Human Resource Management at Facebook

This assignment delves into the human resource management practices at Facebook, highlighting the company's approach to recruitment, employee performance, and talent development. It also examines the challenges faced by Facebook in implementing effective HR systems and provides insights into the company's strategies for overcoming these obstacles.

ASSIGNMENT 1
PHAM NGO Y NHI – GBD19907

ASSIGNMENT 1 FRONT SHEET
Qualification BTEC Level 4 HND Diploma in Business
Unit number and title Unit 3: Human resource management
Submission date 4/10/2020 Date Received 1st submission 4/10/2020
Re-submission Date Date Received 2nd submission
Student Name Pham Ngo Y Nhi Student ID GBD19907
Class GBD0804A Assessor name Nguyen Minh Hai
Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand
that making a false declaration is a form of malpractice.
Student’s signature
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P1 P2 P3 P4 M1 M2 M3 D1 D2
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 Summative Feedback:  Resubmission Feedback:
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Table of Contents
I. Introduction:..................................................................................................................................................... 1
II. Methodology:................................................................................................................................................... 3
III. The purpose of the HR function:................................................................................................................... 3
IV. Functions and The key roles and responsibilities of the HR:.........................................................................3
1. Roles of HR Management..............................................................................................................................3
2. Functions of HRM:......................................................................................................................................... 4
2.1. Managerial Functions:............................................................................................................................4
2.2. Operative Functions:.............................................................................................................................. 5
V. How Facebook finds and keeps talents:..........................................................................................................11
1. Find talents:.................................................................................................................................................11
2. Keep talents:............................................................................................................................................... 11
3. Evaluation of how the HRM strategies and functions helps the company in attracting talents and
developing skills to achieve its business objectives:...........................................................................................13
4. Assess how the functions of HRM can provide talent and skills appropriate to fulfil business objectives:.14
VI. Approaches to recruitment and selection of Facebook:.............................................................................14
1. Explanation of strengths and weaknesses of different approaches to recruitment and selection:.............14
2. Evaluate the strengths and weaknesses of different approaches to recruitment and selection:................17
3. Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection in
HRM of Facebook:.............................................................................................................................................. 17
4. Recommendation for Facebook’s Recruitment and Selection:...................................................................18
VII. The benefits of different HRM practices within an organization for both the employer and employee:....18
VIII. The effectiveness of different HRM practices in terms of raising organizational profit and productivity:. .19
IX. Explore different methods used in HRM practices within an organizational context:................................20
X. Critically evaluate HRM practices and application within an organizational context:.................................20
XI. Recommendation:.......................................................................................................................................21
XII. Conclusion:.................................................................................................................................................. 21
References............................................................................................................................................................. 22
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I. Introduction:
Welcome to Facebook,
Facebook is a leading US social media and technology company with more than 16 years of operation. We build
technologies that help people connect with friends and family, find communities, and grow businesses. We are
proud to be known as one of the companies with a dynamic working environment and excellent human
resources with 52,534 employees working in 64 offices worldwide. We will always try to promote our human
resources more in the future with a good working environment with full of deserving benefits to help them
develop their own skills in the best way.
About Facebook:
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Mission: Give people the
power to build community
and bring the world closer
together (Facebook, 2020).

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Culture: At Facebook, we are constantly
iterating, solving problems and working
together to connect people all over the
world. That’s why it’s important that our
workforce reflects the diversity of the people
we serve. Hiring people with different
backgrounds and points of view helps us
make better decisions, build better products
and create better experiences for everyone
(Facebook, 2020).
Vision: People use Facebook to stay
connected with friends and family, to
discover what’s going on in the world,
and to share and express what
matters to them.

Objectives:
According to CEO Mark Zuckerberg, Facebook no longer wants to offer short-term solutions to the new year.
Instead, he has a vision to 2030, the long-term goal is to expand into augmented reality glasses, make large
investments in small businesses, find ways to promote "new forms of governance", develop "ethe next
computing platform”and building “new private social platform (Paul, 2020).”
II. Methodology:
The report uses data from books, internet and from the Facebook website. In addition, the report is based on
some opinions of interviewed candidates and experience working at Facebook (opinions are shared online).
