International HRM: Google, Zappos, Global Staffing Policies Report

This assignment report delves into the realm of International Human Resource Management (IHRM), examining various aspects of global HR practices. It begins by analyzing the employee-friendly organizational cultures of Google across its offices in the USA, China, Brazil, and Switzerland, highlighting how these environments contribute to enhanced employee productivity. The report then explores the work culture at Zappos, offering insights for an HR consultant on implementing similar initiatives. Furthermore, the assignment addresses the design of a pre-departure training program for a British family relocating to the UAE. It also contrasts the HR strategies employed by Mazda and Chrysler, considering cultural differences between America and Japan. Finally, the report covers global staffing policies, providing a comprehensive overview of key IHRM concepts. The assignment provides a detailed comparative analysis of work cultures, training programs, and international staffing strategies, making it a valuable resource for understanding IHRM.

Assignment
On
International Human Resource Management
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Table of Contents
Introduction.............................................................................................................................................3
Assignment Task 1:..................................................................................................................................3
Google’s Organizational Culture and How it Improve Employee’s Productivity......................................3
Zappos’ Work Culture and How it Improve Employee’s Productivity......................................................6
Assignment Task 2:..................................................................................................................................9
Pre-Departure Training Program:............................................................................................................9
Assignment Task 3:................................................................................................................................12
American Versus Japanese Human Resource Management Practices:..................................................12
Explain the starkly different approaches of Mazda and Chrysler in light of International HR strategies?
...............................................................................................................................................................12
Compare the cultural differences prevalent in America and Japan that may have influenced the
decisions taken at Mazda and Chrysler.................................................................................................14
Assignment Task 4.................................................................................................................................17
Global Staffing Policies..........................................................................................................................17
References.............................................................................................................................................20
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Introduction
International Human Resource Management might be stated as a group of tasks focused on
handling administrative human resources on global standard to attain administrative aims as well
as attain economic benefits across rivals on global as well as national level demonstrated by
Butler and Callahan (2014). Blake and Moulton (1962) stated that IHRM comprises distinctive
HRM operations like hiring, selection, development, and training, dismissal and performance
appraisal done on global level as well as extra activities like expatriate management,
international skills administration, and much more. In this assignment, we will critically compare
and analyze the worker friendly workplaces of Google in Switzerland, Brazil, China, and USA as
well as how such offices have contributed for carrying out the more productivity among their
workers. We will also review the culture of work at Zappos office as well as apply identical steps
in company. The assignment also aims on designing a pre-departure training program in case of
British family shifting to UAE. Through this assignment, we will also come across the starkly
unlike methods of Chrysler and Mazda with reference to global HR strategies. It will also help in
evaluating the traditional differences established in Japan and America, which might have
affected the choices implied at Chrysler and Mazda along with carrying out international staffing
schemes.
Assignment Task 1:
Google’s Organizational Culture and How it Improve Employee’s Productivity
A company’s culture is the most significant feature of a firm’s success. The method an
individual chooses for establishing a particular type of culture within the firm is the most
essential part when it comes to how their employees are functioning through you and for you
so as to lead your company towards success. The Organizational culture of any firm, be it big
or small will eventually affect the welfare of the company as a whole and if, one does not
hire persons who have the same ideas, morals, integrities and principles as that of the
company, the employees are likely to leave the place quickly. There is a huge misconception
amongst people about good salary packages being the sole reason for employees to be
inspired to work, however this is not true at all. The productivity will enhance only when the
employee feels like he is a piece which fits perfectly in the puzzle which is the company. It is
human nature, if you are appreciated and valued enough; you will yourself want to give back
for all the respect you are receiving by giving your best to the specified person, which is
why if everyone starts cherishing their employees, they are most likely to become creative
and operative.
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Google as we all know, is a multinational company which is based in America that
particularizes in facilities and goods relating to the Internet like promotion tools, search
engine, and many others. All (2007) stated that it is a renowned fact that Google’s work
culture is different from that of any typical corporate company. Lashinsky (2007) stated that
it is ranked as one of the top companies to have the happiest employees all over the world.
One does not need to study thoroughly into this matter as you can easily make this out by just
having a glance at the photos inside their offices, which looks to be more like a playground
for adults rather than a work place because of the numerous amenities they offer specifically
for their clients to make their offices one of the most employee friendly places in the world.
