Human Resource Managment and Culture: Google - Case Study Example

| Word Limit: 2269 25 May Topic: HRM AND CULTURE-GOOGLE Candi ment I hereby declare that this assignment is my own work and any use of materials from other sources has been referenced accordingly. Candidate Signature: Date: Tutor Statement I hereby confirm that this assignment, to the best of my knowledge, is the candidates’ own work and they have not collaborated in the production of this assignment with any other person. I also confirm that I have a record of this candidate’s progress tutorial/s. Tutor Signature: Date: Contents Contents 3 Google 4 HRM Practices Aligning with the Company’s Business Strategy 4 Hiring More Women and Improving the Competitive Advantage of Google 6 Recruitment and Retention Plan for Google for Targeting Women Employees 8 Obstacles that Might Be Faced by Company in Recommending Two HRM Strategies for Improving Visibility of Women Employees 10 References 12 Google Google is the American multinational corporation that provides various internet-related products and services that include cloud computing, internet search, software, and advertising technologies and so on. Google earns maximum part of its profitability from the Adwords. The mission of the company is to organize the overall information around the world and try to make the information universally useful and accessible to users. Since the company has incorporated and triggered its chain of products and partnership beyond the core web search engine and acquisitions this has lead to the rapid growth of the company. Managing the human resource effectively is vital for the organization within modern and fast business environment as the economies of the world are connected with the global and independent sectors. Over the last nine years Google has become a technology service provider and is ranked now as the world’s best company to work with in entire America. Google is a powerful brand name in the world which is built on the culture that promotes trust, low politics engagement and is great for sharing resources, as well as wealth. The company is acknowledged by the consulting firms and is the most attractive organization to work for. The HR department of Google has aligned its business strategies in order to attract the best minds all over the world to work with, and has always aimed to become strategic partner with business operations. The company tries its best to promote women and there is no differentiation between men and women within the organization (Scott, 2008). HRM Practices Aligning with the Company’s Business Strategy Through the advent of the new industries in the economy like IT and boost in the service sector, all over the world organizations has realized that human resource should be viewed as the competitive advantage source and treat in such a manner in accessing the technology or the concern capital. Most of the organizations consider human resources management as something which can be used for promoting the objectives of the business of the firms and not another factor in which the organization is managed. In the recent time period many organizations have dedicated the managers whose responsibility is to overlook at the requirements of the resources and make them available in the organization. There is marked change from treating the individual, which is similar to resources to treat the people as an asset. For example, Google believes that people are the biggest assets of organizations. Organizations in present time tend to leverage over the capabilities of the individuals employed and ensures that human capital is nourished and nurtured as the major source of availing the competitive advantage for the company. The main aim of human resource practice is to hire the people, but there is a difference between the practices of the people that builds and sustain the excellence of the organization. HR department of Google has the unique challenge, it has to ensure that the employees working in the organization should be motivated and should be committed with entire integrity and honesty with the company (Armstrong, 2000). The business model and strategies of the company is not merely trying, but to deliver in reality, the best solutions which are benchmarked with the Google’s culture. Workplaces of Google are building to provide the employees not only possible space for innovation and creativity, but to ensure that employee’s ideas could be enhanced and uncompromisingly work and acknowledged. The functions of the human resource are intended to ensure the financial success of the organization same is the case with the Google. Human resource people and employees of the organization working in various areas of the company’s operations should not go in other way and even the partners should not hinder each other, rather they should support one another for achieving the common objectives that includes the aims and objectives of the business. Human resource practices are often align with the business strategies in order to increase the productivity of the labor forces that helps in profitability of the organization, it also helps in competency and talent management. It is also helpful in changing the business environment and even effect the globalization over the landscape of the business. HR practices are also aligning with business strategies in order to bring continuous improvement in HR management for ensuring the relevance as the strategic partner. Change is vital for bringing the continuous success of the organization. Therefore, it is important to manage them for avoiding and minimizing the disruption of the activities of organization. Hiring More Women and Improving the Competitive Advantage of Google The equality of gender is one of the most important factors for the success of any company. This is the vital factor for the success of both the women and men in an organization. With the integration of both the women and men in an organizational culture this puts the professionalism, skills, profitability in the first part and then redistributes the resources and power. With the increase in the ratio of women in the organization can create a winning situation for the organization and make it a bigger cake to share. Gender equality is one of the fundamental factors providing democracy to the human rights. Providing women the equality makes an important means for the organizations to show that they live by the rules and make active participation in the society. The main reason behind recruiting more and more women is that it will provide Google more and more competitive advantage and an edge over competitors and will also improve profitability (Women On the Top, 2012). Several studies show a link in between the gender distribution in the companies and the link in between the management and its profitability. There are several researches which show that there is a correlation in between the women in the management and higher profitability. In a research related to 100 largest companies of LSE (London Stock Exchange) it has been shown that out of 20 highest market capitalization 18 top companies have at least one women executive in the management board of the organization (Women On the Top, 2012). Google can also improve its corporate governance by hiring more and more women as tit has been found in several researches that there is a link in between women in the executive management of organizations and good corporate governance. The results show that there is a correlation in between the women and short and long term profitability. This can be justified from the fact that it is not been said that women’s are more talented than men, but the facts is that organizations must make its recruitment from the overall pound of talent and not just from the half pound of talent. An organization success and profitability is dependent on the combined skills of the