A Comprehensive Report on Human Resource Management at Facebook

This report provides a comprehensive analysis of Facebook's Human Resource Management (HRM) practices. It delves into the company's core values, mission, and objectives, setting the stage for an examination of its HRM functions. The report covers key roles and responsibilities, including managerial functions like workforce planning, organizing, directing, and controlling, as well as operative functions such as recruitment and selection, training and development, and performance evaluation. The report explores Facebook's approaches to talent acquisition, including its unique 'acqui-hiring' strategy, and evaluates the strengths and weaknesses of its recruitment and selection processes. It further examines the benefits of different HRM practices for both employers and employees, their impact on organizational profit and productivity, and various methods used within the organizational context. The report concludes with recommendations for Facebook's HRM practices.

ASSIGNMENT 1
PHAM NGO Y NHI – GBD19907

ASSIGNMENT 1 FRONT SHEET
Qualification BTEC Level 4 HND Diploma in Business
Unit number and title Unit 3: Human resource management
Submission date 4/10/2020 Date Received 1st submission 4/10/2020
Re-submission Date Date Received 2nd submission
Student Name Pham Ngo Y Nhi Student ID GBD19907
Class GBD0804A Assessor name Nguyen Minh Hai
Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand
that making a false declaration is a form of malpractice.
Student’s signature
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P1 P2 P3 P4 M1 M2 M3 D1 D2
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 Summative Feedback:  Resubmission Feedback:
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Internal Verifier’s Comments:
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Table of Contents
I. Introduction:..................................................................................................................................................... 1
II. Methodology:................................................................................................................................................... 3
III. The purpose of the HR function:................................................................................................................... 3
IV. Functions and The key roles and responsibilities of the HR:.........................................................................3
1. Roles of HR Management..............................................................................................................................3
2. Functions of HRM:......................................................................................................................................... 4
2.1. Managerial Functions:............................................................................................................................4
2.2. Operative Functions:.............................................................................................................................. 5
V. How Facebook finds and keeps talents:..........................................................................................................11
1. Find talents:.................................................................................................................................................11
2. Keep talents:............................................................................................................................................... 11
3. Evaluation of how the HRM strategies and functions helps the company in attracting talents and
developing skills to achieve its business objectives:...........................................................................................13
4. Assess how the functions of HRM can provide talent and skills appropriate to fulfil business objectives:.14
VI. Approaches to recruitment and selection of Facebook:.............................................................................14
1. Explanation of strengths and weaknesses of different approaches to recruitment and selection:.............14
2. Evaluate the strengths and weaknesses of different approaches to recruitment and selection:................17
3. Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection in
HRM of Facebook:.............................................................................................................................................. 17
4. Recommendation for Facebook’s Recruitment and Selection:...................................................................18
VII. The benefits of different HRM practices within an organization for both the employer and employee:....18
VIII. The effectiveness of different HRM practices in terms of raising organizational profit and productivity:. .19
IX. Explore different methods used in HRM practices within an organizational context:................................20
X. Critically evaluate HRM practices and application within an organizational context:.................................20
XI. Recommendation:.......................................................................................................................................21
XII. Conclusion:.................................................................................................................................................. 21
References............................................................................................................................................................. 22
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I. Introduction:
Welcome to Facebook,
Facebook is a leading US social media and technology company with more than 16 years of operation. We build
technologies that help people connect with friends and family, find communities, and grow businesses. We are
proud to be known as one of the companies with a dynamic working environment and excellent human
resources with 52,534 employees working in 64 offices worldwide. We will always try to promote our human
resources more in the future with a good working environment with full of deserving benefits to help them
develop their own skills in the best way.
About Facebook:
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Mission: Give people the
power to build community
and bring the world closer
together (Facebook, 2020).

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Culture: At Facebook, we are constantly
iterating, solving problems and working
together to connect people all over the
world. That’s why it’s important that our
workforce reflects the diversity of the people
we serve. Hiring people with different
backgrounds and points of view helps us
make better decisions, build better products
and create better experiences for everyone
(Facebook, 2020).
Vision: People use Facebook to stay
connected with friends and family, to
discover what’s going on in the world,
and to share and express what
matters to them.

Objectives:
According to CEO Mark Zuckerberg, Facebook no longer wants to offer short-term solutions to the new year.
Instead, he has a vision to 2030, the long-term goal is to expand into augmented reality glasses, make large
investments in small businesses, find ways to promote "new forms of governance", develop "ethe next
computing platform”and building “new private social platform (Paul, 2020).”
II. Methodology:
The report uses data from books, internet and from the Facebook website. In addition, the report is based on
some opinions of interviewed candidates and experience working at Facebook (opinions are shared online).
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Facebook’s Five Core Values:
Focus on impact
Move fast
Be bold
Be open
Build social value

