Human Resource Management: Selection Process Barriers and Diversity

This report provides a comprehensive literature review on Human Resource Management (HRM), focusing on the barriers encountered in the selection process within organizations, particularly Google. It delves into the impacts of these barriers on overall performance, exploring issues such as ineffective recruitment, stereotyping, and the influence of internal employee references. The report examines various sources of internal selection processes, including promotions, transfers, and employee referrals, while also addressing the critical aspects of diversity management. It presents different models, including the Equality Act, Equal Opportunity Act, and Hofstede's model, to illustrate how organizations can foster an inclusive workforce. The analysis highlights the importance of strategic HRM and the implementation of effective diversity management models, emphasizing the need for innovative selection processes to improve employee performance and organizational outcomes. The report concludes by identifying common challenges in diversity management and the need for proactive planning to create a balanced and productive workforce. The report also discusses various models of diversity management, including the prepare, assess, plan, implement, and evaluate model, and highlights the limitations of these models. It emphasizes the importance of aligning diversity management practices with HRM strategies to achieve organizational goals.

HUMAN RESOURCE MANAGEMENT

Table of Contents
LITERATURE REVIEW................................................................................................................3
HRM BARRIERS IN SELECTION PROCESS.............................................................................3
IMPACT ON PERFORMANCE.....................................................................................................4
SOURCES OF INTERNAL SELECTION PROCESS ..................................................................5
DIVERSITY MANAGEMENT.......................................................................................................6
MODELS.........................................................................................................................................6
MODELS OF DIVERSITY MANAGEMENT...............................................................................7
REFERENCES..............................................................................................................................15

LITERATURE REVIEW
Human resource management is the division which have to deal with various function in
organisation such as, recruitment, selection, training and development. The most difficulties task
in any organisation is manpower handling which has been performed by the HRM. In modern
age the Human resource management practises are changes in the organization. It can be polices
framework and to maintain employee relation. The purpose of these study is to understand
barrier in Human resource management practitioners experiences when trying to ensure an
inclusive system of selection within their organisations and to suggest the different models of
selection. Diversity management and its challenges faced by the organisation which can be
overcome. Also in depth learning of recruitment, training and development process used in the
organisation. In order to have effective learning about diverse elements which are associated
with the activities the consideration of Google is being taken into account.
HRM BARRIERS IN SELECTION PROCESS
According to the view of Jimenez-Jimenez and Sanz-Valle, (2012), In the Google Human
resource management have barrier in selection process. According to the Author, face the issue
related the diverse workforce in the organisation impact on the overall productivity. Human asset
administration concentrates on number of norms with a specific end goal to have compelling
determination of representatives so general execution can be progressed. in choice process the
administration of Google. can confront assorted issues which may influence the general viability.
There are differing factors which impacts the choice procedure, for example, ineffectual
enlistment, observation, stereotyping, reasonableness, dependability, and so on. One of key issue
that a business may look in inward choice process is displaying a reasonable practice on the
grounds that the impact of representatives on process may be recorded high. Khan, B. and
Farooq, A., (2012). has expressed that each worker expect that utilizing inside sources he or she
may profit the relatives to gain work. In such circumstance, issue of equivalent open door may
confront so administration need to set out differing principles to manage the same. Ineffective
enlistment is one of basic issue on the grounds that at some point because of restricted
accessibility of interior assets the recruiter may not ready to spot out qualified applicants. In such
viewpoints the cost of general determination process may expand which will influence
execution. Likewise, if because of inner worker impact the enrolment of unfit individual is
considered then it will likewise make an issue in adequacy of determination process.