overall management. So the organization must hire more and more women in the management to attain it objectives in a better manner. Large number of women must also be included because there is a difference in the leadership style in between the men and women’s, so women also needs to be hired in a better and greater manner which will help in boosting the productivity of the organization. Women’s are the active participants in all the fields and have been an achiever in several streams of the business activities so it is recommended that Google must recruit larger number of women in the organization in order to increase the profitability (Gitman & McDaniel, 2008). Recruitment and Retention Plan for Google for Targeting Women Employees The recruitment and retention plan to be made for Google in order to target women employees must include the factors that are favorable for the women employees. This may include the several factors that are in the favor of women and their living. This may include providing them a better environment and fostering them to achieve a balance in between their personal and professional life. Google can also provide programs that are specifically designed for women, aiming towards improving the work and life condition and balance. They can also offer the flexibility in scheduling which will be a better advantage in performing their duties (Matyas, Dix, National Research Council (U.S.), Committee on Women in Science and Engineering, 1992). For retaining the women employees Google can take the following steps: Telework: For retaining the women employees Google can initiate telework programs and provide the women with flexible working arrangements. This will benefit the women employees in managing its family responsibilities, temporary and continuing health conditions, disabilities and so on. Flexible Working Schedules: Google can offer several working schedules allowing the women employees to adjust their work and schedules in order to accommodate their changing personal and family needs. This may include flexible and compressed work schedules. Job Sharing and Part Time Employment: Google must initiate some part time career opportunities in the organization for women and provide opportunities to women and can also initiate some job sharing initiatives for women. Employees Assistance Programs: Google must initiate some staff assistance programs in which the organization help the employees with respect to the personal and work related issues and problems, before these problems affects the productivity and attitude of the employees. The organization can also initiate some specific programs for women employees like stress management, eldercare, domestic violence assistance etc (Gitman & McDaniel, 2008). For retaining the women employees Google can take the above steps in order to make them feel the working environment to be comfortable for working and also manageable as per their timings in between the household work and professional work. Other factors that the organization can consider for retaining the women employees may include examination rooms and other support rooms to women at work place. Women’s can also be provided with health examinations and free physical checkups and can also create awareness related to several diseases like breast cancer etc (Matyas, Dix, National Research Council (U.S.), Committee on Women in Science and Engineering, 1992). Google can also provide fitness management for the fitness of the women employees through they can stay fit and fine and work with greater productivity. The women can also be provided with extended future growth and facilities like children education which will help them in managing their family in a proper and better manner. Women’s can also be provided with incentives for working in the industry in order to increase their number in the industry and organization. Women can be provided with several extra benefits which will let them to stay longer in the work and industry and provide them with suitability of work (Women On the Top, 2012). Obstacles that Might Be Faced by Company in Recommending Two HRM Strategies for Improving Visibility of Women Employees Google business success and its achievement of sustainable developments goals wholly rely over the professionalism and integrity of the employees globally. The aim of the company is to be an employer of the choice and employees to be proud of. Google offers supportive environment to its employees along with the career development opportunities, pay package, and various conditions that appeal to the ambitious people. With the global operations going worldwide and the Google decentralized structure the main challenge is to engage effectively with the Google employees and maintain the correct balance among the global consistency and local flexibility. It is vital for all the organizations to enable the global coordination in order to support and inform the main human resource strategies. For improving the visibility of women in the organization it is recommended that Google should focus more over the employee engagement, trust, and feedback from employees. It should also focus over the high performance culture, learning and growth of the employees along with the growth of the employees. In Google there are around 51.5% of women global workforce, and there are 16.9% women that are holding the senior management position, after 2007 the data has increased in Google, that shows that women holds the significant position in the organization. All the management held by the women is higher and the percentage is going up in last 4 years, because the company focuses over hiring the talented pool rather than discriminating between men and women (Purcell & Wright, 2007). The strategies of the Google is to improve the visibility of female managers in the company, developing policies and tools that support the balance in the work life reviewing the process of recruitment and creating a mentoring program for identifying and supporting the women development. There are few companies that promote women and Google is one of them. It adopts different human resource strategies for promoting the women as employees globally. It is recommended that Google should adopt the program and culture within the framework and help of two human resource management strategies for improving the visibility of women in the organization. By launching different programs or advertising in regards with the recruitment of talented women in the organization, it can easily promote the women in the company and then provide the initial training so that the company can avail the good results from them. For motivating the women the company can offer them bonus or reward so that they could perform much better. Next strategies which could be adopted by Google is to determine the leadership and management style of the organization and decide the range of styles for tricking down the culture. Through culture the company can promote its beliefs, values or missions, and through that it can promote the women employees. The company can offer satisfactory salaries to women employees in order to motivate them or hire within the organization. References Armstrong, M. (2000). Strategic human resource management: A guide to action. UK: Kogan Page Publishers. Gitman, L.J., & McDaniel, C. (2008). The future of business: The essentials. (4th ed.). USA: Cengage Learning. Matyas, M. L., Dix, L.S., National Research Council (U.S.), Committee on Women in Science and Engineering (1992). Science and engineering programs: on target for women.USA: National Academies. Purcell, J., & Wright, P. M. (2007). The Oxford handbook of human resource management. New York: Oxford Handbooks Online. Scott, V. A. (2008). Google. USA: Greenwood Publishing Group. Women On the Top. (2012). Women2top.net. Retrieved May 25, 2012, from http://www.women2top.net/uk/thatswhy.htm Read More