Human Resource Management Report: Google's HRM Practices

This report delves into the core principles of Human Resource Management (HRM), focusing on workforce planning and resourcing within an organization, using Google as a case study. It examines the role and functions of HRM, emphasizing the importance of attracting, hiring, and retaining skilled employees. The report analyzes the strengths and weaknesses of various recruitment and selection approaches, highlighting their impact on organizational success. Furthermore, it explores the benefits of different HRM practices for both employers and employees, evaluating their effectiveness in enhancing organizational profit and productivity. The report also underscores the significance of employee relations and the influence of employment legislation on HRM decision-making. Through specific examples, it illustrates the application of HRM practices in a work-related context, providing a comprehensive overview of key HRM strategies and their practical implications.

Human Resource Management
Contents of the Assignment:

Section 1:
Explain the role and functions of HRM applicable to workforce
planning and resourcing an organisation
Explain the strengths and weaknesses of different approaches to
recruitment and selection
Section 2:
Explain the benefits of different HRM practices within an
organisation for both the employer and employee
Evaluate the effectiveness of different HRM practices in terms of
raising organisational profit and productivity
Section 3:
Analyse the importance of employee relations in respect to
influencing HRM decision making
Identify the key elements of employment legislation and the impact
it has on HRM decision making
Section 4:
Illustrate the application of HRM practices in a work-related
context,using specific examples
Introduction:
The aim of the Recruitment Process assignment is to let on, have the knowledge and to put
in practice the effective principles of human resource management (HRM). The centre of all
HRM operations from any single company are the people and they are able to attract, hire
and keep possession of the skilled workers.

This assignment will discuss the strategies and approaches that can be used in HRM to
optimise the engagement of workers, and how that of HR practises to achieve competitive
advantage. I will also discuss the value of training, cultivation and growth to create and
expand the organization's skills base to ensure it is important to the ever-changing market
climate.
Through the assignment I will redact the way that employers collaborate with their
employees and the appraisal of the good relationship between them at the workplace. The
HRM process law along with the very best practices will make an employer of a business to
be the ,,employer of choice “in the labour of the markets.
Section 1:
Explain the role and functions of HRM applicable to workforce
planning and resourcing at Google.
In the next task I will explain the role and function of HRM that can be applied to workforce
planning and resourcing within the Google company,which is the organisation I chose to talk
about due to their popularity and because it was much easier to find lots of information about
it.This task requires to prepare a report within the organization I chose and to evaluate the
current practices the organization is using.
Overview
Created in 1998 by Larry Page and Sergey Brin, in the last decade Google has been graded
amid one of the top most organisations to work for. The company's protocols and regulations
are considered to be centric to workers, and have been designed to provide their staff with
the greatest amount of incentives. The business has grown over the time and so has the
Human Resource Department that does focus on employee development as each quarter
the organisation scales new heights.The corporation has branches around the globe in 14
states and 36 countries. Many of these include India, China, Australia, Israel, the UAE and
Turkey etc. Its head office of operations are based in California, with the highest number of
workplace framework that benefits the world and has rarely ever seen (Matulich and Kuntze,
n.d.).It has been found out and recognized today that the company's success owes the most
high quality human capital (Lombardo,2015).Just as a fact when the company went public
in 2004, Sergey Bin said that all is for Google people (Matsangou, 2015).
The truth is that for a company to manage its employees effectively, a combination of
Personnel and Human Resources Management strategies is important. Administrative
details and ensuring that right people are in the right position at the right time. Also need to
mention that staff records need to be kept properly and that regulations are followed closely.
By having people inspired to do the best things and preparing them to have the right aptitude
the organisation will be able to achieve the goals.
Definition of HRM:

