Comparative Analysis: Google and Zappos in International HRM

This report provides a comprehensive analysis of the International Human Resource Management (IHRM) strategies employed by Google and Zappos. It begins by examining Google's approach to fostering a positive and productive work environment, highlighting its unique culture, employee perks, and emphasis on collaboration and innovation. The report then delves into Zappos' conscious efforts to build and reinforce its corporate culture, outlining its core values, hiring processes, and training programs. The second part of the report focuses on the importance of pre-departure training for international assignments, detailing a sample training program including cultural briefings, adaptation exercises, and business etiquette, along with the program's objectives and schedule. The report emphasizes the significance of cultural understanding and adaptation for the success of international employees and overall organizational performance. The report also incorporates the importance of pre-departure training to help expatriates in adapting to new environments, and the key components that make up this training to ensure a smooth transition.

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
International Human Resource Management
Name of the Student
Name of the University
Author note

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Table of Contents
Assignment 1...................................................................................................................................2
Assignment 2...................................................................................................................................5
Assignment 3.................................................................................................................................11
Assignment 4.................................................................................................................................14
References and bibliography.........................................................................................................19

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Assignment 1
1. Google is an organization that leads the way when it comes down to supporting their
employees, making them happy and helping them be productive. The different offices and
campuses all across the globe mirrors the organization’s overarching philosophy of becoming the
happiest and the most productive workplace all over the world. It is very well documented that
Google possesses a unique culture and not a typical corporate culture. Google’s
accomplishments can be accredited to their culture. They have employed people who have been
given the sole job of keeping all employees happy and at the same time maintaining productivity.
Some might think it is too controlling, but this is the way this world changing organization
operates. Many companies are following Google and catching up fast, boosting their employee
engagement activities and motivation by means of including employees in creative activities and
presenting them with rewards that would assist them in enjoying their work and feel good about
themselves (Gillett 2016).
Google’s success completely depends on collaboration and innovation. Everything that they
carry out is in the direction of making things easy for all the employees. As all operations happen
on one floor, it has assisted in removing psychological barriers for interaction and that has been
attempted to be preserved. Among the innovations that have sprang up from such interactive
office encounters, Google Art Project is one of them. It has helped put millions of museum
works online. There are also enhancement innovations like AdSense and AdWords advertising
platforms. To travel around the huge extended floors, Razor scooters are used that present with a
chance to move across a large conceivable gathering space, including large open spaces, nooks
and corners with whimsical furniture. Every year Google, gets more than 2.5 million of
applicants, which is approximately around 7000 per day and 5 per minute. The most important

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thing is that Google goes through each one, in all their branches. Across all their offices in
countries like USA, China, Brazil and Switzerland, Google provides perks like free meals, free
health check-ups, free grooming sessions, free dressing makeovers, subsidised massages, gyms
and swimming pool facilities, video games, on-site physicians, death benefits and many more.
This culture has paid off for Google, with them being steadily ranked as among the best places to
work (Manjool 2013).
2. Zappos is an organization that consciously builds and reinforces their corporate culture.
The work environment that they provide for their employees might not be feasible for every job
searcher or suitable for every employee. But, for those whom the culture fits, they thrive while
working at Zappos. Zappos very consciously decides what type of corporate culture they require
and they accordingly support that culture with the help of all human resources and management
work strategies. The organization defined their corporate culture with the help of ten core values.
The human resources management strategies that were determined, different employee job
descriptions, the recruitment and retention process, on-the-job training and the daily world
environment repeat and strengthen these core values along with the employees, partners,
customers and visitors of the company. These core values of Zappos are:
 Delivery of “WOW” with the help of service
 Embracing and driving change
 Creating fun and a little quirkiness
 Being adventurous, imaginative and open-minded
 Pursuing growth and learning
 Building open and honest relationships with communication
 Building a positive team and creating a family spirit among all employees

