Report on HRM at Google: Roles, Responsibilities, Ethics, and Planning

This report provides an analysis of Human Resource Management (HRM) at Google, focusing on the roles and responsibilities of HR professionals, ethical considerations, and human resource planning. It discusses the importance of collaboration between HR and management, employee commitment, and building organizational capacity. The report also addresses moral, practical, ethical, and regulatory issues within Google's HRM practices, including concerns about discrimination, work-life balance, and legal compliance. The report concludes by highlighting challenges related to morale, recruitment, and ethical conduct within the organization. Desklib offers students access to this and other solved assignments to aid in their studies.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
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Table of contents
Q1. Roles and responsibilities in HRM......................................................................................2
Collaborative approach..........................................................................................................2
Commitment...........................................................................................................................2
Capacity..................................................................................................................................3
HRM functions.......................................................................................................................3
Management of the operations in HR department.................................................................3
Awareness about the legislations...........................................................................................3
Conversations in leadership...................................................................................................4
Public relations in case of the employees..............................................................................4
Ensuring legal compliance.....................................................................................................5
Q2. Human resource planning....................................................................................................5
Moral issue.............................................................................................................................5
Practical issue.........................................................................................................................5
Job analysis............................................................................................................................6
Ethical issues..............................................................................................................................6
Religion..................................................................................................................................6
Regulatory issue.....................................................................................................................6
Q3. Morale issues.......................................................................................................................6
Practical issue.........................................................................................................................6
Ethical issue...........................................................................................................................7
Regulatory issue.....................................................................................................................7
References..................................................................................................................................8

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With its headquarters in Mountain View, California, Larry Page and Sergey Brin founded
Google in 1998. They pursued Phd from Standford University.
Q1. Roles and responsibilities in HRM
Collaborative approach
Collaboration is an important feature among all the managerial levels of Google. HR
professionals and managers collaborate for regulating the performance of the employees. This
collaboration is assistance in terms of preparing plans for enhancing the preconceived skills,
expertise and knowledge of the employees (Noe et al., 2017). Meetings are conducted, where the
HR professionals propose suggestions to the managers regarding the allocation of roles and tasks.
Prior planning helps in modifying the drawbacks within the stipulated time. Consciousness towards
this direction is assistance in terms of averting the errors and discrepancies at the time of actual
execution of the projects. Consideration of the organizational requirements prove beneficial in terms
of maintaining equality and transparency within the business operations (Bratton & Gold, 2017).
Commitment
HR managers conduct market research for standardizing the business operations. Stable
relationship with the members of research and development team helps in seeking an insight into
the ways in which the employees can be involved in the operations. At the initial stage, selection and
hiring process is emphasized upon. In this, focus is placed on the qualification of the employees.
Once the employees are selected, they are instructed to expose dedication, commitment and
perseverance towards the allocated duties and responsibilities (Brewster, Chung & Sparrow, 2016).
Capability analysis is conducted by the managers for estimating the capability of the employees
regarding the execution of challenging and enduring tasks.

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Capacity
Consideration of organizational culture enables Google to lure the attention of the clients
and the customers. Offering special set of goods and services is assistance in terms of influencing the
purchasing decision and power of the customers. In case of private sector, the professionals are in
search of new talents, who would contribute in adding value to the business operations. Strategic
approach in this direction is assistance towards maintaining the stability in the public relations
(Berman et al., 2019). Here, the main focus is on seeking an insight into the capability of the
employees in terms of fulfilling the identified and specified requirements. In this case, adoption of
continuous process improvement proves beneficial for enhancing the awareness about the avenues
through which benchmark level of performance can be reached (Brewster et al., 2016).
HRM functions
Management of the operations in HR department
Like all other companies, HR manager in Google is entrusted with the responsibility to
ensure the wellbeing of the employees. For this, transparency is essential within the plans and
schemes. Taking care of the proficiency of the employees in every parameter is necessary for
effective handling of the human resources. Sound knowledge of the HR towards compensation
benefits, safety, payrolls, recruitment and selection and training is accounted as one of the essential
requirements for controlling the HRM operations (Bailey et al., 2018). HR managers needs to be
flexible, as he is needed for maintaining the balance between the disciplines in the departmental
units.
Awareness about the legislations
Adherence and compliance towards the legislations is crucial in terms of reducing the error
rates. Mention can be made of the federal, state and labour laws, which acquaints the personnel
with the latest versions of the employment legislations. Evaluation of the implemented legislations is
done by the HR managers. This evaluation is effective in terms of detecting the areas, which needs

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modification (Albrecht et al., 2015). Typical example can be cited of HIPAA (Health Insurance
Portability and Accountability Act), which enables the officers to incorporate all the medical records
of the employees.
Conversations in leadership
HR manager in Google indulges in stable conversations with the leaders for evaluating the
effectiveness and feasibility of the proposed plans. As the aim is to enhance the profit margin,
therefore, the aim is to brief the personnel about return on investment. For this, the bottom line
production dynamics is taken into consideration. As compared to the other sectors, the return on
investment is less transparent in case of Google. As the parameter of human resource management
is vast, therefore, implementation of the plans and strategies is bound to bear negative results
unless it is done strategically (Nankervis et al., 2016). Moreover, management of the bigger
workforce adds to the complexities. Bureaucratic hierarchy of organizational structure seems to be
an obstacle in the management. This is because it adds to the layers of authorities. This addition
makes the path of leadership more distant, compelling the managers to strive more for taking their
skills, abilities and competencies to the leadership levels (Guest, 2017).
Public relations in case of the employees
An employee conducting overtime duties does not contribute towards maintaining the
stability in the relationship with the employees. Confidence is one of the essential attributes for
building strong and flexible teams. For this, support is needed for the employees, which can be
attained through the means of open forums and discussions. Offering flexible working conditions
and congenial working atmosphere is one of the effective means for gaining trust from the
employees. Feedbacks and surveys regarding the offered roles is assistance towards maintaining the
stability in the relationship with the employees (Voegtlin & Greenwood, 2016). Strong interpersonal
skills proves beneficial for Google in terms of enhancing the productivity levels. However, according

