Introduction The Human resources management is the specific term of management which organized the organization people because the employee, manager and the people are used effusively. The Human resources management has three basic roles and responsibility such as staffing, employee compensation, and benefits. Google Inc. is a successful multinational company. Google Inc. start its business form 1998, very short time the company gets their business success for effective human resource management. Google Inc. This report discusses the human resources function, purpose, and activities,
The Human resources management is the specific term of management which organized the organization people because the employee, manager and the people are used effusively. The Human resources management has three basic roles and responsibility such as staffing, employee compensation, and benefits. Google Inc. is a successful multinational company. Google Inc. start its business form 1998, very short time the company gets their business success for effective human resource management. Google Inc. This report discusses the human resources function, purpose, and activities, strength, and weakness of the HRM approaches and HRM legislation and implication policy. in the Google Inc. Human resources manager organize their human resource to produce full outcomes from human resource. Google Inc. has 73,992 employees all over the world in 2017. Al the employees have fixed role and responsibility which accomplish the Google Inc. activities. The employee did the worldwide service(Hayes and Ninemeier, 2016).
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Figure: Google Inc. office in California(KAHUNGU, 2017)
Human Resource Management,
Subject: Report on Purpose and function of HRM and effectiveness of HRM function in Google Inc.
HRM is the key parties who organized the organization human resources and coordination with other resources. HR management function is more diversified and variable to one organization to their organization based don’t their function and business purpose. This report evaluates the effectiveness of the HRM function and applied approaches in Google Inc. business operation(Hayes and Ninemeier, 2016).
Google Inc. is American multinational technological company which special and key business is internet-based service. The key functions of Google Inc. are online advertisement, cloud computing, software service, search service, hardware protection service and data protection service. The Google Inc. has skilled and trained employee who maintain all activities of Google Inc. Google Inc. was founded by Sergey Brin and Larry Page in 1998. At the time of studying at Stamford University. After a very short time, the Google Inc. take the large global market through HRM management. The function of HRM of Google Inc. is discussed below(Damm, 2012).
The major functions of Google Inc. HRM department is given below-
Ø Recruitment and selection: Recruitment is the first and key function of HRM department. The activities of the recruitment process are captivating, screening, identifying, selection and promotional activities. The HRM department selects the protentional employees who as enough skill in the technological field. The objectives of the selection recruitment process are to attract the skilled and qualified employees to join the job. For the recruitment process, the Google Inc. make their staffing plan and vacant plan. And based on the vacancy, the Google Inc, choose the recruitment process. An organization can select the internal and external sources of recruitment. After recruitment process, the selection is the most important activities. The HRM department selects the skilled employees. If selection process goes wrong the organization faces long-term financial loss(Damm, 2012).
Ø Training: The training activities are alike to the orientation process. The organization adopts training activities to familiarize the organization task. Google Inc. HRM department provides on the job training and off the job training based on the employee’s skill.
Ø Motivation: HRM department another main task is to motivate the selected employees so that the employer offers the best effort in the workplace. Google Inc. offers financial and non-financial tools for the motivation. Different motivational tools like Herzberg motivation tools, Theory X and Y etc. are adopted by the Google HR manager. Google Inc. offers financial rewards for outstanding activities.
Ø Designing remuneration: Google has 73,992 skilled employees who operate different types of activities. Google set the employee remuneration based on the employee rank. Thousands of employees work through online media with Google, they get remuneration based on their job performances(Hayes and Ninemeier, 2016).
Ø Administration and Compliance: HRM creates internal relationships with all administrative department. HRM department focuses on the managerial skill and employee’s skill in all department and tries to develop their internal cooperation and administrative skill(Valcik and Benavides, 2012).
Graph- functions of HRM(MACHADO, 2016)
Purpose of the HRM in Google Inc.
Make human resource as an Organizational Assets- The HR manager coordinate the human, financial and other resources and make them effective. The employee is the best and key resources of an organization. When Google able to make the Human as an important resource, Google would get highest benefits(Rothwell et al., 2012).
Improve Productivity and profitability- HRM department improves the employee skill and coordinates all resources so that organization productivity and profitability increases. Google launch Google Fiber project with the help of human resources.
Create Competitive Advantages- Google adopts different internet program with their skilled software employees such as Search engine option and web-based service which increase their competitive advantages. The key competitor is Yahoo. Google has skilled software engineer and programmer who operate the Google activities properly(Valcik and Benavides, 2012).
Human resource management is essential parties to an organization. The main function of the Human resource management's is to acuminate the organization resources and coordinate all the resources with people. Human resource managements deliberate the people as important resources and adopt a different policy to use the human resources properly.
Google Inc. use different recruitment approach internal and external recruitment approach such as Headhunting, social media, advertising with national and international newspaper, magazine etc., adverts in recruitment agencies, education institution etc. approach(Decker, Riley and Siemer, 2012).
