Escolar Documentos
Profissional Documentos
Cultura Documentos
mani sajnani
SAMSUNG
Samsung has been the world's most popular consumer electronics brand since
2005 and is the best known South Korean brand in the world.[8] Samsung Group
accounts for more than 20% of South Korea's total exports[9] and is the leader in
many domestic industries, such as the financial, chemical, retail and entertainment
industries. The company's strong influence in South Korea is visible throughout
the nation, which has been referred to as the "Republic of Samsung".
Samsung India is the hub for Samsung's South West Asia Regional operations.
The South West Asia Headquarters, under the leadership of Mr. J S Shin,
President & CEO, looks after the Samsung business in Nepal, Sri Lanka,
Bangladesh, Maldives and Bhutan besides India. Samsung India which
commenced its operations in India in December 1995 enjoys a sales turnover of
over US$ 1Bn in just a decade of operations in the country.
Samsung is the world's leading consumer electronics brand and one of the top
twenty global brands.
View of the Samsung logo inside the Time Warner Center in New York City.
Currently helmed by Lee Soo-bin, CEO of Samsung Life Insurance, it has been
run by generations of one of the world's wealthiest families, formerly by chairman
Lee Kun-Hee, the third son of the founder, Lee Byung-Chull. Samsung Group also
owns the Sungkyunkwan University, a major private university in South Korea,
with many of its graduates being employed by Samsung Group affiliates.
Samsung Group accounts for more than 20% of South Korea's total exports[9] and
in many domestic industries, Samsung Group is the sole monopoly dominating a
single market, its revenue as large as some countries' total GDP. In 2006, Samsung
Group would have been the 34th largest economy in the world if ranked, larger
than that of Argentina.[11] The company owns or has taken over so many mid to
small sized businesses that it is often called a 'colonial empire' or 'hungry
dinosaur'.
Every day, our people bring this philosophy to life. Our leaders search for the
brightest talent from around the world, and give them the resources they need to
be the best at what they dostore vital knowledge to mobile phones that connect
people across continents— have the power to enrich lives. And that’s what making
a better global society is all about.
Our Values
We believe that living by strong values is the key to good business. At Samsung, a
rigorous code of conduct and these core values are at the heart of every decision
we make.
People
Quite simply, a company is its people. At Samsung, we’re dedicated to giving our
people a wealth of opportunities to reach their full potential.
Excellence
Change
Integrity
Our Vision
It’s our aim to develop innovative technologies and efficient processes that create
new markets, enrich people’s lives and continue to make Samsung a trusted
market leader. Growing to be the best
Samsung India aims to be the 'Best Company' in India. 'Best Company' in terms
of the internal workplace environment, our manpower, our products as well as our
efforts to make our customers happy through our products and services. Samsung
aims to grow in India by contributing to the Indian economy and making the lives
of our consumers simpler, easier and richer through our superior quality
products.
Our Mission
PERFORMANCE
Wherever you are... in the hustle of the streets or the comfort of the
home...Samsung is part of the fabric of your life. As a global leader we are at the
forefront of change, anticipating today what our customers around the world will
want tomorrow.
[Amounts in billions]
•
• Samsung is a leading manufacturer of computers such as the Q1 Ultra
Mobile PC.
Currently, Samsung has sixteen products that have dominated the world’s market
share, including: DRAM, color cathode-ray tube TVs (CPT, CDT), SRAM, TFT-
LCD glass substrates, TFT-LCD, STN-LCD, tuner, CDMA handset, color
television (CTV), monitor, flash memory, LCD Driver IC (LDI), PDP module,
PCB for handheld (mobile phone plates), Flame Retardant ABS, and Dimethyl
Formamide (DMF).
Plus in the Television market, Samsung and LG make the only screens for LCD
TFT televisions and then later sell them on to the other companies.
In terms of export that directly contributes to the Korean economy, Samsung took
up 18.1% of the all exports with USD 31.2 billion in 2000 and 20.7% with USD
52.7 billion in 2004. In addition, Samsung's tax payments to the Korean
government in 2003 was KRW 6.5 trillion, which is about 6.3% of total tax
revenue.
The market value of Samsung in 1997 reached KRW 7.3 trillion in 1997, which
amounted to 10.3% of the Korean market but this figure increased to KRW 90.8
trillion taking up 22.4% in 2004.
Moreover, the annual net profit of Samsung marked KRW 5.8 trillion in 2001,
KRW 11.7 trillion in 2002, KRW 7.4 trillion in 2003, and KRW 15.7 trillion in
2004, showing forth a steady increase.
