Google’s Human Resource Management Samples †MyAssignmenthelp.com

Question: Discuss about the Googles Human Resource Management. Answer: Introduction A recruitment process of an organisation includes various aspects such as attracting the potential candidates, selecting the best talent and appointing them to suitable jobs. The quality of effective recruitment and selection procedure is based on employees turnover, if the employee turnover is low, the strategy is effective. Selecting the right person for the right job can benefit a corporation financially and sustain their future development. There are several challenges faced by modern corporations while recruitment procedure such as balancing quality and speed, out-dated system, a high number of applications, retention challenges, and high costs. To achieve proper success, organisations are required to formulate policies according to their requirement to get the most out of recruitment process. This report will focus on challenges faced by Google while recruiting their employees. Further, the report analyses the demand, brand image and demographic problems faced by Google while r ecruiting. The report will recommend human resource management strategies to address such problems. Google Inc. Google incorporation is an American international technology corporation which operates in the internet, software, and computer hardware industry. Google is a subsidiary of Alphabet Incorporation and its CEO is Sundar Pichai. The company had revenue of US$89.5 billion in 2016 financial year; the organisation has more than 72 thousand employees worldwide. The reason for selecting Google for this report is that the corporation is known for their effective HRM policies regarding their employees, they have won the best place to work award several times. Google focus on employing the best talent from around the world, the company has worlds largest budget for recruitment and selection. The corporation receives more than 2 million applications in one year and they hired around 0.2 to 0.4 percent applicants (Bock 2015). Challenges in Recruitment and Selection The primary goal of Google while recruiting the employees is to select the most talented candidates (De Cieri Kramar 2003). Google understands that employee is the essential element for the success of an organisation, therefore, they spend a large amount on recruitment budget and also provide a large number of benefits to their employees. The human recourses department of Google faces numerous challenges in their recruitment process (Kaur, Smyth Williamson 2012). Overwhelming response Google is an international corporation and it selects its employees from worldwide locations; the company has more than 70 offices in around 40 countries. The organisational image of Google is positive due to actions were taken by them for the preservation of the environment and performing activities for the development of the society. Ryfe Stalsbury (2012) provided that the company hires employees from online applications, universities or counseling firms. The company uses online advertisement, billboard and university newspapers to advertise their placement requirement. The corporation also receives applications from all over the world through their online website. Due to these reasons the company receive an overvaluing number of application form the potential candidates. Google received more than two million job application in a year, from people all over the world. Other than online applications, Google uses various outreach programs to hire new talents. The human resources management faces difficulty in analysing all the applications and selecting the potential candidates. The time spent over analysing of candidates applications increases the time of recruitment as well, and interviews the employees from other countries is difficult as well (Hegghammer 2013). Time Spent in Recruitment Process The recruitment process of Google is significantly long; it can take about 6 to 8 weeks for a person to get selected for a post. According to Johnston Marshall (2016), the demand for talented and hardworking programmers or coders who are innovative and curious is significantly high in Google. To select the best candidate for the job, Google analyses talent, coding ability, experience, education and knowledge of its candidates. A large number of applications received by the organisation is another problem since it takes time to analyse each application and selecting the potential ones. As per Armstrong Taylor (2014), the HRM conducted various rounds of tests and interviews to anise the capabilities of candidates, which takes a long time. Many experienced or talented employees did not apply to Google due to long recruitment process, which is detrimental for the organisation. Recruitment Expenditure In 2009, Google has more than 400 internal and external recruiters to ensure that potential candidates are selected in the company. The recruiters selected by Google are well-paid professionals who are experts in the recruitment process. Google has worlds largest recruitment budget, the corporation provides one recruitment staff member over 14 employees (Feloni 2016). The benefits provided by Google are significantly high as well which include unlimited sick leaves, free meals, free massage, on-site doctors, valet parking, day care centers, car wash and much more. These benefits attract a large number of candidates, but at the same time, it enhances the budget of Googles recruitment process (Costen 2012). Retention of Talented Employees The success of recruitment process is based upon