Human Resource Management Report: Google Practices Analysis Report

This report provides an in-depth analysis of Human Resource Management (HRM) practices, specifically focusing on Google. The report begins with an introduction to HRM, its purpose, and its functions within an organization. It then delves into the strengths and weaknesses of various recruitment approaches, differentiating between internal and external recruitment strategies. The benefits of diverse HRM practices, such as conflict resolution, employee satisfaction, performance improvement, and training and development, are thoroughly examined. The report further explores the effectiveness of HRM practices in raising organizational profit and productivity, highlighting the importance of training and development, performance management, reward management, and flexible working practices. The significance of employee relations and its influence on HRM decision-making, along with the key elements of employment legislation and its impact on decision-making, are also addressed. The report uses Google as a case study, providing specific examples of its HRM practices. The report concludes by synthesizing the key findings and implications of effective HRM strategies.

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Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 The purpose and the functions of HRM ................................................................................1
P2 Strengths and weaknesses of different approaches of recruitment........................................2
P3 Benefits of various HRM pratices..........................................................................................4
P4. Effectiveness Of Human Resource Management Practices For Raising Organisational
Profit And Productivity:..............................................................................................................5
P5. Importance Of Employee Relations And Its Influences On HRM's Decision-Making:.......6
P6. The Key Elements Of Employment Legislation And Its Impact On Decision-Making: .....7
P7. Human Resource Management Practices By Facebook:......................................................8
Online:.......................................................................................................................................12
Purpose of Human Resource Management. 2017 [ONLINE] Available through:...................12
<https://courses.lumenlearning.com/boundless-management/chapter/purpose-of-human
resource-management/>............................................................................................................12

INTRODUCTION
Human resource management (HRM) is played an important part in the organisation.
They manage all over the work of their employee's and motivate them to increase in their work
performance. HR. is responsible to manage recruitment, performance review, performance
management, training & development and also hiring new and qualified employee's in the firm
(Bratton and Gold. 2017).
Google is an American technology based company, established in 1998. It is the most well
known technology used all over the world. They have 85,050 employee's in the organisation.
Their office and headquarters are located in some cities such as New york city and U.S. Cities.
Task 1
P1 The purpose and the functions of HRM
Human resource is connection between employees and organisation, the purpose of this
management is link the employee's goal's with the company goals'. There are many other purpose
of this management. HRM of Google company are liable to manage the work of employee's and
motivated them to work hard and also focused on the safety and security of the workers
(Chelladurai and Kerwin. 2017). It makes sure that the workers feel comfortable and get
satisfaction with their jobs. They are also provides many facilities to attract them and low
employee turn over, through some training and development session they need to improve the
work performance of their workers. HR hires a new qualified employee to help the organisation
in achieving their goal and increasing their productivity. Its duty is to maintain the environment
of work and workers, motivate their employees day to day to give the best result through their
work performances. HRM used their employees effectively for the development of their
organisation (Haff and Triplett eds., 2015). Human resource management established in some
organisation to manage overall performance and growth of company. It helps through to innovate
or plan some new strategies to improve their productivity and efficiency of their employees. It
has a four main basic functions: staffing, training and development, motivation and maintenance.
HRM solves the problems related to the workers in their work places. HR of Google company is
hiring new highly educated workers through the interviews to take beneficial advantage of the
organisation. They motivate the employees in their work stage and support them to grow faster.
Also, help them in understand how they do their project in the manageable way, they give
rewards and incentives on the base of employee work performance. HRM appreciate employees
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for their work and manage all the legal process of organisation. They placing workers according
to their working capabilities. HRM function is to organize training and development session to
train the employees for their work and developed a positive power on them, also try to know
their views about the work and organisation (Jackson, Schuler and Jiang. 2014.). Through all
these processing the company get benefits in their business. Human resource management
understand the issues of their employees and try to solve as soon as possible, they also motivate
them through giving rewards and appreciation of their work performance. It's on there hands to
hiring a qualified employee or firing those who do not work professionally. HRM Organize
some coffee session to know their employees better and build a strong understanding leave
between both of them, it also supports workers to achieve their goal. Responsibilities of this
department is to paid compensation include pension to employees according to their work
performance, capabilities and offer many other facilities.
Employee benefits are managed by HRM. They provide health insurance benefits,
medicals insurance etc. to stay employee long term in the organisation. Human resource
management of Google is focused on the relations between organisation and their employees.
This department is organised some sessions to get interacted with the workers and lesson their
opinion and ideas to build a strong understanding relation among them (Mendis and et.al., 2014).