In order to enhance the working environment and build a strong and trustworthy
foundation, the semiconductor sector of Samsung Electronics has been conducting
a ‘Great Workplace Program’ called GWP since 1998. Then, in 2003, GWP has
spread throughout the entire Samsung Group as Samsung Fire and Marine
Insurance, Samsung SDI, Samsung Everland, Samsung Corporation, Cheil
Industries, Samsung Networks, and others started to apply its core principles. In
2006, 9 subsidiary companies of Samsung Electronics, 80 overseas branches, and
130 overseas business sectors have reported that they are actively applying the
GWP.
Dramatic surge in Net Profits starting in the late 90's: $2.2 billion (1999), $7.3
billion (2000), $8.9 billion (2002), $11.8 billion (2004).
Samsung's Brand Value conducted by Interbrand of the world's top 100 brands:
$6.4 billion (2001), $8.3 billion (2002), $10.8 billion (2003), $12.5 billion (2004),
$14.9 billion (2005).
Market Capitalization (Ratio to the total market value of all Korean listed stocks):
A dramatic increase from 7.3 trillion KRW, 10.3% of the total national listing
value in 1997. At the end of 2004 national listing value in 22.4%.
Samsung's Annual Profits Growth: $4.5 billion (2001), $8.9 billion (2002), $5.6
billion (2003), $11.8 billion (2004) and Debt-to-Equity Ratio Decrease: 104%
(2000), 78% (2001), 68% (2002), 56% (2003), 51% (2004)
Affiliated companies
Samsung is comprised of companies that are setting new standards in a wide range
of businesses, from consumer electronics to petrochemicals, from advertising to
life insurance. They share a commitment to creating innovative, high quality
products that are relied on every day by millions of people and businesses around
the world.
• Samsung SDI
• Samsung Corning Precision Glass
• Samsung SDS
• Samsung Networks Samsung Techwin
• Samsung Mobile Display
• Samsung Digital Imaging
From stylish phones to the semiconductor, from DRAM to digital tvs, samsung
encompases a variety of businesses that harness speed, creativity and efficiently to
invent, develop and market the products that are defining how we live today. With
more than a quarter of samsung employees engaged in research and development,
each of our businesses is focused on discovring new technologies,products and
services that will open a new world of possobilities for the people who use them.
Circular investment
Samsung Electronics in turns keeps 46.0% of Samsung Card and stocks of other
Samsung companies; and finally, Samsung Card holds 25.6% of Samsung
Everland.
The family of Lee Kun-hee owns 40% of Samsung Everland, whilst Samsung Card
holds 25.6%, and related people have another 30%. Thus it is thought that Lee
controls 95% of Samsung Everland. Control of one company, through the circular
investment, enables the Lee family to control other Samsung companies despite
having only relatively minor holdings.
Our mobile phones, admired by customers around the world, enhance mobile
lifestyles while meeting the diverse needs of the mobile marketplace. We've led the
standardisation of next-generation mobile phone technologies such as Mobile
The business also comprises personal computers and MP3 players, creating
synergies across platforms. We merge the latest mobile technology with core
computing technology for the PC business, while mobile technologies - also
combine with our world-leading power efficiency and design to enhance MP3
player capabilities. Our goal is to use our leadership in technological convergence
to guide the industry as it takes mobility to the next level.
The company’s thrust on Product Innovation and R&D have given the company a
competitive edge in the marketplace. Samsung has two Software development
centres - Samsung India Software Centre (SISC) and Samsung India Software
operations unit (SISO) at Noida and Bangalore respectively.
Samsung India is also carrying out Hardware R&D at its Noida R&D Centre. The
focus of the R&D Centre is to customise both Consumer Electronics and Home
Appliance products to better meet the needs of Indian consumers. From Flat
televisions with 'Easy View' technology, Frost free refrigerators with Stabiliser
free operations to Semi automatic washing machines with Silver Nano technology,
the Samsung R&D Centres in India are helping the company to continuously
innovate and introduce products customised for the Indian market.
R&D at Samsung
People
Organisation
Samsung's R&D organization has three layers. The Samsung Advanced Institute
of Technology (SAIT), Samsung's technology competitiveness in core business
areas, identifies growth engines for the future, and oversees the securing and
management of technology. The R&D centres of each business focus on technology
that is expected to deliver the most promising long-term results. Division product
development teams are responsible for commercialising products scheduled to hit
the market within one or two years.
