Comparative Analysis of HRM Practices in Google and Facebook

This analysis explores HRM practices in leading tech companies, specifically Google and Facebook. The study highlights how each company manages recruitment and selection processes, emphasizes employee relations, and aligns its strategies with key employment legislations. By comparing these approaches, the assignment aims to understand their impact on organizational productivity, profitability, and employee motivation.

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

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Table of Contents
Introduction:....................................................................................................................................2
Task 1:.............................................................................................................................................2
Organization Overview:...............................................................................................................2
Human Resource Management of Google:..................................................................................3
Purpose and Function:.............................................................................................................3
Critical Evaluation of Recruitment and Selection Approaches of Google:.................................4
Internal Recruitment:...............................................................................................................4
External Recruitment:..............................................................................................................4
Critical Evaluation of HRM Practice of Google:........................................................................5
Performance Management:......................................................................................................5
Flexible Working Practice:......................................................................................................6
Critical Evaluation of Employee Relation of Google:.................................................................7
Key Employment Legislation:.................................................................................................7
Conclusion:..................................................................................................................................7
Reference:....................................................................................................................................9

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To, Date:
Mr. Owen Smith,
HR Director,
Google,
RE: Review and assessment of the effectiveness of the main HRM functions within Google
Dear Mr. Owen,
Kindly find the case study report attached which reviews and assesses the effectiveness
of the main HRM functions within Google.
From: Your name
HR Manager
Google

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Introduction:
Human Resource Management is one of the major aspects of the management in any
business organization. Human Resource Management (HRM) refers to the management and
control of the people of the organizations. On the other hand, the HRM can be denoted as the
formal system of management of the people within an organization for ensuring the intended and
better performance of the fir in the market. In this regard, it must be mentioned that every
organization must have a HRM department who takes care and manages the people of the
organization. At the same time, the HRM of the firm is dependent on various factors as well as
the same influences various aspects of the firm. The major areas of the HRM are the staffing,
recruitment, employee retention, performance management and many others. However, the
basic responsibility of the HRM is to the efficient employees for the longer times along with
management of the same. For serving the said purpose the HRM conducts various activities that
make the firm to retain the employees of the organization and attracts others to join the same.
Along with this, it can also be mentioned that the HRM of the organization is responsible for
making the business grow and maintain the usual workflow within the organization by properly
managing the people of the same. Therefore, it can be said that the HRM is one of the important
and necessary part of the organization the directly and indirectly ensures the firm’s profit from
its business.

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Task 1:
Organization Overview:
Google is one of the largest American multinational technology companies which
provide almost every internet related services to the people all over the world. From online
technologies to cloud computing, Google is the provider of every service related to internet. In
fact, Google is the most popular and trusted search engine throughout the world. Google was
founded in the year 1998 and gradually started gaining popularity for its wide range information
and service across the globe (Karodia and Thomas 2014). Google has no such competitors in the
market and running its business in the market of apps, browsers and smartphones.
Human Resource Management of Google:
The purpose of the HRM of any organization including google is to manage the people of
the organization with regard to the organizational activities. The major approach of the HRM is
based on the recruitment and selection and the workforce planning. The workforce planning of
HRM determine the proper management of organizational activities in a systematic way, while
the recruitment and selection refers to the employment of the new people in the organization.
The HRM is responsible for incorporating a systematic approach to the planning of workforce
for performing respective responsibilities. On other side, the HRM also responsible for recruiting
and selecting eligible employees for organization activities.
Purpose and Function:
The purpose of workforce management of google to maintain systemic activities of the
employees in terms of meeting the organizational activities. The aim of the recruitment and
selection process is to ensure the enrichment of the workforce with eligible and competent

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employees. In order to ensure the success of the company in all over the world, the HRM of the
company emphasized on the maintenance and retention of high quality and skilled human
resource along with the smartness and excellence of same. The functions of the HRM of Google
are recruitment, selection, performance management, employee motivation and retention. These
functions of Google are determined by the workforce planning and resourcing which is another
aspect of Google’s HRM for talent and skill acquisition for achievement of the business
objectives.
Critical Evaluation of Recruitment and Selection Approaches of Google:
Google uses both internal and external approaches for its recruitment process of rich
human sources into the he company. The different stage of the recruitment and selection
approaches are HR plan, job analysis, job descriptions, CV screening, candidate attraction, job
advertisement and many others. The internal recruitments are transfers, internal job posting,
promotions and recommendations and the external recruitments process are headhunting,
advertisement and job posting on different website of Google.
Internal Recruitment:
Strengths:
The strengths of the internal recruitments and selections are the process is quicker and
cheaper, the people to be recruited are already familiar with the organization’s business.
Furthermore, this process provides a scope for promotion.

