Evaluating Google's Human Resource Strategies Across Global Markets

The assignment delves into Google's human resource management practices worldwide, highlighting how the organization modifies its strategies to align with local cultural norms and labor regulations. It explores the balance between globalization and localization in HR practices, underscoring Google's efforts to maintain a consistent corporate culture while respecting regional differences. The analysis draws on various academic references to understand the effectiveness of these practices in achieving competitive advantages and fostering innovation.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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Executive Summary
The purpose of this report is to mention about the human resource policies that have been
implemented by Google Inc. in different nations all across the globe. The difference in the HR
policies is dependent upon the difference in the cultural policies. Cases of India, UK and US are
taken for this report and the HR policies of the respective nations are being compared along with
mentioning the positive and negative aspects. It is relevant to mention that the labor laws and
reforms vary hugely. With the help of different type of HR policies, it is possible for Google to
deal with local issues and also help in the Talent development programme. It is also possible for
the company to provide opportunity for the local talented candidates, which can help the
company to improve the productivity. It is also possible for the company to deal with local legal
issues by proper implementation of Human Resource policies.

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Table of Contents
Introduction......................................................................................................................................2
Company Background.....................................................................................................................2
Countries of Google Operations......................................................................................................4
Cultural and Institutional settings in India, UK and US..................................................................4
Issues faced by Google in India, UK and US..................................................................................8
Impact of cultural institution of India, UK and US in talent development and Compensation
strategies........................................................................................................................................13
Reflection upon best HR practices................................................................................................15
Conclusion.....................................................................................................................................17
Reference.......................................................................................................................................19

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Introduction
The Human Resource Department is one of the essential parts of an organization, which
decides upon the overall business plan and practice that are implemented in order to ensure
proper employees are being recruited by an organization. It also helps to ensure that all the
employees are positively motivated, which helps them to provide full potential within in the
workplace. The human resource strategies are implemented based upon the organizational
behavior and also the objectives of the organization. The local culture also plays a significant
part in deciding about the human resource policies. Better level of understanding of the local
policies is believed to be one of the effective ways that can help the MNCs to implement
effective forms of business communication.
The aim of this current report is to discuss the human resource theories and policies that
are implemented within the human resource department of Google. The report will take the
examples of the work culture theory and practice of Google from three different nations from
Asia, Europe, and North America. The report will compare the HR policies that are implemented
in each of the nations. The positive and negative aspects of the HR policies will be mentioned
and thereby make it possible to distinguish the best HR policies of all the mentioned nations. At
the end of the report, a reflection will be provided, which will be based upon the best human
resource policies that are implemented by Google in order to improve upon the working
capability of employees.

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Company Background
Google Inc. is a multinational technology company based in the United States and is
currently one the biggest, popular and largest company in the globe. The company is mainly
known to provide internet-related service that mainly includes internet search engine service.
The company later expanded their service in the category of software and cloud computing. The
company was established in the year 1998, which was initiated with the help of various
Investments made by large-scale organizations. Headquarter of the company is currently located
in California of United States. Being one of the largest multinational corporations and most
popular Internet service providers across the globe, Google has its organization spread in all the
major nations. Currently, the company has more than 60,000 employees working in different
places. With the help of effective organization policies, it has been possible for Google to be one
of the successful multinational companies in domain of internet technology. The HR policies that
are implemented in different regions the organization is done in accordance with that of the
Local cultural diversity.
Google is currently believed to be one of the reputed organizations in terms of workplace
environment, which provides huge opportunity for talented candidates to make better future. An
effective way to manage the cultural diversity among different nations is believed to be one of
the major causes of success for Google over the past many years. It is possible for them to bring
about new innovation the technological and internet market. This is mainly possible due to the
high level of employee motivation that is present within the workplace of Google. The company
has also implemented effective selection criteria, which has enabled them to select the best
candidates having dynamic range of capability. This has helped to improve upon for all products
of the company, thereby making it one of the most successful multinational corporations.