As Google is operating all over the world now, it has spread out its office in many parts of
the world including some of the top countries like China, Brazil, USA, Switzerland and many
more. Making a place amongst one of the top companies to have the happiest employees is a
big achievement and it also requires a lot of work, which is why Google has hired people
specifically for the purpose of keeping their employees contented like personal trainers,
doctors, masseuse, etc. which in turn also results in improved productivity. Cosser (2008)
stated that this factor can also be counted as one of the main reasons behind Google’s
successful endeavors as studies show that boosting staffs affects the efficiency of the
employees in a progressive manner. To explain the enhanced productivity of the employees
at Google over the years, a comparative study will be done between the Google offices in
USA, China, Brazil, and Switzerland.
As shown in the video, one can learn a lot about the work culture at the various offices of
Google in different countries. To start with the original global headquarters of Google in
California, USA, known as Googleplex, it is shown to offer numerous perks to its employees
including a huge range of restaurants which serve different kinds of cuisines from Indian to
Asian, ethnic to junk food, everything one could possible imagine. There are a total of
eighteen cafes in this building alone that serves a huge variety of foods at all times, breakfast,
lunch and dinner. The best part about this service is that all of it is free and one can even get
barbeque during summers. Google, USA, has quite a health approach towards its employees
which is why they grow their own food inside their campus and also have a café dedicated to
serving only this locally grown organic food. On top of these basic meals, they also offer
munchies like candies, fresh fruits, etc. which are within the reach of every employee’s desk
making them accessible for all. Googleplex also has facilitated a fully equipped gym for its
workers with personal trainers to give them the right fitness advice and help them keep in
shape. They have a doctor’s clinic as well which does not charge them a penny, just built for
the employee’s well-being. The employees can even take their dirty laundry to work and get
them washed through their on-site Laundromats. Google also offers free massages to its
employees given by expert masseuses and sleeping pods as well for nap time. Their
employees never have to take a day off for errands as Google itself provides them with time
and cars to make a run for their errands and get back to office. In Bello Horizonte, Brazil, the
employees don’t get sleeping pods but even better, multiple hammocks for napping. To add
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the fun element, Google’s office in Beijing, China conduct meetings in bean bags and not
office chairs. With over ten micro kitchens facilitated with ping pong tables for recreation,
the employees can take a break from work over here. But when it comes to the most exciting
workplaces, Zurich, Switzerland tops the list as they have entertaining means to move
between floors like fireman poles and slides. They also have escapist facilities like lounge
with an aquarium full of exotic fishes and a Victorian Library to relax their minds and give
them a fresh air of change. The employees can also get their own privacy through the
hundreds of various pods that are themed differently.
By reviewing these different offices and their various facilities offered specially for their
employees, it can be easily said that Google is definitely particular about enhancing their
employees’ happiness and they invest a good amount in staff support which indicates the rise
in contentment of workers ultimately leading to enhanced productivity. Tanaka (1993) stated
that the driving force is said to be that more contented employees utilize their time more
efficiently, thereby enhancing the work speed without compromising with the quality. A
couple of robust studies have also shown that treating employees well accomplishes better
outputs as the employees strive towards giving their best to the company which is handling
them so well. This is exactly what Google has been doing and is renowned for, by following
policies aimed to advance the well-being and happiness levels of their workers to make their
workplace employee friendly and full of amenities. While looking after the emotional health
of their employees, Google has increased its employee’s productivity by at least 12% and is
commended for its unique approach towards work culture.
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Zappos’ Work Culture and How it Improve Employee’s Productivity
Zappos’ is a fast-growing company that has earned a name for itself not only for selling
clothes and shoes but for its excellent customer service and a distinctive corporate culture.
The workers at this company have themselves admitted repeatedly what a great place it is to
work in because of its unique corporate culture. The firm is well-known for highlighting the
fun part in their workplace and making it different from other firms. They believe in being
weird and have set an example for other firms that workplaces need not be boring and typical
to get work done; on the contrary a little fun plus weirdness can go a long way in the
contentment of the employees. Zappos’ tagline plus its principal feature is to “Deliver Wow
through service” and they have been successful in doing so by rendering their brilliant
service to masses of consumers globally. The ten core values of Zappos’ are given below:
Figure 1: Zappos Core Values (Source: What is the Internal Culture like at Zappos?)
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As an HR consultant, one can learn a lot about how to implement initiatives as same as
Zappos in their own organization to achieve greater outputs. Mosca and Bordelon (2017)
stated that the main principle that was found to drive this endearing corporate culture was
that each and every employee, no matter the designation, represents the brand of the
company, whether they are inside the office or not. Their values stay with them always and
help them in keeping a better behavior. The core values of Zappos are one of the main factors
behind its success, these are not the typical corporate type guidelines but innovative ones like
‘Create fun and a little weirdness’ and ‘Do more with less’ and many more to keep their
employees focus-driven.
