Google's Human Resource Management: Strategies and Challenges

Desklib provides past papers and solved assignments for students. This report analyzes Google's HRM practices.

Google - Improving HRM Practices (Assignment 1)
1

Table of Contents
Introduction................................................................................................................................3
LO1, LO2, and LO3...................................................................................................................4
Part A.........................................................................................................................................9
Part B........................................................................................................................................13
Conclusion................................................................................................................................15
References................................................................................................................................16
2

Introduction
The effective management of people working in any company or organisation strategically is
known as HR or HRM or Human Resource Management. This helps produce maximum
employee performance to help the company achieve a competitive edge. HR departments are
one of the chief functional departments in any organisation as it attracts employees with
desired skills to the company. They are involved in a wide range of activities ranging from
recruitment of employees based on their skills and qualifications, to their training,
performance, and development over time. Apart from this they also have to keep up with the
changes and transformations within the organisation from time to time to be at par with
competitors. Altogether, the purpose of human resource is to achieve maximum benefits and
business values for the organisation by efficiently utilising human skills and implement
policies that help to do so.
The purpose of the study is to evaluate the scope of Human Resource Management to fulfil
business functions, analyse the effectiveness of human resource management in an
organisation. In addition it also focuses on the recruitment and selection methods of HR that
enhance and strengthen employee relations.
Lary Page and Sergey Brin founded Google in the year 1998 in California
(careers.google.com, 2019). It is American in origin and a multinational technology company
that offers products and services related to internet like software, hardware, cloud computing,
advertising technologies, etc.
3

LO1, LO2, and LO3
1. Provide an overview of Google from a HR perspective. The overview will focus on the
recruitment and selection (R&S) methods used to attract staff with relevant skills and
knowledge.
Google, a company was launched in the year 1998 in USA became a hub of 55000 employees
within 16 years by 2014.
Five years from now, Google, one of the spearheads in the world of employee recruitment got
focused on studying a prospective employee as a whole instead of a particular quality. The
idea behind this was to utilise every quality and trait of the individual to bring about
maximum profits to the company. s. Google’s department of People Operations has
scrutinized all things from the frequency of specific people, who eat together (the most
productive workers tend to build larger system by rotating dining companions) to which
characters the best managers share unsurprisingly, effective communication and shun away
the micromanaging is critical (Duhigg, 2016). Google’s top executives were believers of the
fact that combining individuals each with a best quality created the best and strongest teams.
Therefore, From a HR’s point of view, individuals were judged on the following skills:
1. Qualification: one of the prime parameters looked at while hiring employees in any
company, Google not being an exception. However, it is not the sole criteria.
2. Personal skills: It is an important aspect for any business or job. A strong personality
can handle tough situations and does not give up easily.
3. Personal traits: It focuses on the emotional, social and psychological aspects of an
individual because it attracts the crowd through the vibes.
4

The selection of the hiring point is extensive and it relies on analyzing varied candidates
through related data. When they are employed, the professionals are treated with revenues
and standard of benefits for the high-tech industry in California (Travica, 2015).
2. From the overview provided, critically evaluate the R&S approaches used by Google.
Provide specific examples which highlight the strengths and weaknesses of the current
R&S approaches as part of the wider HRM practices and the approaches fulfil Google’s
current objectives. Consider the legislative factors which influence Google’s decision
making with regards to HRM practices.
Google has successfully managed to drive the best out of its employees. The quest as to how
it managed to do so successfully lead us to have a look at its HRM activities. One of which
was the criteria governed by it while recruiting its employees. Google made use of people
analytics which is yet to make its impact in the field of human resource management.
Analysis of people based on their skills and its growth over time has provided new insights to
talent management.
Execution of analytics in the sphere of human resources can make decisions related to the
objective of people, obvious and data-driven and, thus, it makes the function “quantitative” in
nature (Shrivastava et al., 2018).
Google, while recruiting people makes intelligent use of people analytics, whereby, it judges
the ability of personal relationships and ability of making decisions. It also combines new
ideas and processes with talent for efficient talent management. This has endowed the
company with amazing innovators who have brought growth to the company in terms of
revenues and shares.
5

