Lessons from HRM Strategy of SAMSUNG and Other Global Leading Companies

This study aims to draw implications to Korean and Asian companies after comparing Samsung and global leading companies on staffing, training, and developing strategy. As we know, Korean companies including Samsung have only human resources but no other significant natural resources. Without natural resources, however, Samsung and other Korean companies play an important role in upgrading the Korean economy for the last several decades. Samsung adapted and changed its HR strategy to ever changing business environment. It still continues to change even more deep and atypical approaching changes in business environment. By comparing Samsung and other global leading companies, we found the difference in people-looking perspectives among those companies and in ways to controlling and managing state and cultural differences. The implications may provide the representative best practice of Korean-style HRM to many Asian companies. To confront with environmental changes, companies have issues all the time on hiring good employees and developing them for enhancing problem-solving capabilities. The most important issue in these days is the lack of ability in estimating the severity and width of future changes. To overcome this, company should improve employees’ ability to adapt the situation and reduce the mistakes with future-oriented HRM strategies. So, it is very important to analyze the hiring and developing human resources of ever-lasting excellent companies. However, there is no one best solution. In this paper, four types of employee development and training are classified and representative companies are explained briefly. Companies that want to survive and prosper under severe and unexpected business environment changes, its own staffing and development strategy should be managed and upgraded all the time.