To implement and execute initiatives as same as Zappos, any HR consultant must take the
following steps:
Treatment: If one were to treat every employee as their family member like they do at
Zappos, it would make a huge difference to the organization. The leaders must be the first
one take the initiative of treating everyone, from employees to customers as family and then
only will they be able to set an example for their employees. Baumgarten (1995) stated that it
is the HR consultant’s job to show the leaders the importance of every employee and how
their actions must demonstrate this, to give their employees a first rate experience. Tanaka
(1994) stated that the importance of simple things must be emphasized upon, and open
communication must be maintained at every step where the employee can openly reach out to
their leaders in case of problems or queries. Boxall, Purcell and Wright (2008) showed that
they must empower the staff as well through their various programs centered around them
like flexible work arrangements, gratitude programs, incentive-based trips and many others
to give your employees the treatment they deserve and make them feel appreciated. Glinow,
Drost and Teagarden (2004) showed that only when the organization starts honoring and
recognizing their employees’ contribution towards the company, will they be able to create a
happy workplace family environment.
Hiring: Any organization’s reputation lies mostly in the hands of its employees, thus the
hiring process is the most crucial part and hiring the person with the maximum score should
not be the priority, instead one needs to make sure that hiring must be done for cultural fit as
per what your brand stands for, just like at Zappos which will guarantee that each and every
employee will ardently exhibit the firm’s brand value through their behavior. It should be
looked after whether the person who is being hired identifies with the core values of the
organization or not. As per the values at Zappos’, you are required to be a little weird so if
you don’t believe in it then you might be too strait laced for a company like that and will be
like a misfit amongst the other employees leading to dissatisfaction. Takeuchi (1981) stated
that hiring people who are consistent with the brand values must be ensured.
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Trust: Trusting your employees is the biggest factor and a study shows that over 80% of
employees admitted to being more efficient in their work where there was a high degree of
trust. Like Zappos’ has the desire to trust each of their employees completely and trust is
what makes their company culture, similarly every HR department’s top agenda must be to
create trust between employees and managers. Deming (1993) stated that it is human nature
to long for appreciation and when you show that you are not just taking from them but
investing in your staff, it will convey your faith in them and they will become more
productive. The best practices should be used to do so like asking for honest feedback from
them about the improvements that can be made in the organizations and others, once they are
ready to open themselves to reviews from peers, a greater sense of trust can be built in the
organization. Stone (2005) stated that such practices will help build a more agile
organization.
Transparency: It may sound simple, but sharing information inside an organization is a
great way to create a healthy environment at any workplace. At Zappos, all the information is
shared on a daily basis like sales, profits, etc. with their employees and they are quite open
about their performance information as they believe in their employees to do the right thing
for clients. Hendry (2012) stated that weekly meetings must be conducted with the staff to
keep them updated about what is happening in the department and organization. The inputs
of the employees must be considered and their queries must be met with utmost clarity like it
happens at Zappos’ where the company places a lot of value on the employee as an
individual. Sharing information will help create a more transparent environment and will
help in making the employees realize that they are not mere workers but a part of a family.
Engagement: Employee engagement can be one of the main tasks but it is also a great
opportunity to gain longstanding assurance and discretionary work from your staff. Ouchi
(1979) stated that this in turn will eventually lead to greater sales and fewer errors. At
Zappos, having fun is never looked down upon; in fact they believe in the opposite and sell
‘happiness’. Activities like scavenger hunts can be organized to make the workplace more
active and fun. There is a lot of evidence indicating that employee engagement can develop
company performance.
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Assignment Task 2:
Pre-Departure Training Program:
Pre-Departure Training is quite an important program for people who are being sent to
international locations for assignment. Caligiuri et al. (2004) explained that it assists them in
adopting a new situation which is unfamiliar to an expatriate. They are taught to develop the
cultural awareness and skills in functioning with various nationalities. Black (1988) stated that it
is done to assure that the employees are compatible with the corporation’s objectives and its
success will result in the reduced possibility of early return of the expatriates. Mendenhall,
Dunbar and Oddou (1987) showed that it will also keep the outlook of the employee in check so
that they can adjust easily and perform efficiently in the new environment. It will be directed in
the outlines of cultural awareness and other factors as well.
The subsequent basics that will be included in the PDT are as follows:
1. Culture Summary: Visual aids and explanation which will teach about British and UAE
culture and their similarities and differences. Topics will be allotted to applicant to
discuss with the trainer about them.
2. Nation Briefing: It will include general info of the host country like geography,
weather, beliefs, law and government which will be explained in detail.
3. Cultural Adaptation: All the stages of expats like tourist, cultural shock, adjustment
stage will be explained by giving them real life suggestions along with cross cultural
training.