3. Analyse Google’s R&S from both an employer and employee perspective. Provide
judgements on the HRM practices following the R&S process. In addition, within your
judgements consider the use of external bodies ( Trade Unions, ACAS, BIS, and
recruitment agencies) and how they support the managements of employee relations
and inform HRM practices. Refer to associated legislation and the impact it has on the
HRM decision-making.
As is usual, there are two performers in any scenario. There is always a buyer and seller for
absolutely anything in the market. So currently, we go ahead with the company as a buyer
and the individual applying for the post as seller. In the current case, buyer would be Google
and the candidate applying would be the seller. Recruitment and Selection or (R&S)
procedure followed by any company is the usual procedure to search for suitable candidates
for the current procedure.
Strengths of Google’s R&S practices:
1. Google follows a stringent process of recruitment.
2. They hire only the best among the group of people being interviewed. Google’s
recruitment thumb rule followed is the interviewer says; hire someone who you feel
is better than yourself.
3. The basic rule of recruitment is the right person for the right position at the right
time.
Human Resources and Management team deal with the recruitment and selection process in
any organization. They deal with recruitment and dealings among the employees and
employers. They are the ones who see to it that the relations among the two are amicable
throughout their stay in the organization. Generally the HRM also belong to a specific
organization and are bent to be in support of the company always. Yet there are situations,
6

where they have to and they do favour the employees too. Suppose we take the current
situation of men employees making untoward advancements to women. This takes to much
advancement by women on their front. There have been respective cases forced in courts
against such advancements. These are personal cases to be dealt within an organization.
HRM has to bring into notice in these cases. They have always been into consideration in
companies since the beginning. Earlier not brought into light much, but currently after HRM
have been strictly mentioned to take these cases on top priority above absolutely anything
under case into consideration.
Weaknesses of Google’s R&S methods:
1. Employee Relationship Management System is a mandate in companies. With the
growing number of organizations, this is going on to become a basic need of an
organization.
2. Google did face a major walkout out of the company, taking into the consideration a
woman’s right as a human’s right.
3. They have questioned many procedures followed by sexual allegations, forced
arbitration etc. This was so much that they even mentioned regarding they might be
forced to sue the company following to the procedure. This was not left only up to the
regular employees. The contractors, temporary, vendors etc were also in the fight with
the management regarding these problems. Management did go ahead with an action
plan to try and mitigate these issues. In response, below is a list of the organizers
demand against the action that was sent by the management.
The law of equal employment opportunity for private employers, institutions of
educational, agencies of employment, and labour organisations are safeguarded under the
7

federal law from biasness and discrimination on the various bases that are listed as
follows:
 Religion
 Colour
 Race
 Sex
 Disability
 Nationality
 Wages based on gender
 Retaliation
 Genetics
4. Formulate recommendations based upon your research and findings to present
solutions to improve current public image associated with R&S and employee relations
at Google.
Following are the recommendations made to improve R&S and employee relations at
Google:
1. HR’s should not just restrict themselves to resumes and CVs or experiences
procured, but should also check their growth over years, willingness to learn.
2. They should make note of employee’s hobbies, their outlook on various things that
gives a deeper insight into their personality and as a person.
3. Check their social emotional capabilities.
4. Their ability to accept their weaknesses, if any, and be able to channel it into
something productive.
5. Being able to be compassionate towards others and be a helping hand.
8

