Understanding Human Resource Management at Google

This article discusses the organizational structure, culture, leadership style, and functions of HRM at Google. It explains how Google's flat line structure, Charley Handy Model, and democratic leadership style contribute to employee engagement and motivation. It also highlights the importance of reward management and training and development in HRM.

Understanding human resource management

HRM
Introduction
Google is considered as one of the largest American Multinational technology companies that
focuses on the specialization in the internet related services and products. In this it also takes
into consideration the online advertising technologies, search engine and also cloud computing.
Headquarter of the company is on California, United states.
Answer 1
By focusing on the Google Company it can be stated that organizational structure of the
company is flat line. It can be evaluated that flat line structure is related with the operations
which are managed by the top management of the company. This structure assists to focus on
considering the responsibilities of the top management so that it can be easy to complete the
activities with efficiency and dedication. It can be analyzed that flat line structure emphasizes on
managing the risk and rewards by taking into consideration the entire performance of the
employees. In Google, training is offered to the employees and also it is the duty of the top
management to increase the engagement of the employees in making the accurate decisions
(Tracey et al., 2015).
Employee motivation is also increased by focusing on the overall capability of the employees. If
employees are motivated with their job then it can be easy for them to enhance the overall
productivity level in the workplace. The main responsibility is of managers to provide training
to the workers so that motivation level can be maintained. Also, rewards are considered as one of
the motivation factor for the employees that help to maintain the overall motivation level. It also
helps to maintain the efficiency (Reeve, 2014).
Answer 2
Charley Handy Model is related to the cooperate culture of the organization that assist to
increase the engagement of the employees in making decisions. It can be stated that there are
three types of culture which emphasizes on this model. One is task culture, person culture and
also the role culture. By focusing on the task culture in Google, it can be evaluated that it assists
to make the ideas for the employees so that activities can be finished with considering the overall
targets of the company. Also, it can be examined that workers of the company can easily share
1

HRM
their views and opinion so that it can be simple to generate innovative thoughts. Role culture in
Google also assists to offer new operations to the workers as it can help to maintain the overall
demand in the competitive market (Perova, 2016).
Training also increase the overall level of satisfaction of the consumers by offering proper
training to the employees so that it can be easy to earn more profits. So, it is necessary for the
training department to focus on giving training to the workers so that the activities can be
completed with more efficiency and it also help the company to attain large market share
(Phaopat and Mak, 2017).
Answer 3
Google consider democratic leadership style so that the routine operations in the workplace can
be managed in a proper way. By considering this style, the workers have an active participation
in the process of decision making that can assist the management in considering the right
decisions for the workplace. It is considered as an opportunity for the workers as it helps in
sharing the views and opinions which can positively impact the overall operations. In Google,
the workers participate in making accurate decisions so that the collection of the feedback can be
done properly. This style of leadership also assists in enhancing the overall level of employee
engagement and motivates the employees to give their best towards the assigned activities
(Perkins, White and Jones, 2016).
Democratic leadership style assists in maximizing the overall engagement level of the
employees. It has been evaluated that when the changes are made it is necessary for the
management to focus on taking feedback from the employees. If it is taken into consideration
then positive affect can be seen on the profits and also on the productivity of the company. The
workers of the company are also influenced to analyze the working pattern so that positive
results can be achieved. It also increases the teamwork and efficiency of the workers who are
managing the activities at the workplace (Bolman and Deal, 2017).
Answer 4
The functions of HRM are:
Reward management
2

HRM
Reward management is considered as an essential function in the human resource management.
It can be evaluated that strategies should be properly considered at the workplace. The reward is
given by Google by analyzing the overall performance and values of the company. The values of
Google are concerned to the fair wages that should be offered to the workers so that it can be
easy to motivate the employees to give their best. Google also focuses on analyzing the
employee’s performance and offer rewards so that equal opportunity can be attained by the
employees.
Training and development
It is necessary to be the part of human resource as it can assist to enhance the knowledge of the
employees. The workers are given training on the routine basis so that efficiency can be
maintained. The development of the employees also focuses on the skills. In Google, the workers
are trained so that operations can be managed with confidence. The human resource development
of the organization also emphasizes on the development of the employees. Training offers
knowledge to the employees in the workplace (Ford, 2014).
Conclusion
So, it can be stated that Google consider flat line structure and also focuses on the method of
training and development.
3

HRM
References
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Perkins, S.J., White, G. and Jones, S.E., 2016. Reward management: Alternatives, consequences
and contexts. Kogan Page Publishers.
Perova, T.V., 2016. Transformation of Corporate Culture in Conditions of Transition to
Knowledge Economics. International Journal of Environmental and Science Education, 11(11),
pp.4690-4698.
Phaopat, N. and Mak, C.W., 2017. Human Interaction of the Organization and the Organization
of Human Interaction: A 7R View. Theory and Applications in the Knowledge Economy, p.366.
Reeve, J., 2014. Understanding motivation and emotion. John Wiley & Sons.
Tracey, J.B., Hinkin, T.R., Tran, T.L.B., Emigh, T., Kingra, M., Taylor, J. and Thorek, D., 2015.
A field study of new employee training programs: industry practices and strategic insights.
Cornell Hospitality Quarterly, 56(4), pp.345-354.
4