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Facebook’s Five Core Values:
Focus on impact
Move fast
Be bold
Be open
Build social value

III. The purpose of the HR function:
As recruiting and retaining employees has become a major problem in the tech and social media fields,
Facebook has developed a highly skilled HR department. The purpose of human resource management (HRM) is
to ensure that labor laws are properly implemented and that workers' interests are met without any
exploitation (Jiang et al., 2012). The purpose of this Facebook human resources management includes the
implementation of best practice approach and soft model of HRM, where the employees are considered as
assets, and the organizational goals are met by motivating the workforce.
IV. Functions and The key roles and responsibilities of the HR:
Definition HRM: Human resource management (HRM) is a comprehensive and coherent approach to the
employment and development of people (Armstrong, 2014).
1. Roles of HR Management
 Administrative
 Clerical administration, recordkeeping, legal paperwork and policy implementation
 Major shifts - Use of technology and outsourcing
 Operational and Employee Advocate
 Cooperate with managers and supervisors
 Identify and implement needed programs and policies in the organization
 Strategic
 Address business realities
 Focus on future business needs
 Fit between human capital and business plans and needs
2. Functions of HRM:
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Figure 1. Functions of Human Resource Management (profshraddha, 2017).
Functions of Human Resource Management Includes: Managerial Functions and Operative Functions
2.1. Managerial Functions:
Workforce Planning: The following definition of workplace planning was produced by the CIPD (2010a: 4):
‘Workforce planning is a core process of human resource management that is shaped by the organizational
strategy and ensures the right number of people with the right skills, in the right place at the right time to
deliver short- and long-term organizational objectives (Armstrong, 2014).’
For Facebook: CEO Mark Zuckerberg plans to pursue work remotely because of the epidemic. As a result,
Facebook plans to recruit 10,000 engineers and production staff this year, and build three new centers in
Atlanta, Dallas and Denver to occasionally summon remote workers here (ictnews, 2020).
Organizing:
It is a process that refers to identifying and grouping of activities to be performed, defining and delegating
authority, specifying responsibility and establishing relationships to enable people to work together effectively
in accomplishing objectives.
For Facebook: After recruiting and selecting candidates to work for its project, Facebook proceeds with the
process of allocating the appropriate positions for each employee as well as the active team to deploy and
specifies who will be "Key seat".
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Directing: Directing/leading is the process of activating group efforts to achieve the desired goals.
For Facebook: Facebook HRM decentralizes, defines responsibilities and establishes relationships to enable
people to work effectively together in order to trigger team efforts to achieve desired goals.
Controlling:
It is the process of setting standards for performance, checking to see how actual performance compared with
these set standards, and taking corrective actions as needed.
For Facebook: Through performance evaluation, specifically 360-degree feedback, Facebook easily assesses and
controls the performance of the HR department's activities. Facebook's HR department conducts periodic
reviews to ensure that its employees are on the right side of their tasks taking corrective action if needed.
2.2. Operative Functions:
a. Recruitment and Selection:
Potential Facebook recruits typically go through four or five interviews intended to gauge the candidate's talent
and cultural fit:
- Phone interview: Assesses the professional experience and passion for the company.
- Technical phone interview with someone who already has the job the candidate is applying for.
- Interview on site: Includes an office tour to take some of the pressure off the candidate and help them
open up.
- Hypothetical and logic questions: Test how they would respond on the job and how they think.
- The remaining interviews are subject to the role and department. For example, coding interview.
 Differentiation strategy:
Acqui-hiring is a unique corporate practice - haven’t found a single firm that can match Facebook’s signature
recruiting practice of acqui-hiring. Acqui-hiring is where you acquire (usually smaller firms) primarily for their
talent, rather than for their products or customers. Until its recent Instagram purchase, almost all of Facebook’s
acquisitions had as a primary goal to acquire technical talent. The added advantage of this practice is that you get
a whole “intact team” that if integrated correctly, can be productive almost immediately. “Acquiring the firm” may
be the only way to capture “startup/hacker mentality” talent that wouldn’t on their own ever consider applying
for a job at a large corporation, even one as exciting as Facebook (Sullivan, 2013).
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However, the difference between Instagram and Facebook is based on an important cultural factor: Facebook's
motto is "Move fast and break things", while Instagram's core motto is "Handle everything. with caution "has
created many challenges for Facebook. That is evident in the departure of Kevin Systrom and Mike Krieger (two
Instagram co-founders) leaving Facebook in 2018. The departure of both could put pressure on Facebook because
of talent from recruiting to buy back from Instagram can be shaky. Facebook faces pressure from many sides and
needs to unify the Instagram staff and linkages among members.
b. Training and Development
Definition: Training and development refers to educational activities within a company created to enhance the
knowledge and skills of employees while providing information and instruction on how to better perform
specific tasks.