,,HRM recognises that workers are the key tool for achieving sustainable competitive
advantage, that human resource practices would need to incorporated into the business
approach, and also that human resource professionals support operational managers
achieve both performance and profitability objectively.”
The purpose of this HR report is to inform the management team about the issues and
activities related to the recruitment and selection that took place last April. The report
outlines statistics and results concerning the hiring and on-board process, employee attrition
rate, health and safety record, employee wellness strategy and workplace etiquette
implementation.
Based on the results and findings, the HR team was unable to achieve its April goals with
the hiring and onboarding process, health and safety management and welfare
implementation. Despite significant workforce-related improvements, the team remained
short of its intended objectives.
Purpose of HRM:
Essentially, the purpose of the HRM is to maximise an organization's productivity by
optimising its employees effectiveness, hence a resource manager's obligations that fall into
three main spheres: job definition and design, benefits and compensation, staffing and
employee.
Various strategies and steps for different positions within the company are used by Google's
HRM.
Functions of HRM:
HMR has been described as a process of human resource development through guidance,
integration, staff motivation and individual goals to achieve organisational goals.While
ensuring that all human resource management functions are interdependent, interrelated
and dependent on the particular situation is not easy.Most of the functions are carried out as
a single management activity.
The HRM functions can be broadly divided into two categories:
A. Managerial Functions: B.Operative Functions:
Planning Procurement
Organising Development
Staffing Compensation
Directing Maintenance and motivation
Coordinating Integration
Controlling Industrial relations
In my perspective the HRM's following functions can be adequate in providing the perfect
match of talent and skills to meet organisational goals:
Supporting the organisation to obtain the right types and numbers of employees to obtain
the organization's strategic and operational objectives.
To make sure they will generate a favourable environment for employees who assist in the
development, growth and use of their skills.

Helping employees in sustaining high standards and enhancing the production through
attainable job design, procuring them with adequate guidance, performance and based on
that with the feedback and double way communication meaning here employees to
employer and the vice versa.
Maintaining a harmonious relationship between employer and employee;
Ensuring and delivering a healthy workplace environment.
Other important HRM activities include HRM job design, planning,job analysis, employee
hiring, employee motivation and executive and employees remuneration etc.
HRM Strategy: To be able to manage all the work practices appropriately the HRM team of
the company will have to develop their strategies and opt for the right decisions. By choosing
the right strategies in all of the roles and by giving each the right responsibilities will help the
organization have a good direction in managing.
HRM Practices: The HRM practices which are the main ones and most important like
training and management and recruitment will have to be adequately handled and just so the
employees can commit to the goals and objectives of the organisation that can be achieved.
HRM Outcomes: If the HR of an organization would like to be successful it is important that
they will motivate the people and the retention as well. Only so the achievements will be
great.
Behavioral Outcomes: The workers will need to demonstrate a good and strong reaction to
the strategies and the policies of the company as just by doing so they will create a greater
business environment
Performance Outcomes: The performance will come out just from a great conduct and well
thinking strategies of the HRM team.
Financial Outcomes: the company will have a good production and satisfaction of their
customers if the HRM will have only positive results within their practices.
Explain the strengths and weaknesses of different approaches to
recruitment and selection
Based on the quality of the HR, the organisation had successfully grown. In general among
their employees the company stresses Excellence and Smartness. Within the organisation
one of the priceless values and practices of the HR team also includes carefully selected
recruitment and selection strategies, techniques, methods and high-quality employees
retention. To ensure appropriate workforce in the organisation the process of the recruitment
practices and the selection process is well established. Also the organisation retention
programmes are designed to hold outstanding employees.These programmes also draws
the organisation’s employees. Today the company ranks as one of the best places where
people wish to work. The HRM department indicates success in the selection, recruitment
and retention of employees, therefore comes the popularity and the positive perception
about the company.
Recruitment is the process to discover individuals to work for a firm/organisation.