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Countries of Google Operations
One of the biggest multinational organizations, Google has its operational parts in all of
the major nations of the globe. This report will, however, consider the cases of India, UK, and
USA for comparing the company's policy. There is a huge cultural difference in the three
Nations, which is why it is essential for Google to implement different HR policies. By
considering these three different nations, which are located in Asia, Europe, and North America,
it is possible to analyze the huge difference that exists in the Google's policy in managing the
human resource.
It will be also possible to consider the positive and negative aspects of the respective
local culture and diversity that has a significant impact on the overall performance of Google
over the past many years. The cultural difference in these Nations will help the company to
assess the best possible human resource policy that can be implemented within the workplace of
the organization in order to improve their productivity and maintain the existing reputation.
Cultural and Institutional settings in India, UK, and US
The institutional and cultural settings of different countries across the globe are diverse
and multifaceted, implying that multinational companies are influenced to a large extent by these
factors when it comes to doing business in different countries. The cultural and institutional
settings of India and UK are diverse and distinct from each other as well as from that of US. The

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impact of Google’s global HRM practices on its host country employees and managers are
noteworthy in this regard.
The significant differences drawn between the working culture of India and the US are
related to working hours, flexible shift timings, HR centric work, blockers and promotions.
According to Patel and Rayner (2015), Indian organizations have long working hours for their
employees since the break taken in between the shift timing are long, while the counterpart teams
in the US have shift timings less in duration. Conference meetings are held mostly outside the
office premises, and it is noteworthy that US companies have no fixed office hours. Flexible shift
timing is a key feature of US-based companies that allow employees to work at their disposition
keeping productivity and communication with seniors into consideration. The number of
meetings held in among professionals in India is far less than the average number of such
meetings held in the US. In India, the common culture is to drive the main burden of work
towards the Head-Quarters, implying that the substantial amount of work is not distributed
equally among the different teams scattered in different geographic locations. The operations
work is usually done at the headquarters, leaving the other departments to supervise the rest of
the functioning. Further, an employee might be blocked by an infrastructure related concern or
team dependency issue in India, unlike in the U.S. Further, in India, the workforce is driven
towards climbing the ladder of corporate success by gaining promotions based on technical
expertise solely. The importance of leadership skills is not given much worth and value across
the different organizations. Employees are more focused on showcasing their technical
knowledge and management, and leadership skills take a backseat.
This is supported by Stahl and Tung (2015) who state that in western countries, there are
no restrictions of office working hours. However, employees have an urge to maintain

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punctuality and complete the set work within the supposed deadline. In countries such as India,
employees are not often punctual and stretching the working hours is a common scenario that is
perceived to be a sign of increased dedication towards work. Kaur (2017) opined that there is a
huge difference between the work culture of IT companies in India and other countries such as
the US and the UK. The authors have mainly focused on the productivity, processes, and
hierarchy. In western countries, the productivity is higher as compared to the countries in the
East. In the Indian IT sector, processes are often made complex, and the tendency is to maintain
the status-quo rather than coming up with novice strategy and ideas. Further, the hierarchical
structures in Indian organizational systems are multi-layered, making it difficult to find
resolutions in issues in a simple and time-saving manner. It is also to be highlighted that
hierarchy has a strong relationship with the work-experience of an employee. Even if an
employee is a phenomenal performer, he would not be promoted to the position of a manager lest
he has a considerable amount of experience. In the UK and the US, organizations are way
flatter, and a person holding a designation proves his real worth through his daily interactions. In
such countries, the performance of an employee is valued, and promotion is gained on the basis
of multiple factors.
Dickmann, Brewster and Sparrow (2016) outlined the differences in business culture
witnessed in the US and UK and gave special attention given to the definitions of success in each
of these countries and work-life balance. Different cultures have different forms of definition for
success, and this principle is prominent in this case. In the US, a successful employee is more
defined as a person who has achieved success regarding finance. In contrast, in UK, position
holds more importance rather than monetary gains. Therefore, in the latter country, the entrusting
of responsibilities and duties take the lead when it comes to organizational functions. The work-

