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HUMAN RESOURCE MANAGEMENT

INTRODUCTION: The industry that we have taken is LG Electronics and SUMSUNG. We have studied the training and development programs of both the companies and we have substantiate the differences with the need for training required for both the organizations and we have formed third organization and provided a session plan for the duration of the program, outlining the method of training and trainer information. LG ELECTRONICS: LG Electronics is a global electronics company headquartered in Yeouido, Seoul, South Korea. LG Electronics is the world's second-largest manufacturer of Television sets and third-largest producer of mobile phones. It is the flagship company of LG Group, one of the world's largest electronic conglomerates. The company has 75 subsidiaries worldwide that design and manufacture televisions, home appliances, and telecommunications devices. LG Electronics owns Zenith Electronics and controls 37.91 percent of LG Display. TRAINING AND DEVELOPMENT OF LG ELECTRONICS: LG have an exclusive agreement with the College of Law, so all of their future trainees complete the LPC with them in Moorgate. LG will sponsor trainees through their studies and keep in regular contact so that their transition into the firm is as smooth as possible. Once they are in LG, they will complete the professional skills course and be trained on all of their systems. LG will ensure that they have all the information that trainees need, from a thorough initial induction through to seat-specific guidance and firm-wide seminars, so that they can make valuable contributions right away.

WORK LIFE BALANCE PROGRAM IN LG:

LG Electronics offer their employees work life balance program for all level employees. employees are our most valued asset, LG provides flexible programs, resources, and tools to help them create their own balance between their work and their personal lives. These resources range from an extensive resource and referral service to generous maternity and paternity leave policies and flexible work arrangementsall as a means to help employees attain this important balance. LG realizes that happy, healthy employees make LG a better place to work and a more productive company. Global Internship / Co-op Programs We operate a global summer internship program that pairs LGE staff with Korean students studying at overseas universities to carry out joint projects. The students get the opportunity to apply the theory they learn in classes to real-world R&D and business activities, and to become exposed to LGEs corporate culture. The corporate also accesses quality R&D talent by carrying out periodic exchanges of personnel and technology with domestic and foreign universities.

Specialty Development Programs The job training programs offered to LGE staff are custom-tailored to each employee, based on annual performance evaluation results. They also provide employee development programs at the Company level. Global Manpower Training Programs LGE operates domestic and overseas Training Centers (Paris, Sao Paulo, Singapore, Beijing, Nanjing, Dubai, and India) that serve as the focal points of the corporates HR development programs. Using our Learning Net intranet facilities, the Centers coordinate education programs, online education, foreign language courses, book learning and special lectures.

Business Leader Programs Since 2007, LG Electronics has operated PBL (Product Business Leader) and RBL (Regional Business Leader) programs to train future business leaders. A list of future CEO candidates is drawn up from leaders who have demonstrated a high potential and have excelled in such areas as PBL and RBL training, action learning, and high-risk tasks, including deficit-ridden businesses or new businesses.

Expert development programs

Expert Development Program (EDP) is designed to be a low-risk, high return package for organizations looking to add Web-Based Training (WBT) to their roster of training offerings. While there are numerous authoring tools currently available on the market, and a variety of vendors offering courses on how to use those tools, there has thus far been no consolidated solution that: Teaches people how to develop effective online learning materials Provides a simple tool for building those materials, with output. Supports the development process with structured coaching. Degree program: LGE offers degree programs to all its employees and it helps them to gain theoretical knowledge on certain areas of specialization. Career development and lifelong Education LG Electronics understands how important it is to foster manpower in its bid to make itself The People Company. That is why it operates programs to nurture global business leaders and experts by job category as well as running lifelong learning programs. As a consequence, employees at LGE are given every opportunity to reach their maximum potential in terms of their capabilities. Labor-management communication LG Electronics guarantees the freedom of assembly and collective bargaining and vitalizes labormanagement communication based on a relationship of mutual trust. As a result, LGE is now recognized as an exemplary case in labor-management relations.

< Labor-Management Relations at LGE >

< Labor-Management Communication Structure >

Fair Evaluation and rewards

LG Electronics believes strongly that people should have proper incentives to put forth their best work, and that good work should be amply rewarded. We therefore operate an objective and transparent evaluation and bonus system that takes into account both individual and team-level performance.