Selection refers to the methods used to select the best or the very appropriate candidate
for the vacancy.A recruitment and selection process has 10 stages. Recruitment process is
composed of the first six stages. The last four form the process of selection:
Find out the vacancy
Do a job analysis
Creating a job description
Creating a job specification
Advertise the job
Send application forms or apply for a curriculum vitae (CV)
Collect CVs / application forms
Creating a shortlist
Hold interviews / testing
The Selection process and techniques
Depending on the vacant position that a company has offered to be taken by some possible
candidates the techniques of selection that are chosen is to find the right candidate that has
the required knowledge and skills to match the role in the position offered.Some of the
techniques used for the selection process that are the most popular within the organisations
includes assessing written applications,conducting panel interviews and checking
references.
Based on the result of one of the selection techniques the recruitment decision should not be
based only on that.A combination of one or more techniques must be applied on the
candidates in order to assess the skills,knowledge and the capability.
If a company chooses to use the selection techniques in addition to an interview, the
candidates must be informed and offer time in order to prepare themselves.
The examples of the selection techniques are as it follows:
1. Structured interview format:the techniques is it useful to get to know the candidate,his/her
presentation and the communication skills.The interview can be increased by its
effectiveness using the competency and behavioural technique by applying questions about
the past behaviour to the candidate in similar situations as he/she will face in the new
position in that way the assessor will predict a future behaviour of the candidate.
2.Telephone,Skype and video interviews:this type of selection it is usually used when there
are candidates that are coming nationally from a big distance than where the branch or the
company is based or when are candidates that are applying for a position from
overseas,therefore before the assessor will meet the candidate face to face it is need to take
place a telephone,video or skype interview before the final recommendation it is made.Also if
there are a large no of candidates that will be reduced by this kind of interview before the
face to face interview.When this type of interview is taking place the questions applied to the
candidate must be concise and to remember that the candidate relies on verbal feedback.
3. Work simulations:This type of selection is actually divided into:a)work samples:if there are
a large no of candidates this technique takes place to shortlist the candidates no before the
interview.There is not a very popular technique due to time consuming and intensive
resourcing.b)The leaderless group discussion:with this technique usually it is tested the skills
the ability of the candidates to coach, leader, teamwork, building relationships, customer
service. It is usually recommended four a group of candidates and they are made to carry
discussion between each other about different topics.c)The in-tray test;this type of technique

it is used individually and will assess the behaviour in the context of a job similar to the
problem situation.The candidate may be required to write a memo, to analyse data or to
research information in respect to the position of the company.d)Planning exercises: this
technique will assess the candidate ability to allocate resources, to schedule and plan
activities, and to adapt to various situations in the last minute changes.
4. Assessment centres:this type of selection method is usually used on a large scale or bulk
recruitment exercises. It needs trained assessors and can run over 2 or 3 days and it is very
expensive and complex process.The candidates may require to have interviews or written
tests or it may be a possibility to have individual or group exercise and from there the
assessors will collect evidence which will be assimilated and made a final decision.
So by looking into those methods of the selection process it can be said that it must be
considered a proper analysis of a job and it must be done accordingly to the advertising
which is considered to be the most important element in this process in order to manage the
consistency, legality and transparency of a strategic HRM.
Strengths of the selection process:
The strengths of the selection process no matter the technique would be it helps the HR
managers to find out about the candidates skills,ability and knowledge by giving them tests
which is a more effective and easiest way compared with other methods and so they can
find out if an individual will fit into the role that was offered.
Weaknesses of the selection process:
Even if it has a good side of the process selection it has a bad side because the candidates
may not be honest which rarely will give the whole picture.The results of the test may not be
as it should be just because some tests may be ambiguous.
Therefore in order to find the right candidate that matches with the company requirements it
must be considered the tests, online interviews,face to face formal interviews and other
appropriate selection methods depending on the size of the company and the requirements.
Internal recruitment is when a company or organisation, within its existing workforce,
intends to fill a vacancy.
External recruitment is the assessment of an available number of job candidates, different
from the existing employees, to find out if there is one that is sufficiently skilled or qualified to
take place and perform existing job vacancies. It is the process of searching to get into the
open positions in an organisation outside of the current pool of employees.
From time to time there is a need that every organisation needs to analyse and compare
their weaknesses and their strength along with the threats from different external
environments and also the opportunities which can help to succeed and grow the
organisation goals. Such information is crucial to an organisation's survival.
This is called technically SWOT Analysis. Those analyses have the main purpose of bringing
about a balance over time between the firm's operations and the factors of the external
environment itself. The step to success is to take a self-analysis, as is a SWOT analysis
quite important for organisations to find an equity way of working. Being a very powerful tool
to make organisational recommendations and decisions, is it helping make the ideal stage
where work can take place.
Strengths of HRM within Google:

Roughly Google is the very proud owner of over 54,0000 extremely talented and skilled
employees. Upon the success of an individual the Google’s full talent is based on recruiting
the most potential, smartest and talented people. They are usually internally trained in
various areas of the organisation. Competition firms are always looking for trained
employees at Google because of their positive approach to work and their positive
reputation.
Basis competencies – Google is one of the primary players in the tech industry. The firm's
core competency is its strong workforce. Becoming one of the core brands strength because
of their advanced products and services all thankful to the organisation’s HRM strategies
and policies. State-of-the-art technology is used to help Google's human resources grow
and contribute to its organisational goals. Google is working hard to develop its culture of
organisation. Quality workplace innovations and quality work culture for better is one of the
primary Google’s focus in creating all of this.
At Google, employees are being empowered and encouraged to move forward with their
own ideas that can be innovative. Google is offering to their employees a great quality of life
and a casual atmosphere only because the company is fostering the employees creativity.
Weaknesses of HRM within Google:
Employee retention – Working in Google, even if it is for a short period of time, it does help
the employees high on other competitive firms' wish list. Google employs a lot of importance
in retaining staff.However, because they are offered nice benefits and much more attractive
packages by competitive companies to the Google’s employees, retention of employees
becomes a challenge. There are a lot more of the internal risks within Google. The demand
for innovation is always in the market. Thus, such innovation can be possible just with
employees or individuals with an innovative path of working. Therefore innovation depends
directly and strictly on the people who work at Google.
Trends and Updates:
The company currently has 25 positions to be filled. Job hiring is taken care of by the HR
managers, which has already processed 67 applicants for Apryl. HR and hiring managers
employed only 13 of these applicants to fill the vacant positions, leaving 12 more to be filled.
In addition, there were three resignations within the same month.
To make sure that Google's operations are consistent with its activities and its objectives, the
organisation offers nice compensation packages to retain highly qualified employees, that
being one of the main and strategic tools of the HRM team. The total number of employees
of the company in the UK for April is 428.
With the unprecedented pandemic still ongoing, the department has procured face masks
available for all employees to use. In addition, sickness prevention training in the workplace
was arranged for the first week of April to ensure that employees are educated on the
appropriate health and safety measures, practices and procedures at work.
In addition, HR managers have told all workers with symptoms of the virus or other illnesses
to stay at home and operate remotely from home whenever possible and if they so wish.
In addition, last April 20 the department also scheduled a seminar on sexual assault in the
workplace with 250 workers attending.As strictly required by any industry, HR workers will be
expected to carry out additional workplace orientation and training activities that meet
existing requirements and ensure effective results.

Key Performance Indicators:
Although the HR team was unable to meet its recruiting and onboard goals for Apryl, the
latter's recruiting pace of 52 percent was substantially higher than the 35 percent of the
previous month.
In addition, the budget increased for work openings and recruitment ads on popular websites
and agencies.There were also just three resignations in April, a boost compared to last
March's 15 resignations.Cases of virus infection dropped by 15 percent in March, falling
short of the company's 20 percent goal.To lower the rate of sickness and absence in the
coming month, the department needs to be more meticulous about its health and healthy
policies.HR managers told all sick workers to remain at home even with the smallest
symptoms to prevent transmission of disease in the workplace.
The organisation also ensures that workers comply with their zero workplace discrimination
policies, which have yielded good results so far as no incident reports have been published
during the month of Apryl.
Focus Areas:
The HR department must prioritise recruiting and on-board activities as it is still seeking
eligible applicants to fill the remaining 12 vacancies.The department will also concentrate its
attention on evaluating and tracking all improvements in the performance evaluation and
compensation programme to improve employee satisfaction in order to help minimise and
avoid employee turnover.Despite zero allegations of sexual assault in the workplace in April,
the department will continue to provide advice and training on appropriate workplace
behaviours and attitudes to help deter incidents and strengthen workplace labelling.
As the organization is in need of more employees and the vacancy is still unfilled I will
produce myself for your recruitments to take place quicker an Advert for the role of a
Manager Assistant within the HRM team that will be placed on the main google website
within the section carers at Google.So the process of recruitment will take place online as it
was expected from such a large scale company.
Section 2:
Explain the benefits of different HRM practices within an
organisation for both the employer and employee
In this section I will explain the different HRM practices within Marks&Spencer company that
are beneficial for the employers and the employees within the company mentioned above.
Marks&Spencer was established in 1884 by Thomas Spencer and Michael Marks from
where also the name of the brand and at the moment is one of the most popular and
appreciated top UK retailer that has about 730 stores in the UK and another 361 other stores

