Human Resource Management (Google)

In this document we will discuss about Human Resource Management (Google) and below are the summary points of this document:- Google's actions following the firing of 48 staff members for harassment, with the company implementing new policies requiring senior staff to disclose relationships with co-workers. The report also discusses HRM issues, including a lack of diversity in positions of power and the need for continued training, open dialogue between male and female staff, and the importance of employees using their power and influence to promote positive change. The HR department is responsible for ensuring a positive workplace culture and must take all complaints seriously, while also avoiding the defense of bullies. The report offers various recommendations for improvement.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
(Google)
Name of the student:
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Author Note

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Executive summary
Sundar Pichai, the CEO of Google banned 48 of their employees who were accused of misbehaving
in the form of sexual harassment at the workplace. This is seen as the unwelcome sexually
determined act that includes sexually colored remarks, physical advances and contacts, demands to
have sex by actions and words. This can also be defined as the repeated and unwelcome of different
types of sexual looks, physical contact and comments at work that offends others. Now, they are
bound to ensure that the best measures are taken against those accused people. Here, in this study, a
summary of the case study is demonstrated. Then the main HRM concerns that have taken place are
to be analyzed and the related relevant ideas, systems and theories are discussed. These are
beneficial for the human resource department of Google. Apart from this, different recommendations
are analyzed that are helpful for the future of Google.

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Table of Contents
1. Introduction:......................................................................................................................................3
2. Summary of the event:.......................................................................................................................3
3. Primary HRM issues:.........................................................................................................................4
4. Discussion of future recommendations:............................................................................................6
5. Conclusion:........................................................................................................................................8
6. References:........................................................................................................................................9

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1. Introduction:
It is revealed by the chief executive of Google, Sundar Pichai that they have fired 48 of their
staffs. They are indulged in harassing other since a couple of years. Further, the company has
upgraded to need every vice presidents and senior vice presidents for disclosing the relationship with
co-workers irrespective of reporting line or the presence of conflict. Moreover, they are committed
to assuring that their workplace is secured to perform the best tasks and severe measures must be
taken against the people who are found to be misbehaving.
In this report, a short summary of the happening is evaluated. The primary HRM issues
occurring are analyzed and they are discussed related to the relevant concepts, theories and
frameworks. Besides, various recommendations are provided for the future.
2. Summary of the event:
It has been stated in an open letter by the CEO that the business has turned out to be dead
serious regarding security and make an inclusive workplace. Moreover, as per the Times article, the
company has been able to suppress the allegations of misconduct against their three senior
executives. One of them is the developer of Android technology, Andy Rubin, who has received an
enormous package of severance during 2014 (Pendergraft, 2019). At that time, Larry Page the chief
executive and Google co-founder asked for the resignation of Mr Rubin as the corroborated
allegations of Google investigations that are made against him 2013. This is also confirmed through
various sources who have spoken to the situation of anonymity of the Times. This has cited
confidentiality agreements and fears regarding retribution to speak out. The various terminated
managers have not received the pay of severance. Moreover, it is also noted by Mr Pichai that
among those people who employment has been terminated, none of them has gained any severance

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package (McDonald & Charlesworth, 2016). Further, the email that is signed by Eileen Naughton,
the vice president of people operations, claimed that as the employees can use the internal tools for
reporting cases for inappropriate behavior in an anonymous manner. As per Sara Charlesworth, a
quarter of women has reported gaining experience of harassment at work since the past five years. It
was revealed by an email that Google have supported and respected to the people who have spoken
out. One can see various ways to do that to say or do something.
3. Primary HRM issues:
The professionals of human resource are the protectors of the workplace culture. They are
also the purveyors of different corporate conscious. The life-cycle of the employees starts and ends
with the HR department. They are expected to perform practical tasks overseeing the consciousness
and culture of the business. Then they never need the employees to file complaints as the
employment of the company goes on. The HRM has to take all the complaint seriously irrespective
of the source. The human resource of Google, like other organizations, have probably come across
few staffs in their career who have the habit to visit their department to discuss the displeasure about
matters that are outside the immediate sectors of liability (Anku-Tsede et al., 2018). However, it is
seen that the human resource management of Google there has been an issue where they have
redirected the employee to the proper department or have helped them in strategizing with
reasonable solutions. As they have managed the problems successfully, most of the complaints could
have been resolved very fast (Boyle & Wallis, 2016). At first, the HR has overlooked that there is
the necessity to enhance the diversity in various positions of influence and power in the entire
industry. They have witnessed the shift in paradigm having the current removal of various leaders.
They have possibly more to come in the current future. These HRM professionals have been in high
place in leading various conversations across the harassment, inclusion and diversity of every kind in

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the workplace. These efforts are needed to go above and then beyond the standardized yearly
training. This has no actual; accountability to different types of continued learning (Bernstein, 2018).
Further, there has been a lack of open and honest dialogue taking place between male and
female staffs that are mediated by the professionals of HR occurring immediately (Harris, McDonald
& Sparks, 2018). This must be done without any concern that is classified as been too sensitive.
HRM of Google has lacked the fact there should be simple steps of actions that every people,
particularly men at work could continue to help to move the dialing over sexual harassments. They
must have listened for various signs regarding how their experience might have affected their self-
esteem. Career path and performance (Henning et al., 2017). Moreover, they must have asked for
recommendations regarding how they could do better at the workplace. The female could be made to
speak out the men are found to be making an insensitive disparaging and disrespecting comment
about their co-workers and the address that in that moment. The HR could have provoked the female
employees by stating that silence equates to the agreement. They must be informed by saying the
comment on the co-worker is not proper and requires to reconsider how the views about the women
should be at any workplace (Clark, 2015).
Further, the HR has lacked the knowledge how many employees have been maltreated, like
the promoting of opportunities, parity on compensation and have the voice heard in team meetings
could be spoken to anyone who has the ability to make a difference (Friborg et al., 2017).. The HR
would have informed the employees to use their power and voice of influence at any possible place,
instead of concern for how they perceived the male counterparts (Schultz, 2018).
Additionally, the representatives of the human resource have not adequately determined that
they have been defending the bully inadvertently as harming the targeted standards significantly.
Besides, the professionals have needed to carry out vital initiates of the organization. This includes

