Samsung training

1. WELCOME TO OUR PRESENTATION!
TRAININGHUMAN RESOURSES MANAGEMENT
Đinh Thị Thu Hương 2140754
Huỳnh Thị Huyền Trang 2143602
Ngô Ngọc Gia Thư 2145008
Trương Việt Hoa 2143852
Nguyễn Ngọc Phát 2130706

2. SAMSUNG COMPANY
Company introduction

3. INTRODUCTION
 Samsung was founded by Lee Byung
Chull in 1938 as a trading company
 Headquarters : 40th floor Samsung
Electronics Building, 11, Seoul,
South Korea
 Largest information Technology
company measured by 2011
revenues
 Assembly plants and sales networks
in 61 countries
 Number of employees : 489000
(2014)

4. PRESIDENT OF SAMSUNG
COMPANY
 Lee Kun-hee – he is a South
Korea business magnate and
the chairman of Samsung Group
 He was named the world’s 35th
most power person and the most
powerful Korean by Forbes
Magazine’s List of the world’s
most powerful people

5. Consumer electronics
 Information technology and
mobile communication
 Equipment solutions
 Samsung Electronics
 Samsung Life Insurance
 Samsung Fire & Marine Insurance
 Samsung Heavy Industries
 Samsung C&T
 Samsung SDS
 Samsung Techwin etc.
Fields OF
Business
Branches

6. CEO
Compliance committee
Auditing
team
Legal Team
Global Legal
Affairs and
Compliance
team
HR team
Management
Support Office
….
Compliance personnel of
business units
Compliance team of
regional headquarter
Compliance personnel
of subsidiaries

7.  WHAT IS TRAINING ?
 Training is a company’s activity to modify the skills, behavior of employees
(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.
 Samsung are well known all over the world, both of the companies has 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 make sure that employees are
working toward organization goals.

10. • Leadership development center aims at training leadership skills for
manger to executive so as to settle down world-class culture for the whole
coporation.
• Samsung Institute of Global Marketing: nourishes professional
marketing human power carries out marketing education course by
capacity to accomplish MDC.
• Samsung Advanced Technology Training Institute: 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.

12.  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.

13. Chemical Safety and Health Training for Semiconductor Employees
24 hours / 1 yearCertified Chemical
Training
• Chemical substances, methods to safety and requirements safeguarding
equipment as well as unfortunate incident and emergency response
4 hoursMSDS Training
• detail of each material used in the manufacture and how to respond in
dangerous situations.
8 hoursERT
• Instructions on emergency kit usage, first-aid courses including CPR and
practicing chemical neutralization

14. Korean Industrial Safety and Health Act Training Program
A training program for all
staffs periodically
Specialized Training
Safety Training for
new staffs

15. The application of Virtual Reality in training
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

16. Education and training programs
 The training programs for personnel established
for different divisions make sure that personnels
in all department, from newbies to experienced
workers get training equally;
 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;
 Hands-on training courses to keep new & current
employees up-to-date in order to catch up with
successive changes of technologies and economy.

17. Training Forms
 Online training minimizes the costs and time for both
companies and employees;
 Virtual reality brings many benefits for Samsung such
as high accuracy in manufacture , limiting error in
calculations and less costly;
 With virtual reality, managers can easily have fair
assessments for each employee based on the results of
their work.

18. The training might
not efficient and equal
for all Samsung
branches in the world.
a huge amount of
information provided
= Limit time
Curriculums in those
universities are
probably not
equivalent to
Samsung’s education
programs.
In the chemical Safety
&Health training
employees -) This is
not enough when they
do manage, storage,
handle chemicals &
disposal of chemical
waste.
Not convenient for all
trainees to send their
feedback about
training programs.

19. Disadvantages: 1st solution
 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.
 The joint training criterias
should be available for all
branches
 The company should have
supervisors from HR and
relevant departments from
head office travel to offices in
different countries
spontaneously to assess
training quality

20. Disadvantages: 2st solution
 Prolong initial training courses a
little bit for new employees to
help them gradually adapt to new
jobs
3st solution
 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.
 Huge amount of information
provided in training courses and
limited time, employees,
particularly new ones, struggle to
absorb
 Curriculums in those universities
are probably not equivalent to
Samsung’s education programs

21. Disadvantages: 4st solution
 The online training needs
updating and survielling more
frequently
5st solution
 A feedback gate can be an
solution for this problem. It is
where staffs can conveniently
send their thoughts on training
programs
 there is no guarantee that your
message will get across in some
functional departments
 There is no way or not convenient
for trainees to send their
feedback about training
programs.

22. It’s necessary that employees get rewards for their effort in
training (It could be few days off to relax or an appellation for
their effort)

23. CONCLUSION
 Training plays an vital role in Samsung’s development.
 The training program of Samsung nearly fully provides employees with
skills and knowledge.
 It’s absolutely significant that HR staffs thoroughly understand their
company’s needs on human resources in order to establish a compatible
training system with efficient programs. More importantly, HR
department should also work to know the employee’s ability and
constraints so as to adjust the training courses for more efficiency.