Case Study: Building Google's New Marketing and Sales Force (HRA701)

This case study delves into the challenges and strategies involved in building a new marketing and sales force at Google, focusing on aligning HR practices with business objectives. As the Director of Human Resources, the task involves navigating forces driving change, adhering to employment laws and rights, and fostering a culture of well-being. Key aspects include conducting job analyses, planning recruitment and selection processes, and orienting, training, and developing new hires. Effective performance management, employee recognition, and balancing management and employee rights are crucial. Directing Human Resources Management on an international basis requires aligning with Google's objectives, evaluating HR capabilities, and implementing effective HR strategies. This document provides a comprehensive overview of the considerations and approaches necessary for successfully building a high-performing marketing team at Google.

Running head: CASE STUDY ASSIGNMENT QUESTIONS
Case Study Assignment Questions
Name of the Student
Name of the University
Author’s Note

1CASE STUDY ASSIGNMENT QUESTIONS
Table of Contents
Chapter 1....................................................................................................................................2
Chapter 2....................................................................................................................................2
Chapter 3....................................................................................................................................2
Chapter 4....................................................................................................................................3
Chapter 5....................................................................................................................................3
Chapter 6....................................................................................................................................4
Chapter 7....................................................................................................................................4
Chapter 8....................................................................................................................................4
Chapter 9....................................................................................................................................5
Chapter 11..................................................................................................................................5
References..................................................................................................................................7

2CASE STUDY ASSIGNMENT QUESTIONS
Chapter 1
As the Director of Human Resources, the requirement is the implementation of
enterprise wide changes that create impact on business processes, products and people. It is
required to develop an agile workforce by identifying and responding quickly.
The first step in aligning Human Resource strategy with Business strategy is to gain
understanding the business strategy and current challenges. Then, it is needed to identify how
the workforce can contribute to organizational growth and success and then to design and
implement HR talent strategies (Ahmad, 2015).
Chapter 2
There are certain Laws and Rights that need to be taken into consideration when
making decision on recruiting, orienting, training and development of job incumbents for
Google; they are Payroll laws, Federal and provincial employment standards, Equity and
human rights in the workplace, Employee health and safety and Employer obligations when
an employee leaves. These laws and rights are in the areas of employee standards, workplace
safety and employee equity and obligations for human rights (canada.ca, 2020).
Chapter 3
Culture of wellness can be created or improved in Google in the following manner:
 Leaders are needed to demonstrate the meaning of leading a balanced life.
 Organizational leaders should show care and concern about the well-beings of the
employees of Google.
 Investments need to be made in different wellness programs, initiatiative and
welfare benefits.

3CASE STUDY ASSIGNMENT QUESTIONS
 There are certain barriers to wellness to the employees which need to be identified
and eliminated.
 As health is multi-layered, all these components of health need to be addressed.
 A culture of openness and communication on the well-being issues need to be
created.
 The stress related issues need to be solved (McKinnon et al., 2016).
Chapter 4
It is required to use different types of questionnaires for the purpose of analysing the
job.
The information that will be included are identification and determination of duties,
specification of the jobs and required level of experience, qualifications, skills and
knowledge.
Laws and rights are in the areas of employee standards, workplace safety and
employee equity and obligations for human rights need to be considered.
New employees can be empowered through the demonstration of trust on them while
encouraging self-improvements (Edien, 2015).
Chapter 5
The planning for recruitment will involve the steps of identification of the need for
hiring, planning, searching for candidates, identification of viable candidates and recruitment
of the eligible candidates, screening them via telephonic interview and face to face interview.
The planning for recruitment will include screening and job specifications, acceptance of
application forms, taking preliminary interviews, employment tests, interviewing the
employees, checking references, conducting medical examinations, final selection and
offering jobs to the selected employees (Abraham et al., 2015).

