International Human Resource Management

This document provides an introduction to International Human Resource Management and discusses the background and objectives of Google Corporation.

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International Human Resource Management
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9/26/2019
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International Human Resource Management 1
Contents
1. Introduction..............................................................................................................................2
1.1 Background of Google Corporation......................................................................................2
1.2 Google objectives..................................................................................................................2
1.3 Current business performance...............................................................................................3
2. HRM Practices.........................................................................................................................5
2.1 HR strategies..........................................................................................................................5
2.2 Employee development.........................................................................................................7
2.3 Staffing strategy.....................................................................................................................8
2.4 Training..................................................................................................................................9
3. Conclusion..............................................................................................................................11
3.1 Conclusive thoughts of Google case....................................................................................11
3.2 Critical analysis when compared to another........................................................................12
3.3 Recommendations for future strategies...............................................................................12
References......................................................................................................................................14

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1. Introduction
1.1 Background of Google Corporation
Google corporation is one of the largest technology company based in America that has
specialized in products and service related to internet and it has included the search engines,
online advertising technologies, hardware and software and cloud computing. The company was
founded in 1998 by Sergey Brin and Larry page (Abdulraheem Sal, 2016). The parent
organization of Google company is the alphabet Inc. the company has provided various job
opportunities in America and other nations, as the company has been working worldwide and the
approach is easy due to use of internet instead of physical presence of the products and the
services. The company has been investing in other technological products, however been popular
for the Google search engine services across the globe (about.google, products, 2019).
1.2 Google objectives
The key objectives of the Google Company can be reflected through its vision and mission
statement. Google Inc. reflects very strong mission and vision positioning the corporate into the
global market. The mission includes the company objective to recognize the global information
and use the same for make it useful and accessible universally. The key element of Google
mission statement includes the world’s information that is organization and accessibility of the
world information, organization, usefulness, and universal accessibility (about.google, products,
2019).
The vision statement of the company reflects to provide global information access in just a click.
The primary elements of the company’s vision include the global information, access and one

International Human Resource Management 3
click. From the vision and mission statement of the company it can be said that the company has
introduced the right amount and quality of product and services, and still working towards the
same every day, as the nature of the service include the rapid innovation, introduction to new
information, and the update of the information (about.google, about , 2019).
1.3 Current business performance
Figure 1:( Source: (statista, 2019)
From the graphical presentations above, the statistics reflect the Google Inc. revenue till 2018.
The major revenue it can be said that the financial performance of the company is tend to
increase every year, which reflect the market performance of the company. The revenue as per
the graph, in 2018 was 136.22 billion US dollars, which shows major increase from 2017 that
was $110.38 billion. From the statistics, it has been found that the company has found to have

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first rank across the globe as of May 2018 considering the internet enterprises with $ 510 billion
market capitalization (statista, 2019).

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2. HRM Practices
Human resource practices include various roles and responsibilities for HR of the company to
adopt, this may include various factors like recruiting, training, selection, appraisal, employee
growth and development, staffing and many more activities that are involve in managing the
human resource of the company, which could be one of the difficult aspect as the human
behavior has the tendency to change and it is unexpected. However in the service company like
Google, the human resource are the major assets of the company that helping the company to be
successful or reason for its failure. (Akkermans, Brebbibkmeijer, & Blonk, 2015)
2.1 HR strategies
The evidence suggest that one of the reason for the success of Google Company is the staff of the
company that reflect high quality human resource available in the company, the hr. strategies of
the company include the methods, techniques, and the selection strategy of the company and
have considered the strategy to retain the human resource as the company cannot afford the
employee turnover.
The key HR strategies of the company include
 Recruitment Sources – One of the advantages that has been analyzed through the
recruitment strategy of the company is that the company choose the mixture of external
and internal sources of human resource while recruiting for any position. This is to
maintain the human resource adequacy (Ford, 2017). This is found to be one of the plus
point for the company as this may use the advantage of both the types of sources and
there would not be the demotivation among the existing employees as they believe in

