Google Company’s Human Resource Management

Subject: Case Studies
Pages: 9
Words: 2234
Reading time:
9 min
Study level: College

Introduction

Human resource management (HRM) is of particular importance for any company. First of all, this is due to the fact that he is engaged in regulating the most important component of the organization. This aspect sets as its main goal to improve the activities and functioning of the company while increasing its competitiveness and the level of labor productivity and employees. Moreover, in the modern world, many companies are at the same level of technological development, and it is the human factor that can have a decisive impact. This work is aimed at the study of human resources management on the Google platform and the identification of what affects the productivity and effectiveness of the company.

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Influence of Internal and External Factors

In managing human resources, the priority place is occupied by their correct distribution to obtain the best results. Moreover, to achieve success, it is vital to analyze the content of labor and conditions and justify the jobs occupied by employees (Boon et al., 2019; Peccei & Van De Voorde, 2019). To do this, it is also necessary to investigate the influence of various internal and external factors on the activities of the HR department of the company and how they affect the management decision-making process. Additionally, the geographical factor is also essential. It can also complicate the recruitment process and the company’s activities since there may be an oversupply of personnel and a shortage in a particular area. This indicator may affect the financial and time component of the business, as it will require the involvement of specialists from other regions or geographical areas.

State regulation turns out to be the second significant factor in making decisions related to human resources. The laws and regulations established in the country directly affect the internal structure and functioning of the company. They are reflected in what policy the organization will pursue in hiring, training, paying wages, and introducing disciplinary norms. State regulation affects the decision-making process by shaping the process of forming goals and desired results and assessing the possible consequences of making a decision.

In addition to external factors, there are also internal factors that also affect the company’s work. The main one is the analysis of the pace of the current development of the organization and the prediction of future growth. This is especially true for large companies that are progressively and actively changing and developing, like Google. In such cases, the human resource department aims to focus on selecting personnel and its effective distribution in the workplace.

The second, but no less important internal factor is the use of technology in the functioning of the company. It is conditioned by the openness of managers and heads of the company to apply innovative technologies in activities related to human resources. Therefore, the use of innovations can significantly improve and optimize the work of employees and, in some cases, reduce the time required to complete certain tasks (Fenech et al., 2019). Therefore, they can focus on more important goals and bring more profit to the company. Successful human resource activity has a positive impact on companies’ strategic decisions to change the company’s work. It is essential to underline the significance of effective employment legislation appropriate to fulfill business objectives.

The first group of factors influencing human resource management and decision-making is external. One of them is the available reserve of labor, which is the maintenance of an appropriate level of personnel in the company. This process takes place through the personnel planning of employees for each work department. The recruitment process is directly dependent on the availability of the labor market. Thus, indicators such as the unemployment rate and an adequate number of qualified workers or highly specialized specialists should be considered when considering this external factor. The availability of the labor market can complicate the work of the organization by the fact that with an overabundance of workers with the required skills, it may be challenging to hire. This is due to the fact that this aspect can be temporarily costly and reduce the effectiveness of making timely decisions.

This aspect of the functioning of human resources management can significantly affect the increase in additional expenses of the organization. This is because the working legislation spends additional resources on training, recruitment, and remuneration of the company’s personnel. The advantage of this phenomenon is an increase in the loyalty and commitment of employees; Moreover, if they demand safety and support from the organization in which they work, they may feel more motivated to perform their actions. That is why, in order to achieve business objectives, organizations must act within the established working laws.

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The Importance of Employee Relations with Respect to Influencing HRM Decision-Making

The relationship between the organization’s employees directly affects the productivity and productivity of its activities. Moreover, teamwork in many aspects can be much more effective and lead to the best results (Samwel, 2018; Bulińska-Stangrecka & Bagieńska, 2021). In addition, isolation from human communication negatively affects productivity and the general condition of employees and can interfere with the correct management decision-making. It is vital that employees maintain healthy relationships with each other in the workplace.

