An Assignment on Human Resource Management Functio

Course No.: BA 4251

Course Title: Industrial Management and Law

Submitted to: Submitted By:

Fariha Azad Md. Abid Afsan Hamid
Lecturer, Student ID: 180217
Business Administration Discipline 4th Year, 2nd Term
Khulna University, Computer Science and
Engineering Discipline
Khulna-9208
Khulna University,
Khulna-9208

Date of Submission: 6th November 2022

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1.Choose an organization of which you want to be a part after your graduation and
determine how human resource management function help the organization in
achieving its purpose. Answer should include the following.

As a final year student, almost all of us have set our career goals and destinations. Everyone
cherishes a dream and prepares themselves towards the goal. As a student of Computer
Science and Engineering, I want to be a part of an organization named Google as a network
manager which is the biggest search engine tech giant in the world.

A) Brief Description of the Organization Google:

Google LLC is the world’s most popular and biggest search engine (based on PageRank
algorithm) and online advertising, cloud computing, quantum computing, e-
commerce, intelligence and consumer electronics multinational tech giant founded by Larry
Page and Sergey Brin on September 4, 1998 when they were Ph.D. students at Stanford
University. Larry and Sergey later decided the name of their search engine needed to change
and chose Google inspired from the term googol. Google is Alphabet’s largest subsidiary
and is a holding company for Alphabet's internet properties and interests. It has been
referred to as “the most powerful company in the world” and one of the world’s most
valuable brands due to its market dominance, data collection, and technological advantages
in the area of artificial intelligence.
The latest data shows that Google processes over 99,000 searches every single second
(Internet Live Stats, 2022). This makes more than 8.5 billion searches a day (Internet Live
Stats, 2022). Google services are one of the most important necessities of life and the
civilization progress which are closely linked to all fields of human activity, as they form an
integral part of human life. Thus, the man depends on these services in all aspects of his private
and the public life in every step of life, hence these services were and are still the phenomena
that accompanied the man since that h felt the need to coexist and communicate with his fellow
man.

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The company has since rapidly grown to offer a multitude of products and
services beyond google search, many of which hold dominant market positions. Google has
many special features to help a wide range of use cases, including email (Gmail), navigation
(Waze & Maps), cloud computing (Cloud), web browsing (Chrome), video sharing
(YouTube), productivity (Workspace), operating system (Android), cloud storage (Drive),
language translation (Translate), photo storage (Photos), video calling (Meet), smart home
(Nest), smartphones (Pixel), wearable technology (Pixel Watch and Fitbit), music
streaming (YouTube Music), video on demand (YouTube TV), artificial intelligence
(Google Assistant), machine learning APIs (TensorFlow), AI chips (TPU), and more.

B) Mission and Vision of the organization Google LLC:

Mission of Google LLC
“Google’s mission is to organize the world's information and make it universally accessible
and useful.”
Vision of Google LLC
Google's Android phones offers its users free access to Google Maps and provide navigation
and communication. Google is also branching into other areas as well, as the famous Google
cars that operate on their own. This is part of Google's vision of a future where cars drive
themselves and people can participate in more productive activities during their commute.

The site Google+ is part of Google's vision for social media, which is integrated in the
phones and all other aspects of life. Google Chrome browser is part of the company's vision
of a more open market for Web browser add-ons. The innovative company has even started a
new venture called Calico, which is focused on creating a healthier future for all mankind.

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Google’s Culture:
It's really the people that make Google the kind of company it is. Google hires people who
are intelligent and targeted and puts more emphasis on one's abilities than experience.
although all the employees in charge have the same common goals and visions for the
company, they come from different walks of life and speak many different languages,
reflecting their global audience. And when employees do not work, have Googlers interests
ranging between everything from cycling to beekeeping and from frisbee to foxtrot.

Google strives to maintain the open culture often associated with starting up a new business
where everyone contributes directly and feel free to share their ideas and opinions. For their
weekly meetings for “TGIF” make Google employees questions directly to Larry, Sergey
and other leaders on various issues relating to the company. Google's offices and cafes are
developed to encourage interaction between Google employees within and across teams and
to chat about work and leisure.

Figure: World’s Largest Search Giant Google

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C) HRM functions (HR planning, Recruitment process, Selection process, Training,
Employee Reward, Promotion):
HRM functions of Google (HR planning, Recruitment process, Selection process, Training,
Employee Reward, Promotion) are described below sequentially.