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having the opportunity to grow and promoted in near future, as if the company would
only choose the source of recruitment from external source then the employees would not
be motivated to perform better (cleverism, 2019). The external sources are also specific
for the company as the company has educational institution as one of the popular source
to recruit fresh talent, the reason being they must be largely aware about the current trend
and competent for the technological advancement and comes with the fresh idea as the
company purpose is to be updated and innovation, which would be helpful by recruiting
young people, who have completed their degrees or education (Zacher & Rosing, 2015).
 Method of recruitment is another aspect that is part of the HR strategy of the company,
the company uses the indirect and direct method, however it can be said that the company
must have used only the indirect method as it seems more suitable, and the evidence has
suggested that the indirect method was more significant and helpful for the company in
the process of recruitment. Thus it is recommended to the company to use indirect
method for recruitment (Robertson, 2016).
 Selection strategy – the basic requirement for the company job profile includes the
creativity, smartness, alignment, and drive for excellence for the company. The
companies do not consider work experience as one of the criteria of selection. The goal of
the company is to increase the innovation in the company for which the experience
doesn’t matter the new thoughts and idea from the new generation is what matter in the
company. Thus, it can be said that the HR. strategy of the company is broad
differentiation strategy. However it can be said that at times it is important to have
personnel who are experience (Anitha, 2019). The reason being the company has to work
more and invest large amount in training with the fresher. There are various process

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methods that has been used by Google in order to select the applicants. For instance the
company is checking the background, preliminary screening has been done, job test and
interviews are conducted. The company is one of the effective policy included hiring
position for interns and trainees which reflect testing the employees if they are capable of
conducting the activities, and since the interns are in the company with the purpose of
learning, they can provide with the job opportunity, they tend to work harder (Gabriel,
2016).
2.2 Employee development
The company has initiated various employee development plans that have been working for the
successful employee journey in the company that has also incorporated towards the increase in
employee retention in the company. Google Inc. has included found ways through which the
company has found to be able to inspire the employees and increase their development and
training program (Asfaw, Argaw, & Bayissa, 2015). These four ways include improvement
opportunities, this reflect the perpetual responsibilities for the employees of the company which
are incorporate that has been work towards the innovation and improvement among the
employees that has been act as the key ingredient for the success sustaining of the company as
the employee were able o provide new ideas due to this program (Bradler, 2016). Another way is
the ease of the information accessibility; this way the employees are easily able to consider the
information available in order to improve the search engines. This is an effective program, the
reason being it has identified that if the employees are not have adequate information they would
not be productive as compared to the employee who have all the access to the information that is
relevant to perform their task at the job. The training is integrated towards the employee
development as large extent (Cabral & Mathiason, 2015).

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The purpose of the company while providing the training is not only getting the work for the
company, they are also focusing over improving the skills and competencies of the employee so
that the employees are also able to help themselves in the near future. However the best way for
the employee to provide the development opportunity is through organizational culture
supporting the same (Caillier, 2014). The key recommendation for the company is top provides
best innovative and growth opportunity through the organizational culture of Google Inc. the key
reason is the employee development is not a one-time thing, it is the continuous process that will
influence the employee’s growth and development. Moreover the company can include job
rotation, or virtual team development to make employees experience and learn new things so as
to grow their working area and capability (Ford, 2017).
2.3 Staffing strategy
Two constraint of the staffing policy are recruitment and selection, which are discussed
previously, however for the staffing purpose the company analyze the need of the staff members
as per the work. It has been identified that the company has been hiring various types of
employees in order to accomplish the purpose especially when a particular work need is more
than the available staff of the company. This includes hiring of part time workers and interns in
order to get the work done partially. Moreover, the company is associated with the staffing
partners, which reflect that the company outsources this task of the company, as this may be time
consuming and may divert the focus from more important business activities and issues and
challenges to be focus for the management (Heap & Singh, 2016).
However, one of the hiring strategy of the company include shock strategy that include the hiring
decision making. As per this strategy a single higher authority is not deciding the selection of the
applicant. A team is responsible for the selection of the person. This may be effective in

