Human Rights > Talent Development

Training Effectiveness and Performance

We strive to create a culture of self-learning and personal growth for all employees.

We host STaR (Samsung Talent Review) Week twice a year, allowing employees to explore and enroll in a wide range of training courses. In 2024, 63% of our employees participated. To continuously improve our capabilities, we also offer online learning resources that are accessible at any time.

Furthermore, we offer vocational courses in business strategies, AI, data science, factory management, and supply management to cultivate experts who blend theory with practice. Through diverse leadership programs, we aim to develop leaders capable of thriving in a constantly evolving business landscape.

All in-house training programs are systematically evaluated based on the Kirkpatrick Model, targeting those who have completed the courses. This multi-faceted analysis of training effectiveness helps us further refine our talent development strategy.

Key Program Performance

A table showing the results of key training programs, including the number of participants, duration, satisfaction*, and job relevance.
Program Participants Duration Satisfaction* Job Relevance
Manager Coaching Program 2,706 3 days 98% 99%
Leadership Development Program Following 360° Team Leader Assessment 659 1 day 96% 93%
One Team Program 1,071 3 days 94% 91%
Digital Marketing Simulation 222 3 days 96% 95%
Cost & Financial Literacy 80 2 days 100% 99%
* Using a 5-point scale, the percentages represent the combined ratings of "Satisfied" and "Very Satisfied."

Number of In-house Certified Experts

A table showing the number of in-house certified experts in 2024 by field and program.
Field Program Certified Individuals
in 2024
SW Associate Architect 684
Architect 65
Best Reviewer 839
Data Science Level 2 and above 1,092
R&D Mold Engineering Expert 19
Manufacturing & Production
Technology		 Factory Management Expert 3
CS Quality Management Expert 19
Purchasing CPSM* 43
* Certified Professional in Supply Management

Work Performance Management Processes

We ensure systematic performance management by focusing on the performance and skill development of employees based on each department's Ground rules. This includes annual goal setting by employees, coupled with regular feedback and annual performance reviews by managers.

We also provide HR policy training sessions for managers and employees to improve their comprehension of the performance management processes. In addition, we develop and distribute a performance management guidebook for managers to support the smooth implementation of HR policy.

Establishment of Team Ground Rules (January)

Build a consensus on job responsibilities and performance evaluation guideline
Establish how managers will manage performance and provide Continuous Feedback

* A guide for establishing individual goals, difficulty criteria for goal achievement, key performance indicators for team goals, and operational principles for Continuous Feedback.
Goal setting (January~February)

Based on Team Ground Rules,
Establish individual goals in alignment with team and sub-unit objectives

* Ensure team alignment toward a shared goal and encourage the pursuit of stretch goals.
Ongoing feedback (year-round)

A two-way communication method that allows mutual feedback between managers and employees
through frequent one-on-one coaching

* Recommended at least 2 or 3 times a year to improve evaluation fairness, and strengthen employees' performance management and career growth.
Peer review (October)

Provide a range of feedback from peers for managers to reference and actively utilize in the career development of employees

* Peer reviews provide insights related to colleagues’ professional
strengths and areas for improvement or development.
Last updated June 27, 2025