GL BAJAJ

INSTITUTE OF MANAGEMENT AND RESEARCH

GREATER NOIDA

Assignment of
Human Resource Management (Pg-17)
TERM -3
BATCH: 2019-21

Submitted by Submitted to
RISHIKESH RAJ SINGH Dr. Parul Yadav
Roll No. GM19148
Section- B

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Q1) Case: Google’s HRM: A Look at the Tech Giant’s
Strategy, Policies and Practices:

Q1.a. Critically analyze the role of HR as a strategic Business partner at google.

The HR function is a strategic partner at Google and it has focused on benefiting the company’s core
operations by hiring and retaining only the best.
The focal point of its HR strategy is maximum care
and assistance so that its employees can work with dedication. The perks Google provides its
employees are talked of with awe across the industry.Google’s HR nurtures the creative and
innovative company culture by formulating policies that hire and retain the best talent.

Following are some different policies and roles that HR of Google perform at its
workplace:
i. Google has managed a smart HR policy aimed to retain its talent pool.
ii. Fairness and equity are evident in every aspect of its HRM.
iii. It favors ability over experience and hires only the smartest people.
iv. New products are first released internally and employee suggestions are invited as a part of
product development process. The staff provides its feedback on the usability and other
features of a product before its final release

These are some uniqueness about the HR at workplace of Google :

 A person is assigned to a task he is interested in.
 Everyone can learn continuously.
 Challenges are there for everyone.
 Everyone feels being recognized for his contribution
These perks are a critical part of Google’s HR strategy and designed in a manner to inspire
motivation, collaboration and innovation.:
 Flexible work hours
 Casual dressing
 Onsite medical care
 Pets allowed
 Health benefits applicable soon after joining
 Free gourmet meals, drinks and snacks
 Onsite gym

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  Expert help with financial management so Googlers can remain worry free.
 Generous parental leaves
Q1.a.How human capital are valued at Google?
In following points it is reflected that how human capital are valued at
GOOGLE :
a. It has established an employee centered culture at whose core is employee
empowerment.
b. When it comes to making its employees happy, Google believes in nothing less than
the best. Every individual employee is provided enough space to use his talent and
perform at his best.
c. Google make employees active decision makers and participants in how the company
is run. Google make employees active decision makers and participants in how the
company is run
d. The focus is also on the use of technology to drive performance.
e. The perks Google provides its employees are talked of with awe across the industry
f. Fairness and equity are evident in every aspect of its HRM.

g. Google is very aware that having happier employees benefits them greatly too. When
compared to other leading multi-nationals; Google’s employees outrank employees
from every other company in terms of $value of their productivity and profit
generation.

Some key facts about culture of Google are as follows:

 Committed employees driven by a passion for innovation.

 Efficient leadership that empowers and strives to create an environment of trust.
 Recognition and incentive system that encourages performance and innovation.
 Learning environment that ensures continuous learning and growth.
 Top leadership committed to technological innovation.

Google says:
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 “If you want serial innovation, you will need to reinvent traditional
HR and the processes that drive innovation

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Q1.b) Discuss the environmental challenges HR faces at Goggle.
The environmental challenges HR faces at Google are
1) Diversification: Striking the right balance between how much to diversify in
product lines and how much to control. Google is moving or has moved into
into robotics, android, mobile phone, laptops, cloud, computer engines, solar,
energy, internet, cars, google glass, artificial intelligence, wedding planners,
social media and many more. The key point is how to keep control of all these
product lines and also to understand how they will help Google achieve its
mission.  In more than 40 countries around the world, GOOGLE has opened
more than 70 offices so it is difficult to manage all the offices effectively.
2) Managing workforce diversity So the workforce diversity it the biggest
challenges HR faces at Google.
3) Culture: With its ever expanding reach in terms of # of employees, locations,
offices, teams, products and services how Google make sure to continue
maintain the culture of first of all HIRING the right people and then making
sure the INNOVATION doesn't die down..
4) Google’s recruitment strategy which is diversity: It has partnered several
organizations to make its selection process a success and to bring a highly
diverse workforce together.
5) Cross culture communication: Because of its diversity there can be
problem of communication or communication gap it may be possible that every
employee doesn’t know all the language.

It is really a huge challenge to understand the psychology of workforce, retain

the best talents of the industry, motivate them to perform better and,
Google’s success is because of its culture and work environment and its HR has
played a major role in sustaining these things so this all become the major
environmental challenge HR faces at Google.