Labor legislation plays an essential role in the interaction of employees, not only among themselves but also with their superiors. It implies specially established rules for protecting the rights of personnel and regulating their professional activities. Among the key elements that fall under labor legislation are discrimination, the legal age for work, and safe working conditions. These indicators can negatively and positively affect the decision-making process in the field of human resources, depending on the company’s state. It is also worth noting that the violation of these rules and regulations relates to the sphere of civil legislation. Thus, they are considered in civil courts or in the framework of administrative procedures.

Consider such a fundamental element as discrimination, and then it can protect employees from manifestations of racial or religious intolerance in the workplace. It is also worth emphasizing that not all companies currently have an established labor law, significantly worsening the situation. In this regard, there is still a strict attitude of staff towards each other, which hinders some organizations’ gradual and effective development. Moreover, these rules are individual for each organization and depend on many factors. Hence, in the United States of America, employees are entitled to receive payments. However, they can receive them only if their employers have excessive employees.

Job Specification

The job advertised by Google is the company’s social media manager. It is worth noting that this specialist must have a certain number of skills since he will work with one of the most complex departments of the company. Thus, the organization can identify the following competitive qualities: Firstly, work experience is an essential component of the candidate and must be at least three years old. This period will allow joining the profession and understand how the human resources department works. Further, experience in the management and management of personnel and work experience in different places where various representatives of nationalities, cultures, and worldviews are gathered are needed. The required level of education is a bachelor’s degree in human resources or business.

Among the necessary skills of the candidate, competence and qualifications in employee management, organization, responsibility, stress tolerance, and the ability to solve questions and make decisions in time can be distinguished. Moreover, practical communication skills, teamwork, confidentiality, and competence in interpersonal interaction are essential. In addition, it is necessary to mention openness to change and initiative in solving problems. In the end, it is necessary to be able to demonstrate leadership skills and flexibility. Since Google’s activities are directly related to Internet technologies, the candidate must be able to work with tools such as Microsoft Office products. Moreover, the specialist should understand the work of social networks and be able to promote the company with their help. Employees or candidates for a vacant position must clearly define their abilities, characterize themselves from a professional point of view, and know how to realize themselves. It is the knowledge and skills of the employee that mainly help the company develop.

Recruitment Method and Selection

A vital aspect of attracting specialists is the recruitment process. It consists in attracting certain employees with appropriate qualifications for appointment to a specific position in the organization. Various methods are used when recruiting staff, but the most effective is external recruitment. At the expense of a specific external recruitment method, the organization’s choice of a specific external recruitment method can be crucial to its success.

Any hiring process involves three main stages that must be followed. They consist of selecting candidates’ resumes, conducting the necessary tests, and interviews. The external method implies an increased level of activity on the part of the employer’s organization and the ability to respond to specialists’ requests promptly. It is worth noting that there is no single way to organize resources and methods for all companies with the chosen method. However, when resorting to it, businesses are also required to study the labor market and use special tools that are more effective for searching. Therefore, the primary sources of external professional recruitment are directly the recommendations of the company’s employees, advertising, and employment agencies.

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After carrying out the external recruitment process of potential employees, it is necessary to conduct a selection process to select the best candidate. This activity consists of selecting and searching for a new employee who is most suitable for the role of a social media manager. The method of carrying out this process depends on the specialist’s necessary qualities and expected abilities. A compelling example of this activity can be a way to assess cognitive abilities. This is because the work is related to human resources and implies the presence of certain characteristics. Moreover, such abilities of specialists are the main indicator of how they will cope with the tasks and goals set for them in the future.

Interview Questions

Conducting an interview is an integral part of hiring a specialist. This is since the social media manager is not responsible for managing the company’s social media accounts and directly interacting with the audience. Furthermore, it is necessary to attract candidates who have the skills to work in this area of modern society and understand its associated technologies. Furthermore, O’Bryan, C., & Casey emphasize that “talent management is a growing trend in the world of commerce, both domestically and globally” (2017, p. 1). With this task, the premature compilation of questions that the employer will ask a potential employee will help.