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 Doing more things with less resources
 Being passionate and determined
 Being humble (Zappos.com 2017)
Every day, Zappos is taking special actions for reinforcing their culture of an interactive
workplace that is also a bit weird. This makes sense for most of the call center employees. These
ideas can be taken where possible and used for reinforcing specific cultures in a workplace. A
Zappos, the training team trains their employees in each of the above-mentioned core values.
Therefore, each employee gets to know the same message, learns the core values and even learns
how to behave according to the expectations of living the core values each day at work. At
Zappos, the hiring process is more like a form of courtship instead of a conventional recruitment.
Before every employee is hired, he or she would meet and interact with multiple employees and
generally attend any type of sectional or company event. It permits the employees who do not
partake in interviews in meeting the potential employee informally. For Zappos, cultural fit is
serious and their hiring process is slow. It has happened that months have passed between a
preliminary cultural fit interview with an HR recruiter and a real job offer. If any possible
employee fails passing the cultural fit interview he or she is no more invited for meeting with the
hiring manager and other employees of the organization. While not every hire has to wend this
slow road, cultural fit is the first thing Zappos hires for. The interviewers have with themselves
some behaviorally based questions for the candidates, based on which they attempt at
illuminating the congruence of any candidate by means of each of the Zappos core values that
were discussed previously. This interviewing approach permits interviewers in assessing a
candidate’s prospective capabilities for fitting within the culture and display prerequisite skills.
Every interviewer has some specific feedback regarding the candidates; some of them need

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consent from the interviewers, some need vote. The interviewers enter comments straight inside
a computer system. They answer some precise questions, which are followed by some free forms
for assessing their thoughts regarding the candidate’s fit at Zappos (Pontefract 2015).
An HR consultant, who would review the work culture at Zappos, he or she would find it a
bit different to implement all those elements in their own organization. Following a similar
hiring process, the selected candidates would be spending their first one-month training and
learning to respond to customer needs. This would act as introduction to the soul of the business,
also acting as a practical method to serving customers all through. There would be no concept of
temporary employees. The initial training would assist employees in helping their customers
professionally. Pay raises would be provided on the basis of skills and capabilities. Skill tests
needs to be passed and then pay raises would be received. All managers would be expected to
spend at least 10-20% of their time in helping employees work as a team. Managers would also
have the responsibility of maintaining and promoting the organizational culture. The HR
department would be involved in deciding the retention of any employee or hiring one. For
reinforcing organizational culture, performance evaluations would take place regularly. The
senior management would look out for building career paths within departments, while making
sure all employees are completely capable of serving customers. Similar to Zappos, customer
service would be the only way of sustainable advantage (Feloni 2016).
Assignment 2
Sending high potential delegates and chairmen abroad is ordinary practice for some
overall affiliations and empowers them to use their workforce's present aptitudes to lead or
develop an area office or deal with a widespread wander. Working in another social setting can

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be trying, in any case and the ability to viably acclimate to the new social and master culture is
basic to finishing amazing results.
This change methodology can require some speculation however as working inclinations
and social regards can be absolutely interesting in connection to the overall picked one's own
particular manner of life. A failure to change in accordance with the target culture will make
disillusionment and bombshell the execution of all inclusive divinely selected individuals.
Giving them the learning and contraptions to adjust to the various social differentiations they
stand up to at work and in their social life is key. The program will give the data and aptitudes
anticipated that would understand and effectively manage the possible social troubles that
foresee in the midst of general undertaking. Pre-Departure Training are basic for those who are
sent for the all-inclusive errand. To guarantee people is presently great with the association
goals. In case it goes well then it would decrease the likelihood of premature homecoming of the
expatriates and besides keep the specialist viewpoint substantial (for undertaking, not for
journey). Pre Departure Training is drove by association to coach the overall individual’s
personality directed to the host country and guarantee they could alter with the new circumstance
and do well. Pre Departure Training would drive in the structures of social care (in step by step
life and work life), yet interchange aspects also would be fuses to help their execution (Koo
Moon, Kwon Choi and Shik Jung 2012).
The subsequent essentials would be counted in the PDT:
Culture Profile: Variances and resemblance of the host and home country
Cultural Adaptation: Intercultural and Culture Shock training
Country Briefing: Over-all information regarding the host country

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Business Etiquette: The elementary measures of business technique
Logistical Information: The custom of gift and philanthropy, whom to call in crisis
Sensitivity Training: Parts that would be assumed by employees and partners in new location
Paper Orientation: Make a statement based on case study
Table Manner: Breakfast, Lunch, Dinner, Coffee time
Critical Incident: Problem analysis
Language: Arabic language
Movie: Arabic Movie
The methods used in the midst of the pre departure training rely upon cognitive (country
briefings, social briefings, language training) and brimming with sensitivity method (case study,
talk). Some redirection method similarly would be consolidated (videos, games, watching
movie).
The Pre Departure Training Program would be lead in 5 days (talk, classroom), a half
year (language training). Three days training (08.00-17.00 pm) in progression, and it would not
be considered a leave. The half yearly language training (1 hour normally), association would
call the Arabic language coach to the work environment. It would be considered as a work hour
(17.00-18.00 pm). The trainee ought to be capable and consider both culture (UAE and Britain).
Objectives
The major focuses of this pre departure training is to make the specialist feels incredible
stay in remote country and to elude or perhaps restrict the lifestyle blow, to engage the