Part A
1. Design of job specification and selection criteria for the position of Business Strategy
Associate in Google
Business strategy at Google is aimed at delivering the analytical insights to leaders who use it
to develop ideas. Google implements its business strategies to identify procurements and
investments, product monetization, making new partners in developing countries like India
and Africa. This helps Google’s business strategists to contemplate the possibility of
opportunities and bring about the execution of the programs that drive its growth.
For the position of business strategy associate at Google,
The job specifications are:
 Leadership team at Google’s is inclined at hand-picking business challenges and the
members of Business Operations (BizOps) operate and find solutions in small teams.
As part of the team candidate has to work efficiently in the fields of data
collection , analysis, and the project his ideas to create recommendations. Following
which he/ she must also be able to communicate the same to the senior executives and
persuade them, and check the impact of his/ her recommendations
(careers.google.com, 2019).
 In this role, candidate has to directly work with leaders of Global Partnerships (GP)
BizOps and find solutions to challenges, drive strategy making and operational rigor
through business reviews, annual planning, and more. This will help the candidate
learn how Google’s GP partnership contributes to its business strategies and goals that
drives and makes an impact on its business.
Selection criteria are:
9

Minimum qualifications
 Bachelor’s degree in management.
 At least an experience of 5 years in corporate strategies and operations, management
or internet and related industries.
Preferred qualifications
 Post graduate degree or MBA in management or technical field, or in engineering
field.
 Minimum 6 years of experience in consultation, software, internet and related
industries.
 Work experience at leading organisations in executive level strategic initiatives.
 Possess experience of working in start-ups.
 Ability to develop partnership and advise executives.
 Tech savvy
2. Essential and desirable skills required by the applicant are:
 Candidate has to work with the fellow members of BizOps team and other functional
leads like HR, finance, product and compliance to solve issues that are critical.
 He/ She should have the ability to develop structural analyses and possess insights at
the executive-level.
 Able to communicate his/her findings to the leadership teams of strategy.
 Should have the ability to support, operate and direct the BizOps team.
3. Interviewers at Google are not asked brainteaser questions because at Google they believe
that it doesn’t predict someone’s future performance on the job. Instead candidates are asked
to work on sample tests and asked structural interview questions.
10

There are two types of interviewing methods followed at Google – Phone/Hangout interview
and Onsite interview. For non-technical posts like that of a business strategy associate onsite
interviews are held where candidates meet with usually 4 executives some potential and
cross-functional teammates for about half an hour to 45 minutes.
Prospective candidates are judged on the following points:
 General cognitive ability- where candidates are asked questions that are open ended
and have no one right answer. This helps the company see the candidates approach to
it, gives an idea about his thought process and decision making.
 Leadership- questions that highlight a candidate’s leadership qualities are asked where
they have to discuss about their skills or qualities that communicate about their
decision making skills even when they weren’t the leader.
 Job role related knowledge- here candidates are tested for their ability to combine
their qualification and skills to produce maximum impact. Moreover, their
contributions for long-term are looked at and how they can grow in different roles.
 Working ability of a candidate as an individual and in a team by moving out of his/
her comfort zone.
Candidates are selected on the basis of feedback received after an interview from
interviewers.. Therefore whoever holds the ability to develop and deliver new perspectives to
the teams, outsource his ideas, skilful, curious, and passionate to learn and eager to take up
new challenges are selected as future employees in Google.
4. Job offer letter template
11

12
Employment Appointment Letter
To
Mr. Peter Ross,
10 Downing Street,
London
SW1A 2AA
Dear Peter,
Sub: Employment Appointment Letter
With reference to the application for the post of Business Strategy Associate at Google, dated
04.01.2019, we would like to offer you employment letter with us for the same post. We went
through your academic background and qualifications, and experience in the field of business
strategy and operations.
Our independent hiring committees at various levels of the company reviewed and approved
your candidate packet including your interview feedback, resume, references and work
samples that you submitted. The same also got approved by our senior executive and we found
the right candidate for the post in you.
We are very happy to ask you to join us on board from 14.02..2019 and we look forward to
grow with you. You will have to report to Mr.
Your salary and other benefits will be as set out in schedule 1, hereto.
The normal working days are Monday to Saturday. The normal working hours are from 10:00
am to 7:00pm.
Looking forward to see you at our office.
Thank you.
Edward Brooks
GOOGLE
1-13 St Giles High St,
London WC2H 8AG,
UK