According to perspective of Brewster and Brewster & Morel, (2013), recognition is
additionally a factor which may make a hindrance on the grounds that each activity has some
particular necessities. On the off chance that scout discernment isn't as per the key needs then it
will likewise influence the choice procedure adequacy. Enrolment specialist restricted perceptual
capacity is clearly a hindrance to the goal and sane choice of individuals. Alongside this,
obstruction regarding interior determination process may likewise be looked because of
disgraceful thought of legitimacy and dependability. On the off chance that inward sources are
appropriately institutionalized then it may be conceivable that test and meeting may not ready to
recognize which individual can perform work legitimately and which one not. Be that as it may,
Keller, J. M., (2016). fought that the approved test does not give genuine data about the activity
errand precision however the board can have brief thought. So every individual more likely than
not proceeded with approved test in Google. regardless of whether he/she is having a reference
of inner sources. Individual capacity to deal with the activity circumstance must be thought about
legitimately to meet the benchmarks. Weight on selectors because of legislators, civil servants,
relatives, companions and associates to have choice of specific applicant will likewise influence
the viability. It may likewise make an obstruction for Google selectors and impact the general
procedure.
IMPACT ON PERFORMANCE
According to the Preservative of Paik and Belcher, (2012) stated that Human resource
Management have to work for the organisation which can be important for the every
organisations. It can be easily identified that human resource policies are to brig the various
changes in organisation and increase the productivity. Employees are not able to performed in
Google due to high work pressure though they are providing all the facilities to them. The way
they are not able retain the employees which left organisation due to adverse impact on their
performance. The more they had used the various facilities given to the employees in terms of
providing better compensations. It is not easy for google as the largest organisation according
the glob and more and more resource will be included. The over burden of the recruitment costs
and they had tough process of selection candidates. It is important for management to have
impressive improvement of operative measures in position selection process so that such issues
can be overcome.

According to Bright, D., (2014). the effective selection criteria will be utilise in the google can
solve issues of adverse performance in the google can be better utilise with the implementation
of resource and other factor can be measure in organisation will help to attract effective talent.
The more google focus on the innovate process of selection it will help to bring better
performance in organisations.
SOURCES OF INTERNAL SELECTION PROCESS
According to the perspective of Bergin, (2015). there are number of sources that can be
alluded by administration of Google Inc. so as to meet the measures of inner choice process. It
has been seen that advancement is one of basic strategy which can be received by the supervisor
with the goal that remedial measure can be expert. Advancement alludes to updating the unit of
the representatives by assessing their performance in the association. It implies the individual
who is sufficiently fit to deal with the measures or elements of association can be elevated to
address the issues. Alongside this, thought of exchanges is additionally an alternative which help
with meeting the gauges of inner choice process. Exchange alludes to the way toward trading
starting with one employment then onto the next with no adjustment in the rank and
responsibilities. Dabic, M. and Martinez. R. M., (2016). has expressed that by having a
successful thought of such measures the cost and time can be spared. It implies the Google Inc.
can have viable thought inspiration factor with an assistance of inside wellsprings of
determination process. It is likewise helpful for administration on the grounds that the cost of
preparing and improvement can likewise be spare in viable way if worker is being exchanged on
the grounds that he is as of now surely understood of key measures.
According to the perspective of Hornby, (2015). has additionally fought that procuring of
representatives from utilizing previous worker records is likewise a key advantage that a
business firm can accomplished. It has been seen that previous workers of Google can be gotten
back to according to prerequisite of occupation. This procedure is practical and spares a lot of
time. The other significant advantage of enrolling previous representatives is that they are
extremely knowledgeable with the parts and obligations of the activity. It enables association to
spend less on their preparation and improvement Dahl and Smimou, (2016). has likewise
contended that compelling thought of inward notice is additionally fundamental to allude by the