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life balance is also drastically different between the two countries. Employees in the US give
more emphasis on work-life balance and aim to engage in interests outside their work life.
However, in the UK, socializing and establishing social relationships with colleagues is a
common instance. With regards to professionalism among employees Cadden, Marshall and Cao
(2013) state that employees in the UK are more apologetic as compared to American standards.
They appreciate individuals showing modesty and maintain strict professionalism by not taking
any favors. In the US, the culture of self-confidence implies that professionals are more
approachable for speaking up their minds and putting forward their views and opinions.
Since different countries in the East and the West have different definitions and
principles embedded in cultural and institutional settings, the differences of HRM practices
between home and host country impact vastly on employees and managers. Since it is a difficult
process to transfer the HR policies between different countries, managers face difficulties in
adhering to the policies as there are arising conflicts. The HR practices are affected by the
business style and strategy of the host country as well as its culture. Employees are impacted in
terms of selection and recruitment, compensation and benefits and training and development.
There is an increased level of autocracy in a number of countries. Managers, therefore, need to
follow the autocratic style of leadership for managing the employees. Decisions are to be taken
without input from the employees, who have no decision making authority within the workplace
(Tung 2016).
The underlying differences in institutional and cultural settings across India, UK and US
have driven the employees and managers at Google to adapt to changes brought about in the
workplace. Unlike in India, managers of Google in the UK and US focus more on leadership
attributes and come up with strategies to keep the leaders on track. Focus on leadership drives

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the vision of the employees of Google towards being emotionally connected and mission-
aligned. Critical thinking ability and rational thought process are distinct features of the
employees of Google in UK and US unlike India (Sparrow, Brewster and Chung 2016).
Warner (2014) point out that transferring policy of human resource between home and
host countries is quite problematic. The obstacles are related to the institutional environment.
Since there is a diversification of behaviors, attitudes, and values, there is no single approach
through which managers at Google address the employee's concerns in different countries.
Management policies are influenced by the cultural factors. Since failure in adopting the HRM
practices in the host country's culture is the cause of negative consequences, employees are
always under pressure to perform as per the evolving and dynamic set of guidelines outlined by
the managers. The employer-employee relationship is highly impacted in this process. Under the
pressure of performing as per international standards, conflicts arising between the two parties
are more prominent whose resolution is difficult to attain. Lastly, while one of Google's host
countries might be adjusting to the corporate values they uphold, the other might not, further
aggravating the issue.
Issues faced by Google in India, UK and US
In the current world of globalization, the relationship of labors has no borders. For large
scale multinational corporations like Google is highly affected due to the policies of International
Labour. According to toSteiber and Alänge (2013), the cultural difference across various Nations
all across the globe has been one of the major issues for multinational corporations for dealing
with matters related to global labor relations. As mentioned in the previous section there is a

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huge cultural difference in the workplace of Google at various countries that are in India, UK,
and USA. There are many cases in the past records, which suggest that due to cultural difference
between these Nations and workplace procedures, it is not possible for the company to
coordinate their activities according to their organizational objectives (Nyberg et al. 2014).
Given lower significance to the issues related to global labor relations, Google has not
enabled to deal with the issues related to that of workplace cultural difference. There are several
risks that are associated with issues related to International Labour unions, which can be a matter
of concern for large scale multinational corporations. The Global labor relations are not only one
of the major corporate social responsibilities; it is also related to the issue of non-binding nature
of International Labour standards. Different nations all across the globe have implemented
various different types of labor standards, which are implemented depending upon the local
cultural and institutional settings.
According to Wagner (2013), the major risks that are encountered by Google due to
difference in global labor relations strategy is mainly due to the fact of negative reputation of
workplace culture. The relationship between the client and investors are also compromised due
to lower level of coordination that is an impact of cultural diversity across Asian European and
American Nations. The supply chain can also be disrupted, which can compromise upon the
value of International Labour. There is also the risk of exposing sensitive information, which can
compromise upon the planning process of an organization. Economic activity of a local region
has also a strong influence upon the labor relations.
In Asian countries like India, labor relationship strategies have been implemented in
order to resolve the conflict among the labor unions and also resolve cases related to internal

