1st ASSIGNMENT ORGANIZATIONAL BEHAVIOUR

Submitted to: Sajid Ali Submitted by: 0008, 0025, 0038, 0057, 0078, 0080
Submitted on: Monday 27th March, 2017
HR management manages the policies of recruiting, training & firing
employees. HR management divided into three parts.
1) Future Leaders. 2) Performance based Evaluation. 3) Diversity &
Inclusion.
Samsung global human resources team advices the companys employee
police & initiatives to recruit, retain & develop talented employees. HR
professionals are embedded within each business unit in Samsung to
meet the changing needs of our workforce & our business. Samsung
established new SELC to operate a diverse range of training &
development programs. In 2014, SELC opened 21 acres start of the art
training campus that accommodate 2,500 trainees per day. Samsung
operates a systematic learning & development system for its employees.
The system built three pillars.
1) Core. 2) Leadership. 3)
Expertise.
Samsung gave an opportunity for its employees to work in other markets
& experience different varieties of innovation & creativity programs. SELC
opened a training camp in Yongin, Korea. Its shows the commitment of
Samsung Talent First. SLP offer opportunities skills for all employees. The
program offer five core leadership areas;
1) Driving for Results. 2) Creative Intelligence. 3)
Navigating Organizations
4) Building the best teams. 5) Inspiring Others
It also offers good network opportunities & develop friendship with
colleagues. Samsungs global programs promote integration of diverse
cultures & talents across the world. In 1990, the first regional specialists
program established & around 3,000 talented people from around the
world participated in it. Samsungs Global Mobility program provides
employees outside of Korea. This program designed to provide the job
training for global employees. The purpose of Samsung evaluation is to
motivate their employees for their performance. Samsung collect
information about their employees & used for determining their
compensation. Samsung evaluate the performance of employees annually
according to the goals & tasks completed. Performance based
compensation is important in companys personnel management policy.
Samsung motivate employees & demonstrate the ability & maximize their
performance. In 2010, the performance based annual salary system for
employees who do better can receive bonuses. In 2014, Samsung spent
over 3.48 trillion KRW to reward their employees. Samsung established a
variety of programs such as C-Lab & MOSAIC to develop its unique culture
& creative thinking. C-Lab launched in 2012 with four projects. In 2014, C-
Lab filed for approximately 70 patent applications. MOSAIC is a collective
intelligence system that cultivates the sharing of employees. MOSAIC
brought 70,000 executives & staff to organize the company wide online.
Samsung promote culture diversity. Today, in Samsung 27% workforce of
 1st ASSIGNMENT ORGANIZATIONAL BEHAVIOUR
Submitted to: Sajid Ali Submitted by: 0008, 0025, 0038, 0057, 0078, 0080
Submitted on: Monday 27th March, 2017
women in Korea & 49% of companys entire force, a ratio that continues to
trend upward. Samsung values the meaningful contribution that
employees with disabilities make to the company. In 2011, Samsung
implemented a separate open recruitments program for gradates with
disabilities to provide them with opportunity to live up to their full
potential in business world & society. Moreover, they develop job functions
for both able bodied physically challenged to improve workplaces.
Samsung introduced a new facility certification program, Samsung Barrier
Free (SBF) to improve accessibility in all of our facilities. Under the SBF
program, Samsungs buildings is evaluated on the bases of convenience
test for persons with disabilities.