Google Inc. select their human resource by adopting the succeeding approaches-
1. Internal recruitment approach- Google Inc. adopt internal recruitment approach to select the obedient and confidential employees. The internal recruitment approaches are providing promotion, existing employees references and manager relatives etc. The internal promotion occurs based on the employee’s skill, age, education, competency and job skill(Rothwell et al., 2012).
· Increase the job commitments.
· Employee moral develop.
· Has lower cost than the external approaches.
· Increase the employee’s loyalty with the organization.
· Has to option to collect new innovative blood in the management.
· Employee becomes bored and lost their ambition.
· This approach becomes employees as a competition and the employee relation damage.
2. External recruitment- Some important external recruitment approach is Head Hunting, social media, and recruitment through agencies.
Head Hunting: It is one kind of effective recruitment approach. Under the Head Hunting recruitment approach the HRM department target the skilled and trained employees who are working in any organization or elsewhere, and who has professional skill and knowledge in the respective job field. Google collects the top-level manager through the Head Hunting process. The process very effective to collect the skilled and experienced employees. Three types of Head Hunting process have in this recruitment process such as direct, indirect and third parties process(MACHADO, 2016).
I. Direct- Under the direct approach the Google HR manager call the other organization skilled employees personal number and contract directly with the negotiation process.
II. Indirect- To offer the skilled employee by letter so that the skilled employees can contract if he has the willingness.
III. Adverts through recruitment agencies-The Google Inc. keep good relation with the recruitment agency and recruit the agencies referred candidates.
· Develop good relationships with recruitment agencies.
· Recruit skilled employees.
· Need training and development program.
· High recruitment cost.
· The employee lost their moral.
Advertising in national, international magazines, trade magazines: Google Inc. offers new job opportunities through national and international journals, newspaper and trade magazine. For this process, the new and skilled candidates are applied for new jobs(Decker, Riley and Siemer, 2012).
· Enough skilled candidates have in the global market.
· Possibility to gain innovative and energetic candidates.
· It is a long-term process and needs much time.
· Highly recruitment cost incurred for select the skilled employees.
· Has the possibility to select unskilled employees.
Social media: Today social media become very popular for the multinational company recruitment process. It has a large scope to attract the large audiences. Google offer recruitment opportunities through social media and get multitalented candidates(Truss, Mankin and Kelliher, 2012).
· It has outsourcing opportunities.
· For an internet based organization like Goole, this approach is best.
· It has no possibility for administrative candidates.
· Unskilled employees selected through approaches.
Google Inc. use head hunting for higher management recruitment, social media approach for online staff, advertisement though national and internal media for recruiting new and innovative employees, internal approach to select the loyal and confidential skilled employees. The internal approach reduces the recruitment cost(Kinkus, 2012).
Google Inc. HRM applied the different approach to recruitment, selection, training, and development. Google Inc. and its employee gets same benefits form the HRM applied approaches(Jackson et al., 2012).
HRM Practices Benefits in Google Inc.
Develop organizational Culture
Google Inc. get benefits from the HRM practices. The HRM develop the employee's culture and skill. Every organization has fixed internal and external culture. The employees have to comply with the culture to perform their role and responsibility(Truss, Mankin and Kelliher, 2012). The HRM department oriented the organizational culture with new employees through training and orientation program. This will develop the organizational culture and employees obey the organization culture.
Develop the Google Inc. human resources strategy and organization performance
· HRM make employees performance strategy and trained them through this strategy.
· The employee knows the job objectives and performs based on the strategy.
· The manager achieves the employee motivation ability.
· HRM minimize the employees internal and group conflict.
· The administration performance develops through HR strategy.
· Employee relation developed though HR practices and develop cooperation work.
Benefits of Training and development program
Though the training and development program the employee and employer get the same benefits. The employee knows how to behave and the employer gets skilled employee performances. The employee develops their psychological through training. The employee gets the decision-making ability. The rank and remuneration also increased that increases the job commitments. When employee become competent to take an operational decision, the administration becomes less complex and operation become very easy(Kinkus, 2012).
Health and safety benefits
HR ensure the employee health and security benefits. The HR focus on the workplace condition and develop the workplace safety. The employee feels secure in their jobs and organization achieve higher job commitments(Jackson et al., 2012).
Benefits Reward system
Through the internal and external rewards, the Google Inc. and its employees get same benefits. The employee focuses on their performance and gets financial and non-financial rewards for their excellent job. For the financial rewards, the employee feels secured future life and save more for their future. So HRM rewards system helps Google Inc. and employees most(Management Association, 2012).
The performance management, training and skill management, and incentives schemes develop the employee performance and increase the Google Inc. services. Google Inc. evaluate the employee’s performances and offer rewards, a promotion that increases the organization profitability.
HRM applied different approaches and employee management policy to develop the employee’s skill and performance. The HRM approach has positive and negative result in an organizational context. Google HRM department get benefits form the HRM approaches(Gomez-Mejia, Balkin and Cardy, 2012).