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economic conflict. Due to the high rate of cultural diversity within various states of India,
Google has to face with severe issues related to internal conflict within the employee. In spite of
the advanced level of institutional and cultural settings, within what place across India, the
internal conflict has compromised upon the overall performance rate. There are several external
factors related to restrictions of the employees, which is mainly due to the protocols that are
implemented by labor unions.
Strong influence of the government in the internal activity of the labor unions has been
one of the major obstacles faced by Google in managing the employees of India. There is also
the hierarchical management system, which is the reflection of the external social system that is a
major source of disrupting the organizational communication (Laudon and Laudon 2016). It is
important to mention in this context that due to the effect of globalization employers have to
push less regulatory policies within the organizational function.
The main purpose of the labor law that is implemented by the United Kingdom
government is to establish an effective relationship between the workers and the employers.
There are standard sets of Benefits and fundamental rights that the employees in all the
workplace of UK can enjoy. This includes the right to minimum wage along with other health
and safety benefits, that every employer needs to provide to their workers. Maintaining high
level of transparency if one of the essential component in all the major workplaces in the United
Kingdom. This helps to establish an effective relationship between the employees and employers
thereby helping the business organizations of UK to improve their productivity by creating
healthy environment within the workplace (Kianto et al. 2014). Nevertheless, for large-scale
multinational corporations like Google, have to share huge amount of information with the
employees of the workplace in the UK in order to maintain transparency. This can be one of the

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major risks that are encountered by the company in the past many years. The Google Company
often had to conduct high level of scrutiny within the employees of the United Kingdom, which
have them to prevent misuse of the information that is provided to the Employees. This has been
a major issue that has been encountered by Google UK over the past many years. A Higher level
of scrutiny formula has to be implemented, which is needed to ensure that no employees within
the workplace of Google UK have the opportunity misuse the internal information of the
company.
Complex level of the equation all formula is involved within the workplace of Google
UK, which is needed to ensure the trustworthiness of the employees. This can also help in the
matter related to global labor relationship, which has enabled the employees of Google UK to
communicate with stakeholders of Google in all parts of the globe. The policies of global level
relationship in UK and all other parts of Europe can vary usually depending upon the context.
This has imposed Google to spend extra human resource in order to ensure that all the policies
related to local global relationship in the European region are being maintained.
The guidelines for multinational Enterprise are one of the essential parts of the labor laws
that are implemented within the way workplace of UK is quite different from that of the Asian
regionsShen and Benson (2016). Hence, is essential for the Human Resource Department of
Google to deal with the challenge of different laws of nations across the globe. The respect for
the corporate social responsibility is also one of the essential parts of the global labor strategy in
UK. Hence it is essential for Google to spend a significant part of their human resource in
deciding upon the policies related to corporate social responsibilities while doing business in
UK.

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Wages equality is one of the essential parts of the labor laws in the United States. However
according to recent reports, one of the major issues that are encountered by Google in the united
states is due to the fact that they are not able to provide equal wages for the employees
irrespective of their gender. This has been a major issue which has compromised up on the
workplace reputation of Google in United States. In spite of the fact that system is compensation
is often provided to the employees, the workplace reputation of Google in United States has been
at stake due to the complex nature of global Labour relationship, which are essential components
of labor laws in the US (Aswathappa 2013).
The US Department of labor has implemented special law or Google Inc. which has
forced them to pay for required compensation for all the employees. The enforcement of the law
has also obligated Google to deal with all major compensation that is needed to deal the data that
is needed in the overall process. Proper documentation of all the employees is also a part of the
Federal contract, which is needed to conduct routine line scrutiny for the behavior and conduct of
the workers. The corporation of Google is also essential in this case, which can help them to
fulfill the terms and conditions related to law enforcement. It is also essential for the Google
Company to properly review all the documents of legal cases that are associated with every
employee. This is also believed to be one of the major challenges, which has caused loss of
resources.

