Hello, please see assignment details below as per my college specification. The tasks below are part of a my overall assignment, but unfortunately I didn’t have enough time to complete the tasks below and I need to submit my assignment by 4pm UK time tomo
ow XXXXXXXXXX.
Font and words: Cali
i light 12 , line spacing 1.15, approx.. 2 pages I guess this would be 500 words. If you feel that you are going over 500 words than you can leave the part of UK employment legislation out.
Referencing: Harvard style, please mention English website sources if possible
Style: clear and concise, Academic writing but not too complicated.
All information and sources to find the answers to the questions are uploaded with this task.
Many thanks.
Task 1c (part)
You MUST explain the benefits and evaluate the effectiveness of at the following HRM practice within Google
· Reward management
For example: Reward Management
· Define Reward Management
· You MUST explain the benefits of rewards in Google both for the company and its employees
Provide examples of at least 2 types of Rewards in Google and you MUST evaluate the effectiveness of these rewards in terms of the benefits and limitations of these reward strategies in terms of enhancing organizational profit, productivity and employee motivation. You MUST use at least one Motivation theory to do so such as A
aham Maslow’s motivation theory
You MUST also Explore the different methods used in HRM practices, providing specific examples to support evaluation within Google. For example, you must provide different examples of reward management and explore the benefits and limitations of these in terms of enhancing organisational profit, productivity and employee motivation
Task 1d) - Critical evaluation of the importance of employee relations and identification of key aspects of employee legislations and the impact that these have in respect to influencing HRM decision-making within Google
Employee Relations
· Define Employee Relations
You MUST analyse the importance of Employee Relations in respect to influencing HRM decision-making within Google
· Provide a
ief analysis of the importance/ objectives of Employee Relations within Google
· Provide a
ief analysis of the Employee relations strategies within Google in relation to influencing HRM decision-making within Google for at least 2 of the areas such as Employee participation and Employee Involvement and Psychological Contract & Employment relationship etc. (please just pick two and write about it)
UK Employment Legislations
You MUST
· Identify at least 2key UK employment legislations such as Equality Act 2010, Health and Safety at Work Act 1974 (HSWA), Data Protection Act 1998 (DPA) etc.
· Identify the impact that these UK employment legislations have upon HRM decision-making within Google
You MUST Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making within Google. For example, your evaluation should have look into the benefits and limitations of the key aspects of employee relations management and employment legislation and how these affect the HRM decision making within Google
UK employment legislation example info from another assignment (please note you only have to choose two)
1.4. Analyze how legal and regulatory framework impact on human resource management
To maintain effective goal fulfilment, performance and reputation of organization, certain laws and regulatory framework are maintained which helps to achieve effective outcomes and impacts positively on organizational policies. Some of the legal frameworks that are maintained in Ha
ods for effective employee and work management are:
Equality Act 2010: at Ha
ods anti-discrimination laws are practised to ensure fair treatment and equality of work for all i
espective of employee’s race, religion, age, gender, disability, nationality etc. Thus diversity of workforce is maintained at Ha
ods and equality is ensured based on merit.
National Minimum wage ACT 1998: this law helps to ensure fair treatment and compensation management at Ha
ods depending on nature of work and performance. It states that an employee above 21 years is entitled to minimum wage of 6.50 pounds daily working on an average of 8 hrs i
espective of gender. (Harzing and Pinnington, 2010)
Employment ACT 2008: this law ensures a structured payment, policies and entitled benefits for employees working in Ha
ods. Example, an employee is entitled to standardised pay, insurance, child care leaves, work time flexibility etc to ensure safety and job security.
Trade union and Labour Relation ACT 1992: this law states that strikes are legal if announced to observe trade disputes. Thus, in Ha
ods efforts are deliberately made to ensure strong employee relationship to avoid trade disputes and maintain a smooth running of organization.
Work and Families ACT 2006: this law states that in case of emergencies or illness an employee can avail 12 weeks paid leave annually and in case of maternity employees can avail 18 weeks of paid leave.
Data Protection ACT 1998: this law states that any company information, trade secret and personal information of employees or client is subjected to be confidential information to be used for purpose of trade only by Ha
ods. These cannot be disclosed to any employees and any attempt of misconduct is treated as offence without consent or authoritative rights. (Harzing and Pinnington, 2010)
10 | Page
1
2013
A Project Report On HR
Strategies Of Google
Prepared By:
Yashal Shah
Vidyalakshmi Sharma
Vishal Jamnani
Sakshi Messey
Dhaval Karia
Submitted To:
Silpy Gupta
Faculty Of HRM
IBS Mumbai
2
TABLE OF CONTENTS
Sr
No
Topics Page
No.
1 Introduction to HR………………………………………………………………………. 4
1.1 Objectives of the Study …………………………………………………………. 4
2 Google.com ………………………………………………………………………………………….. 5
2.1 Background of the company……………………………………………………… 5
2.2 Goals and Vision ………………………………………………………………..... 5
2.3 Organization Culture……………………………………………………………… 6
2.4 Organizational Structure………………………………………………………… 8
2.5 HR as a Strategic Partner of Business……………………………………… XXXXXXXXXX
2.6 Recruitment & Selection………………………………………………………… 10
XXXXXXXXXXHow They Decide?............................................................ XXXXXXXXXX13
XXXXXXXXXXInternships…………………………………………………………… 13
2.7 Performance Appraisal…………………………………………………………… 13
2.7.1Performance Management…………………………………………… 14
2.8 Training and Development………………………………………………………. 15
2.9 Compensation Structure…………………………………………………………… 16
XXXXXXXXXXPerks & Benefits……………………………………………………… 18
XXXXXXXXXX/20/10 Rule……………………………………………………………………… 18
2.11 Human Resource Planning……………………………………………………….. 19
2.12 Best People Practice……………………………………………………………… 19
2.13 Corporat Social Responsibility………………………………………………….. 20
2.14 Google‘s Performance via Staff Performance……………………………... 22
2.15 Critics on Hiring Process………………………………………………………… 23
2.16 Challenge of Growth……………………………………………………………… 23
2.17 Gap in Company Nature ………………………………………………………… 24
3 Recoomendations and Conclusion...................................................................... XXXXXXXXXX25
4 References............................................................................................................ XXXXXXXXXX26
5 Appendixes........................................................................................................ XXXXXXXXXX28
A Environmentsl atmosphere in Google………………………………………. 28
B Organization Structure………………………………………………… XXXXXXXXXX29
3
C Organic Culture …………………………………………………………………… 30
D Standard Recruiting Tools at Google ……………………………………………. 31
E Reasons to work at Google………………………………………………………… 32
4
1. INTRODUCTION TO HR:
Managing human resources effectively has become vital to organizations within the modern
and fast-paced business environment, more so as the economy the world over converge into
a synapse of globally connected and independent sectors aimed at preserving and creating
knowledge rather than products and service alone.
HR development acts as the mentor to its employees – guiding, training and educating them
in the way of the industry and the organization. Well trained and competent employees,
who are not able to showcase themselves and their organization to the customers in a more
effective manner, help in increasing customer satisfaction and overall clientele, by adding
credibility and reputation to the business, Effective HR planning and development
ing
quality and loyal workers who are committed and passionate about the success of their
organization.
1.1. OBJECTIVES OF THE STUDY:
To analyze HRM techniques and methods at Google.
To analyze how employees help a company in differentiating itself from its
competitors.
To analyze how the company attract and retain employees in a competitive
environment.
To analyze the innovative HR practices and the ‗Best Place to Work For‘ culture at
Google.
To understand