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the dealing with disputed of an employee. This has been serving as the liaison taking between
Google and the employees (Muhonen, 2016). This has drafted and enforced the organizational
procedures and policies. Here, one of the challenges in garnering more attention at Google and
among HR professionals has been the phenomenon of communication of bullying at workplace
(Harnois & Bastos, 2018). Further, it can be analyzed that bullying at the workplace is a persistent,
negative and extreme form of emotional abuse. This has been gained mainly through nonverbal and
verbal communications. The definition of workplace bullying for the HR professionals at Google has
been much more complicated. Since this is principally gained through different types of adverse
communication, the researchers of Google has lacked the suitable measure to explore how the
professionals of HR has not been making sense of the problem (Prunas et al., 2018).
4. Discussion of future recommendations:
HRM of Google can combat with the harassments through adopting the stand-alone and
assault policies or revising the existing systems. This is assuring that the policy is distinct from the
common conduct or harassment of the employee. Further, this requires highly sensitive and
specialized handling.
 First of all, the HRM must provide the policies to the initial working day and must be
accessible easily to the website of Google.
 They must clearly define what behavior comprises of the harassment and assaults.
 Them they must clearly outline how they make any complaint, the rights the specific
complaint and the accused have been within the process of investigation and to whom the
claim can be made. They must also understand how the ultimate determination can be made
and who has been making that what the probable penalties are.

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 Further, Google can modify their zero-tolerance policies towards the harassments. The policy
can be implemented through proper training, controlling and handling of complaints.
 The high training to the human resource personnel must be to deal with various types of
sensitive harassments and complaints against the assaults, conducting interviews with
witnesses, collect proofs and staying stuck to the procedural fairness principles. Moreover,
they must also provide the harassments of the staff training and education systems.
5. Conclusion:
The authority of Google must suggest the staffs to talk to their HRM regarding retaliation
and idea of retaliation. They must have policies in handbooks that demonstrate the fact the retaliation
is not tolerated. Further, they should also check in with staffs complaining to assure that they never
feel to be tolerated. The victims must not hang back till they come to HRM. The human resources
must also visit them. It is seen from the above study that how a zero tolerance policy is created and
the processes must be deployed to investigate and address the bullying at workplace. Constant
mandatory workplaces must be provided to the training against workplace bullying. The bullies must
be held accountable for the actions and the bullied staffs must be supported. Further, the authority
must be empathetic and listening to the staffs, led by example, commit through developing a bully-
free company and raise awareness regarding workplace bullying through different anti0bulling,
blogs, newsletter events.

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6. References:
Anku-Tsede, O., Nuako, E. A., Arthur, R., & Yiadom, A. S. B. (2018, July). Workplace and Sexual
Harassment: Time to Take a Second Look at the Law?. In International Conference on
Applied Human Factors and Ergonomics (pp. 133-140). Springer, Cham.
Bernstein, A. (2018). Preventing sexual harassment in the workplace. Nursing And Residential Care,
20(7), 344-346.
Boyle, M. J., & Wallis, J. (2016). Working towards a definition for workplace violence actions in the
health sector. Safety in health, 2(1), 4.
Clark, J. R. (2015). A little sex in the workplace. Air medical journal, 34(3), 132-133.
Foote, W. E. (2016). Sexual harassment: what forensic clinical psychologists need from social
scientists. Psychological injury and law, 9(3), 253-264.
Friborg, M. K., Hansen, J. V., Aldrich, P. T., Folker, A. P., Kjær, S., Nielsen, M. B. D., ... &
Madsen, I. E. (2017). Workplace sexual harassment and depressive symptoms: a cross-
sectional multilevel analysis comparing harassment from clients or customers to harassment
from other employees amongst 7603 Danish employees from 1041 organizations. BMC
public health, 17(1), 675.
Harnois, C. E., & Bastos, J. L. (2018). Discrimination, Harassment, and Gendered Health
Inequalities: Do Perceptions of Workplace Mistreatment Contribute to the Gender Gap in
Self-reported Health?. Journal of health and social behavior, 59(2), 283-299.

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Harris, R. J., McDonald, D. P., & Sparks, C. S. (2018). Sexual harassment in the military: Individual
experiences, demographics, and organizational contexts. Armed Forces & Society, 44(1), 25-
43.
Henning, M. A., Zhou, C., Adams, P., Moir, F., Hobson, J., Hallett, C., & Webster, C. S. (2017).
Workplace harassment among staff in higher education: A systematic review. Asia Pacific
Education Review, 18(4), 521-539.
McDonald, P., & Charlesworth, S. (2016). Workplace sexual harassment at the margins. Work,
employment and society, 30(1), 118-134.
Muhonen, T. (2016). Exploring gender harassment among university teachers and researchers.
Journal of Applied Research in Higher Education, 8(1), 131-142.
Pendergraft, G. (2019). Controversy over gender differences and free speech at google.
Prunas, A., Bandini, E., Fisher, A. D., Maggi, M., Pace, V., Quagliarella, L., ... & Bini, M. (2018).
Experiences of discrimination, harassment, and violence in a sample of italian transsexuals
who have undergone sex-reassignment surgery. Journal of interpersonal violence, 33(14),
2225-2240.
Schultz, V. (2018). Reconceptualizing Sexual Harassment, Again.