International Human Resource Management | Google Case
Added on -2020-02-23
| 10 pages| 2727 words| 229 views
Trusted by 2+ million users, 1000+ happy students everyday
Showing pages 1 to 3 of 10 pages
Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENTUnderstanding International Human Resource PracticesName of the StudentStudent IDName of UniversityAuthor Note
2INTERNATIONAL HUMAN RESOURCE MANAGEMENTAnswer to Question 1:It is a matter of fact that Google as an organization maintains a unique workplace culturethat is beyond expectations for the most of the employees working in various organizations. Thework culture that Google maintains is not at all a typical corporate culture. The success of theorganization can be attributed to this kind of unique workplace culture. It is seen hat themanagement of Google tries to keep their employees satisfied and happy within the officepremises as it can be said that a general workforce is an asset of an organization, but a motivatedand committed workforce towards the organization is a precious of that company (Hatch andZilber 2012). It can be said that behind this unique workplace culture of Google, there is the mannamed Laszlo Bock, who is the head of People Operation Department of the organization, whichdepartment is widely known as Human Resources worldwide. The organization offers various perks to the employees like free breakfast, free haircuts,free health checkups, gaming facilities, free transportation, nap pods, gym and swimming poolsand many other benefits to keep the general workforce motivated and committed towards theorganization for the betterment of productivity and profitability as well (Briody et al. 2012).Looking at the success of Google, recently various organizations are trying to create a friendlyambience within the organization like Google has. The same work culture is present in Google’svarious branches in United States of America, China, Switzerland and Brazil. Statistically, it isfound that, employees of some organizations those support healthy habits like Google does,generally have eight times more dedication towards the organization (Hatch and Zilber 2012).Organization like Google, believes that interacting with colleagues give huge boost to thecreativity and confidence in the employees that increases the general productivity of the
3INTERNATIONAL HUMAN RESOURCE MANAGEMENTorganization. it is seen that working under such friendly work culture, almost sixty percent of theemployees come up with unique ideas that are beneficial for the organization.Identical work culture can be seen in every branch office of Google and that allows theemployees to give their best to the organization (Hillis, Petit and Jarrett 2012). The main mottoof Google is to keep the employees of the organization happy and motivated to increase theproductivity and profitability, as it is a matter of fact that, employees are the nucleus of anorganization and ensuring their happiness and satisfaction level should be the primary concern ofthe managerial body of the organization (Lester et al. 2012).Thus to conclude, it can be said that Google was established in the year of 1998, and theorganization reached the height of success after the organization has taken up various policies tokeep the employees of the organization happy and motivated towards the company. Thus, inshort it can be said that, the huge profitability of Google is highly based on their policies ofkeeping the general workforce happy and satisfied by providing them with the best facilities thatone can only imagine.Answer to question 2Zappos is a company that specializes in selling of shoes through online. The companytries on a constant manner to create a corporate culture so that the new employees can beattracted towards the job that is being offered by the company. The company tries to take betterdecisions regarding the culture of the organization so that it can keep the employees satisfiedwithin their environment. For the ease of completing this structure, the company has a wellmanaged Human Resources (HR) Department that helps in the hiring process of the employeeswithin the organization (Warrick 2017).
Found this document preview useful?
You are reading a preview Upload your documents to download or Become a Desklib member to get accesss