Samsung moderate talent, regardless of age, decided to develop a young executive at an early stage.
In addition to the personnel system reform in a way that even the abolition and reduction officer rank by standard steps for the period of stay. Also plans to convert the existing personnel evaluation system as absolute evaluation Anyone can get a top rating in accordance with the strict relative evaluation 'performance in the way. Samsung Electronics is the aim of moving away from vertical organizational culture is through seniority with them and provide a horizontal organizational framework of cooperation and communication between center staff.
Samsung has announced a new personnel system reform was the main point to the same content in 29 days. The personnel reform is expected to be implemented from next year 2022. The SEC changed the new personnel system is only five years. Samsung has a bar subjected to institutional reform to advance to the last bone in 2016 to simplify rank them.
Meanwhile, Samsung Electronics employees laid personnel system innovation way through such online daetoronhoe and tiered opinions. The company said that finally listening to the comments targeting works councils, trade unions and department heads and Organizational Culture 1,000 personnel of each organization's decision to develop a detailed operational plan.
The personnel system innovation is the way to ▲ to moderate talent, regardless of age and nurture young executive at an early stage and provide a wide range of career opportunities ▲ and ▲ grounds for talent, and create a culture of cooperation and communication.
■ ranks by abolishing the standard period of residence... Introduced promoted session,
The personnel system is planned to boldly moderate talent regardless break the seniority and age. The goal of implementing the Samsung Type Fast Track (Fast-Track) to foster young executive at an early stage.
First, the 'Executive Vice President, ranks as vice president Lightning integration and reduced drastically the officer ranks phase. At the same time plans to build a foundation for early discharge talented young abolished the rank-specific standard length of stay, which was the basic conditions of employees promoted.
The introduction of the rank-specific standard retention period 'promotion sessions, to verify the place of performance and professionalism from various angles to abolish.
Delete the rank and cleanup information listed on the company's intranet, and also abolished the official announcement promoted party were in progress in March each year. Add to mutual respect and internal official communication to spread the culture of care is expected to be a mutual use honorific 'principle.
Another excellent personnel and the introduction of senior track system that allows continued to work even after retirement. Wihaeseoda to foster an aging population cliffs and cultural receives a preemptive response to changes in the environment and to respect the value of the accumulated technology and experience.
■ it offers a variety of career development opportunities... Can be moved to another department employee worked more than five years
Samsung Electronics is fostering talent through a variety of career opportunities based on talent and the best philosophy laid grounds that can grow with the company they're Spreading the unlimited capabilities.
The official granting 'in-house FA (Free-Agent) system, introduced a qualification that can move in the same division for the employees who worked more than five years in different departments. This will provide opportunities for capacity building through various job experiences.
In addition to introducing the 'STEP (Samsung Talent Exchange Program) system, a new plan to train a new generation of global leaders candidates. This system is a program that's excellent selection of young workers in domestic and overseas subsidiaries conducting period of interchangeable working.
Also, the 'maternity leave re-boarding program provided in order to minimize the career interruption due to parental leave will support the reinstatement when a soft landing.
Plans to install a shared office on the main base so that you can concentrate on business without regard to time and place. Such as providing flexible and creative work in-house café, library-type autonomous working environment built for John 'Work Anywhere prompt (Work From Anywhere) policy it will also be introduced.
■ Switch to the absolute evaluation in the performance management system 'relative evaluation... Mutual cooperation and strengthen communication
Front and introducing performance management systems to enhance the competitiveness of the entire company. Depending on the results from the rigorous evaluation opponents' way anyone is going to switch to the absolute evaluation to receive a higher rating. However, the highest rating for the recognition and motivation for a high-performance cookie are operated in the same way as existing within 10%.
Support and creation of their employees and introducing a 'Frequent feedback to constantly discuss the department heads and work in progress to encourage growth through work.
Further, complementing the existing assessment process goes by one person and department heads will be introducing a pilot peer (Peer) Review 'to encourage collaboration between employees. Avoid the side effects common with peer evaluation shall apply the method to create a collaborative contribution to the narrative without a classification.
Samsung Electronics said, The HR system through innovation, employees can have immersed more autonomous business and is expected to build a future-oriented corporate culture to grow with the company, said Samsung leap of 100 years company in the future continuously converges to the employees' opinions in order to strengthen the competitiveness for the plans to improve the personnel system, he said.