For Facebook:
- Since 2007, the company hasn't really trained people.
- It caused a lot of misunderstandings in product architecture, caused performance problems, and caused
quite a crisis in the company.
- In 2008, Facebook began a program led by engineer Andrew Bosworth called Facebook Bootcamp.
o A seven week on-boarding program
o For new engineers and project managers
Bootcamp Program: Engineers and project managers are immersed in the company’s code, and start
working on projects that end up live on the site within a week of their start date.
o It’s not just about getting people up to speed
o The training emphasizes maintaining high standards
o Identifying internal leaders that are good at teaching
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o Making sure people have mentors
o Letting engineers learn by fixing real problems
Facebook’s key Training, Learning & Development objectives:
o To promote respect
o Foster a culture of continual learning
The company's L&D approach is designed:
To attract its talented millennial employees who aspire to:
Autonomy Learning
Feedback Advancement
Facebook’s Engage Coaching Program provides new managers
o with one-on-one sessions
o to help them develop effective people management skills
o with an executive coach
Facebook’s FLiP (Facebook Leadership in Practice) program
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1
2
3
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The FLiP program goes deep into:
o Leadership best practices
o Case studies
o Team-building
o Coaching circle exercises
Facebook University (FBU) for Engineering
o is a paid eight-week training program
o designed to provide mobile development experience
o for students who are historically under- represented in
computer science
o the eight-weeks is broken down by three- weeks of mobile
development training
o followed by five-weeks of hands-on project experience
o work in a team of 3 on mobile projects with product team
How to apply to FBU
c. Performance Evaluation:
Definition: As defined by Aguinis (2005: 2): ‘Performance management is a continuous process of
identifying, measuring and developing the performance of individuals and teams and aligning performance
with the strategic goals of the organization.’
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For Facebook:
Although some Fortune 500 companies are dropping out of performance reviews, Facebook is standing firm
by conducting biannual 360-degree feedback. The company also facilitates a continuous flow of real-time
feedback, allowing employees globally to give and receive feedback. Facebook is doing a great job. It is
based on results obtained from employees and managers using online tools. The 360 review is
recommended to include no more than five peers and has two questions: What was this person’s impact
this year, and how can he or she increase this impact? Managers give employees ratings that are used to
determine compensation (Pratap, 2019).
Figure 2. Performance Evaluation of Facebook (Goler, 2018).
d. Reward systems:
Definition: Reward management, defined as the processes of deciding how people should be rewarded and
of ensuring that reward policies and practices are implemented (Armstrong, 2014).
For Facebook:
Facebook employees receive very special perks. Employees get 21 days of paid leave for full time. Employees
who intend to have children while working at Facebook are really lucky. They get 4 months off with 100% of
their salary. In addition, Facebook also provides childcare expenses and a cash amount of $ 4,000 to address
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the needs of new parents. Facebook employees are provided with 3 meals a day, so Facebook employees
basically don't have to cook.
Facebook gives its employees high salaries as well as employees who come up with new ideas are well
rewarded. in addition, they also have suitable remuneration that allows employees to meet their basic
needs such as clothing, accommodation and food. In particular, Facebook pays employees $ 600 per month
to live within 1.6 kilometers of Facebook headquarters.
V. How Facebook finds and keeps talents:
1. Find talents:
Facebook receives 250,000 job applications per year. But Mark Zuckerberg said: “I will only hire someone to
work directly for me if I would work for that person”. So there's a favorite interview question for job
candidates, which helps them find employees who are perfect fits: "On your very best day at work - the day
you come home and think you have the best job in the world - what did you do that day?" Not every
candidate gets this question, but Kalinowski (Facebook's head of global recruitment) says it's very popular
among interviewers at Facebook because of its effectiveness. When they ask questions, they're trying to see
what the candidate is really passionate about and whether that innate interest matches what Facebook is
looking for.
Moreover, Facebook also seeks talent from top US universities like Harvard. In addition, Camp Hackathon,
where contestants from the contest final held by Facebook will be present and winners will receive prizes
and a summer internship offer is also a way Facebook finds talents. In particular, Facebook also seeks talent
by acqui-hiring, this is a unique corporate practice and employee referral “Ninja Hunts” (employers often ask
a group of employees to gather thoughts on all their friends to see if some of them are great engineers for
Facebook, and Ninja is the name of a excellent engineer).