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Impact of cultural institution of India, UK and US in talent development and
Compensation strategies
The talent development and compensation strategies of Google are widely influenced by
the different cultural and institutional settings of the host countries. The responses of the
managers and employees of the host countries towards the strategies have both positive and
negative side of them. According to Reiche et al. (2016), the attempt of Google to replicate its
original work culture in India and indulge in nurturing Indian talent had helped in fuelling up the
dot-com boom in the country. This is not to be referred to a complete outsourcing strategy in its
core sense. Rather, it is regarded as a brain drain in reverse.
Google had chosen Bangalore, India, as the site of its first research and development
wing with the reason that employees who were Indian and were working for Google in US
wanted to take part in the growth of the company in India. Google has a high employee friendly
environment in India and talent development is steady since the hiring process is steady too.
Employees of Google India opine that there is a halo effect as securing a job at the company
increases prospects within the society. Income is a chief factor for employees of this host country
and the benefits offered by the company are embraced by those who are keen on to work with the
firm. Since the annual salary of the employees at Google is much higher than those of other
countries, the competition to secure a job at the company is extremely high. Thousands of job
application very years reflect that fact that the firm has been successful in creating a space of its
own in the country's labor market. Since the attrition rate for the employees of this sector is high,
the eagerness of employees to join this company is striking. Google is proud to announce that
they have the cream of the talent the country has to offer.

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The success of Google in India is driven by the confluence of the individuals with
different backgrounds who are able to create an entrepreneurial network. In addition, the
campus-like environment of the company has been welcomed by the employees. Flexible
schedules, perks and benefits, and hi-tech office environment have been effective in drawing in
the talent. Persona freedom given to the employees along with proper resource allocation had
been absent from the industrial sector prior to the emergence of Google in India. Organizational
motivation is another factor that has had a positive impact on the employees. The pleasures of
working in such an environment have overpowered the burden to work under stressful
conditions. Employees point out that Google gives employees more freedom than other
companies. Management theory has to say that creativity is more profound when the workgroup
has individuals from diverse backgrounds. The exchange of approaches, ideas and viewpoints are
useful in coming up with innovative solutions for problems. In the US, the company has to come
up with explicit ideas to build diversity, unlike in India where the society is not segregated. The
opportunity to work in a diverse workplace is also advantageous for employees of the firm
(Marchington et al. 2016).
One of the major causes of success for Google in the European region including UK has
been some of the Revolutionary human resource management policies. Google has been able to
achieve this remarkable feat by transforming the overall process of recruitment in their UK
Company. The mirroring ability of the research and development program for all major products
and services has also been one of the major talent retention programs that have been initiated by
Google. Proper search method is carried out with effective data collection that is a part of
analysis of both types of existing employees (Kehoe and Wright 2013). Rather than focusing on
traditional human resource management technique, in UK Google is dependent upon developing

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effective relationship that is needed as a part of providing compensation to the Employees. One
of the most positive aspects of this human resource policy is the ability of the company to
nurture the young talent which is necessary for long-term sustainability of the company
(Kavanagh and Johnson 2017). On the other hand, the major drawback of the human resource
policy that has been implemented as a part of compensation policy in UK is due to the fact that it
is not possible for the company all the time to verify the detailed background of all the
employees. This can increase the risk of employing fake candidates that is a part employment
issue that has been encountered by the company over the recent years. Application of statistics
and algorithm in the process of making major decisions related to the human resource
department has also been proved effective as it helps the company to analyze the exact situation
and also understand the changes in the labor policies. It is thereby possible for the company to
provide suitable components and depending upon the change in the workplace environment and
also the demand of the employees (Ellinger and Ellinger 2014).
Reflection upon best HR practices
After doing careful assessment related to the human resource policies that it implemented
by Google all across the Nations in different parts of the globe, I can strongly say that effective
policies related to the management of employees in different places have been one of the major
cause of success for the company. Hence it is possible for them, established as one of the reputed
workplace destination. Effective human resource policies, I believe have also ensured the
company to bring about necessary changes that are needed in the current days in order to sustain
in the technological domain.

