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Background

Discuss about the different issues and facts in the case study related to the Samsung Company.

The report helps in analyzing and identifying the issues faced by Samsung Company regarding the performance and reward management of the employees. The different theories and literature has to be provided in order to understand the performance management of employees in Samsung. The Human Resource implications has to be analyzed in such a manner that this will help in managing the performance.

The main aim and purpose of the report is to understand the performance management of the Samsung Company. The different analysis has to be done regarding the performance management theories that can be implemented by the respective company in order to improve the performances as this will improve productivity of the organization.

The structure of the report includes the definition of the performance management along with analysis of the case of Samsung in relation to the performance management of the company. The different unfair facts have to be discussed in relation to the Samsung Company that included the fair bonus of the team as well. The recommendations have to be analyzed in such a manner that includes the strategic HRM, diversity management and motivation and reward management.

The case study is based on the Samsung Company relating to the performance management. The case study is on the poor performance of the company; however, the company is still paying their employees the best incentives as deserved by the different employees in the organization. The bonuses are capped at 50% of the salary of the employees and the mobile division of Samsung were performing extremely poor. The battery division employees just received 3% bonus for the entire year instead of 50% of the bonus.

 It was even seen that the performance of the handset division of Samsung was not that strong in the year 2015. It was seen that Samsung is trying to motivate the employees through compensation strategies. Samsung adopts the new leadership approaches, as this will motivate the employees in the organization. The main issue that has been analyzed in the case study is relating to the performance of the Samsung and the compensation paid to employees for performing well in the organization as well.

There were different issues that has been identified from the respective case study is relating to the performance of Samsung Company. The different issues that have been identified from the case study are as follows:

  • Unfair Distribution is one of the challenges that are faced by Samsung Company in the present scenario (Arnaboldi, Lapsley & Steccolini, 2015). The unfair distribution of the rewards at the workplace has been done that has caused inequality among the different employees in the organization. The different inequality among the different employees is one of the major challenges that were faced by Samsung. It has affected the motivational approaches of the employees in the organization as well (Armstrong & Taylor, 2014).
  • Samsung Company does not provide fair bonus to their respective employees in the organization (Kristiansen, Obstfelder & Lotherington, 2016). Samsung Company did not follow the equality technique to provide employees bonuses in order to make them perform in an effectual manner. The unfair treatment to the employees has affected the morale of the employees in different segments and this has affected the business of Samsung as well (Schaltegger & Burritt, 2014).
  • Lack of clear strategy is the third issue that has been affecting the entire performance of the Samsung Company (Van Der Aalst, La Rosa & Santoro, 2016). The respective company did not maintain any kind of clear strategy that would have helped them in understanding the requirements of the employees in the organization. Furthermore, the company did not analyze the requirements of the customers in an effective manner and this has created huge issues as this had dropped down their sales in the competitive market (Van Dooren, Bouckaert & Halligan, 2015).
  • Biased decision-making is the other issue that has been found in the Samsung Company as the company has taken biased decisions relating to the payment of compensation to the employees in the organization. Samsung Company has provided their biased opinions relating to payment of bonus and this has affected the morale of the employees in the respective organization (Todorovi? et al., 2015)

Theoretical Concepts of Performance Management

There are different theoretical concepts relating to the performance management of the employees in the organization. The concepts and theories that can be adopted by Samsung Company in order to resolve such issues relating to the performance management are as follows:

Samsung Company can adopt the Goal Setting Theory in such a manner that this will help the employers in establishing goals for the employees and motivate them to perform well in the organization. The goal setting theory was proposed by Edwin Locke wherein it helps in motivating the employees in the organization to generate equality among the employees. According to Gerrish, (2016), as per the theory, it is the theory that helps the individuals in following their goals and enhances the productivity of the entire organization in an effective manner.

However, on the other hand Sparrow, Brewster & Chung, (2016) commented that when the performance that was desired has not been achieved by the employees in the organization, it is essential for them to modify their performance. Sharma, (2017) stated that the employees need to improve their performance in such a manner that this will help them in achieving the results in an effective manner. The goal setting theory is essential in nature, as this will help the company and the employees in the organization to perform in an effectual manner.

For example- Suppose when employee X is not able to perform in an effective manner, it was the duty of the respective employee to improve the performance of the employee in such a manner that the X employee has tried his best in putting his efforts and achieved the goals. The goal setting theory has helped the employee X in understanding the different issues that has been faced by him. He tried to improve the performance as the motivation factor is generated from the respective employer in an effectual manner.

The other theory that has been adopted by Samsung Company is Expectancy theory that has been proposed by Victor Vroom in the year 1964 (Albrecht et al., 2015). The respective company wherein the individuals adjust their different kind of behavior has adopted the theory to improve the performance. According to Rothaermel, (2015), the satisfaction is essential in nature in the organization as this helps the employees in improving their performance in an effectual manner. The employers of the respective company have to modify their behavior in such a manner that this will help them in attaining goals in an effective manner. However, Ringov et al., (2017) commented that in the respective theory, it is believed that the entire performance of the individuals is based on the expectations that are concerning the events that will be taking place in the future.

Analysis of the Case Study on Samsung

For example- As per the Vroom’s expectancy theory, it can be analyzed that the effort is related to performance and performance is related to reward. Suppose when employee A of Samsung has provided his full effort in performing the tasks in the organization, then the acceptable performance is required to be achieved in the organization. Similarly, after achieving the overall performance, the reward is provided to the employees in an effective manner. The employee A will require analyzing the issues that can hamper their performance and solve the issues with providing proper performance.