Investment
Samsung’s state of the art, highly automated manufacturing facilities are located
at the Company’s sprawling Complex at Noida and its recently inaugurated
Sriperumbudur facility, near Chennai. Samsung India’s Noida CTV Plant enjoys
the Number 1 position amongst all Samsung subsidiaries in terms of its Colour
television productivity and has been ranked as the subsidiary with the ‘Best
Quality System’.
The highly advanced Chennai Facility that has been inaugurated in November
2007 will help the Company respond better and faster to the growing demand for
its products in the Southern part of the country. The Samsung manufacturing
facility at Sriperumbudur is the Company's second manufacturing complex in the
country.
Samsung India is working with and contributing to the development of the
domestic component industry in the country. The Company is working with its
partners to improve their product quality and processes. Thus, Samsung vendors
are sent to different Samsung subsidiaries to meet the Samsung overseas vendors
in order to benchmark their own processes. Samsung is also training its vendors
on eco-partnership so that the components manufactured by them are ‘eco
friendly’ as per ROHS norms.
Patent Innovations
It is among the top innovators in the U.S. where Samsung topped the patent list
with over 7,400 patents granted, nearly 1,000 more than IBM. Elsewhere, the
situationquite different. Only one non-European firm (Samsung) made it into the
top ten in Europe.
There are many ways in which Samsung act as a Social
Citizen
• Social Welfare
• Culture and Arts
• Volunteer Services
• Academics and Education
Social Welfare
Samsung lends support to people and their communities in many different ways.
Our current area of focus is on investing in teenagers’ futures, through support of
science education and creative thinking that encourages leadership; assisting
children in low-income families by supporting educational infrastructure, and
discovering and supporting outstanding students; and supporting programmes
that encourage family well-being. We also carry out programmes in these areas at
each of our eight volunteer centres.
Samsung provides support for diverse artistic and cultural activities around the
world. Over the years, Samsung has contributed extensively to numerous
museums, galleries and exhibits in Korea and in many countries, including the
United States and France. The Samsung Museum of Modern Art collects preserves
and exhibits modern and contemporary art from Korea and abroad, while the
Samsung Children's Museum, the first of its kind in Korea, invites children have
fun exploring the world they live in. Samsung also hosts and supports various
cultural events for children and programmes that encourage their early artistic
development.
Volunteer Services
Strengthening the minds and fostering the creativity of young people is a primary
focus of many of Samsung’s programmes. Samsung is a major supporter of the
Korea Youth Science Olympiad, the country’s most prestigious science
competition for junior, middle and high schools and the National Students
Creativity Olympiad, aimed at encouraging inventiveness among students from
junior to high school levels.
Samsung India has also become the 'Olympic Partner' for the Indian delegation to
the 2008 Beijing Olympics. The Company will be the Official Sponsor in the
category of Consumer Electronics, IT and Telecommunications.
Samsung India's association with the Indian Olympic Association commenced with
the 1998 Bangkok Asian Games and ever since the Company has supported the
Indian Contingent to the Y2000 Sydney Olympics, Y2002 Busan Asian Games, the
Y2004 Athens Olympics and now the 2008 Beijing Olympics
It has been our continuous endeavour to bring alive the pride and spirit of the
Olympics for our Indian consumers. Over the coming few months, we will
continue to organise Olympic related events in India to build interest and support
for the Olympics and the Indian team." states Mr Lee.
Samsung Electronics, the parent Company of Samsung India, is the Proud Partner
for the 2008 Olympic Torch Relay and is a Top Olympic Partner. This Year,
Samsung Electronics has also announced its support for the Olympic Movement
over the next eight years, till the 2016 Olympic Games.
PRODUCTS
IT business products
Monitors
Mobile Computing
P3 Channel Partner Program
Data Projectors
Professional Displays
Telecommunication
Set-top box
• HDTV Tuners
• Digital Video Recorder
• Digital Satellite Receiver
• Digital Terrestrial Receiver
• Digital Cable Receiver
CCTV
• Camera
Monitor
• DVR
• Network
• Controller
• EZ View
• Housing & Mount
what's new
Samsung Announces Production of Next-gen Nonvolatile
Memory—PRAM
Samsung has begun producing 512-Mb PRAM memory - a new non-volatile memory
technology that features high-performance and low power consumption. PRAM
(phase change random access memory) is expected to usher in the next generation of
non-volatile memory technology for mobile devices, particularly multimedia handsets
and smartphones. More scalable than other memory architectures being researched,
PRAM combines the speed of RAM for processing functions, with the non-volatile
characteristics of flash memory for storage. Also, by using PRAM, the battery life of a
handset can be extended over 20 percent.