the retention of employees, without employees retention, the process of recruitment failed. The overall turnover rate is high in software or computer hardware industry. Google faces demographic issues in retention procedure because their maximum employees are young millenniums, who do not prefer to work for an organisation for long. As per Searle (2009), the corporation required to provide their employees various incentives and a positive environment for them to stay at the organisation. Google provides a large number of benefits to their employees which are enough for small or medium level staff, but for top-level executive or talented management monetary benefits are not enough. In the software industry, the demand for talented programmers is high, corporations pay considerably high salaries and benefits to talented employees, which makes it difficult for HRM to retain employees (Rees French 2016). Competition The competition of Google includes Multinational Corporation such as Microsoft, Apple, Amazon, and Facebook. These organisations provide high incentives to talented employees since the demand of talented programmers is high in the software industry. As per Ahmad Schroeder (2002), for sustaining future development and succeeding in the industry, it is necessary that Google keep brilliant employees. Google has a large number of millennial employees who prefer to change corporations and does not stay in one company. Corporate Culture and Diversity In modern times, most of the people prefer to work for an organisation with positive corporate culture rather than companies who pay more salary. As per Treweek et al. (2013), it is necessary for Google to establish a healthy cooperative culture for attraction and retention of talented employees. Google hire candidates from various countries, therefore, the company faces various diversity issues. The employees who came from foreign countries face difficulties while settling in the corporate culture of the organisation, which can adversely influence their work (Rudolph, Toomey Baltes 2017). Recommendations Google has been successful in their recruitment process but still various challenges faced by them, as mentioned above. Following are the recommendation that Google can apply in their recruitment process reduce their challenges: To reduce the number of applicants Google can apply various HRM theories. In their online portals, they should apply criteria for people to apply for the a certain Only the applicant with certain qualifications should be able to apply for certain jobs and such applicants should be divided according to their experience. In case of outreach programs, the HRM member should shortlist the candidates based on their qualifications and group interviews. The company should also establish campaigns to find the most talented candidates globally. In campaigns, the candidates should compete with each other and the top contenders should be shortlisted for interviews (Holland Jeske 2017). To reduce the length of the recruitment procedure, human resource management at Google can use various strategies such as group interviews, narrowing the requirements or outsourcing the process. The company can use group interviews to analyse more candidate at the same time, which also provide information regarding candidates social traits. While posting a job opening, Google can narrow down the requirement of candidates. For example, only candidates with a certain level of experience or certain qualification can apply for the job. This reduces the number of application which increases the recruitment process. Google can outsource their recruitment process which reduces the requirement of traveling by employees. Telephonic or video interview can also reduce the time of recruitment procedure (Lavigna Hays 2004). To reduce their expenditure, Google can decrease the number of test or round of interviews to reduce HRM workload. Google should use their positive organisational image to attract potential candidates, Instead of going to a large number of places; they should organise their own campaign in which interested candidates can apply. The campaign can reduce the expenditure of conducting different outreach programs. The company can also reduce their HRM staff members by reducing the steps of their recruitment procedure (Whitaker 2003). To avoid losing talented employees to competitor companies, Google should focus on providing a positive culture to the employees. By combining financial benefits with the healthy work environment, Google can improve their retention procedure. The marketing strategy and advertisement of the corporations should attract their required demographic that is millennial. The company should prepare policies regarding establishing a diverse culture which benefits the development of employees. Diversity should be integrated as a core part to of the organisation (van Dijk, van Engen Paauwe 2012) Conclusion In conclusion, the recruitment and selection process is essential for the development of an organisation. Google faces various challenges in their recruitment process such as a large number of applications, long selection procedure, competition for other companies and high expenses. To avoid these challenges Google can adopt new strategies such as reducing the number of a recruiter, increasing the selection speed and setting criteria for candidates application. These policies can improve the recruitment procedure of Google benefit them in retaining talented employees. References Ahmad, S., Schroeder, R. G. (2002). 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