4. Logistical Data: The custom of gift and giving in UAE will be taught, as well as
emergency contacts at least two, one from British office and other from UAE office
will be provided.
5. Business Protocol: Business etiquettes of UAE will be described and curiosity will be
built to help them value the time spent there.
6. Sensitivity Drill: Expats will be taught to react appropriately as per the norms of the
host country in their new setting regarding gender roles, private space, body language
and expression and others.
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7. Table Etiquettes: They will be taught table manners as per UAE culture for formal and
informal occasions both, and differences between British and UAE culture will be
included in this session to show the contrast.
8. Paper Orientation: Expat will be asked to make a report based on all that was taught.
9. Critical Episode: A difficult situation will be given to solve using the language of host
country and being as critical as possible to enhance confidence of the expat in
conversing with their co-workers and solving problems.
10. Language: The language of UAE will be taught daily focusing on vocabulary,
grammar. They will learn how to converse on regular days and business meetings, and
the difference between the two. Newspapers, magazines and other local sources will be
given to teach reading, as part of the exercise.
11. Banking plus Healthcare: The central banks regulate banking in UAE and the expat will
be eligible to open their savings or current account only after the processing of the
resident visa is completed.
12. School & Education: The information about various schools in UAE will be given
where their mode of teaching is in English making it flexible for students who will be
transferred from other countries.
13. Food and Places to visit: UAE has a large variety to offer when it comes to food and
unique attractions giving the expat a unique experience. Due to its multicultural mix,
UAE offers wide-ranging cuisines of food and their popular attractions which are
known worldwide for holding multiple records in their own.
14. Employment Visa: Every expat as well as their family are mandated to have a residence
visa which the employee’s company will provide. The residence visa opens gates for
various amenities which cannot be used on tourist visa.
15. Housing: The Company will provide all housing arrangements with the important
amenities for the family. As UAE is known for its luxurious lifestyle, the housing
arrangements are mostly top class.
16. Safety & Security: The rigorous laws and rules will be taught about to expats especially
regarding drinking, homosexuality in UAE as they are quite different from those in
British.
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This training and information will serve as references for the expat; she should be allotted with
the complete information before landing in UAE so that she is well equipped with all the
additional information like tickets, pick and drop location, address of accommodation, currency
(Dirham), transportation, etc. Pre-Departure training ensures that the performance must be
enhanced through this, helping them in finishing their job on time.
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Assignment Task 3:
American Versus Japanese Human Resource Management Practices:
Explain the starkly different approaches of Mazda and Chrysler in light of
International HR strategies?
International HR management is the process which is all about employing individuals, and
training them to put to productive use. It also includes maintain friendly international business
relations and is quite an important factor in the success or failure of any international company.
International HR strategies are for integrating human resource policies and customs across
various countries which must be flexible enough to permit important differences in kinds of HR
policies in several business and cultural settings. As the job of the Human Resource Management
is to employ individuals, they will also play an important part when the company feels the need
to downsize the number of employees. As it is well known, that the main tasks of Human
Resource Management are:
 Recruitment policy
 Administration training & development
 Performance evaluation
 Recompense policy
One of the main tasks which the HR strategies consists of are decision making on unions,
procurements and trimming. The same thing happened with Chrysler when it faced bankruptcy in
1980, it merged with Daimler-Benz and made important consequences on the automobile
industry. If we take a look back, it can be learned that there was not just a single factor that led
Chrysler into bankruptcy but many factors put together as one putting it such a desperate
situation. The circumstances forced Chrysler to cut down its blue-collar workforce by 28%, its
white-collar staff by 7% and its senior executives pay by 2%. If we analyze this drastic measure
in light of international strategies, we will learn that Chrysler could have gone for less drastic
steps as HR strategies won’t allow such steps to be taken unless it is very crucial, in this
situation, Chrysler had a choice of turning it around in some other way but they chose to opt for
cutting out so many people from their firm, all at once. This step does not reflect nicely on a
company which is known all over the world and upon whom people bank on. It also did not
guarantee any long-term benefits for the firm, instead just made sure it got a few more years. The
company did survive but gradually got handed over to the supremacy of US automobile industry
to Japanese, Koreans and Germans. On the contrast, if we reflect on Mazda’s decision to the
manager to a cut of 25% of their salary and a loss of any bonuses for four consecutive years, it
can be noted that the employees were at least left with a job in their hands, and not left
unemployed all of a sudden. As the HR is responsible to look after the employees of the
organization, the Mazda company was more successful in bringing out the firm out of
bankruptcy whilst maintaining the faith of their employees. Studies have shown that employees
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