International Human Resource Management | Google

Added on -2020-02-18

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0Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENTInternational Human Resource ManagementName of the StudentName of the UniversityAuthor note
1INTERNATIONAL HUMAN RESOURCE MANAGEMENTTable of ContentsAssignment 1...................................................................................................................................2Assignment 2...................................................................................................................................5Assignment 3.................................................................................................................................11Assignment 4.................................................................................................................................14References and bibliography.........................................................................................................19
2INTERNATIONAL HUMAN RESOURCE MANAGEMENTAssignment 11. Google is an organization that leads the way when it comes down to supporting theiremployees, making them happy and helping them be productive. The different offices andcampuses all across the globe mirrors the organization’s overarching philosophy of becoming thehappiest and the most productive workplace all over the world. It is very well documented thatGoogle possesses a unique culture and not a typical corporate culture. Google’saccomplishments can be accredited to their culture. They have employed people who have beengiven the sole job of keeping all employees happy and at the same time maintaining productivity.Some might think it is too controlling, but this is the way this world changing organizationoperates. Many companies are following Google and catching up fast, boosting their employeeengagement activities and motivation by means of including employees in creative activities andpresenting them with rewards that would assist them in enjoying their work and feel good aboutthemselves (Gillett 2016). Google’s success completely depends on collaboration and innovation. Everything that theycarry out is in the direction of making things easy for all the employees. As all operations happenon one floor, it has assisted in removing psychological barriers for interaction and that has beenattempted to be preserved. Among the innovations that have sprang up from such interactiveoffice encounters, Google Art Project is one of them. It has helped put millions of museumworks online. There are also enhancement innovations like AdSense and AdWordsadvertisingplatforms. To travel around the huge extended floors, Razor scooters are used that present with achance to move across a large conceivable gathering space, including large open spaces, nooksand corners with whimsical furniture. Every year Google, gets more than 2.5 million ofapplicants, which is approximately around 7000 per day and 5 per minute. The most important
3INTERNATIONAL HUMAN RESOURCE MANAGEMENTthing is that Google goes through each one, in all their branches. Across all their offices incountries like USA, China, Brazil and Switzerland, Google provides perks like free meals, freehealth check-ups, free grooming sessions, free dressing makeovers, subsidised massages, gymsand swimming pool facilities, video games, on-site physicians, death benefits and many more.This culture has paid off for Google, with them being steadily ranked as among the best places towork (Manjool 2013). 2. Zappos is an organization that consciously builds and reinforces their corporate culture.The work environment that they provide for their employees might not be feasible for every jobsearcher or suitable for every employee. But, for those whom the culture fits, they thrive whileworking at Zappos. Zappos very consciously decides what type of corporate culture they requireand they accordingly support that culture with the help of all human resources and managementwork strategies. The organization defined their corporate culture with the help of ten core values.The human resources management strategies that were determined, different employee jobdescriptions, the recruitment and retention process, on-the-job training and the daily worldenvironment repeat and strengthen these core values along with the employees, partners,customers and visitors of the company. These core values of Zappos are:Delivery of “WOW” with the help of serviceEmbracing and driving changeCreating fun and a little quirkinessBeing adventurous, imaginative and open-mindedPursuing growth and learningBuilding open and honest relationships with communicationBuilding a positive team and creating a family spirit among all employees
4INTERNATIONAL HUMAN RESOURCE MANAGEMENTDoing more things with less resourcesBeing passionate and determinedBeing humble (Zappos.com 2017)Every day, Zappos is taking special actions for reinforcing their culture of an interactiveworkplace that is also a bit weird. This makes sense for most of the call center employees. Theseideas can be taken where possible and used for reinforcing specific cultures in a workplace. AZappos, the training team trains their employees in each of the above-mentioned core values.Therefore, each employee gets to know the same message, learns the core values and even learnshow to behave according to the expectations of living the core values each day at work. AtZappos, the hiring process is more like a form of courtship instead of a conventional recruitment.Before every employee is hired, he or she would meet and interact with multiple employees andgenerally attend any type of sectional or company event. It permits the employees who do notpartake in interviews in meeting the potential employee informally. For Zappos, cultural fit isserious and their hiring process is slow. It has happened that months have passed between apreliminary cultural fit interview with an HR recruiter and a real job offer. If any possibleemployee fails passing the cultural fit interview he or she is no more invited for meeting with thehiring manager and other employees of the organization. While not every hire has to wend thisslow road, cultural fit is the first thing Zappos hires for. The interviewers have with themselvessome behaviorally based questions for the candidates, based on which they attempt atilluminating the congruence of any candidate by means of each of the Zappos core values thatwere discussed previously. This interviewing approach permits interviewers in assessing acandidate’s prospective capabilities for fitting within the culture and display prerequisite skills.Every interviewer has some specific feedback regarding the candidates; some of them need
5INTERNATIONAL HUMAN RESOURCE MANAGEMENTconsent from the interviewers, some need vote. The interviewers enter comments straight insidea computer system. They answer some precise questions, which are followed by some free formsfor assessing their thoughts regarding the candidate’s fit at Zappos (Pontefract 2015).An HR consultant, who would review the work culture at Zappos, he or she would find it abit different to implement all those elements in their own organization. Following a similarhiring process, the selected candidates would be spending their first one-month training andlearning to respond to customer needs. This would act as introduction to the soul of the business,also acting as a practical method to serving customers all through. There would be no concept oftemporary employees. The initial training would assist employees in helping their customersprofessionally. Pay raises would be provided on the basis of skills and capabilities. Skill testsneeds to be passed and then pay raises would be received. All managers would be expected tospend at least 10-20% of their time in helping employees work as a team. Managers would alsohave the responsibility of maintaining and promoting the organizational culture. The HRdepartment would be involved in deciding the retention of any employee or hiring one. Forreinforcing organizational culture, performance evaluations would take place regularly. Thesenior management would look out for building career paths within departments, while makingsure all employees are completely capable of serving customers. Similar to Zappos, customerservice would be the only way of sustainable advantage (Feloni 2016). Assignment 2 Sending high potential delegates and chairmen abroad is ordinary practice for someoverall affiliations and empowers them to use their workforce's present aptitudes to lead ordevelop an area office or deal with a widespread wander. Working in another social setting can

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