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`

Q1.b.What are the ways in which it tries to overcome these

challenges?
 GOOGLE are driving positive environmental impact throughout our value
chain in five key ways: by designing efficient data centers, advancing carbon-
free energy, creating sustainable workplaces, building better devices and
services, and empowering users with technology.
Followings are the ways in which Google tries to overcomes the
environmental challenges are as follow:
a) Maximum care and assistance is given so that its employee can work
with dedication.
b) Its facilities and perks are matchless e.g (Flexible work hours Casual
Dressing Generous parental leaves) that are being talked with awe
across the industry.
c) Google has created an environment focused on inclusion that is it makes
sure that its employees’ suggestions are valued.
d) The 20% project at Google allows the employees to devote 20% of their
time to projects outside their general responsibility area.
e) It provides learning environment that ensure continues learnSSing and
growth.
These are another few ways through which google tries to overcome
the challenge:
Managing Workforce Diversity:
An important challenge that human resource managers face involves workforce
diversity, i.e., the increasing heterogeneity of organisations with the inclusion of
employees from different groups such as women, physically disabled persons, retired
defence personnel, backward classes, ethnic groups, etc.
Whereas globalisation focuses on differences between personnel
from different countries, workforce diversity addresses differences among people
within the same country.

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 Creating Dynamic Work-Culture:
The human resource manager will have to mobilise a new work ethic so as to assist
the top management in setting up and enforcing quality standards. Greater efforts will
be needed to achieve group cohesiveness because workers will have transient
commitment to groups.
As changing work ethic requires
increasing emphasis on individuals, jobs will have to be redesigned to provide
challenge to the employees. Flexible starting and quitting times for employees
[flexitime] may become necessary. Further, focus will shift from extrinsic to intrinsic
motivation of employees.

Q2. Case: RECRUITMENT AND RETENTION PROBLEMS AT

POLYMERS UK

Q2.a. List the information required to produce an estimate of the

cost of labour turnover, identifying what was already available
and what more would be needed.
The information required to produce an estimate of the cost of labour
turnover are as follows:
 Time spent on filling the vacant position;

 Hours/weeks in lost productivity before the employee leaves

 Time that coworkers and the manager/supervisor combined will need to

make up for the vacant employee (overtime, added shifts, etc.);

 Number of hours in lost productivity resulting from orientation and training

of a new employee; and

 Time spent on admin and hiring tasks (advertising, resume screening,

interviewing, onboarding

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 Here are another way for calculating cost of turnover:

Calculate the Cost of Turnover:

 Cost of hiring
 Cost of training and/or onboarding
 Any severance or bonus packages upon departure
 Loss in productivity during vacancy
 Errors in customer service
 Loss of engagement from other employees.
Use the following formula to calculate the cost of turnover:

Cost of Turnover = (Cost of Hiring + Cost of Onboarding and Training +

Severance + Loss in Productivity) * Number of Employees Lost

Already available information in the case are :

i. The time taken to fill vacancies had increased from 10 to 12 days over the last

year for manufacturing staff (mainly technicians) and other professional and

administrative.

ii. The time to fill vacancies for research, technical, managerial and professional

staff had increased even more over the same period – from 9 to 12 weeks.

iii. There were too many unfilled vacancies

2.b) Summarize the case and outline the recommendations

you would make.
Summary:
Polymers UK, a subsidiary of International Polymers has been in existence for
three years and has over 650 staff. It has been conducting intensive recruitment
campaign over the 3 years in the highly competitive local and national labour

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 market by the head of HR and its assistant but later on experiences retention
and retention problems.
Problems of retention and the increasing time to fill vacancies are beginning to
cause serious problems for the business. the company should focus more on the
cost of labour turnover, and how to reduce it and fill the unfilled vacancies.
The main objectives of this are to:
 Reduce the cost of labour turnover.
 Reduce the length of time positions are vacant.
 Solve the retention problems.

Recommendation:
My recommendations to the company would be as follow:
1. The fact that rates of pay appear to be competitive, this calls for a development
of a better compensation, benefits and reward programs.
2. To avoid or at least minimize the use of agencies; participate in job fairs, for
this will enable the company to broaden its source of recruits.
3. While given the responsibility of making the final choice, line managers must
also be given interviewing techniques training as it might help them clarify
stuff and get to know the applicant better.
4. It is also suggested to hold a formal induction program as such will make those
new in the company feel welcome and will give them sense of belonging, as
the saying goes, ‘first impression lasts.’
5. There must be regular monitoring so that they will be aware if application of
said skills improved the organization as well as if they should stick to it or not

Thank you
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