over 40 countries worldwide.M&S it is specialised in luxury apparel and food products. In
1998, M&S was one of the first British retailers to achieve a £1bn in tax-free profit. M&S
employs 81,223 people worldwide as of 2012.
M&S customers have a large range of choices on what they'd be shopping for. M&S has
specialised in selling also electronic products, financial services and energy products, and
not just food and clothing. M&S has also grown as a company because they are present not
only as stores but also in the online media where customers can purchase their products
24/7.
With the help of the HR initiatives in the last decade the M&S can proudly provide staff
training that has reached another level in our modern life and to engage them in their roles
with quality. The Business Partner Model that was developed by David Ulrich is one of the
models that is very known and used in large-scale organisations such as M&S so they can
shape their Human Resource policies in an business environment that can always change
and be malleable around them.
M&S HR was not long ago being transformed; the performance of the service department
and administration was transformed into a very active role within the organisation. In the
strategic level the transformation that took place, ensures a better spreading of resources,
and the skills of the employees that are at various levels would need improvement and
training. Strategic HR management complements core competency, the sharing of
knowledge within the organisation and reaches to intellectual capital and a culture of
constant learning that is essential to the great success of a company. Porter and Smith
(2006 ) state that continuous development of employee skills mainly works towards
achieving broader business goals. The HRM within the M&S has embraced that model of
resourcing that would spread loyalty and transparency as well as trust over their employees
within all sectors of the company so that they would be better engaged within the
performance of the company. By the engagements the company refers to each employee
that must know their responsibilities within their roles so they will feel somehow connected
to all the companies actions and so they can understand that their skills and knowledge in
their roles makes the difference for the company as a whole.
Benefits of training and development for employee and employer:
Right from the start of their work the HR can appoint employees and to start the induction
program as per new recruits. Doing so helped them start their workforce development from
the first day of their work. Candidates from various cultures will bring diverse skills and
potentials as people have various styles of learning and engagements which will drive them.
For keeping the sustainability of the organisation for the future the most significant aspect of
the HR function is to allocate resources as per company budget. By applying this technique
the employee feels that their needs are well reviewed by the company therefore their work is
appreciated by the company at their highest level. There it comes the slogan: when
employees feel that they are valued they will be more committed to their job so 'Employee
Champion' has been created. The HRM team from M&S will assess its workforce and will
train staff that have exceptional management skills. High-performance employees are
regularly selected for more demanding roles. In 2010/12 the company trained 4000 and the
executive staff so they could support the growth of the company worldwide. For the company
to reach the objectives and the goals settled they will make sure that their employees work