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In the given report, I have carefully examined the human resource policies of Google that
are implemented in India, USA, and UK. It can be said that in order to respect the cultural
diversity of each Nation, Google company has to implement different set of laws and working
Framework in order to improve upon their workplace capability in each of the regions. The
different type of policies that are implemented in each of the Nations has it own positive and
drawbacks. Nevertheless, the general policy of Google, which is to respect the different styles of
working culture across all nations around the globe, is I think one of the popular ways that have
been able to attract talented stakeholders.
Human resource policy that is implemented by Google in India is one of the most
challenging and effective. This is mainly because due to the fact that India is one of the culturally
diverse nations in all across the globe. Hence, according to me, it is never easy for any large
scale multinational corporations to adjust with the working environment and business external
condition of India. In spite of this fact, Google India has been one of the major successful brand
in the nation, which was able to provide employment two huge number of talented candidates
and also bring about technological revolution. It is important to mention that, in spite of being
one of the developing nations of the globe, the Revolutionary product and service that has been
launched by Google in India has been able to bring about digitization across the nation and also
to the people.
The company has also set up their office city of Bangalore which is believed to be one of
the most technologically advanced regions of the country. This has enabled them to attract all the
talented candidates and also provide them with the proper opportunity to showcase their talents.
With the help of the effective human resource policy, it is also possible for Google to provide an
effective solution for the problem of unemployment in the country which I believe as even raise

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the popularity of the brand within the nation and also among the youth generations. I also
personally feel that the user-friendly environment within the workplace of Google India has also
been one of the major cause of success. The compensation package that has been offered by
Google in India has also been one of the major causes of their growth. I do strongly believe one
of the effective policy for large-scale multinational corporations to gain competitive advantages
is to provide with effective compensation package for the employees, which can help them to
retain the talent and thereby able to improve the productivity. With pay scale issues in all other
major multinational corporations in India, Google has been able to provide attractive packages
for all level of employees. This has insured about the fact that even the workers in the lower
class are able to get motivated and provide their full working capability for fulfillment of
company’s objectives.
I do strongly believe it is also recommended for a large scale multinational corporations
like Google, which has to deal with a huge amount of employee base, it is highly essential to
conduct regular scrutiny among the employees. This can be one of the effective ways to deal
with the issues that are encountered in the workplace of Google in a culturally diverse region. It
is also possible to deal with the issues that the company has to face due to fake candidates and
poor level of performance. I would also recommend about regular training programs that need to
be initiated for the employees, which can help them to modify up on their working skills and also
inherit new working capability that is needed to deal with the change in the technological world.
Conclusion
In the final concluding note, it can be said that over the past few years Google has been
one of the major technological Giants and one of the most popular multinational corporations all

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across the globe. It is believed that effective human resource management policies have been one
of the major causes of success of the company, which is present in all the major nations of the
globe. The company has also been able to implement effective human resource management
policy, which is in accordance with the cultural diversity of the respective region. The example
of India, UK, and USA has been given in the given case, which has allowed understanding the
importance of difference in HR policies depending upon the external business environment and
labor laws. One of the major parts of all multinational corporations in current world of
globalization is to deal with the local culture in order to gain popularity and competitive
advantage.
The human resource policy that has been implemented by Google over the past several
years across different nations also need to be modified regularly. This can help the company to
bring about suitable changes depending upon the local labor laws.

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