Personnel Evaluations LGE has established clear and rational corporate-wide job evaluation standards, and employs them as part of an HR system that assigns incentives and bonuses in a fair manner. Personal evaluations are carried out semiannually for office staff, and multidisciplinary leadership training is provided to team leaders once per year. Technical staff are evaluated semiannually using job specific criteria that may include knowledge, teamwork, personal responsibility, leadership, management potential and individual performance. Personal Functional Capability Development After assessing the results of individual performance evaluations, LGE sets future Functional Capability Development targets for each employee, devises customized plans and targets, and helps employees to reach their targets through ongoing monitoring and training. SAMSUNG: The Samsung Group is a multinational conglomerate corporation headquartered in Samsung Town, Seoul, South Korea. It is South Korea's largest chaebol and the world's largest conglomerate by revenue .with an annual revenue of US $173.4 billion in 2008. The Samsung Group comprises numerous international affiliated businesses, most of them united under the Samsung brand including Samsung Electronics, the world's largest technology company by sales. Samsung Heavy Industries, the world's second largest shipbuilder. TRAINING AND DEVELOPMENT:

Samsung Electro-mechanics Co., Ltd. announced that they will offer as much as KRW 30 billion of financial support for four areas, including training management improvement, financial funding, educating prospect executives and training employees, to lay a foundation for their management strategy of mutual growth with partner, which has been underway since 2004. Until 2006, financial assistance of KRW 15.1 billion was provided. Also, at the end of 2006 Samsung was being recognized for their achievement and received the Presidential Award for cooperation between large and small-to-medium sized companies. According to Samsung's differentiated management program pursuing mutual growth, the purchase strategy center formed the purchasing advancement team, a task force for supporting partner company. The TF team carries out their activities in four areas, among which we would like explain the mutual growth strategy and contents of three sub-areas which have the most demand from partner companies, including management innovation activity and technology innovation activity, and mutual growth business.

Employee Training Program The human resource development program, aiming at building a foundation for mutual growth and improving business ability of partner companies, focuses on relative week points of each company and contributes to enhancing abilities to run business independently through a variety of programs including six-sigma education, professional education, examiner certification education, benchmarking advanced companies, and training.

Prospect executives education program: Exective education program gains conceptual understanding and pratical knowledge within the context of Global and Asian business. It provides a rich diversity for both cross- cultural learnings as well as business networking.

6-sigma education: Samsung Electronics Co. (SEC) has used a number of quality tools and techniques for process and product improvement. Six Sigma has recently been added to upgrade these techniques and improve SEC's competitive position in world markets. As a foundation for Six Sigma, SEC focused on developing its internal resources to put innovation first in the development, design, manufacture, and marketing of its products and the growth of its employees. Cyber home study program: SAMSUNG gives cyber home study program to its employees. It focuses challenges dealing with the granularity and aggregation level in the designing phrase. TPS training: The employees learn TPS (Transaction processing system) from their managers/supervisors/mentors and form on the job training and not from books or by attending seminars. The knowledge is transferred continuously. SUMSUNG creates a culture of lean leadership, developing their own lean leaders, as opposed to using external help/consultants. These lean leaders then teach the managers and supervisors not only the lean tools but their roles and responsibilities. Benchmarking Advance Company oversees programs: Benchmarking is the process of comparing one's business processes and performance metrics to industry bests and/or best practices from other industries. Dimensions typically measured are quality, time and cost. Improvements from learning mean doing things better, faster, and cheaper. SUMSUNG provides training program to its employees in Benchmarking Advance Company oversees. DIFFERENCES WITH THE TRAINING AND DEVELOPMENT PROGRAMS OF BOTH THE COMPANIES:

In LG Electronics overall training is given whereas in SUMSUNG training is given to the weak employees in the organization. Work life balance training is given in LG whereas in SUMSUNG work life balance training is not given. In LG degree programs are offered to the employees whereas in SUMSUNG executive education program is offered. In LG, Global internship/ c o-op program is offered whereas in SUMSUNG internship programs are offered under future executive training program. In LG, training program like personal development and lifelong training is offered to the employees and whereas six-sigma and TPS are given as a employee training in SUMSUNG.