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Name: EUNICE KEAH XUE LYN (102007508) Assignment Title: Individual Essay Lecturer/Tutor: Dr Timothy Bednall/Mr Abraham Milder Due Date: 19/04/2019; 11:59 PM

Human Resource Management is often known as a fundamental part of an organisation’s management which is relative to their human resources. According to Legge (1995), human resource management is a stand-alone strategy on the employee management that tries to reach competitive advantage by careful organising the organisation’s workforce, utilizing a coordinated exhibit of social, auxiliary, as well as faculty functions. A good human resource management ensures facilities are effectively utilized towards goals aimed (Schuler and Jackson, 1987). Organisations striving in utilizing their resources efficiently will bring forward their human resource department in order to generate necessary goals and guidelines which helps maintaining the organisation’s structure based on every employee’s position, rights, duty, accountability, as well as responsibility (Fapohunda, 2012). Recruitment, selection, retention, performance and compensation management, training and career development are the examples of practices that is involved in human resource management (Legge, 1995). Lombardo (2017) stated that Google’s great achievement is due to their highquality of human resource management as well as the human resources itself. Thus, this essay will discuss several human resource practices that Google applies in their organisation which contributed to their success and achievement. As of 2017, Google dominated the search engine market holding nearly 80% of the search engine market share (Heitzman, 2017). Because of that, Google needs constant improvements and change in their infrastructure in order for them to gain the upper hand in the market, for instance, Google owns servers, data storage facilities and other forms of facilities (Huselid, 1995). However, competitors can copy Google’s strategy in the long run which is why Google differentiated from just search engine service into other services such as Google Maps, Google Earth and more (Schneider and Spieth, 2013). With constant change and improvements, it can be clearly justified that employees would have to overcome and adapt the change (Ziaee Bigdeli et al., 2017). Thus, this is where the Human Resource team comes to play. Google’s human resource management practices mainly includes hiring and recruitment, training and development and compensation strategy which has been so effective that led Google to success even until now (Ranstad, n.d.). These human resource techniques can be seen throughout their general business strategies and is fairly easy to be identified as they are simple yet effective techniques.

Firstly, Google has a unique approach to hiring which is to prevent managers hiring for their own temporary needs. Google’s recruiting process usually include background check, preliminary screening, on-the-job tests, and interview (Klazema, 2018). Google seek people who can be successful in their collaborative culture. Their human resource management has laid out the most specific criteria recruitment of applicants, this includes, smartness, creativity, motivation to excel, and alignment (He, 2013). Google do not put work experience as a vital aspect in the hiring process and instead focuses on their ability to strive for excellence and creative innovation (Alexander, 2015). The strong emphasis on innovation contributes to Google’s wide differentiation strategy which also explains how they successfully brought to life a wide range of products such as their own smartphone (Chen, Leung and Evans, 2016). Thus, Google’s specific way of applicant selection criteria largely contributes to their organisation’s success as they will be hiring employees who are surely been able to help them achieve their short and long-term goals. The next human resource management strategy that Google applies is their training and development program. Google is constantly promoting opportunities for their employees to learn and grow, for instance, individual and team presentation skill classes, content developing classes, business writing course, executive speaking, feedback delivery, and management and leadership training (Stillman, 2017). Engineers has a considerably large amount of importance to Google as they are the key to Google’s success. Google therefore pays special attention to train their engineer (Forbes, 2018). However, other employees are also of importance. Google ensures all employees have had a mandatory minimum of 120 hours of training and development classes each year and although training costs Google financially, Google consider it as an essential part of the human resource management strategy at google since it will largely contribute to Google’s business overall (Stillman, 2017). Therefore, training and development of employees in Google has largely contributed to Google’s overall business productivity. Google also have another unusual compensation structure. According to Hess (2019), Google is popular as the most demanded employer in the industry but with difficult recruitment requirements. The reason for Google’s employment popularity is the support system which is unusually designed to fulfil a person’s basic needs and wants, for instance, Google provides free meals, gym, and sleeping pods in the workplace not to mention the design of Google’s offices which showcases fun and creativity which is also the reason people are attracted to Google’s employment and the reason for retaining their current

employees (Rainey, 2017). Sullivan (2013) states that although employees at Google benefits from their work environment, the actual monetary component is insignificant. Moreover, Google employees are allowed unlimited sick leaves including 27 days of paid time off after a year of employment. Google believes in work-life balance and employee’s happiness which led them to create such an unusual yet uplifting working environment (Coleman, 2016). Google has applied a significant emphasis on their employees and made their employees part of their organisation’s success strategies. This strategy has been extremely successful towards their organisation which other organisations can learn from. Other organisations may benefit a lot by integrating Google’s human resource strategies that are simple yet effective. Google believe that sometimes it is not about knowledge but the people. Thus, through the human resource management framework of Google, it can be concluded that human resource management contributes largely in an organisation and is vital for the organisation to excel. (949 Words)

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Klazema, M. (2018). An inside look at Google’s hiring and onboarding processes. [online] BetaNews. Available at: https://betanews.com/2018/05/30/an-inside-look-at-googles-hiringand-onboarding-processes/ [Accessed 18 Apr. 2019]. Legge, K. (1995). What is human resource management?. Human Resource Management, pp.62-95. Lombardo, J. (2017). Google’s HRM: Recruitment, Selection, Retention - Panmore Institute. [online] Panmore Institute. Available at: http://panmore.com/google-hrm-recruitmentselection-retention [Accessed 18 Apr. 2019]. Rainey, S. (2017). Google workers nap in £5k sleep pods and hold meetings in caravans. [online] Mail Online. Available at: https://www.dailymail.co.uk/news/article-4665838/Worlds-wackiest-workplace-look-inside-Google-offices.html [Accessed 17 Apr. 2019]. Ranstad (n.d.). Google shows us best HR practices we can learn from | Randstad. [online] Randstad.com. Available at: https://www.randstad.com/workforce-insights/employerbranding/google-shows-us-best-hr-practices-we-can-learn-from/ [Accessed 17 Apr. 2019]. Schneider, S. and Spieth, P. (2013). BUSINESS MODEL INNOVATION: TOWARDS AN INTEGRATED FUTURE RESEARCH AGENDA. International Journal of Innovation Management, 17(01), p.1340001. Schuler, R. and Jackson, S. (1987). Linking Competitive Strategies with Human Resource Management Practices. Academy of Management Perspectives, 1(3), pp.207-219. Stillman, J. (2017). Google's Tiny Secret for Actually Impactful Employee Training. [online] Inc.com. Available at: https://www.inc.com/jessica-stillman/googles-secret-for-employeetraining-people-actually-use-shrink-it.html [Accessed 18 Apr. 2019]. Sullivan, D. (2013). How Google Is Using People Analytics to Completely Reinvent HR. [online] TLNT. Available at: https://www.tlnt.com/how-google-is-using-people-analytics-tocompletely-reinvent-hr/ [Accessed 18 Apr. 2019]. Ziaee Bigdeli, A., Baines, T., Bustinza, O. and Guang Shi, V. (2017). Organisational change towards servitization: a theoretical framework. Competitiveness Review, 27(1), pp.12-39....