Human Rights > Talent Development

Training Effectiveness and Performance

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

DX Division hosts STaR (Samsung Talent Review) Week twice a year, allowing employees to explore and enroll in a wide range of our training courses. In 2025, 67% of our employees participated. To continuously improve our capabilities, we also offer online learning resources that are accessible at any time.

DS Division holds an annual Talent Fair, providing employees with the opportunity to apply for necessary training programs and discuss their career paths with their team leader. Additionally, employees can apply for their desired courses year-round through the DScovery system.

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 summarizing key program performance results
Program Participants Duration Satisfaction* Job Relevance
Manager Coaching Program 539 3 days 96% 90%
Leadership Development
Program for Part Leaders		 1,139 1 day 95% 91%
One Team Program 542 3 days 93% 92%
Digital Marketing Simulation 518 3 days 98% 96%
Cost & Financial Literacy 75 2 days 100% 94%
Using a 5-point scale, the percentages represent the combined ratings of "Satisfied" and "Very Satisfied."

Number of In-house Certified Experts

A table summarizing the number of certified in-house experts by program
Field Program Certified Individuals
in 2025
AI AI Expert 42
AI Specialist 540
GenAI PowerUser Level 4 134
S/W Associate Architect 706
Architect 66
Senior Architect 2
Best Reviewer 652
Data Science Level 2 and above 970
R&D Mold Engineering Expert 13
Manufacturing and production technology Factory Management Expert 9
CS Quality Management Expert 13
Sales and marketing Digital Marketing Level 3 20
Purchasing CPSM* 39
Design Design AI Specialist 15
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 updatedJune 26, 2026