2. Keep talents:
Facebook has some of the best people manag ement methods in the world. It ensures all of its employees
are well motivated and helps retain them. Its first motivating factor is to make sure people do what they like
best. For example, company engineers often have a chance to decide which part of the company they fit
into. They also have the opportunity to choose the team they want to belong to to have a meaningful impact
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on the company (McCracken 2015). In addition, Facebook attracts its employees by having a good working
environment and culture. According to McCracken (2015), workspaces at Facebook are designed in a way
that allows employees to have chance meetings. At the same time, Facebook Campus has many kitchenettes
located in different areas of the campus. This allows employees to have short meetings with their
employees, probe what others are doing, and be able to receive new suggestions and ideas on how to solve
a certain problem. Their employees can freely interact with their colleagues in various places including its
kitchen, where it offers free meals.
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Figure 3. Survey by Payscale job website
It's important to note that Facebook strives to keep its employees in terms of on-site company-provided services like good
remuneration, car wash, health insurance, free food, on-site education and other employee benefits. They are very
attentive to the staff's meals, so the staff is served breakfast, lunch, dinner and coffee with a daily changing menu. In
particular, Facebook gives its employees competitive remunerations. Employees who come up with new ideas are also
well rewarded. Appropriate remuneration allows employees to meet their basic needs such as clothing, accommodation
and food. A company that pays its employees well, bonuses and incentives help its top performers stay engaged without
having to worry about finding work elsewhere.
Besides, Mark Zuckerberg, a leader that all employees of Facebook appreciate is a strong point for Facebook to attract
talent and develop skills to achieve its business goals. According to Winkler (2010), points out that transformational
leaders exhibit ideal charisma and influence so their followers will trust, respect, and learn for their outstanding abilities
and accomplishments.
Ultimately, Facebook responds to employees' need for self-realization by assigning them exciting new tasks to keep them
engaged and continue to expand their boundaries. Working on an app that transforms the way people connect with
others helps keep the top performers in the company alive (Barbradozier, 2017).
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3. Evaluation of how the HRM strategies and functions helps the company in attracting talents and
developing skills to achieve its business objectives:
Facebook engages and motivates its employees by having a good reward management system, the right leadership and
teamwork strategies, as well as an effective culture and structure. The company's culture always ensures its employees
work in areas where they can give their best. As a result, company employees have the opportunity to choose the field
they want to work in immediately after recruitment. Another way to stay motivated is to offer competitive compensation
and other workplace benefits. To Facebook, employees are the most valuable asset. It also allows its employees to work
on challenging tasks, while allowing employees to participate in an extensive six-week training program with the option to
give them opportunities to develop personal skills.
Further insight into Facebook's hiring process can be found in their core values. Spelling these out so clearly both helps
ensure the right candidate is chosen for the company, and also provides insight to hiring managers when choosing
candidates.
In particular, compared to Apple, Facebook has relatively good people management skills and many opportunities to
attract talent. Because Facebook's culture is different from Apple Computers, where employees sign a strict nondisclosure
agreement. At Apple, the culture is so strict that design engineers aren't allowed to talk to other employees about what
they're doing. While Facebook's culture is supposed to encourage creativity and innovation by encouraging its employees
to hack a lot. However, hacking here means discovering the product's weaknesses and improving it, not for bad intentions,
and Apple's culture is meant to protect corporate innovation from competition (Barbradozier, 2017).
However, Facebook needs to learn more about teamwork from Google (which values both personal and teamwork) to
develop employees' skills and achieve business goals.
4. Assess how the functions of HRM can provide talent and skills appropriate to fulfil business objectives:
Facebook activities with a vision of people use Facebook to stay connected with friends and family, to discover
what's going on in the world, and to share and express what matters to them. To do so, the company operates
on year of value - Focus on impact, Move fast, Be bold, Be open, Build social value. Therefore, to ensure that
business operations are based on these values and that customer needs are met, Facebook needs to ensure that
its employees are motivated and develop skills.
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Business goals can only be achieved with the help of an employee. In technology and social media, employees
represent the company by serving customers. Therefore, the employee's service needs to be enhanced to meet
the needs of the customer. Therefore, it is the responsibility of human resource management to ensure that
they are hiring and hiring the right staff for the right job with the necessary skills. Furthermore, they also need
to train and motivate the workforce so that they have the skills to meet business goals. Therefore, HR managers
are responsible for ensuring that hired employees are delegated to the correct department according to their
skill set and knowledge level in order to achieve business goals.