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representative to manage his/her obstruction and troubles. To empower expatriates to alter with
correspondence exercise and leadership style in have country. That is the reason this pre
departure training has been made for giving the specialist backing to manage the social,
individual, capable, and social troubles they would go up against in the midst of the errand
(Wurtz 2014).
Day 1: Cultural Profile and Country Briefings
Time and Activities
08.00-08.20 Welcome beverage
08.20 - 09.15 Introductory
09.15 - 10.30 Country Briefings
11. 30 - 12.00 In sequence discussion
12.00 -13.10 Lunch Pause + pray
13.10-15.10 Cultural Outline
15.10-16.05 Coffee Pause + pray
16.05-17.00 Brief of session
Day 2: Cultural Adaptation + Critical Incident
Time and Activities
08.00-08.20 Welcome beverage
08.20-09.05 Assessment of Last Session
09.05-12.05 Cultural Adaptation
12.05-13.10 Lunch Pause + pray
13.10-15.40 Critical Incident + Conversation
15.40-16.20 Coffee Pause + pray

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16.20-17.00 Brief of session
Day 3: Logistic Information + Paper Orientation
Time and Activities
08.00-08.20 Welcome beverage
08.20-09.15 Assessment of Last Session
09.15-10.35 Logistic Information
11. 35-12.05 Paper Orientation
12.05-13.10 Lunch Pause + pray
13.10-14.50 Discussion
14.50-15.30 Games
15.30 - 16.10 Coffee Pause + pray
16.10-17.00 Brief of session
Day 4: Sensitivity Training + Arabic Movie
Time and Activities
08.00-08.20 Welcome beverage
08.20-09.15 Assessment of Last Session + Report Submission
09.15-12.10 Sensitivity Training
12.10-13.10 Lunch Pause + pray
13.10-15.40 German Movie + Conversation
15.40-16.10 Coffee Pause + pray
16.10-17.00 Brief of session + Closing
Day 5: Business Etiquette + Table Manner
Time and Activities

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08.00-08.40 Welcome beverage + Breakfast (Table Manner)
08.40-09.15 Business Custom
09.15- 11.05 Business Custom
11.05-13.05 Table Manner (Lunch break) + Pray
13.05- 15.20 Guest Speakers
15.20 - 16.10 Coffee pause (Table Manner) + Pray
16.10-17.10 Brief of all sessions
19.00 - 21.00 Dinner break (table manner) + closing
Language Training
Day, Time and Activities
Monday - 17.00 - 18.00 Language Training
Tuesday - 17.00- 18.00 Do
Wednesday - 17.00 - 18.00 Do
Thursday - 17.00 - 18.00 Do
Friday - 17.00 - 18.00 Do
UAE
The United Arab Emirates (UAE) or the Emirates, is a federal absolute monarchy,
established mostly along the Persian (Arabian) Gulf.
Location: In Middle East, neighboring the Persian Gulf and gulf of Oman, between Saudi Arabia
and Oman. It is strategically situated slightly south of Strait of Hormuz.
Size: 83,600 km2

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Neighboring states: Saudi Arabia, Oman
Capital: Abu Dhabi
Largest city: Dubai
Fact about UAE:
Currency: United Arab Emirates dirham
Phone dial code: +971
Official language: Arabic
Climate: Hot and sunny generally. Hottest months are July and august. Temperatures reach
above 50 °C (122.0 °F).
Religion: Islam
Festivals: Eid-Al-Adha, Ramadan, Eid Al Fitr, National Day Festival, Dubai International Film
Festival, Dubai Shopping Festival.
Economy: Second largest economy in the Arab world.
Assignment 3
Mazda
Mazda sees that its people are its most fundamental assets and expects to be an
association operated by people who capitalize on their work. To this end, Mazda propels human
resources training in perspective of the Mazda Way decide that are followed all through the
whole Mazda Group the world over. In like manner, the Company has set up broad human
resources courses of action and measures nearby headway of various exercises.