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Weaknesses:
The weakness of the approaches implies that the candidates are already aware with the
deficiencies of the firm and also the number of candidates are limited. In addition, the internal
recruitment creates vacancy within the organization that needs to be filled.
External Recruitment:
Strengths:
The new people bring innovative ideas which can be helpful for the firm. Along with
this, the candidates from the outside may have wide range of work experience in the same
domain.
Weaknesses:
The external process of recruitment and selection takes longer times. On addition, this
process is expensive and complicated as it involves number of procedures for selecting the best
candidates.
Critical Evaluation of HRM Practice of Google:
Among the various HRM practice of Google, the performance management and flexible
working practice are the major ones that can be critically evaluated.
Performance Management:
Google is into the performance management of the employees for ensuring their
continuous efficiency development which further leads the company to increase productivity.
Performance management defines the management of the performance of the employees by the
employers in order to enhance the productivity. The performance management of Google is
aimed at the employee retention and for the same the company provides customized performance

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reviews in order to specifically cater to the Smart Creatives 360-degree feedback. The feedback
provides the employees to self-evaluate their performance in terms of skill development. For
example, the staffs get the opportunities to improve their competencies and performance.
Organizational Goals and
Values

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Figure 1: Performance Management
Source: Dewettinck and van Dijk 2013
Flexible Working Practice:
The flexible working practice of Google enables the employees to multitask and complete
the given task smoothly and quickly. The HRM of the organization uses policies that includes
number of opportunities for the employees to acquire the flexible working practice. Google
believes that flexible working practice is capable of retaining the employees and enhancing their
motivation. Google is benefitting the from the flexible working practice in terms of execution of
the same with regard to the Akinson’s model of flexible working practice. One of the benefits are
multitasking staffs are employed for more than one responsibilities. The example of the flexible
working practice are homeworking and flexible hours which not only motivates the employees
but also ensure organizational profits.
Performance
Management
Cycle
SMART
Plan
Act
Track
Review

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Critical Evaluation of Employee Relation of Google:
Employee relation the major and primary aspect of Google which is aimed at the
enhancement of the employee motivation and skills and the with regard to the increase of
productivity and profit. The effectiveness and importance of maintaining meaningful employee
relation is to influence the decision making of the firm. For example, Google encourages the
employees to participate in the decision making process through various internal surveys. In
regard to this, it must be mentioned that Google uses psychological contract between employees
and employers in order to maintain a meaningful and understanding relationship within the same.
This contracts influence the decision making process in terms of effective employee relationship
approaches.
Key Employment Legislation:
The HRM practice of Google also consider the key employment legislation as the same
influence the decision making process of Google within the organization. For example, the
Equity Act 2010 is followed by Google to ensure the avoidance of any discrimination while
making decisions. Health and Safety Act 1974 is another employment legal consideration
practiced by google in decision making that secures the health and safety of the employees
within the workplace.
Conclusion:
Therefore, it can be concluded from the above report that the HRM practice of the
Google is well organized and well managed. The report discussed various recruitment and
selection approaches that are contained with both advantages and disadvantages. However, the
HRM practice of the firm involves number of process like performance management and flexible
working practice for enhancing the productivity and organizational profit of Google. On the

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other hand, the organization also emphasizes on the employee relation and key employment
legislation for having a proper decision making process.

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Reference:
Dewettinck, K. and van Dijk, H., 2013. Linking Belgian employee performance management
system characteristics with performance management system effectiveness: exploring the
mediating role of fairness. The International Journal of Human Resource Management, 24(4),
pp.806-825.
Karodia, A.M. and Thomas, S., 2014. Human Resources Practices at Google in Terms of Some
Management Perspectives: Exploring the Entrepreneurial Spirit. Nigerian Chapter of Arabian
Journal of Business and Management Review, 2(3), pp.15-27.