administration of Google. In this, organization can request that its current representatives give
reference of qualified people who can address the issue of association. With a help of this, cost
factor as far as outside ad can be settled appropriately so key result can be proficient. It helps in
satisfying the empty occupations appropriately and guarantee that representatives are likewise
feel esteemed. Sharing and coordination in such process influences representatives to feel
propelled in light of the fact that it advances inside coordination. Worker referrals is likewise a
source which helps in determination of right hopeful easily. In this, organization a give reward to
representatives on giving referrals of qualified workers.
DIVERSITY MANAGEMENT
Diversity Management is the planning of implementing best practices proven outcomes
to form a diverse and different workforce can be including the male and female in organisation.
In Google more diverse work force will be available in organisation to make the effective. The
more the organisation have diversity management it brings the mismanage situation in
organisations. According to the perceptive of Keller, (2016). It is is identified that strategies are
interlink with the diverse management in organisation for effective outcomes and objective of
the organisation can be achieve with effective management in diversity.
According to the perspective of Laytras and Pablos, (2016). The strategic human resource
management will help to implement the better procedure because it is also interlink with
diversity management in google. With impressive policies and code of conduct can be improved
to maintain the organisation diversity.
MODELS
Equality Act and Equal opportunity act 2010 vs Diversity management
According to the perspective of Dann, (2012). it can be identified that various models
will help to frame better culture of organisation. From the Harvard model of frameworks it can
be critically use form the the employed of management diversity. From the model of diversity
management Google can focus on the various factors which are necessary to manage diversity
models. The categorization of elements can be as rules,laws, union labour etc.
The equlity Act 2010 :

it can be guarantees consistency in what managers and representatives need to do to make
their work environments a reasonable situation and agree to the law.
Equal Opportunity Act 2010
The destinations of the Equal Opportunity Act 2010 are to empower the recognizable
proof and disposal of segregation, inappropriate behavior and exploitation and their causes, and
to advance and encourage the dynamic acknowledgment of balance.
As per Brewster, C. and Morely, M., (2013). has been generalised from the Hofstede's model can
be working in command to have sustainable values. It is a model which allows to have focus on
diverse factors such as power distance index, individualism, collectivism, uncertain avoidance
index, masculinity, long term orientation, etc. if these factors will not be implemented in the
organisation will create the culture dimensions. Impressive administration of cultural diversity
will permit to better the timing so that goals and objectives can be complete.
MODELS OF DIVERSITY MANAGEMENT
According to the perspective Baum, (2012). The model of managing diversity consist of
process in which the Prepare, Assess, plan, Implement and Evaluation and improve. It can be
help to bring the effective. First it is important to prepare the model and bring the objective to
fulfilled in inside the organisation have to justified. Second it has to be make a plan to get the
outcome than it will be implemented evaluated on the basis of preparation. It will help to
improve the diversity management.
According to the perceptive Brown, (2017). these model have some limitation which brings the
adverse impact on Google. It is important for the human resource management to important the
model in organisation achieve the goals and make the workforce discipline manner.
ISSUES
Google have most common issues in organisation with diversity management is to be
management according to the planning and practices of human resources. The ratio of male and
female workforce in the google shows that diverse workforce with different with the gender need
more planing. Google need to innovative thinking employees and who contribution gin the
getting better outcomes. The growth and development of the google is depend on their workforce
which can be improve with diversity management. The common issues is the hiring less gender
workforce in organisation on higher positions. As per the senior officer from the google had

given the statement that male and female have different biological capabilities to perform any
task in the organisations. The culture of the organisation is not the issues in google but the
Diversity management bring the adverse culture when the human resource is not focusing to
manage such problems. The objectives of the organisation are not according to the workforce e
as they get everything to the employees but the immense pressure brings the more stress to the
employees. on the other hand the organisations needs the better human resource practices. The
recruitment and selection have affect on the organisation performance when the employees are
not hired on the basis of their work ethics and values which are not frame in work culture.
Google trying to the focus on the certain parameter which can cause to the diversity
management. The goodwill of the google is not high among the tech giants organisations. The
heavy work pressure and but the salaries of the employees are according to the requirement. The
offer job to the family members if any employees had die in in his or her services time. But on
other hand the another issues with the google is not structure selection process and focus on the
better manpower in organisation but they are need more male employee so the culture of the
organisation can be makes according to the one sided diversity which can be the major effect on
the organisation performance where more female employees can work easily. Before hiring in
the google focus on the pushing resource into four major areas such as inclusions, educations and
communities. But for the employee it is not necessary to C-suites such as linking compensation
to diversity goals which can be indicate that for the organisation diversity is an urgent priority.
RECOMMENDATION
From the different finding and learning it can be easily understood that google need to
improve the certain key area on the basis of recommendation done as follows:
 If the google wants the diversity workforce recruitment and selection process should be
easy the and not complicated which can be increase the workforce diversity.
 The Top and bottom management need to focus on the certain changes such as internal
and external working style with minor changes policies.
 If the male and female ratio became balance and more female working on the higher
position will give better message to the other organisations.