Products
Consumer Products
Main competitors
Organisational culture
Introduction
“A healthy oraganistion is one which obviuios effort made to get people with
different backgrounds,skills,and abilities to work together towards the goal of the
oragnisation.”
Perception about an organisational goals and decisions that a manager should take
to achieve these goals come not only from the formal control system but also
through the informal organisation. Both informal and formal structure combine to
create what ia called organisational culture.
It influences morale and the attitude of the individuals towards his work and his
environment. Organisation culture has been a popular concept in the theory and
research for sometime and has received a great deal of attention in the past 25yrs.
• Strong values let people know that is expected of them. There are clear
guidelines as to how employees are to behave generally within the
organisation an their expected code of conduct outside the organisation.
It can be difficult to identify the large number of organisational culture areas that
exists. Recent research has identified over 460 different types of work environment
characteristics that have been measured. Many of these characteristics can be
classified into the following major areas : jobs, roles, leader, organisation and
workgroup. In many companies there are particular areas where employee
feedback would be useful.
• Risk taking : i.e the degree o freedom to experiment with new ideas, take
risks and commit honest mistakes without fear of punishment.
• The attitude and behaviour of the employees are directed towards the
achievement of goals through a sound culture. Disciplined employees make
other employees disciplined and well behaved.
Advantages of organisational culture
Creation of culture
Artifacts
Assumptions
B) Shared Values : values are the second and the deeper level of culture and are
reflected in the way individuals actually behave. Values reflect an organisation’s
underlying beliefs as to what should be and what should not be. Values are those
principles and qualities that shape our thinking and behaviour.
Values are emotionally charged priorities. The are learned during the process of
socialisation, through family environment of upbringing and through religious
influences. Values are of two types : Instrumental and Terminal values.
Instrumental values define such enduring beliefs that certain behaviours are
appropriate at all times irrespective of the objectives or outcomes. On the other
hand, Terminal values are beliefs that certain more tangible objectives are worth
striving for and the objectives become more important the appropriateness of the
behaviour in achieving such objectives.
Once a culture has been created there are practices within the organisation that
help keep it alive. Three such practices are selection process actions of top
management, and socialisation. These are discussed as under :
Robert Owen’s (1987)contends that in education in the term has enjoyed wide
usage in the past, but the more inclusive term organisational culture is rapidly
coming into the use in the literature. One therefore needs to ask whether these
terms are similar or whether they mean different.
Schein contends that these” solutions eventually come to be assumption about the
nature of reality, time, truth, space, human nature, human activity and human
relationships.” They eventually become taken for granted and drop out of
awareness. Because of the human need for consistency and order, the assumption
tend to form a pattern that is implicit, taken for granted and unconscious. It is
only through a process of inquiry that they are brought to the surface.
Deal contends that in order to understand the culture needs in a school one has to
understand the symbolism that exists. These include the rituals, myths, traditions,
rites and informal network of players and language. It is through these mechanism
that human meanings and values are transmitted.
Owen’s for example, contends that the bell schedule is one of the many powerful
cultural symbols that help to create climate in our schools.
Climate : in that climate has been previously defined, only a brief summary is
necessary. Essentially climate is the perception that individuals have of various
aspects of the internal environment of the school and that influences their
behaviour. Climate is also closely associated with the notion of satisfaction. The
determination of climate characteristics is usually elicited through the perception
of respondents to a questionnaire.
The major similarities between the two concept pointed out by Rousseau(1988)
based on the studies by different authors like James and sells, Joyee and Solcum,
Louis and many more.
• Both climate and culture concepts emphasise consistency and consensus
among the members of the unit.
• Both the concepts show the tendency towards differentiation with members
in different units of a larger organisation leading to different sets of beliefs.
Glick have stated that culture and climate have entirely different disciplinary back
of ground of origin and therefore are different from each other. The major
differences pointed out by Ashforth, Glick and Rousseau are :
• All the members of the organisation experience climate whereas all of them
may not be a part of the culture.
A supportive diversity climate was defined as the routines and rewards of the
organisation that are inclusive of cultural groups other than the dominant cultural
group in the organisation both as staff and clients. The dimensions were:
Awareness of the need for diverse staff : Faculty’s perceptions that the
organisation needs staff to e from and understood the culture’s to be served.
There is a system of ‘one innovation per man every year’ i.e.; one person initiating
some change in organization to ward better performance for The vice president
(sales and marking)and the VP(manufacturing)and VP(finance)are Frances.