III. The purpose of the HR function:
As recruiting and retaining employees has become a major problem in the tech and social media fields,
Facebook has developed a highly skilled HR department. The purpose of human resource management (HRM) is
to ensure that labor laws are properly implemented and that workers' interests are met without any
exploitation (Jiang et al., 2012). The purpose of this Facebook human resources management includes the
implementation of best practice approach and soft model of HRM, where the employees are considered as
assets, and the organizational goals are met by motivating the workforce.
IV. Functions and The key roles and responsibilities of the HR:
Definition HRM: Human resource management (HRM) is a comprehensive and coherent approach to the
employment and development of people (Armstrong, 2014).
1. Roles of HR Management
 Administrative
 Clerical administration, recordkeeping, legal paperwork and policy implementation
 Major shifts - Use of technology and outsourcing
 Operational and Employee Advocate
 Cooperate with managers and supervisors
 Identify and implement needed programs and policies in the organization
 Strategic
 Address business realities
 Focus on future business needs
 Fit between human capital and business plans and needs
2. Functions of HRM:
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Figure 1. Functions of Human Resource Management (profshraddha, 2017).
Functions of Human Resource Management Includes: Managerial Functions and Operative Functions
2.1. Managerial Functions:
Workforce Planning: The following definition of workplace planning was produced by the CIPD (2010a: 4):
‘Workforce planning is a core process of human resource management that is shaped by the organizational
strategy and ensures the right number of people with the right skills, in the right place at the right time to
deliver short- and long-term organizational objectives (Armstrong, 2014).’
For Facebook: CEO Mark Zuckerberg plans to pursue work remotely because of the epidemic. As a result,
Facebook plans to recruit 10,000 engineers and production staff this year, and build three new centers in
Atlanta, Dallas and Denver to occasionally summon remote workers here (ictnews, 2020).
Organizing:
It is a process that refers to identifying and grouping of activities to be performed, defining and delegating
authority, specifying responsibility and establishing relationships to enable people to work together effectively
in accomplishing objectives.
For Facebook: After recruiting and selecting candidates to work for its project, Facebook proceeds with the
process of allocating the appropriate positions for each employee as well as the active team to deploy and
specifies who will be "Key seat".
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Directing: Directing/leading is the process of activating group efforts to achieve the desired goals.
For Facebook: Facebook HRM decentralizes, defines responsibilities and establishes relationships to enable
people to work effectively together in order to trigger team efforts to achieve desired goals.
Controlling:
It is the process of setting standards for performance, checking to see how actual performance compared with
these set standards, and taking corrective actions as needed.
For Facebook: Through performance evaluation, specifically 360-degree feedback, Facebook easily assesses and
controls the performance of the HR department's activities. Facebook's HR department conducts periodic
reviews to ensure that its employees are on the right side of their tasks taking corrective action if needed.
2.2. Operative Functions:
a. Recruitment and Selection:
Potential Facebook recruits typically go through four or five interviews intended to gauge the candidate's talent
and cultural fit:
- Phone interview: Assesses the professional experience and passion for the company.
- Technical phone interview with someone who already has the job the candidate is applying for.
- Interview on site: Includes an office tour to take some of the pressure off the candidate and help them
open up.
- Hypothetical and logic questions: Test how they would respond on the job and how they think.
- The remaining interviews are subject to the role and department. For example, coding interview.
 Differentiation strategy:
Acqui-hiring is a unique corporate practice - haven’t found a single firm that can match Facebook’s signature
recruiting practice of acqui-hiring. Acqui-hiring is where you acquire (usually smaller firms) primarily for their
talent, rather than for their products or customers. Until its recent Instagram purchase, almost all of Facebook’s
acquisitions had as a primary goal to acquire technical talent. The added advantage of this practice is that you get
a whole “intact team” that if integrated correctly, can be productive almost immediately. “Acquiring the firm” may
be the only way to capture “startup/hacker mentality” talent that wouldn’t on their own ever consider applying
for a job at a large corporation, even one as exciting as Facebook (Sullivan, 2013).
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However, the difference between Instagram and Facebook is based on an important cultural factor: Facebook's
motto is "Move fast and break things", while Instagram's core motto is "Handle everything. with caution "has
created many challenges for Facebook. That is evident in the departure of Kevin Systrom and Mike Krieger (two
Instagram co-founders) leaving Facebook in 2018. The departure of both could put pressure on Facebook because
of talent from recruiting to buy back from Instagram can be shaky. Facebook faces pressure from many sides and
needs to unify the Instagram staff and linkages among members.
b. Training and Development
Definition: Training and development refers to educational activities within a company created to enhance the
knowledge and skills of employees while providing information and instruction on how to better perform
specific tasks.
For Facebook:
- Since 2007, the company hasn't really trained people.
- It caused a lot of misunderstandings in product architecture, caused performance problems, and caused
quite a crisis in the company.
- In 2008, Facebook began a program led by engineer Andrew Bosworth called Facebook Bootcamp.
o A seven week on-boarding program
o For new engineers and project managers
Bootcamp Program: Engineers and project managers are immersed in the company’s code, and start
working on projects that end up live on the site within a week of their start date.
o It’s not just about getting people up to speed
o The training emphasizes maintaining high standards
o Identifying internal leaders that are good at teaching
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