The interview should start with general questions about the person, interests, and experience using social networks. Moreover, it is crucial to get information about education, past experience, and skills. Despite the fact that these indicators are always indicated in the resume, the employer can get new details about these punks during live communication. Next, the interviewer should find out about the candidate’s motive for getting the chosen position and what contribution the specialist can bring to the company’s development. Then, the final stage is the more profound issues requiring the candidates to show their specialist since this is the last chance to please the future employer. They may include ways to resolve conflict situations with clients and within the team or what changes a specialist would make to the company’s work.

Flexibility

The last aspect that needs to be discussed is the development of flexibility in Google USA. Currently, more and more organizations are moving away from the entrenched work schedule and making edits to it. Flexibility in relation to the work schedule of employees will help maintain the company’s competitiveness and attract the most significant number of successful and interested specialists. Moreover, the transition to flexible working methods has many advantages. This is also because employees are given control over their activities, which increases their loyalty and commitment to the business and motivates them to achieve the goals set by the organization.

It is important to emphasize that flexibility is a somewhat misunderstood field of activity for many managers of organizations, but it is gaining more and more popularity. Many sources define it as allowing employees to make their own choices related to the tasks they perform (Rožman et al., 2017; Smith et al., 2019). In addition, Cañibano “argues that flexible working is part of the deeper psychological contract between professional employees and the firm” (2019, p. 444). Google is an example of a company that uses a flexible approach to interact with employees. Thus, the company considers that all the specialists working for it are valuable human resources. Moreover, they have their own needs and desires and should be provided with flexible working methods. This way of interacting with subordinates guarantees the stimulation of motivation, loyalty, and willingness to bring innovation to the company’s work.

Conclusion

Therefore, this work considered the importance of human resource management for the organization. In addition, it investigated internal and external factors which directly impact the effectiveness and achievement of business goals. Further, the scientific paper analyzed the importance of the careful selection of a social media manager, how these specialists can be selected, and what questions can be asked at the interview to understand the intentions and qualifications of the future employee. In the end, the work looked at how the flexibility in the functioning of Google contributes to maintaining its competitive position in the market.

References

Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A systematic review of human resource management systems and their measurement. Journal of Management, 45(6), 2498-2537. Web.

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Bulińska-Stangrecka, H., & Bagieńska, A. (2021). The role of employee relations in shaping job satisfaction as an element promoting positive mental health at work in the era of COVID-19. International Journal of Environmental Research and Public Health, 18(4), 1903. Web.

Cañibano, A. (2019). Workplace flexibility as a paradoxical phenomenon: Exploring employee experiences. Human Relations, 72(2), 444-470. Web.

Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of Management Information and Decision Sciences, 22(2), 1-10.

Nowak, R., Rudeloff, C., & Pakura, S. (2021). Blurring the lines: How social media managers transform business communication. Conference Proceedings Trends in Business Communication 2020, 29-148. Web.

O’Bryan, C., & Casey, A. M. (2017). Talent management: hiring and developing engaged employees. Library Leadership & Management, 32(1), 1.

Peccei, R., & Van De Voorde, K. (2019). Human resource management–well‐being–performance research revisited: Past, present, and future. Human Resource Management Journal, 29(4), 539-563. Web.

Rožman, M., Treven, S., & Čančer, V. (2017). Motivation and satisfaction of employees in the workplace. Business Systems Research: International journal of the Society for Advancing Innovation and Research in Economy, 8(2), 14-25. Web.

Samwel, J. O. (2018). Effect of employee relations on employee performance and organizational performance-study of small organizations in Tanzania. Global Journal of Management and Business Research: Administration and Management, 18(8), 30-39.

Smith, E. F., Gilmer, D. O., & Stockdale, M. S. (2019). The importance of culture and support for workplace flexibility: An ecological framework for understanding flexibility support structures. Business Horizons, 62(5), 557-566. Web.