International Human Resource Management 9
searching and election of the person with best competencies (Hudson & Roth, 2016). However
this may result into the internal issue as the point of view for every applicant by the team
members would be different. Thus this may also impact negatively on the organizational culture.
The recommendation for Google Inc through this staffing strategy should include a process
which may involve the team but at the different level so that the decision is made by various
people but not on the sale level so that the conflict of discussion and getting onto same page is
not time consuming of issue within the team (Javed, 2015).
2.4 Training
The company is not only working towards the training of the employee of the corporation but are
also providing training to the students in the form of training classes, sessions, and internship
offers through the educational centers. Moreover the unique strategy has been adopted by the
company to train the employees. Most important the company has provided the culture of
learning, which is very supportive for the employee learning and development. Moreover the
company has introduced to the employee to employee learning program. Googler to googler
training method has been used by the company (Judith & Steven, 2002).
This learning program is developed for the opportunity to the employees to gain the first hand
knowledge and the information is not transfer from one to another. For instance one of the
employees is specializing in particular activity or the responsibility; they may disseminate the
knowledge among the people who are in need for the similar competencies or skills. This is
responsible for the promotion of the value of learning through the organizational culture
(Norman & Verganti, 2014). The critique includes that the company have been working towards
saving money through the training program, which has reflect the lack of proper session of
training to the employees. The recommendation regarding the training include the simulation

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training for the employees as there are various situation where the employees need to take
correct decision on the spot and do not have time to discuss sand take decision (Loewenberger,
Newton, & Wick, 2013).

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3. Conclusion
3.1 Conclusive thoughts of Google case
From the Google case it can be concluded that is the key element of Google mission statement
includes the world’s information that is organization and accessibility of the world information,
organization, usefulness, and universal accessibility. The primary elements of the company’s
vision include the global information, access and one click. The major revenue it can be said that
the financial performance of the company is tend to increase every year, which reflect the market
performance of the company. The key HR strategies of the company include Recruitment
Sources of the company is that the company choose the mixture of external and internal sources
of human resource while recruiting for any position. The external sources are also specific for the
company as the company has educational institution as one of the popular source to recruit fresh
talent
Method of recruitment is another aspect that is part of the HR strategy of the company, the
company uses the indirect and direct method. The companies do not consider work experience as
one of the criteria of selection. The basic requirement for the company job profile includes the
creativity, smartness, alignment, and drive for excellence for the company. The company has
initiated various employee development plans that have been working for the successful
employee journey in the company that has also incorporated towards the increase in employee
retention in the company.
Staffing strategy of company includes hiring of part time workers and interns in order to get the
work done partially. Moreover, the company is associated with the staffing partners, which

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reflect that the company outsources this task of the company. The company has also introduced
to the employee to employee learning program. Googler to googler training method has been
used by the company.
3.2 Critical analysis when compared to another
Google is considered to be one of the companies that has provided the learning for various
companies regarding the HR. policies and strategy. However one of the effective HR. policy of
Facebook that can be analyzed and considered for the help to develop another strategy for
Google include Boot camp strategy that has found to reflect innovation within the company. As
per this training program is providing the relevant information like the website code that are
mandatory for the engineers. This may help the organization to aces the information and has the
authority to maintain the innovative culture. The Google training program can be improved
through analyzing Facebook case when it comes to innovation (Sumukadas & Sawhney, 2004)
3.3 Recommendations for future strategies
 One of the key recommendations for the company vision and mission is same since long
time, where the company has almost achieved the defined vision. However the company
must work towards new product develop, as the company initiate to invest in other
technological products like phones and electronic products. However this found to be
limited in range and not expanded much. Therefore it is recommended to the company to
invest in more ranges of the electronic product, for which the employees must be
prepared or the department must be developed for the same (Robertson, 2016).
 The recommendation regarding the training include the simulation training for the
employees as there are various situation where the employees need to take correct
decision on the spot and do not have time to discuss sand take decision (Osman, 2016).

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 The recommendation for Google Inc. for staffing strategy should include a process which
may involve the team but at the different level so that the decision is made by various
people but not on the sale level so that the conflict of discussion and getting onto same
page is not time consuming of issue within the team (Pansari & Kumar, 2016).
 The key recommendation for the company is top provides best innovative and growth
opportunity through the organizational culture of Google Inc. the key reason is the
employee development is not a one-time thing, it is the continuous process that will
influence the employee’s growth and development (Poole & Folger, 2017).

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