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to the critics, the interpersonal skills of the HR manager of Google is slower as compared to the
contemporary brands.
Ensuring legal compliance
Complying with the tax obligations and the labour laws is one of the primary duties of the HR
manager. The guidelines levied by state and federal government is crucial for developing policies on
recruitment and selection, working hours and wage division (Lehnert et al., 2016). Sound knowledge
of these policies and the latest versions helps the HR manager of Google to maintain the pace with
the contemporary brands.
Q2. Human resource planning
Moral issue
Moral issue relates with the approach towards supporting or harming others.
Hypothesis 1: Moral issues express difference in believe rather than preference
As the employees belong to different socio-cultural background, difference of opinion is
common. As a result of this, discriminations occur, which stalls the productivity. Along with this,
sexual harassments have added to the concerns of the female employees regarding their safety and
security. One of the striking issues is the preference of men for higher posts than females attain
commonality in the workplace of the bigger companies (Shin et al., 2015). In case of the human
resource planning of Google, planning is made for recruiting the desired candidates. However, in the
bigger sectors, male employees have more opportunities than the females, adding to the
stereotypical notions related to suppression of women. Google prefers male employees over
females. This is in terms of searching for the candidates, who are flexible enough for handling the
ambience of pressure (Lehnert et al., 2016).

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Practical issue
Practical issues lays emphasis on theories rather than practice. In case of Google,
practical issues relate to the emphasis on the awareness towards the work, which is being
performed. This is an innovative thinking of the managers in terms of effective knowledge
management. According to the arguments of Voegtlin and Greenwood, (2016), systematic
approach towards planning for the selecting the candidates is assistance for the Google
personnel. This is in terms of executing the tasks as per the requirements.
Job analysis
Ethical issues
Religion
Guest, (2017) affirms with the aspect that diversity prevails in the workplace of Google.
Some of the employees belong to Muslim community, where Ramazan is a popular festival.
Mention can be made of one employee, who was asked to work over time during the
Ramazan month. He refused to accept the offer for which he was rejected.
Regulatory issue
According to the labour laws, employees are entitled not beyond the shift timings. In
spite of that, Google compels some of the employees to work for 9 hours. This is against the
labour laws. In addition to this, he was not getting adequate pay. This became an everyday
story. As per the records, there are tax issues, as the personnel are not paying even half of
the amount being earned.

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Q3. Morale issues
Qualification: Recruitment and selection at Google is conducted as per the organizational
requirements. However, side parting with political parties for knowledge management has
spoiled the reputation of the company.
Practical issue
Hiring employees from different cultures is really an obstacle. This is because the
time of interviews clash, aggravating the complexities towards fulfilling the identified and
specified requirements. One of the other difficulties in this context is getting the employees
who would stay for longer duration in the companies (Nankervis et al., 2016). This is in terms
of coping up with the external challenges and pressures inflicted by the contemporary
brands.
Ethical issue
In spite of knowing that political tensions are prevailing in Pakistan, an Indian guy
was sent as a representative of Google. On moral grounds, the government instructed the
company to boycott each of the products and services. However, Albrecht et al., (2015) argues
that location plays an important role in acting according to the rules of moral acceptance.
Regulatory issue
Capability analysis is conducted by Google for selecting the candidates. However,
recent issue of nepotism has deprived the talented candidates from getting chance. Striking
instance is that the post is offered to someone belonging to higher posts or candidates
having influential political supports. Apart from this, Google fails to complete the
recruitment process in time, even though the assistance of the checklists. This reflects
misutilization of power, which results in negative outcomes (Bailey et al., 2018).

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References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1),
7-35.
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource management.
Oxford University Press.
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2019). Human resource management in
public service: Paradoxes, processes, and problems. CQ Press.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.
Brewster, C., Vernon, G., Sparrow, P., & Houldsworth, E. (2016). International human resource
management. Kogan Page Publishers.
Guest, D. E. (2017). Human resource management and employee well‐being: Towards a new analytic
framework. Human Resource Management Journal, 27(1), 22-38.
Lehnert, K., Craft, J., Singh, N., & Park, Y. H. (2016). The human experience of ethics: A review of a
decade of qualitative ethical decision‐making research. Business ethics: A European
review, 25(4), 498-537.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2016). Human resource management: strategy
and practice. Cengage AU.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

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Shin, Y., Sung, S. Y., Choi, J. N., & Kim, M. S. (2015). Top management ethical leadership and firm
performance: Mediating role of ethical and procedural justice climate. Journal of Business
Ethics, 129(1), 43-57.
Voegtlin, C., & Greenwood, M. (2016). Corporate social responsibility and human resource
management: A systematic review and conceptual analysis. Human Resource Management
Review, 26(3), 181-197.