Samsung has a powerful influence on South Korea's economy and was a major driver of its growth. It aims to create a truly global leadership culture that brings innovation to diverse markets through products like phones, entertainment, education, and healthcare technologies. Samsung is looking for outstanding global talents to join them and help shape their future. The document then discusses Samsung's employee retention strategies, which include hiring the right people, empowering employees, treating them as valuable assets, providing feedback and recognition, and maintaining a healthy work environment. It also covers reasons why employees leave, the retention process, and the importance of managers in retention.

1. Samsung Employee Retention
Maged Elsakka

2. SSaammssuunngg
 Samsung has a powerful influence on South Korea's economic
development, politics, media and culture, and has been a major driving
force behind the "Miracle on the Han River". Its affiliate companies
produce around a fifth of South Korea's total exports. Samsung's revenue
was equal to 17% of South Korea's $1,082 billion GDP.
 At Samsung, we are permanently committed to creating a truly global
leadership culture
 that is as diverse and vibrant as the markets we serve, and the products
we make.
 Only with our unique breadth and massive global reach can our people
bring joy to people
 through phones, media & entertainment.
 Or, with our Smart School Solutions and growing range of portable
medical devices,
 improve lives by spreading education and healthcare to the parts of our
global civilization that need it most.

3. SSaammssuunngg
 With our endless ability to predict the next big wave (and create a
few of our own),
joining Samsung Electronics will put you in touch with the future –
and keep your career at the cutting edge of tomorrow's
technology.
 We are looking for outstanding global talents and future leaders,
who are welcome and vital for us as we grow and evolve into a
truly Global enterprise.
We are on the cusp of the next chapter of our history. So join us.
And make a real contribution to shaping our future, and bringing
the next big thing to life.

4. WWhhaatt iiss eemmppllooyyeeee rreetteennttiioonn

5. eemmppllooyyeeee rreetteennttiioonn ssttrraatteeggyy
 1. Right people (Hire).
 2. Employee empowerment.
 3. Employee being the most valuable asset.
 4. Believe In Your Employees.
 5. Provide them information and knowledge.
 6. Feedback on their performance.
 7. Recognize and appreciate.
 8. Keep their morale high.
 9. Create a “Healthy environment”.

6. these pprraaccttiicceess ccaann bbee
ccaatteeggoorriizzeedd iinn 33 lleevveellss::
1) Low Level Employee Retention Strategies
2) Medium Level Strategies for Employee Retention
3) High Level Strategies

7. pprreesseenntt sseeccaannrriioo ooff eemmppllooyyeeee
rreetteennttiioonn ssttrraatteeggyy
Leaving of an organization for more pay.
Incentives can increase productivity.
Running away from responsibilities.
Measures to increase employee
satisfaction will be expensive

8. Reasons WWhhyy eemmppllooyyeeeess lleeaavvee
This are the results Cont…
Managers’ poor
supervision
Lack of growth potential.
Lack of recognition
Do not enjoy their job
Inadequate pay
Job is not challenging
Overwork
Work and life in-balance

9. RReetteennttiioonn ppRRoocceessss

10. aanndd tthhee RReessuulltt ooff ggoooodd RReetteennttiioonn
ppRRoocceessss iiss lliikkee tthhiiss

11. foR that theRe aaRRee ssoommee RReetteennttiioonn
ssuucccceessss mmaannttRRaass
This are the key area And the result is like this
 Transparent Work Culture
 Quality of Work
 Supporting Employees
 Give empowerment

12. hoW to manage eemmppllooyyeeee RReetteennttiioonn
This is the three stage process And follow this process
 Identify the cost of
employee turnover.
 Understand why employee
leave.(exit interview).
 Implement retention
strategies.

13. hoW to RReettaaiinn eemmppllooyyeeee
 Top talent wants to work
for the top companies.
 Build it and they will
come.
 Recognize and reward
over and over again.
 Don't take them for
granted.
 Know what their
competitor does.

14. ccoonnttiinnuuaattiioonn

15. Top 7 Ways To Improve eemmppllooyyeeee rreeTTeennTTIIoonn
aanndd rreedduuccee eemmppllooyyeeee TTuurrnnoovveerr eexxaammppllee
ccIIssccoo ,,llGG aanndd ddllFF
1. Hire the best and avoid the rest.
2. Orientation program for new employees.
3. Provide flexible work place.
4. Learning new skills and advancing their career is just
as important as the money they make.
5. Early warning detection system
6. Look for triggers.
7. Identify and weed out poor managers.

16. HoW To ccrreeaaTTee aa WWIInnnnIInnGG
eemmppllooyyeeee rreeTTeennTTIIoonn ssTTrraaTTeeGGyy??
Performance.
Communication.
Loyalty
Competitive
advantage.

17. HHooWW TToo rreedduuccee eemmppllooyyeeee TTuurrnnoovveerr
Extract DIAMONDS
among the stones
Giving a finishing touch
to your Diamond
Compensation package
for those who make
your organisation worth

18. WHy IIss aa GGoooodd mmaannaaGGeerr
IImmppoorrTTaannTT??
A Good Manager:
1. Healthy Workplace
2. Enriches and enlivens an employee’s work
3. Talent management
4. Develops a culture of loyalty

19. mmaannaaGGeerr rroollee IInn eemmppllooyyeeee
rreeTTeennTTIIoonn ssTTrraaTTeeGGyy
 Creating motivating
environment
 Standing up for the
Team
 Providing coaching
 Delegation
 Extra Responsibility
 Focus on future
career

20. manaGer’s rroollee IInn eemmppllooyyeeee
rreeTTeennTTIIoonn
Retention
◦ keeping desirable employees
Attrition
◦ loss of personnel
Career Planning
◦ bottom-up view of right people in right place
Succession Planning
◦ top-down view of right people in right place

21. SSaammssuunngg Retention
The resignation rate is 5% for Korea-based employees and 15.6% for
overseas employees. Samsung Electronics
actively analyzes the factors behind employee turnover and reflects these
findings in its HR management
policies. We also operate a career development center to help retiring
employees find new jobs or start new Business .

22. SSaammssuunngg Retention
Reasons Given for Resignations:

23. Labor and Human Rights
Samsung Electronics abides by all labor and human rights laws in each
region it operates and strictly enforces
a ban on child labor, forced labor and workplace discrimination, in
accordance with articles 4, 6 and
16 of the company’s rules of employment. In addition, we strictly abide by
the 24 ILO conventions ratified by
the South Korean government. Samsung Electronics believes that mutually
beneficial development through
collaboration should be the basis of its labor relations management. The
company operates a Management-
Labor Council that inspects overseas operation sites and utilizes other
communication channels to monitor

24. CCaappaacciittyy DDeevveellooppmmeenntt ::

25. SSaammssuunngg Remuneration
Wage by Region
Samsung Electronics is complying with minimum wage laws in all
countries. It pays up to three-times the
minimum salary in regions in order to help improve the welfare and
quality of life of its employees.

26. Employee Injury Management
Although the rate of employee injuries increased in 2011 compared to 2010, 68% of
injuries occurred during sports activities conducted at company social events.
Samsung Electronics has since published a safety guideline and implemented a
program to raise awareness of the importance of stretching and other exercises
to prevent injuries in non-industrial activities.
We are also conducting regularly scheduled health and safety trainings on a wide
range of issues, including industrial safety and employee health management.