It also treats all the employee equally, fairly and respectively. All these functions give a good
impact on the organisation and decrease employee turn over.
P2 Strengths and weaknesses of different approaches of recruitment
Recruitment means to higher or select highly qualified person for a specific job
requirement. The motive of this process is to choose highly educated people to encourage the
other employees through their innovative techies of work and new ideas in the organisation.
There are two types of approaches of recruitments: internal recruitments and external
recruitments.
INTERNAL RECRUITMENT: In this point the organisation fill their job position in one of their
present employees. This process is best to manage loyalty and trust between the company and
their employees (Storey. 2014). Through this activity the firm save their time and money. There
are many internals recruiting such as promotion, transfers and permanent to temporary.
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 Strength of internal recruitment:- Internal recruitment of Google is save time and
decrease training costs, they choose employees in their existing members to fill up the
vacancies in their own organisation, this will save their training time and waste of money
during the training sessions. They give promotion to boost workers performance. Every
one need to feel free and comfortable in their job place to give their best presentation
through their work. This will help to improve their work efficiency and productivity. In
some organisation newly planned employee does not feel comfortable in their jobs this
will increase employee turn over, but through this process the organisation does not face
these types of circumstances and create a positive environment, it will also decrease turn
over of employee. Weaknesses of internal recruitments: The process of internal recruitments also give
disadvantages to Google, through this recruiting process they will lack the coming of new
ideas in the organisation. Filling the new post with the existing employees will give a
negative impact on the other workers and they feel jealous to their colleagues and also
thought that the company is not respecting their work, this hole process demotivate
workers and start getting low productivity in the company. It will also increase employee
turn over.
EXTERNAL RECRUITMENTS: this is the way to improve the growth of productivity in the
organisation. External means of hiring those people who are fill the post with their fresh and
innovative ideas to increase the growth and productivity of the company. External recruitments
are filling through the advertisement, templates etc. Google fill up their vacancies to hiring new
candidates in their organisation.
 Strength of external recruitments: Through the external recruitments in google new ideas
come up in the organisation. This process help to find the right candidates to fill up the
post in the company. External recruiting is used to find the candidates who help the
organisation with their fresh ideas or planing how to increase the productivity of the
firm. It also gives a chance to know the new sides of improvement in business and ready
to fight with the many other ideas through the new candidates in any competitive
situation. Appointing the new employees is also given motivation through their positive
nature to the other workers in the company.
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 Weaknesses of external recruitments: On the other side it will also give negative impact
on the organisation. Hiring new candidates is taken a very high risk for the company
because the work of the employees is depended on trust and unity, these two points give
negative or positive impact on the organisation. It will also affect negatively on the other
employees because they thought that they are not capable to get promotion it also
demotivate them. This process will take a lot of time and money to train the new
employees.
P3 Benefits of various HRM pratices
Conflict resolutions- As different kinds of people are working together with different nature and
culture, arising of conflicts become natural in the organisation. HRM practices will be helpful in
removing these conflicts among employees. Google use these practises to motivate and inspire
people to work with coordination with other employees to achieve organisation's goals and
objectives. With the removal of these conflicts an friendly environment will be created in the
company.
Employee satisfaction- If the workers are not satisfied while performing their task, there will be
lack efficiency and productivity in their end results. Through this company's productivity will be
hampered. The HR department of Google plays a crucial role to provide satisfaction to their
employees by giving them various kinds of benefits and rewards through which they are getting
satisfied working efficiently to achieve goals of the company.
Improvement in employee performance- HRM practises are helpful in improving the
performance of employees as they are helpful in motivating them to perform their task at their
best. Improvement in performance of workers will improve their efficiency and will help Google
to grow and increase its success.
Training and development- The new worker will require proper training and development
programmes to know how to perform their task in their best possible manner. Proper training and
development programmes help employees to accept and face the upcoming challenges with
greater efficiency. This will create flexibility in work of candidate and adoption of changes
easily. Google provides proper training to their workers to reduce their chances of wasting of
resources and take very long time to complete given work.
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P4. Effectiveness Of Human Resource Management Practices For Raising Organisational Profit
And Productivity:
Human resource management(HRM) is a strategic process of managing the employees of
an organisation, it involves recruiting, training and encouraging the employees so that they help
the business by gaining competitive advantage over its competitors(Mendis and et.al., 2014).