VI. Approaches to recruitment and selection of Facebook:
1. Explanation of strengths and weaknesses of different approaches to recruitment and selection:
a. Recruitment:
Recruitment is the process of finding and engaging the people the organization needs (Armstrong, 2014). The
two different approaches to recruitment and selection are internal and external:
- Internal Recruitment: In the context of internal recruitment, the employees, which are a part of the
existing workforce, are identified and shifted to fill the vacancies. The types of internal recruitment and
selection are – transfers, promotions, referrals and change of nature of employment from contractual to
permanent basis (DeVaro and Morita, 2013).
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Strengths Weaknesses
 The morale of a promotee is usually high.
 The firm can better assess a candidate's
abilities on the basis of prior work
performance.
 Recruiting costs are lower for some jobs.
 The process js a motivator for good
performances by employees.
 The process can aid succession planning,
future promotions, and career development.
 "Inbreeding" of employees may result in a less
diverse workforce, as well as a lack of new
ideas. Individuals not promoted may
experience morale problems.
 Employees may engage in "political" infighting
for promotions.
 A development program often is needed to
transfer employees into supervisory and
management jobs.
 Some managers may resist having employees
promoted into their departments.
- The external process of recruitment is defined as the method of hiring the right employee for the right
job at the right time from the pool of applications received from the candidates, not part of the existing
workforce (Holm, 2012). The methods of external recruitment are – media advertisement, direct
recruitment, campus placement, employment exchange and e-recruitment. Most effective recruitment
methods.
Advantages Disadvantages
 New employees bring new perspectives that can
be applied to business opportunities and
challenges.
 Training new hires may be cheaper and faster
because of prior external experience.
 New hires are likely to have fewer internal
political issues/challenges in the firm.
 New hires may bring new industry insights and
 The firm may not select someone who will fit well
with the job and the organization.
 The process may cause morale problems for
internal candidates not selected.
 New employees may require longer adjustment
periods and orientation efforts.
 The recruiting process may take more time and
resources.
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expertise.
 Potentially larger applicant pool generated by
search efforts.
 Recruiters often must evaluate more applications.
b. Selection:
Selection is that part of the recruitment process concerned with deciding which applicants or candidates should
be appointed to jobs (Armstrong, 2014).
 About Facebook’s selection: Facebook has a typical but thorough selection process. It starts with phone
interviews with prospective employers and team members. The candidates then tour the campus for
face-to-face interviews and sightseeing. The tour is to make candidates feel welcome and help them
relax before they sit down to answer questions. In particular, the most asked interview questions were:
“On your very best day at work - the day you come home and think you have the best job in the world -
what did you do that day?” to find the best person for the job effectively among the many candidates
they consider. In addition, engineers and developers are required to complete take-home coding tests or
whiteboards. The questions are designed to be simple enough to explain and should take no more than
30 minutes to solve. Interviewers were also asked to consider how candidates approached the problem,
in addition to the answers they gave.
2. Evaluate the strengths and weaknesses of different approaches to recruitment and selection:
Internal Facebook’s Recruitment and Selection: Facebook has used internal recruitment channels such as
message boards, employee email announcements, website announcements, employee exchange forums and
internal newspapers of each employee and unit. In addition, Facebook will transfer personnel between offices
from countries around the world such as Singapore, China, etc.
External Facebook’s Recruitment and Selection: Facebook has a lot of outside human resources to recruit.
Facebook recruits online, recruits offline, ... Especially, FPT has large human resources from famous universities
in the United States.
 In the internal recruitment method, employees are dismissed from their current job roles and
transferred or promoted to others. However, in the case of an external method, applications are invited
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from the labor market to fill created vacancies within the organizational structure. On request,
Facebook's HR department uses both techniques to fill vacancies. For example, when HR employees
recognize an employee's consistent effort to fulfill company goals and long-term commitment to the
organization, they promote the employee (Vermeeren et al., 2010). Such a move not only motivates
employees but also helps the company save costs in the recruitment process. Since promoted
employees are already part of the company, they are well aware of the company's policies and rules and
that a detailed introduction process is not required. Only training in the job roles and tasks is sufficient.
Likewise, when human resources management feels the need to attract new talent to the company, they
adopt an outsourced hiring approach, providing them with plenty of options, albeit a long process.
3. Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection in
HRM of Facebook:
Facebook usually conducts an outside recruiting process, especially from prestigious universities in the US such
as Harvard. Especially for the position of technical engineer, the human resources department conducts the
recruitment process outside because this is a job that needs a lot of creativity and innovation. According to
Østergaard et, (2011), the outside recruitment process provides employees with new ideas that lead to
innovation. For example, newly recruited graduates will be enthusiastic to work hard and demonstrate their
ability to achieve company goals faster. However, this process takes time and even increases the staffing budget
as it requires advertising vacancies and conducting detailed interview rounds to choose candidates that really fit
the culture of Facebook.
In the case of internal recruitment mentioned above in this HRM section, if HR feels that the employee becomes
frustrated and frustrated with their existing job, they will use the relocation option. transfer department jobs so
that employees are retained and developed during their careers. According to Holtbrügge et al, (2010), although
internal recruiting is fast and cost-effective, it creates a vacancy in Facebook, which again needs to be filled
which makes the process lengthy and ultimately dependent on external recruitment.
4. Recommendation for Facebook’s Recruitment and Selection:
Facebook has been very successful in recruiting people. However, Facebook should focus on internal
recruitment rather than external recruitment. Facebook can promote internal recruitment among company
members. Internal cross-hiring has two benefits for Facebook.
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Firstly, Facebook is very famous for its "Hacker way" culture, which is a culture that promotes innovation and
creativity of each individual in a strong team. Internal cross-hiring is essential, as current Facebook employees
are familiar with this culture. In addition, Facebook wants members to comment on the development of the
company's operations. So an employee who understands the culture is better than a new employee who needs
training in Facebook culture.
Second, internal recruitment costs are lower than external recruitment costs. Cross-recruitment will help
managers arrange human resources suitable for the job position that the corporation is in need. Rather than the
costs of hiring thousands of outsiders for a few positions, it would be much better for existing employees with
the right qualifications for those positions. That helps corporations save time, cost and the possibility of success
higher. Therefore, I suggest Facbook should promote internal recruitment for a number of reasons above.
VII. The benefits of different HRM practices within an organization for both the employer
and employee:
Reward Management: One of the most important HRM methods is performance and rewards management.
The Facebook HR department monitors employee performance and evaluates it based on expected
performance. Based on the results achieved, employees are provided with feedback and even monetary and
non-monetary rewards for their efforts and performance. Such systems instill a sense of motivation in the
workforce, that they think the company is looking for them and appreciate their efforts (Armstrong, 2010). In
the event of performance differences, the employees will receive training in them. They can hone new skills and
learn new knowledge that will enable them to develop their careers. On the other hand, a motivated workforce
leads to high retention rates and better performance leading to more efficient and faster achievement of
company goals.
Training and development: Planning training and development sessions are an essential part of HRM practice,
namely Bootcamp Program, FLiP program, Facebook University (FBU), etc. The training would help the
employees in learning new skills, being updated with changing the market and learning new knowledge, thus
accelerating their career growth (Salas et al., 2009). On the other hand, Facebook would benefit from a more
skilled workforce possessing the necessary skills and competency for their job roles.
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VIII. The effectiveness of different HRM practices in terms of raising organizational profit
and productivity:
With the growing competition in the industry, poaching of employees from rival companies has become a
common phenomenon creating retention problems. Therefore, Faecbook HR needs to be sure that their HRM
practices are well planned and implemented to help increase the overall efficiency of the organization.
For example, in human resource management, through a performance and rewarding management system, HR
employees provide valuable feedback to employees from which they learn about their strengths and
weaknesses. This information motivates employees to participate in training sessions conducted within the
company. Hence, seeing a company's efforts to improve employees' performance and support their career
development will motivate employees. Employees develop a sense of loyalty to the company and work with all
their dedication and strength to achieve their goals and objectives that combine the overall success of the
organization (Ceylan,2013).
Therefore, for Facebook, the motivated workforce becomes the most valuable asset. A motivated workforce
that directs all their wills, efforts and skills for the benefit of the company; thus, promote growth. When
employees deliver the best performance, Facebook can achieve higher profits by improving their quality and
productivity. Specifically, Facebook's fourth quarter of 2019 net profit increased 7% year-on-year to $ 7.3 billion,
while revenue increased 25%, to $ 21 billion with the number of monthly social media users. increase 8% to 2.5
billion people (TTXVN, 2020). Training and development ensure that employee competency levels are increased
and that the company benefits from it (Lamba&Choudhary, 2013). They get better performance from their
workforce when they have an advanced skill set in the performance of their duties.
