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Human Resource Management in Google

Harvard, 3900 Words

Table of Contents

Introduction

Task 1: Purpose and Functions of HRM applicable to Workforce Planning and Resourcing Google

1.1 Defining Human Resource Management (HRM)

1.2 Purpose of Human Resource Management

1.3 Main Functions of Human Resource Management

1.4 Workforce Planning

1.5 Recruitment and Selection

Task 2: Strengths and Weaknesses of Different Approaches to Recruitment and Selection adopted by Google

2.1 Recruitment Approaches adopted by Google

2.2 Selection Approaches by Google

Task 3: Benefits and Effectiveness of different HRM Practices within Google in terms of enhancing Organizational Profit, Productivity and Employee Motivation

3.1 Overview of HRM Practices by Google

3.2 Training and Development

3.3 Reward Management

Task 4: The Importance of Employee Relations and Identification of Key Aspects of Employee Legislation and How they Impact on HRM Decision Making within Google

4.1 Employee Relations

4.2 UK Employment Legislation

Task 5: The Application of Recruitment and Selection Practices in Facebook

5.1 Job Description of HR administrator for Facebook

5.2 Person specification for HR Administrator for Facebook

5.3 Job Advertisement for HR Administrator for Facebook

5.4 Interview Script for HR Administrator for Facebook

5.5 Group Selection Role Play

Conclusion

References

Blog.kissmetrics. 2017. Inside Google’s Culture of Success and Employee Happiness (ONLINE). Available from: https://blog.kissmetrics.com/googles-culture-of-success/ (Accessed on 13 August, 2017).

 

 

 

 

 

Introduction

Google is the most prominent company for internet related products and services and it is originally an American multinational technological organization. Larry Page established Google in 1998 and most popular forms of services are online advertising technologies, cloud computing, search engine, hardware and software applications. The founders and the management team of Google have recently focused on the continuous innovation that requires new kind of people management so that best human resource management (HRM) practices can be maintained by Google (McGregor 2015). The concept of ‘new path’ into the business has attracted the business leaders in online advertising market that allows Google to develop corporate greatness by producing continuous innovation. There is few importance of effective HRM for Google that are shown below.

  • Innovation cannot be brought unless Google recruits innovators for their company so there is a need for effective practice of HRM.
  • It is also necessary to have effective HRM because of retaining the innovative employees through completely strategic focus (Torrington et al. 2011).
  • Providing great managers and a suitable environment are two useful keys to HRM practice that can lead Google toward continuous innovation.
  • Effective HRM is also important for Google because traditional HRM practices that bear many limitations, and they are very difficult to reinvent and thrive new approach of HRM that could drive innovation.

The report is important to explain the purpose and functions of HRM that are mainly focused on workforce planning and resourcing the organization. The study also emphasizes on the strengths and limitations of recruitment and selection process within Google. The impacts of HRM practices in Google can be discussed to understand how it affects on organizational productivity and employee motivation. And the last segment of the report elaborates the role of employee relation and key aspects of employee legislation that benefits HRM decision making within Google.

 

 

Task 1: Purpose and Functions of HRM applicable to Workforce Planning and Resourcing Google

 

1.1 Defining Human Resource Management (HRM)

The approach within a business organization that basically focusses on the management of people who work for the organization is known as human resource management. It aims to manage the human resources in order to get the best productivity of the employees who work for the company (Elia, Margherita and Petti 2017). The major strategic objective of human resource management is to maximize the employee performance, and executing different functions such as job advertising, employee selection and recruitment, employee satisfaction, employee benefits, rewarding, training and development, and performance appraisal.

 

1.2 Purpose of Human Resource Management

Human resource management has the major purpose to manage and utilize their human resources inside the organization. It is necessary for the systematic identification and evaluation about what a company is going to require in terms of experience, skills, type, size, knowledge of its workforce to achieve the organizational objectives. The aim of human resource management is to recruit and select effective employees to generate innovators in order to maintain competitive business position in the market (Bach and Edwards 2013). Human resource management aims to formulate business intelligence that informs the organization of the present, future and transitional impact of internal and external environment.

 

1.3 Main Functions of Human Resource Management

  • To advertise of job positions and recruit employees by proper selection and recruit process.
  • To screen the applications and operating the interviews and other processes of recruiting people.
  • To operate workforce planning to understand what kind and number of employee are required for organizational productivity (Armstrong and Taylor 2014).
  • To train and develop the employees to ensure the best use of recruitment and selection approach.
  • To motivate the employees and ensure suitable environment in order to have good workforce planning.

 

1.4 Workforce Planning

Workforce planning is an organized strategy to ensure that the organization conveys the right numbers and kinds of employees that are needed to achieve organizational targets. Workforce planning is necessary to ensure the skills, knowledge and experience of the human resources that are required to minimize the organizational risks and maximize the organizational productivity (Bratton and Gold 2012). For Google workforce planning is necessary to determine what size and capacity of people are needed in order to get the best output from their employees. It is very important to understand what level of organizational target needs to be fulfilled by Google so that workforce planning can assist to define the number and type of human resources that are required. Once the assessment of required number and size of people is done, then Google can design the process of effective recruitment process, employee retention, talent management plans and management succession. Google can maintain effective HRM practice for workforce planning that can help to operate scenario planning for creating long-term plans and decisions that are flexible for the company (Blog.kissmetrics 2017). For example, scenario planning can benefit succession planning of Google by the expansion of formulation of a role, and then assessing potential people against that role, because it can bring the answer for the HRM managers that whether they have existing talent to cover the future retirement. Demand forecasting is another function of workforce planning that helps Google to understand if they have adequate management support to achieve their objectives to go along with strategic plans. Supply forecasting is also necessary for the organization to determine the sufficient numbers and types of required employee for Google.