These are the different theories that can be adopted by Samsung, as this will help them in focusing on the performance of the employees in the organization (Kamoche et al., 2015). The different effectiveness in the operations of the company is analyzed in such a manner that this will help in improving the overall performance of the company along with financial performance (Mahoney & Kor, 2015).

There are different kinds of recommendations that can be provided to the Samsung Company as this will help them in improving the performance management system and motivate employees without any kind of biasness. There are different ways through which the performance can be managed that are as follows:

  • Proper linkage of the performance management to goals and projects as this will help in supporting strategic plan or the competencies that will be deemed to the entire success of the organization. The entire focus is required to be on the actual outcome or the competencies such as strategic thinking, external and internal customer service and resilience in face of the change. This will help in improving the overall performance of the company along with employees without biasness. This will help in managing the entire human resource management of the organization.
  • Proper development of the performance evaluation form is required for different departments in the respective company. This will help in reviewing the performance of the company and officials differently. The different departments have different tasks to perform and this will be requiring separate evaluation forms as well.
  • Proper development and learning is required to be provided to the employees in the entire organization. Both the managers and employees need to be aware about the process of the performance management. The managers of the organization need to be trained in such a manner that this will help them in conducting effective reviews. The development and learning is required to be provided to the employees in such a manner that this will help the company in gaining competitive advantage.
  • Proper diversification and motivation is required to be provided to the employees, as this will help in improving the performance management system. The motivational factors include rewards and recognition as this will help in providing diversification in the management. The employers need to provide constant reviews on the performance of the employees in such a manner that this will help in understanding their views and change the performance accordingly.
  • Proper growth and support is required to be provided to the employees in such a manner that this will encourage the employees to perform better. The incentives have to be provided to employees, as this will improve the performance of employees. The performance management helps in understanding the different requirements of the employees.

Conclusion

Therefore, it can be concluded that performance management plays a vital role in the performance management of the employees in organizations. The different issues and facts have been described in the case study and it has helped in understanding the core issues in the respective company Samsung. The issues have been identified effectively in order to provide recommendations to make the performance management effective in nature. The human resource management has to be managed in such a manner that has helped them in making employees and employer aware about the performance appraisal forms that can be used in different departments.

 It has been seen that performance management system helped in improving the overall performance of organization along with employees. The recommendations have been provided as this can help the company along with the employees to improve their overall performance in an effectual manner. Proper development and learning has been provided and included in the organizations as this helped in improving the performance by providing rewards to employees. The reward management has been included as the recommendation for the entire organization as this can motivate employees to perform well and there will be no such kind of biasness in the entire organization. Lastly, theories of performance management have been used in respect of the company and this helped them in gaining competitive advantage.

References

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Arnaboldi, M., Lapsley, I., & Steccolini, I. (2015). Performance management in the public sector: The ultimate challenge. Financial Accountability & Management, 31(1), 1-22.

Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers. (Brewster et al., 2016)

Gerrish, E. (2016). The Impact of Performance Management on Performance in Public Organizations: A Meta?Analysis. Public Administration Review, 76(1), 48-66.

Kamoche, K., Siebers, L. Q., Mamman, A., & Newenham-Kahindi, A. (2015). The dynamics of managing people in the diverse cultural and institutional context of Africa. Personnel Review, 44(3), 330-345.

Kristiansen, M., Obstfelder, A., & Lotherington, A. T. (2016). Contradicting logics in everyday practice: The complex dynamics of performance management and professionalism in Norwegian nursing homes. Journal of health organization and management, 30(1), 57-72.

T., & Kor, Y. Y. (2015). Advancing the human capital perspective on value creation by joining capabilities and governance approaches. The Academy of Management Perspectives, 29(3), 296-308.

Ringov, D. P., Liu, H., Jensen, R., & Szulanski, G. (2017, January). Adaptation and Unit Performance in Replicating Organizations. In Academy of Management Proceedings (Vol. 2017, No. 1, p. 12258). Academy of Management.

Rothaermel, F. T. (2015). Strategic management. McGraw-Hill Education.

Schaltegger, S., & Burritt, R. (2014). Measuring and managing sustainability performance of supply chains: Review and sustainability supply chain management framework. Supply Chain Management: An International Journal, 19(3), 232-241.

Sharma, A. (2017). A study on the effect of performance management and its effect on Organizational Effectiveness with special reference Third sector organizations using System Dynamics: A Contingency theory approach. Research Journal of Humanities and Social Sciences, 8(2), 109-115.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

Todorovi?, M. L., Petrovi?, D. ?., Mihi?, M. M., Obradovi?, V. L., & Bushuyev, S. D. (2015). Project success analysis framework: A knowledge-based approach in project management. International Journal of Project Management, 33(4), 772-783.

Van Der Aalst, W. M., La Rosa, M., & Santoro, F. M. (2016). Business process management.

Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public sector. Routledge.

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My Assignment Help. Analyzing The Performance And Reward Management Of Employees: A Samsung Case Study. [Internet]. My Assignment Help. 2019 [cited 21 July 2024]. Available from: https://myassignmenthelp.com/free-samples/performance-management-of-the-samsung-company.

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