The evaluation of HRM practices within Google Inc.
The effectiveness of Training and Development program- Google Inc. get most benefits form the training and development program. For the effective training and orientation program, the Google Inc. increase the employee and administration skill and they use the trained skill in the operational activities. The training program increases the employee's performance and competency.
Graph-Training and Development ProgrambyHRM in Google Inc.(Management Association, 2012)
The effectiveness of Flexible Working Practices- Google Inc. practices flexible working time, role and responsibility. The employee role is more flexible than the other organization. Only Google offer the online service holder to do their task at any time and at any place. There is not compulsory place and time for accomplishing the online job. This is not possible in another type of organization.
Effectiveness reward system- Google Inc. offer performance and job rewards in their employee activities. The reward is very much valuable. After the fixed interval, Google Inc. provide bonus, extra remuneration, entertainment facilities, medical facility, traveling facility and implement flexible working time management policy(Gomez-Mejia, Balkin and Cardy, 2012).
The positive result in finical performance for HRM practices in Google Inc.
a) HRM policy acts like motivational tools that are used by the management team.
b) HRM communicating policy develops the employee and management relationships.
c) Google use the modern technology in their online activities and HR management provide technology-based training(Hui Liao., 2010).
d) Google Inc. get 700 percent extra profits in 2005 for their effectiveness of HRM.
e) For their skilled employees, Google Inc. get 931 million extra visitors in 2011 that is 8.4 percent more than the previous ones. This is the first time Google Inc. generated $50 billion annual revenue in 2012. 2011 annual revenue was $38 billion(KAHUNGU, 2017).
f) HRM implement health and safety policy into their workplaces that ensure the employee job securities and benefits.
Google Inc. move their head office in California in 1999 and Google need highly modern technology setup that is accomplished through the human resources management(MACHADO, 2016).
Employee relation meaning: Employee relation refers to the positive situation in where every employee shares certain role and responsibility by developing a relationship with a colleague within an organized workplace. The ration occurs between two employees, between employees and employers, between employees and supervision, between management team member etc.
Importance of Employee Relations in respect of HRM decision-making process
Ø Raise operational efficiency and group activity- Goole Inc. practices good and cooperative employee relation in their workplaces. When the group relations are developed, the group member can take quick decision and increase the group efficiency.
Ø The employee becomes reliable- The good relation becomes all employee reliable and loyal. They feel secure and safe in their workplace. Google has more than 73,992 employees now, all employee work for the organization benefits. Their relation helps the administration to take operational policy(Human resources in research and practice, 2011).
Ø Disciplinary Process- The employee and management activities under a discipline which facilitates the HRM decision making procedure.
Ø Conflict resolution- The employee relation degree expresses how the management can solve the employee's conflict. It facilities the HRM activities.
Ø Employee relation facilitates to implement the legal system in HRM decision- What types of legal policy Google should implant in their workplace and HR management, the employee relation percentage help Google to take a legal decision.
Overall employee relation facilitates the organization HRM activities and decision-making process. When the management team practices cooperative relation, they take easily any complex decision regarding the employee. So, Goole Inc. should practice good workplace relation within employees and management.
Employee legislation and legal acts affect the HRM decision and strategy. The legal issue protects the employee and employer rights and interest. The employee relations are developed by the legislation. This increase the HRM decision-making power based on the legislation(Hui Liao., 2010).
Unfair dismissal Acts in the UK
The Unfair dismissal acts is a big part of labor law which required fair, reasonable and justice treatment in the workplace by the employer and Human Resource Management. The Unfair dismissal legislation is used to treat the personal job dismissed activities. When a person is terminated this act used to measure the policy of termination. This Unfair dismissal acts implement that the employer cannot terminate an employee in a time of prevents, before two years, or he/she assigned certain fixed employment rights according to the Employment Rights Act 1996. The employee can have terminated an employee by obeying fair procedures. If an employee is terminated by unfair means, the employee is protected by the Equality Act 2010(Human resources in research and practice, 2011).
The Discrimination Act, 1975
Organization owner and HR management cannot discriminate employee in their gender. Both male and female employee get same benefits and interest from the HRM practices. This widens the HRM practices concept regarding the employee.
The Equal Pay Act, 1970
Based on the equity pay acts, the HR manager needs to make remuneration plan and policy. This act keeps the employee rights and the employee gets the appropriate remuneration from the organization. This policy helps the HRM to set recruitment and selection policy, salary and remuneration system etc.
The Working Time Directive, 1999
This act is implemented and applied in UK form 1999. The legislation acts to set the maximum working time that is 48 hours in a week. The HRM team or owner cannot influxes the employee to work more time. The employee gets double wages rate for an extra time(Society and Anand, 2010).
Conclusion:For the legislation and legal acts, the Human Resources Management can take a quick and easy decision. All HR decision is taken based on the legislation.
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