Human Resources Culture and Business Results Success at Google, Scripps and UPS - Case Study Example

The paper "Human Resources Culture and Business Results Success at Google, Scripps, and UPS" is an excellent example of coursework on human resources. The integration of human resources with the organization’s culture ensures that the workforce is clearly conversant with what is expected of them. Google is a company that hires smart and determined people and prefers the ability over experience (Google). Scripps and UPS also have a preference for capability over experience and try to ensure that employee satisfaction is guaranteed for efficient production. All these three companies have a few core values in common. Diversity is important to maintain in the companies since they are each established in more than one hundred and fifty countries. Diversity is beyond gender and race, and they have tried to incorporate people from all walks of life irrespective of sexual orientation and physical capabilities. Google, where innovative ideas seem to pop upper second, has an open culture and their offices are designed to encourage play, interactions and spark conversations (Google). The human resource department has embraced the culture of sharing ideas and hands-on contribution to the day to day operations thus the many recorded successes in the company. In just thirteen years, Google has become the most innovative company and the search engine of choice.

Inclusiveness, cooperation, and respect are among the core values at UPS. Promotions are done from within to foster dedication of the workforce and employee ownership is also encouraged. Diversity of the workforce has also led to the growth of the company due to the myriad of ideas and opportunities in the different countries it is established in. This is in line with its global strategy, and it has had to adjust its culture to incorporate diversity. Besides the cultural facets discussed above, Scripps culture of clarity in communication to ensure dissemination of objectives so that every employee knows what is expected of them. In all three companies, there is a lot of emphasis on work and life balance to ensure growth in all spheres of life.

Hewlett- Packard is a company that has seen the highest management turnover within a year according to various media reports. The many changes in the CEO position have seen the company lose focus on its culture causing a lot of confusion among employees. There is confusion about the objectives and goals leading to a lot of frustrations within the workforce. Poor communication of the agenda, poor performance, and management failings have plagued the company and there have been accusations that employees were not involved in the day to day decision making. Continuous and impeding layoffs create job security uncertainties thus hindering efficient production. Unlike the employers in Google, Scripps, and UPS, the management at HP has not clearly stated and aligned its goals and objectives with the workforce. Innovation and sharing of ideas are barely encouraged since management makes all the decisions and passes them down for implementation without any employee input. The constant employee frustrations have thus led to the poor performance of the company stock, drop in general production and bad reviews. Leading companies cultivate a culture of employee inclusion and ensure that they are able to utilize their skills efficiently by creating an environment that promotes innovations (Sharma 22).