an international company with thousands of employees. Therefore,

the training might not efficient and equal for all Samsung branches in the

world. Employees in Samsung Vietnam might not as qualified as those in

Korea or Japan, for example.

2. In fact, with a huge amount of information provided in training courses and

limited time, employees, particularly new ones, struggle to absorb.

3. Besides education system within the company, Samsung also works with

universities to build its future human resourses. However, curriculums in those

universities are probably not equivalent to Samsung’s education programs.

4. In the chemical Safety &Health training employees will have 120 total courses

including 16 hours to do the online training and also in class training. This is

not enough when they do manage, storage, handle chemicals & disposal of

chemical waste.

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5. No matter how effective you design your online course, there is no guarantee

that your message will get across in some functional departments.

6. The training might affect on employees’ working progress (specially

superior’s) resulting in negative impact on their tasks.

7. There is no way or not convenient for trainees to send their feedback about

training programs. Additionally, it’s essential that they are all clear about their

flaws and weaknesses through their superior’s judgment.

8. These program might well-structured but the real situations in business cannot

fit in these lessons

4.2 Solutions1. The joint training criterias should be available for all branches worldwide to

help superiors testing the training outcomes. In addition, the company should

have supervisors from HR and relevant departments from head office travel to

offices in different countries spontaneously to assess training quality.

2. Eventhough, it’s rational that all employees have to do their best in training but

it’s also necessary to prolong initial training courses a little bit for new

employees to help them gradually adapt to new jobs.

3. Samsung should ensure that they know what universities are educating

students, vice versa, universities need to be clear about Samsung’s expectations

and standards for their staff-to-be.

4. They should decrease time of online training to 3 hours and focus on in-class

training.

5. The online training needs updating and survielling more frequently. It can be tailored to different program.

6. There should be an agreement between the company and an employee about

training decisions to ensure that she/he are ready and willing to do it without

affecting her/his jobs.

7. A feedback gate can be an solution for this problem. It is where staffs can

conveniently send their thoughts on training programs.

Other suggestions:

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- It’s necessary that employees get rewards for their effort in training (It could

be few days off to relax or an appellation)

5 References1. reeducation and job training. www.samsung.com. [Online] [Cited: 11 13, 2016.]

http://www.samsung.com/us/aboutsamsung/corpcitizenship/environmentsocialreport/

environmentsocialreport_ReeducationAndJobTraining.html.

2. Samsung Electronics upgrades employee training with virtual reality.

www.pulsenews.co.kr. [Online] 06 19, 2016. [Cited: 11 13, 2016.]

http://pulsenews.co.kr/view.php?sc=30800021&year=2016&no=438647.

3. Training and education. www.samsung.com. [Online] [Cited: 11 13, 2016.]

http://www.samsung.com/semiconductor/minisite/EHS/resource_06_training.html.

4. What is Talent Management and How is it Different from HR?

http://blog.capterra.com/. [Online] 06 25, 2015. [Cited: 11 13, 2016.]

http://blog.capterra.com/what-is-talent-management-and-how-is-it-different-from-hr/.

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