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International Human Resource Management

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International Human Resource Management

 International Human Resource Management

 

1.0 Introduction

Human resource management is a part of any businesses, which deals with the organizational workforce. The human resource managers and team are responsible for building competencies of the worker, while being responsible for their wellbeing also. As the employees are the key contributors of the business performance overall, the human resource management plays a crucial role in shaping the organizational performance (Armstrong and Taylor, 2014). For the global organizations, the international human resource management indicates a set of activities, which are aimed to manage organizational human resource at global level for achieving competitive advantage in the competitive global industry and to accomplish organizational objectives. The following assignment is focusing upon international human resource management of Google.

1.1 Background of an international company

Google LLC. is an American multinational technology organization, which is offering a range of internet-based products and services; ranging from “online advertising technologies, search engine, cloud computing to software and hardware”. Larry Page and Sergey Brin founded the firm in 1998 as a privately held company. Initially, when these co-founders established the firm, the key mission was “to organize the world’s information and make it universally accessible and useful”. The initial public offering (IPO) took place five years later, in 2004. Through its history, the organization underwent several acquisitions. The company has been reported with $10.492 billion advertising revenues in 2006; in 2011, 96% of its revenue was estimated to be derived from the advertising programs (LOMBARDO et al., 2018). In 2009, the search engine of Google has been estimated to be the dominant search engine in US industry.

1.2 Company objectives (vision/ mission)

The mission and vision statement of Google reflects the dominant position of the organization in the global industry. The corporate mission of this global organization is “to organize the world's information and make it universally accessible and useful”. Therefore, the primary elements of the corporate mission of Google include “world’s information, organization, universal accessibility and usefulness”. The organization fulfills the “world’s information” element through crawling websites. The information is organized through its proprietary computer algorithms. The organization fulfills the “universal accessibility” element of its mission statement through offering its products and services throughout the world. This type of organization of information ensures that the search results are useful for the individual user. Therefore, personalization and extensive databases analysis helps the organization to follow its mission statement. Its corporate mission statement is parallel to the vision statement, which is “to provide access to the world’s information in one click” (LOMBARDO et al., 2018). The basic elements of its corporate vision include “world’s information, access and one click”. By indexing webpages and maintaining databases of the resulting information, the first element is fulfilled. By offering its products through the world, it fulfills the “accessibility” element. Further, offering innovative products the organization fulfills the element “one click”.

1.3 Current business performance

Currently, it has been revealed that the parent company of Google Alphabet has topped the Wall Street targets with 23% revenue growth in Q1. However, the rising expenses and risks related to regulatory practices have been hitting the company’s performance from years. Currently, the shares of Alphabet have jumped by more than 4 % in after-hours trading. Further, currently, the organization is focusing upon artificial intelligence (Schneider, 2017). The organization is going all in on artificial intelligence and the firm is rebranding its research division to Google AI. Google photos are getting an AI boost. Google News is also getting an AI-powered redesign. The firm has announced a new generation for its TPU machine learning hardware. Google LLC is focusing on “continued conversation” through talking to the assistant in more natural manner.

2.1 HR strategies

The HR strategies implemented in the organization for the sake of organizational workforce. The HRM practices are attracting, developing, motivating and retaining employees, for ensuring the sustained business practices and satisfied staffs. All the business practices are aligned with the policies and rules set by the business organization for ensuring adequate contribution of the organizational workforce to achieve the business objectives. On the other hand, the HR practices has been referred to the procedures used for managing the workforce via facilitating the competencies, which are specific to the company and supports in producing complex social relation as well as helps in sustaining competitive advantage over the others in the industry (Guan and Frenkel, 2018).

Based on the theoretical underpinning and the existing literatures, it has been revealed that the key approaches of HRM for developing HR strategies include “best practice or universal approach, best fit approach, strategic HRM approach, contingency approach and configuration approach”. Different approaches of HRM practices are applicable in different context and for different purpose. In this context, it is noteworthy that it is the responsibility of the HR managers to select the most appropriate HR strategies and approaches at right time. In this context, it is noteworthy that organizations, which are relying upon continuous innovation, the “best practice” or “universal” approach of HRM is usually followed by those organizations. The best practice approach is referred to the “high performance practices related to HR activities and systems, which have universal, additive and positive impact upon organizational performance of the firm” (Boudreau and Cascio, 2017). The approach revolves around the commitment of employer on training and personal development as well as the commitment of employee on improved performance and higher productivity. The commonly implemented “best practices” utilized by the firms, which are relying upon innovation include “recruitment, career management, reward system, training and performance appraisal”.

 

Reference List

Allen, D., Lee, Y.T. and Reiche, S., 2015. Global work in the multinational enterprise: New avenues and challenges for strategically managing human capital across borders. Journal of Management41(7), pp.2032-2035.

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.



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