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In FY March 2009, Mazda compressed seven fundamental models and qualities passed
on inside the Company after some time and described these as the Mazda Way. In FY March
2016, cases of best work rehearses coordinated inside the Company were discussed for helping
the execution of such works on, remembering the true objective to expose issues of the Mazda
Way in each Mazda representative and progress associated variations in direct. Mazda carries on
hoisting measures to ensure that the Mazda Way can without an issue be joined by specialists
(Mazda.com 2017).
The seven principles of the Mazda Way are:
■ INTEGRITY
They continue performing with integrity in the direction of consumers, society, and their own
work.
■ BASICS/FLAWLESS EXECUTION
They dedicate themselves to the fundamentals, and make firm determinations in a bit by bit
fashion.
■ CONTINUOUS KAIZEN
They carry on to progress with understanding and creativity.
■ CHALLENGER SPIRIT
They set a high aim, and keep it exciting to attain it.
■ SELF INITIATIVE
They think and act with “self initiative.”

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■ TOMOIKU
They study and teach each other for their common development and achievement.
■ ONE MAZDA
They reflect and act with the view of “Global” and “One Mazda.”
Mazda partakes in typical correspondence with Group associations around the globe, and
each Group association is participating to make advance open entryways for association among
personnel and build up an air in perspective of a typical point of view. Abroad Group
associations have set up a structure to coordinate organization immovably settled in adjacent
gatherings. By designating secretly acquired staff as administrators or more, the Company tries
overall attempts to make a content with work environment uniquely designed to the lifestyle of
each country and region (Siow 2012).
Consistent Meetings with Human Resources Managers
 Bimonthly consistent meetings with foreign counties
 Semiannual global human resource meetings with the administrations responsible for
human resources of chief foreign headquarters
 Six months meetings with local Group companies situated on the grounds of the Head
Office (Hiroshima)
Global Personnel Exchange and Employment
Mazda executes short term and mid-term human resources interactions all through the
Group as a rule, via the Global PDC (Global Personnel Development Committee) and diverse

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actions, to engage a various extent of representatives to prevail on the overall phase paying little
notice to their country of cause or work environment.
In Japan, Mazda raises the action to improve the Group's total quality, by such course of
action like the association preparation assemblies with the Group associations together. In abroad
countries/regions, each of the Group associations use the staff suitable to each country and area,
driving an exceptional enlistment methodology exclusively.
Short-term Personnel Exchange Program
This program is primarily proposed for personnel in mid-level situations, with the
purpose of making human resources who could be quickly fruitful in overall business
backgrounds. Fitting personnel in the Head Office are replaced with their accomplices in abroad
areas to get open entryways for abroad business understanding for a temporary (three to a half
year). In the subsequent six years from FY March 2011, when the program began, to FY March
2016, a total of 21 employees were replaced.
Chrysler
A strong emphasis on upgrading employee engagement has helped Fiat Chrysler's
business accomplishment and had a key part in out and out refining sales, which came to fruition.
There is positively a solid association among employee engagement, business and sales
advancement they have practiced. In an offer to help sales and improve its business fortunes, an
overall decision was made at the most astounding purpose of Chrysler to modify and move how
the business was continuously running with a particular ultimate objective to remove a more
grounded advancement way. HR doesn't have capability of hand-holding and managing every
individual in the business, so they focused on the all-inclusive community chiefs and to

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guarantee they are prepared to keep their staff at the most astounding purpose of their
redirection. That is particularly the course they have taken. HR expect a key part in the business
and the organization gathering, with talks around aggregate structures, resourcing, capacity gaps
and workforce orchestrating. It's tied in with talking the boss through the decisions, so
sometimes it's understanding what they need to finish and augmenting their perspective about
what's available to them. A huge amount of that comes down to structure, which is reliably a
better than average starting stage for a key talk. The career development initiatives at the
organization allows and encourages their employees in looking out for their career path and
simultaneously help analyse their skills and motivation for meeting their personal needs for
growth and advancement in the organization itself. For retaining the employees in Chrysler,
carrer planning has been allowed. It has helped the organization identify the deficiencies and
accordingly recommend developmental approaches (Inside HR 2014).
Assignment 4
Outsourcing is the newest well-known articulation these days, as more cost and quality
discerning dealings wherever all through the world are swinging to objectives like India for
outsourcing their non-core business shapes. Outsourcing suggests the course in which
associations invest the methodology of their business abilities to external venders. Any business
strategy that ought to be conceivable towards the ocean range can be outsourced. This fuses
limits like exchange taking care of, payroll and demand and inventory organization to give a few
illustrations (Kang et al. 2012).
Points of interest of outsourcing business shapes