HRM practices help the employees to develop the personnel skills which helps in achieving
departmental goals and objectives. There are different types of HR practices which enhances the
organizational profits and productiveness and also motivate employees. Google's HRM practices
follows training programs for employees, and performance management so that it maximizes
capabilities of personnel. There are different types of HR practices adopted by Google
corporation, which are as follows:
Training And Development: The HR of Google aims at employee's satisfaction because
employee's loyalty towards work is hard to obtain and therefore, Google invests more than
normal in personnel to keep on the talented employees and increase its business's productivity. In
Google, employees get chance for constant learning and 120 hours every year is compulsory
training and development for each employee of Google. HR also keep special training programs
which develops skills relating to presentation, content, management and leadership.
Performance Management: Google's HR function is bigger than normal as it has a many duties
to handle. There are many functions starting from recruiting to training and development and
also giving each employee the equal chance of growth and improvement. Google's HR rewards
employee for its good performance and payment strategy is based on pay for performance
scheme. The review of performance of employee is done by 360 degree feedback and in which
review of employee is done by everyone including subordinates and seniors.
Reward Management: Google rewards its talented employees to compliment them and trains
the developing ones to motivate them to improve their skills and knowledge. Employees get
many kinds of benefits or perks which inspires them to do better. The Google's HR makes the
reward management strategy so that employees get encouraged and brings creativity in their
work and overall objectives of the organisation are achieved.
Flexible Working Practices: Google has created flexible working arrangement which makes
employee achieving work-life balance and holds employees in the organisation and it also
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considers suggestions from employees. This policy aims at retaining the talented employees and
so on it brings innovation in work and creates loyalty of employees. If a new product is about to
launch, then firstly, it will be released internally and employee's suggestion will be taken in order
to develop process of the product.
Google's Human Resource Management practices and policies results in bringing
efficiency, increasing productivity and it also retains the employees which effects the business in
growth and expansion.
P5. Importance Of Employee Relations And Its Influences On HRM's Decision-Making:
There are many factors that affect human resource management and its decisions. HR
department play an essential role in different areas such as personnel planning, employee
relations, training and development of employees, follow some legal rules and regulations. HRM
must follow some rules and regulations within an organisation. Employee relation is essential
because it maintains a healthy professional environment in which managing the activities would
be easy, and it improves the performance of the company. Employee relations provides different
strategies regarding consultation, assistance and resolving workplace problems. And it assists
HR in disciplinary action, proper planning, intellect on some policies or procedures. Following
are some reason explaining the importance of employee relations in an organisation and its
influences on decision-making by human resource management(Mendis and et.al., 2014).
Increases Productivity: Google's HR practices are based on creating a friendly environment for
the employees so that they get motivated and work innovatively. An effective communication
between employer and employee can create an effective relationship between them, and it creates
a pleasant environment which results in higher level of productivity.
Teamwork: Employee relations refers to maintaining an effective communication between
employee and employer or its supervisor or colleagues. HRM of Google focuses on maintaining
a team by building a strong employee relations because an organisation flourishes when it has a
good personnel team working together to achieve organisation's target goals or objectives.
Increased Revenue: Google's HR policies aims at maintaining employee relations, where every
employee is treated equally and motivated to innovate and develop knowledge and skills. The
effectiveness of employee relations results in increasing productivity, retaining its talented
employees which leads to increase its revenue and profits.
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Enhances Motivation: A strong employee relations is made by easy communication between
employee and employer, it makes an employer more comfortable to talk to his supervisor or ask
something or to give some suggestions or solution in critical situation. This ease of
communication motivates employees towards work.
Employee Loyalty: HR focuses on creating employment relations for employees working in
Google, so that it increase productivity of business and it can also retain its employees. As
employment relations encourages loyalty of employees towards work and it makes loyal work
force. And by this way, the company creates loyalty of employees and also retains its customers.
Conflict Reduction: When an effective employee relation is made between employee and
employer, then they enjoy working together and also conflicts does not happen, and it makes a
peaceful place to work. A workplace with less conflicts happening between employees, make
them more concentrated on the work provided and increases productivity.
P6. The Key Elements Of Employment Legislation And Its Impact On Decision-Making:
An employment legislation is a law governing employment inside a workplace and it
includes protection measures for everyone who works within an organisation. This law or
legislation regulates the relationship between organisation and its employees and it governs the
rights and responsibilities of workers or employees(Mendis and et.al., 2014). The Human
Resource Department of Google compiles different laws and regulations relating to business or
business activities. Following are some key elements or factors of employment legislation or law
followed by Google:
Employer's Obligation: The employment law provides framework to Google's Human
Resource Management and its employers in preparing the recruitment and selection processes.