 Human resource practice of the google are better but the diversity management create the
gap in the values and culture of the organisations.
 Recruitment and selection process of the organisation have to focus to hire any
employees according the ethics and values of in their community which cab be helpful to
implement the diversity culture in organisations.
 If the gender workforce will be balance than the implementations of human resource
practise in organisation makes more innovative working style.
 Attract and retaining the young talent help to make introduce new things in the
organisations.
 Management diversity should according the culture and need to understand the
employees problems and give better suggestions.
 Diversity management on the basis of better human practices will recover the actual
situation in the organisations and increase the productivity with innovations.
 Google should use big five personality test in the organisation which will help to get the
better workforce according to the requirements and needs of the organisations.
 If the diversity management will be planned on the basis of employees feedback than
more chance of improvement in working style.
CONCLUSION (250)
From the report human resource the critical issues at the google will help to improve in
the diversity management. The leader and other senior officer have to bring the workforce
diversity. The male and female ratio of the google have to increase employees for the better
planning to improve values and culture of organisations. As lo the stakeholder of the google are
more prominent in terms of external environment. Diversity management can be implement on
the basis of human practices of the organisations. The Google need to think about the selection
process of hiring people with inclusion and values of the employee which can be contributing in
the organisations. If the recommendation have been given to the google will be implement the
outcomes might be positive for organisations. The compensation system of the organisation is
the most attracting think for the google which can help to retain the workforce. If the gender
equality will be maintain in the organisation to implement the different human resource practices

in the organisations. Diversity Management is the planning of implementing best practices
proven outcomes to form a diverse and different workforce can be including the male and female
in organisation. The diversity model will help to execute the better planning to improve the
selection and recruitment process of the organisations. Due to some of the human resource
practices in the google will impact on the performance of employees will improve the innovation
in and bring the healthy relations.
REFLECTION
HR practitioner at google I had observed that diversity management need to implement
according to the better human resource practices. I also observe that the vision and mission of the
organisations is need to handle in the organisations. I will implement the recommendation have
been done for the google after getting all the possibilities to makes the changes in the different
areas such as recruitment and selection process. I need to learn about the group thinking of
psychological while working in the diverse culture. I need to understand the concept of the of
diversity management in context of selection and recruitment process of google. My skills are
not appropriate in which I can find the solution to improve the listening skills. The issues which
have occurred in the google taught me to handle the immense situation arise in my personal and
professional career. I get the positivity and easy understand the befits of working together as
team will be helpful to improve the productivity of the organisation and innovation idea will be
more comes from the employees. if I can give time to learn different HR management
information system with help of software and other tools and techniques in the organisations to
get better growth and development in the filed of human resource management. I will apply all
the learning get from the finding and recommendation have been given to the google for
improving the diversity management. I have to focus on the importance of human resource
practices and the culture of the employees their values in while hiring them for different jobs. I
had try to solve many conflicts in professional career with different skills. My communication
skills will be effective in the organisations while dealing with employees who face many
challenges. The conflicts arise in the organisation will be the maintain where I can apply my skill
to deal with it for better outcomes. From the critical evaluation of the recruitment and selection
price of the google I haver to improve the following thinks in my career such as time
management which can be help to give priority their task which is necessary according to the HR
professional require to in organisations. My current situation is not match with the professional

