Samsung Human Resource Management Case Study

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To cope with the dynamic environment, the Strategic Human Resource Management should be introduced to the organization’s operation. SHRM refers to the approach which is used to manage people for the sake of achieving the organizations goal by integrating HR strategies, policies and practices with business strategies. (Armstrong, 2011) Three main models are usually used to achieve high performance in the organization, which are the Universalist approach, Contingency approach and Resource Based View. It is crystal clear that through the contingency approach. Samsung reacts to the external environment by align its human resource with the demand of the business strategy (Buchanan, 2013). Samsung reacts to the consumers’ demand by merge and acquisition, Its annual reports have repeatedly emphasised that how it focuses on the internal human resources development, however the post-merge and acquisition process is seldom mentioned. In its sustainability reports, Samsung even admitted that it was too focus on only foster the talent but overlooked how the human resource issue and how its business strategies should be aligned. (Samsung, 2016) It is estimated that Samsung started to reallocation its internal sources, especially the human resources. Therefore, the resource based view approach should be introduced to Samsung, as it focuses on how the organization obtain competitive advantages through reorganization of its internal resource, in which human resource is included, in order to exploit their internal strengths. It suggested that human resources can provide competitive advantage for the business as long as it is difficult to imitate by its (Choi, 2015) Workers experiences injure or illness at workplace can contribute to employee stress, job dissatisfaction, and turnover intention and subsequently it affect overall work performance and organizational commitment. (McCaughey, 2013) To solve the problem, it is believed that improving the workplace environment is a must, but it is only curing not healing. Delve into the culture seems to be a way to find out the reasons of negligence in its workforce, as Hofstede Cultural Dimension theory suggested that, (Buchanan, 2013), values, beliefs and attitude that carry out by the workforce are influenced by the culture where the workforce are

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