The signifies the idealization of the marketing and sales function considering the
local market and VP(manufacturing)begin a Frances that Samsung culture is
dominating the manufacture facilities. All this was selective the manpower of its
organization Samsung believes in keeping the manpower at par with the company
turnover
FOR EXAMPLE
No of employees : 500
If the turnover of the company is increased to 1500 core it won’t be at the cost of
the increase in manpower ,the company would wish to increase the productivity
per person rather than increasing the employee strength.
FOR EXAMPLE
If the turnover of the company is increased to 1500 crore it wont be at the cost of
the increase in manpower, the company would wish to increase the productivity
per rather than increasing the employee strength.
SAMSUNG EMPLOYEE ADVANCEMENT PROGRAMME
To promote and support HR development that can serve as the foundation for
Samsung effort to become the best Global Company foe the 21st century Samsung
Electronics is operating various employee advancement programme;
Conducting specialized training program for certain employee and spending them
to France for training at Samsung pyeongtack learning centre that offers higher
level of globalization and management training courses. An on-line seminar,
sharing of “best practise” and various business management skills programmes
are avaible via an on line education system called “The Learning Net”.Setting
clear and specific targets for work and self-development consulting the
immediates superior for guidance and support for self-improvement.Conducting
evaluation meeting’s giving regular promotion and providing differentiated
reward and benefits to each of its employees.
SWOT ANALYSIS
WEAKNESS OF COMPANY
In case management of company will not function properly then their execution of
complacent with what they accomplished so far ,then they could easily tumble it
the bottom in a flash. In this sense, their struggle is with their selves. Following are
the weakness :
STRENGTH OF COMPANY
The 21st century is a time for harmony and interdependent; no one can develop
alone. Samsung’s strength comes form their people’s capabilities, passion and
dedication to a single vision ,In addition the intense companies and best product
survive.
Samsung is now one of the world’s distinguished brands.However,we are still
working hard to reach even higher goals around the world,proceeding with the
sense of urgency.In order to succeed,we must create the necessary management
system and develop our own technologies.The way to the top is clear :the power of
Samsung is in its people and technology.
They are the basis of Samsung’s legendary achievement and they will continue to
provide the foundation for our success in the future.In Today’s competitive world
it is increasingly difficult for the company’s to maintain an elevated status within
their respective industries.Today the companies are being challenged to develop
and maintain a competitive workforce.
With unemployment rates at an all time low, some employees are taking advantage
of the highly favourable and lucrative job market by seeking new position that
allow them to maximize their earning potential and employer-provided benefits.
Other employees are experiencing rapid changes in technology. As a result, their
day –to-day activities. Following are the strengths :
Opportunities
• To unseat Sony as the most valuable electronics brand and most important
shaper of trends.
Threats
Conclusion
CONCLUSION
Inspite of this, the employees feel good being associated with the company.This is
revealed by the Reponses received to the question 7.The following were the
reponses that were given by the member of the organsization :
• Highly aggressive,has really enchased on their Brand equity over the years.
• Never say ‘no’ approach, the image and the goodwill
• Marketing is excellent of the campany,working hours,more space given to
the employees
• Good paying
structure,Dynamics,Empowerment,Transparency,Focus,Fast.innovative
aggressive,customercaring,
• HR policies,system,controls,a flexible organization open to new learning,
• decision making environment, discipline, accountability….
On the other side of the coin the employees feels that to same extend they are
rewarded for the excellent in performance. This shows reward and recognition is
fairly rewarded in the organization.
The major point to which majority of the employees agreed was of decision-
making. They feel that this organization style and culture has been effective in
ensuring discipline and accountability in staff members.
But there were some areas in which few respondent felt that it needed change and
was obstructing their functioning.The main areas were:
Shortage of the space and resources as compared to the employees in this branch.
Some working procedures needs improvement for fast working,Infrastructure
facilities at the branch
And moreover, they personally feel that their job contributes to their personal
growth and development.
And the fairly have a sustainable working condition to which maximum sample
agrees and they are satisfied with it and do not want to initiate any change.
CHAPTER : 4
• I suggest that company can make some effort to make the infrastructure
more congenial at the work place. He will keep the employees at ease ,and
thus, allow them to given the best to the organization.
• It is suggested that form time to time the company should come up with the
various surveys to check the jobs satisfaction level in the organization.
Thus in the case there is some problem the organization can take corrective
measures before it becomes the threat to the company.
BIBLIOGRAPHY
BOOKS
Organisational Behaviour
By R.K. CHOPRA
Business Studies
BY C.B. GUPTA
INTERNET
www.Google.com
www.yahoo.com
www.samsung.co.in