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There are many points of interest of outsourcing business strategies to objectives across
the world. Some of them are:
1. Cost purposes of intrigue
The most clear and unmistakable favorable position transmits to the cost venture
subsidizes that outsourcing accomplishes. The occupation can be finished at a lesser cost and at
enhanced quality moreover. Owing to the refinement in remuneration between western countries
and Asia, a comparative kind of exertion that is done over there ought to be conceivable in India
at a little measure of the cost. There is a cost save assets of around 60% by outsourcing work to
India. Moreover, the nature of the services offered is high, therefore certifying that simplicity
does not mean low-quality (Gopal and Koka 2012).
2. Extended productivity
When business needs are outsourced to an outsourcing accessory, they secure quite a
while of experience business rehearses and aptitude in passing on multifaceted outsourcing
projects. In this way, they can complete the occupation superior with their understanding and
perception of the range. This prompts a development in efficiency and capability in the
procedure in this way totaling to the bottom-line of your association (Kotronis, Dimitropoulos
and Ager 2012).
3. Focus on core domains
Outsourcing business techniques would free dynamisms and engage you to focus on
constructing your brand, place capitals into inventive work and continue ahead to giving higher
regard involved services (Chang and Gurbaxani 2012).

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4. Spare cash on establishment and technology
Outsourcing murders the necessity for enthusiasm for establishment as the outsourcing
associate expect the obligation of the business shapes and subsequently makes system for the
same (McCarthy, Silvestre and Kietzmann 2013).
5. Access to talented resources
You never again need to place assets into enrolling and training costly capitals for your
business. Benefactors manage the resourcing requirements with their pool of extremely gifted
resources. The capitals used providers are learned in the different business locales and are
educated about dealing with the business requirements of associations that need to outsource.
Moreover, provider uses world class business rehearses culminated during the time by obliging
clienteles around the globe (Schniederjans, Schniederjans and Schniederjans 2015).
6. Time zone advantage
Beside the cost benefit, the other much hyped gain needs to do with the time zone
variance among your country and the zone you are outsourcing to. Finish your business while
you are off for the day and come around to your service being passed on the next day. This
incomparable favored stance offers the advantage of day-and-night business processes (Schwar
2014).
7. Speedier and better services
Enhance your service contributions with first class desires and reducing the lead time it
takes for your product to accomplish the business focus. In like manner you would be speedier in

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getting your considerations altered over into products and better at passing on the regard
included proposal (Smith and Rupp 2013).
8. Take Pressure off Administrative Staff
Exactly when proprietors consider outsourcing customer reinforce, they consistently
worry over losing the altered touch that to the extent anybody knows goes with an in-house
service staff. Regardless, how individual would this have the capacity to service be the time
when it's set by a depleted director who needs to change 50 unique endeavors? Everything
considered, these calls frequently tumble to them, growing their nervousness and shielding them
from fulfilling their real commitments (Dhar 2012).
The conflict that outsourcing doesn't reflect an association's lifestyle or satisfying
atmosphere is misrepresented. The right office will have the ability to get your affiliation's vibe
while ousting the heaviness of customer support from your administrators' shoulders.
9. Risk-sharing
A winner among the most critical factors selecting the aftereffect of an operation is risk-
examination. Outsourcing definite portions of your business technique makes the affiliation
move definite obligations to the outsourced shipper. As the outsourced vender is an ace, they
outline your risk-easing factors better (Dolgui and Proth 2013).
10. Outsourcing can be a change catalyst
If you produce a gathering abroad, you have another game plan of eyes on each endeavor
that is doled out to them. You can get a reasonable and target appraisal which could accomplish a
positive change in your association. Additionally outsourcing on a very basic level requires that

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you chronicle and inspect your work procedure to get ready and get the best out of your toward
the ocean workforce. This regularly compels you to investigate your SOP's (Standard Operating
Procedures) and in a perfect world upgrade them (Weigelt and Sarkar 2012).
Fundamentally, the upsides of outsourcing join cost diminishment, openness of better
capacity, flexibility and reduced introduction to claims. Utilizing a customer service can be the
most compensating decision an association can take.

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