together at all levels. By doing so , M&S must ensure that a right number of skilled people
will do the right job at the right time. Recruitment process is performed in such a way to
attract the right level of managerial or operational applicants.
Benefits to the employers:
Bratton & Gold (2000 ) discussed that one of the best accomplishments that an organisation
can have will be to generate transferable skills among its employees. Nowadays there are
no companies that can guarantee a job for life and in today's economic situation people
would need to evolve in their work. By being one of the top employees they will have the
ability to choose about the job scope, about having a secure job, the way promotions are
taking place, etc. In a structure of an organisation on the priority list first comes the
customers and to maintain their satisfaction an excellent service must be delivered to them
and this is one of the primary aims of the M&S and by doing so the company needs the right
people at the right level to proceed within the company’s operations. There are about six
levels in the company; those levels are there for managing and controlling people in an
organisation. Those specific skills, competences and knowledge will be found in every level.
Each year at the beginning of the February month the process of people planning takes
place and there is a continuous review process in May, August and November which allows
M&S to go into the recruitment process as required by the company. The company then is
creating a request that is in need of new personnel as the continuous process allows
flexibility and time. Thus will allow the company to grow with new stores maintaining the
same standard of services and products.
M&S is trying to access more often the process of recruiting internally to fill the vacancies as
it knows that it is very important for the staff members to motivate them and improve the
level of their career into the next one and to make it successful. M&S has a scheme called
“Talent Planning” and they have an annual evaluation process which allows the current
employees to apply for a 'higher rank' job. The employees then start to associate which is
the higher role/job they would wish to reach or they are matching better, then they will
explore those ways to achieve them. With the help of their line managers will work out the
required practical, assessment and behavioural skills required by the higher role they will
wish to apply. The senior managers will train the candidates and will make a way for him /
her to attain the job role of their dreams. With this scheme that M&S has implemented within
the company not only that it helps to succeed as a company and the very talented
employees are retained but also the company is promoted as one of the best workplace.
People will get very interested in applying/ working for the company because they will know
that they are with a good employer who appreciates them and cares for their personal
goals.
Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity
Within this task I will evaluate the HRM practices that are beneficial for the M&S as a
company raising their profit and productivity.

Nowadays the employees are offered by their employers the opportunity to grow and
develop their skills and knowledge. M&S apply surveys to their staff members regularly to
find out and to identify the level of motivation and where possible changes that need to be
applied. These surveys that are taken place regularly lead to the improvement of the work
environment performance in the operations around the company.
M&S strategically integrated HR into their business. Managers will need and have to take
into consideration when making decisions the HR functionalities. One of the strategies that
M&S applies to their employees is to tell the company’s goals in order for the HR team to
take action and improve them for the future.
HR concepts highlight that it is important to adopt a systematic research method to sustain a
continuous workplace professional growth to accomplish wider objectives. Within the M&S
company this systematic development involves the identification, outlining and development
of needs.
David Guest argues that Human Resource Management is an organisation's uttermost
necessary aspect, by reason of helping human possession contribute to acquire the goals
and objectives. He has matured into a guest model that encounters the importance of HRM
as it helps enterprise firms to efficiently habits operations on the inside and exterior market.
Under this model , usually there are two categories, which are the Soft HRM and the Hard
HRM. Each category is designated to adequately manage organisational aspects and the
existence of such things does have a contact on the height of productivity. The model is
commonly associated with the organisation's critical administration, and is it following the
engagement with organisational goals. The guest model applied has further enabled the
company to delegate potentiality and to eventually be more flexible. No matter which model
a company is applying the most beneficial and valuable resources are the managers and
therefore emphasising all of this they should be positively used at all capacity. The line
managers are responsible for managing their work aspects according to the company's
strategic purpose and aspirations. Both line managers and HR managers are designated to
promote outstanding employee liaison and therefore the objectives will be achieved. Line
managers need to focus on all the critical organisational conditions determining a way of
communicating with the others.
They will also have the ability to develop appropriate employee communication and contacts
so that they can also commit to the achievement of organisational goals and objectives. Line
managers also have the right to direct all the procedures in an important and critical way, so
each role can be managed productively. Focusing on strategic HRM helps the line managers
to accomplish collective goals in an efficient aspect that is crucial for long-term continuous
competitive assets.
All those conducts have made the employees take into consideration strategic values no
matter what roles and responsibilities each person is playing. HR practises are established
based on organisational goals and specifications; employees then will need to understand
those conditions. On the other hand employers have the mandatory obligations to
emphasize on the competencies and skills of each employee
By learning all those distinctive conditions that are very important for their own job roles they
are also contributing to obtain the goals of the company. Furthermore, the performance of
employees should be systematically reviewed in the conditions of promising and provoking
them to achieve better productions.