4CASE STUDY ASSIGNMENT QUESTIONS
Chapter 6
The job incumbents will be oriented through introducing them to the co-workers and
other staffs involved in the job. They will be assigned a buddy or mentor for continuing their
process. After that, it will be required to assess the training needs of these new employees so
that areas can be identified where they need training. In case of development program, it will
be required to assess the development needs of the new employees so that flexible learning
options can be provided to them for ensuring their development within the organization (De
Silva & Opatha, 2015).
Chapter 7
In order to manage the performance of new employees, it is required to identify the
performance expectations from them. After identifying the performance expectations, it will
be required to provide them with encouragement and opportunities for developing
themselves. In this process, it is of crucial impotence to offer coaching as well as counselling
so that they can improve their current skills whole lea ringing the new ones. The last step in
this process is frequently carry out performance evaluations in order to assess them whether
they are over-performing or under-performing (Noe, et al., 2015).
Chapter 8
The new employees will be recognized and rewarded through three ways. First, new
employees will be encouraged and motivated on daily basis and not just on a periodic basis.
This includes small words of praise, little words of encouragement and others. Second, they
will be recognized through informal recognition that includes gesture of appreciation and
encouragement. Third, they will be recognized and rewarded through formal recognition and
this is given in the form of rewards for service, achievements and contribution. This also
includes the events of achievements (Milliman & Clair, 2017).

5CASE STUDY ASSIGNMENT QUESTIONS
Chapter 9
In order to balance management rights, employee rights and discipline in new
organization, it is required to establish clear rules for employee and clear rules for managers.
After that, it is needed to decide the discipline methods that will be used within the new
organization. Documenting the employee disciplines is a crucial way to establish balance
within the organizations. Views of employees as well as managers are needed to be
considered in order to be proactive. Both the managers and employees are required to have
the right mind-set. Lastly, it is needed to stop focusing on productivity as the organization’s
ultimate measure (Hassan, 2016).
Chapter 11
There are certain ways of directing the Human Resources Management for Google on
an international basis and they are as below:
 It is required to develop thorough understanding of the objectives of Google as the
success of the Human Resources Management depends on how effectively it can be
linked to the company’s goals and objectives.
 Evaluation of the Human Resource capabilities will enable in understanding the
employees and how they can make contribution to achieve the organizational goals
and objectives (Hassan, 2016).
 It is required to annualize the present human resource capacity of Google in relation
to the organizational goals and objectives.
 It is also required to assess and estimate the future human resource requirements of
Google in relation to demand and supply.
 It is needed to ascertain the tools needed by the employees of Google for completing
their respective jobs.

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 It is a crucial aspect to develop as well as implement the human resources
management strategy considering all the crucial aspects.
 The last step is to evaluate the strategies and ascertain whether any corrective measure
is required (Hassan, 2016).

7CASE STUDY ASSIGNMENT QUESTIONS
References
Abraham, M., Kaliannan, M., Mohan, A. V., & Thomas, S. (2015). A Review of Smes
Recruitment and Selection Dilemma: Finding a'Fit'. The Journal of Developing
Areas, 49(5), 335-342.
Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent
business & management, 2(1), 1030817.
De Silva, V., & Opatha, H. H. D. N. P. (2015, December). Role of ethical orientation of
HRM in establishing an ethical organizational culture: A literature review and
implications. In 12th International Conference on Business Management (ICBM).
Edien, A., 2015. Effects of job analysis on personnel innovation. International Journal of
Business and Management Invention, 4(10), pp.9-18.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal
of Academic Research in Accounting, Finance and Management Sciences, 6(1),
pp.15-22.
Innovation, S. (2019). Human resources regulations - Canada.ca. Canada.ca. Retrieved 12
March 2020, from
https://www.canada.ca/en/services/business/permits/federallyregulatedbusinessactiviti
es/humanresourcesregulations.html
McKinnon, M. C., Cheng, S. H., Dupre, S., Edmond, J., Garside, R., Glew, L., ... & Oliveira,
I. (2016). What are the effects of nature conservation on human well-being? A
systematic map of empirical evidence from developing countries. Environmental
Evidence, 5(1), 8.

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Milliman, J., & Clair, J. (2017). Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource
management. Gaining a Competitive.