IX. Explore different methods used in HRM practices within an organizational context:
HRM practices must be implemented by human resources staff so that the company and employees can get the
maximum benefit out of them. The first method used in Facebook's various HRM practices is to use the 360-
Degree feedback system. This approach is implemented by Facebook twice a year as well as people-centered
and instantly benefits and influences leaders, groups and entire organizations. This model emphasizes the needs
and interests of the employees so that the training and development sessions are planned and employee
rewards are planned. For example, through this method, employees can check their own perceptions, recognize
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previously unprecedented strengths and perceive individual blind spots for modification. Through this approach,
management can motivate the workforce and get better performance on their part.
Another method of HRM practices is the best practice approach. With the use of the best approach, the
organization reaches its goals by motivating its employees. The key to this method is motivating employees,
forming amicable employee relations and reducing absenteeism and attrition rate (Björkman et al., 2014). At
Facebook, the HRM hosts weekly discussion sessions where the employee needs are investigated, their
problems are resolved, and their suggestions are taken. This act motivates the employees and proves to be
beneficial for the Facebook company in both the short and long run.
X. Critically evaluate HRM practices and application within an organizational context:
According to Caligiuri (2014), who mentioned human resource management, reward management is the most
effective tool of motivating and retaining staffs. The reward management system includes not only financial
incentives and bonuses but also recognition and appreciation and salary structure. Tiwari and Saxena (2012)
state that financial compensation is the strongest motivation tool that helps the company raise employee
productivity. Therefore, in managing this human resource, by distributing rewards to their employees, Facebook
needs to increase the employee's staff and overall productivity of the organization, leading to higher
profitability and achievement of spend faster.
Furthermore, the training improves the staff's knowledge and skill set, making the Faecbook more capable and
even suitable for higher positions. Therefore, these expenses cannot be considered a waste because employee
productivity after training courses will bring high profit and revenue benefits for Facebook to offset training
costs.
XI. Recommendation:
Attach much importance to personal influence: The mantra "make an impression" of Facebook makes all employees in
the company operate mainly based on personal influence. This can be considered a real problem for Mark and his
associates, because if each individual wants to influence personally, the spirit and strength of the team will not be fully
promoted. enhance teamwork ability for employees. If the slogan "make an impression" encourages the belief of
independent work, personalization, Facebook should create a similar slogan, but for a group to motivate their teamwork
spirit and there are rewards for teamwork.
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Strengthen the direction, supervision and concern of all levels of management: Facebook needs to have clearer
regulations, decentralize more to managers, require managers to supervise, promote and must provide more specific
instructions for their employees as well as prescribe, bind the responsibility of reporting, contribute employees' opinions
to management levels (increase the influence of managers). But a more remarkable thing is that the supervision, urge or
support of information of managers must be based on constructive faith, based on the organization's open and friendly
dissipation. feeling restrained or pressuring the staff. This will help the organization's operations better and make
Facebook a desirable destination for potential candidates.
Work environment lacks privacy at Facebook. The role of communication is good for less stressful work in the company
and for healthy corporate relationships, but overusing this factor also creates some discomfort. For employees, because
there is no private space between each person, this can also reduce productivity when employees feel cold. feel
uncomfortable. Facebook's HR department needs to redesign the workplace to be more suitable to create an open space
for the purpose of increasing communication within the organization while respecting employee privacy. Specifically, for
some workplace positions such as computer desks, it is necessary to design dividers between the staff separations, so that
employees will feel more comfortable.
XII. Conclusion:
Facebook's human resource management details the purpose and function of human resource management in
the context of business operations. As a leading social media company, the company continually requires an
active team of employees to achieve the organization's goals and meet the needs of its customers. Therefore,
through internal and external recruitment, HRM hires the right staff. The report includes a discussion of the
strengths and weaknesses of both recruitment and selection methods as well as its impact on the organization's
operations and success. Facebook's HRM section discusses the functionality of HRM starting with recruiting,
selecting, recommending, training, developing, evaluating performance and rewarding. The secret of Facebook's
success is also due to a creative and dynamic work culture. Its culture and its HRM practices promote innovation
and performance, are exemplary and inspire others. It's a successful company that values its human capital. By
investing in human resources, Facebook has produced rewarding results and satisfied employees and users.
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