This law states that HRM should make fair employment policies and practices in recruiting,
hiring, promoting, or training the employees, and providing equal opportunities to all and should
not discriminate anyone.
Protection Of Employee: The employment legislation laws are governed by health and safety
administration departments which ensures that the organisation have a compliance of different
laws which protects employees and work environment is safe for them. Google's Human
Resource Management keeps all documentations of the working environment and provide proper
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training to use the technological tools which can create danger for them.
Prevents Discrimination: The employment laws also protects employees from getting
discriminated at work place. The discrimination can be based on colour, caste, religion, sex, race,
etc. The Human Resource Management treats every employee equally and does not discriminate
anyone and also makes decision treating every employee equally. Google's HR gives equal
opportunity to each employee basis on his talent and skills and his capabilities to do work.
Minimum Wages: The law governs in regard to minimum wages or extra wages for overtime
for employees who work for 40 hours in a week. It protects the right of every employee of
Google organisation that a person gets enough for his hard-work.
Protection Of Employers: The purpose of this law is to eliminate the master-servant
relationship in an organisation. And making every individual equal and providing equal
opportunities. The labour law protects the rights of employers as they don't have to recruit
someone who is qualified for job but to hire someone who has the ability to do the task when
time comes up. So these laws protect the productivity of employers and thus results in remaining
competitive in the market and gain profits.
Dual Protection: Google's employees and employer both are protected by employment laws and
legislation. As, labour law states how employer should treat its employee and also how both
should interact with each-other, which eliminates the conflicts and overall organisation's
productivity is improved.
Removal Of Child Labour: Before there were no laws protecting children from doing labour,
children were doing hazardous jobs and risking their life. Now, the employment law act treats
child labour as a crime(Chelladurai and Kerwin, 2017). This law states that children should not
work before a certain age as they are not in condition to understand the contracts or handle such
pressure of work.
The laws and legislation states roles of employer and employee and gives a structure to
working environment, and it benefits the organisation, as conflicts are avoided, removal of
discrimination, and child labour. The rules and regulations gives business guidelines to operate it
properly and gives important direction to be followed to sustain growth.
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P7. Human Resource Management Practices By Facebook:
The selection and recruitment are the processes through which some individuals are
selected for a task or job from many applicants based on their skills and knowledge. Recruitment
refers to the process of searching and stimulating them to apply for the job, whereas, selection is
a process having serial of steps in which applicants are chosen for suitable task.
For selecting and recruiting candidate for the position of HR administrator for Facebook,
following documentations are prepared by HRM:
 Job Description:
Job title: HR administrator
Name of the organisation: Facebook
Supervisor/manager: HR director, ms Susan Robertson
Duties and responsibilities:
 maintain personal records
 updating internal databases
 selecting qualified personnel for the organisation
 providing training to employees
Skills and experiences
Qualification:
 Diploma In Business Administration
 Graduation from management field
Experience:
 minimum 5 years of experience in HR department
Skills:
 excellence verbal communication skills
 organised and able to complete given tasks
 Person Specification
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A person should complete its graduation from a reputed college or university and should be
fluent in languages to communicate with the employees. And you will be responsible for
resolving HR.-related queries.
 Job Adverts That Can Be Used In Different Media's
Different types of media- mix can be used to advertise about the selection and recruitment
process, such as newspapers, billboards, magazines, Facebook, Instagram.
 Interview Script
Interview script will contain questions to be asked to candidates, such as:
1. Enlist your strengths in overcoming a critical situation occurred in company?
Ans. One candidate described in sharp way gave on-point answer. He said he is a great problem
solver and tackle any problem by using his skills and knowledge.
Other candidate said in clear and precise by giving an example. He proved to be an emotionally
intelligent leader in solving problems.
2. Why should company should hire you or out of other candidates ?
Ans. First candidate described his qualities and skills by comparing it with other candidates.
Whereas, other candidate described himself as the best suitable person for the job by showing his
skills and experience.
 Selection Criteria Indicating The Scores Of Both The Candidates
Interviewed
Selection criteria is based on qualification, skills, knowledge and experience of candidates and
their ability to do work, handle the work pressure and complete the task given.
The candidate who is better in tackling all the levels of recruitment and selection process will be
hired on the basis of skills and knowledge he/ she has, ability of the candidate to tackle the
situation, and his analytical skills.
 Job offer letter
dear [Applicant's name],
Facebook is excited to recruit you as HR administrator.
You were good candidate and gave your best performance in interview. We are happy to hire
you and wait for you to join us soon.
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