career where I have to learn difference human resource practice for the better implementations in
the organisations. According to me recruitment and selection process of the organisation have to
focus to hire any employees according the ethics and values of in their community which cab be
helpful to implement the diversity culture in organisations. I think it is important to prepare the
model and bring the objective to fulfilled in inside the organisation have to justified. I have to be
make a plan to get the outcome than it will be implemented evaluated on the basis of preparation.
I was clear from the learning that gender equity in the organisation will help to implement the
different culture in organisation. If I will be part of the Human resource of Google my first aim
is to reduce the working pressure with effective human resource practices. I will try to introduce
the effective selection criteria in the google to solve issues of adverse performance in the google
can be better utilise with the implementation of resource and other factor can be measure in
organisation will help to attract effective talent. I had observe that source of internal selection
process work more better and effective to find leader for organisation. The more learning will be
focus to improve the system it will give chance to implement the better human resource polices
In my career my perception for diversity management had changes and get the exact answers
with importance of the leadership position should be in the hands of female will be work for
changes in organisations. I have to work on my verbal communication skill while circulating
message the organisation or to form the human resource policies will help to implement it. I have
seen that advancement is one of basic strategy which can be received by the supervisor with the
goal that remedial measure can be expert. Also I observe that without structure organisation can
not achieve its objectives. I assure that human recourse management in the future will be
depends on the technology to save the time and cost of organisations. Also I need to learn about
the recruitment, training and development process used in the organisation to make effective
career in the human resource. My decision making process is not appropriate which i need to
improve for better outcomes in the field of human resource manage. My intuition is high as the
every HR practitioner required to know the different situation uncertainty in the career.

SELF-ASSESSMENT FORM
Extent to which the essay evidences wide reading & familiarity with literature
(drawing on a wide range of sources and theoretical perspectives, discussion of
ideas from the literature, critical engagement with them)
40%
Literature writing is being mention efficaciously with a utilization of diverse
sources. It has provided an efficient idea in regard to have sustainable
development and diversity. Apprehension on the foundation of critical
engagement has been shard in desired manner.
Extent to which the essay demonstrates analytical approach to the question and
theory (focus on the question, constructing arguments)
40%
Analytical approach in terms of question and theory is being taken into account
so that key norms has been identified. It has been noticed that issue of human
resource and diversity has been unrepentant correct manner.
Support for arguments (empirical, topical examples etc.) 10%

Adhikari, (2016) , it has been noticed that there are number of models which can
assist in managing diversity within Google. It has been noticed that Harvard
Model Framework is critical which can be employed to manage diversity.
Presentation (structure, grammar, referencing) 10%
 INTRODUCTION
 HRM BARRIERS IN SELECTION PROCESS
 IMPACT ON PERFORMANCE
 SOURCES OF INTERNAL SELECTION PROCESS
 DIVERSITY MANAGEMENT
 MODELS
 MODELS OF DIVERSITY MANAGEMENT
 ISSUES
 RECOMMENDATION
 CONCLUSION
 REFLECTION
 REFERENCES
Changes subsequent to self-evaluation

REFERENCES
Books and Journals
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Management, 6(6), 676-696.
Adhikari, R. D., (2016). Human resource development for performance : The case of Nepalese
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– 421.
Baum, T., (2012). Human resource management in tourism:a small island perspective.
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Brewster, C. and Morely, M., (2013). Human resource management in Central and Eastern
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Dann, R., (2012). Promoting Assessment as Learning: Improving the Learning Process.
Routledge.
Hornby, A.S., (2015). Oxford Advanced Learner’s Dictionary; 7th ed. London: Oxford
University Press.
Keller, J. M., (2016). Motivational Design for Learning and Performance: The ARCS Model
Approach. Springer.
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Bright, D., (2014). Whistleblowing at Work. Employee Relations. 24(1). pp.101 - 112.

Brown, M., (2017). The Essential Guide to Recruitment: How to Conduct Great Interviews and
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