Human Resource (HR) Planning:

Human Resource (HR) Planning is the process of forecasting an organizations future human
resource requirements and determining how the organizations existing human resource
capacity can be utilized to fulfill these requirements. Google’ HR planning can be divided
into three parts-
i. Forecasting: The Google’s human resource managers use trend and scenario analysis
for forecasting. Trend analysis is a quantitative technique that enables companies to
predict possible HR demand based on current conditions and changes in the business.
Scenario analysis is Google’s qualitative technique for predicting staffing needs.
Scenario analysis analyzes different combinations of variables to predict HR demand
for each resulting scenario. So, Google uses a combination of quantitative and
qualitative techniques for forecasting HR demand.

ii. Surplus & Shortage of Employees: Google concerns about surplus or shortage of
employees in the production process only, such as, the manufacture of Chromecast
and the provision of the Google Fiber Internet and cable television service. In
developing and providing web-based and software products, human resource surplus
and shortage are not a significant concern. Google's HR management uses predictive
technology to identify possible surpluses and shortages. Therefore, a company's HR
planning includes forecasted surpluses and shortages of human resources. This
information is used for recruitment and planning phase.

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iii. Balancing Supply and Demand:
Google’s human resource management faces minimal problems when it comes to
balancing HR supply and demand. Though the demand for the web-based software
products and online advertising services increases, the digital nature of these products
does not require Google to correspondingly increase the human resources of these
businesses. The combination of Google’s HR management approaches for
forecasting, identifying issues with surplus and shortage of employees, and balancing
of human resource supply and demand effectively supports the human resource needs
of the firm. Google uses conventional techniques combined with advanced
information systems to analyze human resource data to support human resource
management decisions.

Recruitment Process:
Recruitment is the process of seeking and attracting the right kind of people to apply for a
job in an organization. In this phase the selections procedures occur immediately to pave the
way for the selection procedures by producing the smallest numbers of candidates who
appear to be capable either of performing the required tasks of the job from the outset, or of
developing the ability to do so.
Google’s human resource management uses a mixture of internal and external recruitment
sources to maintain the adequacy of its human resources. The company uses promotions,
transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the
other hand, the external recruitment sources at Google include educational institutions and
respondents to job advertisements. Most of these ads are available through the Careers
section of Google’s website. Through these recruitment sources, the company facilitates a
continuous influx of qualified workers, while matching these employees’ capabilities with
human resource needs.

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Selection Process:
The aim of selection is to find such a person who accepts the position and who gives
satisfactory service and performance in the long term. The selection process can be explained
as-
i. Short-listing the candidates for the next stage and setting up tests for the short-
listed candidates: The application process begins with receiving a resume or CV. It
depicts the candidate's professionalism and relevancy to the position. HR also
consider education, experience, and skills to increase the chances of long-term
compatibility. On the other hand, Google also hires from certain colleges and
universities. In that case, the application process will be informed by the respective
universities. Based on the required qualification a short list is provided.

ii. Interviewing the candidates and Choosing the Successful Candidate:

a) Telephonic Round: The Google interview process starts with a phone call or
a video chat. It is a very quick and short process than the face-to-face round,
which lasts for about 30-45 minutes. It is considered to be the initial screening
step to select candidates for further onsite rounds.
b) Face-to-face Rounds: Approximately there are two to three face-to-face
onsite interviews, to evaluate the candidate’s logical and technical skills.
White-boarding is used for problem solving and coding processes. The
communication and leadership skills are assessed by conducting group
discussions.

iii. Review Process (Offering the Position, Organizing the Introduction Process: The
review process is an off-screen process which takes place for a couple of weeks. It
includes two important steps. The HR committee works on every facet of the
candidate's profile and screens the best-suited candidates. Later this report is sent to a
group of senior supporters, they decide on who to hire for the job. Once the details are
validated, the candidate proceeds with the on-boarding process which is performed by
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 the managers. And finally, he addresses the responsibilities and regulations to be
followed after deployment.

Employee Training at Google:

Training helps employees to do their current jobs, the benefits of training may extend
throughout a person’s career and help develop that person for future responsibilities. Google
applies work analysis on new jobs, or when an organizational restructuring has just occurred.
Cost-benefit analysis determines the practicality of training programs and activities.
Google’s HRM objective in using this type of analysis is to maximize the benefits achieved
through training programs.
Google’s human resource management delivers training programs in various ways, such as
discussions, simulations and on-the-job training. Discussions enable Google to maintain rich
communications involving employees. With rich communications, training programs also
benefit through maximum feedback from the trainees. The company uses simulations to
facilitate creative responses. Simulations empower Google’s employees to understand the
details of work tasks, projects, and products. The company’s HRM uses on-the-job training
to maximize the transfer of knowledge to new hires or interns. Many of these interns are
absorbed into Google’s organization.

Employee Reward:
Employee reward is a monetary or non-monetary compensation apart from their salary which
is given to the employees on account of their performance to motivate them. Organizations
can reward employees for completing a project or reaching a milestone through awards,
bonuses, gifts, vouchers, etc. They are of two types- direct reward and indirect reward.
Google provides these both direct and indirect rewards to their employees.
Some direct rewards of Google’s are-
 Every year in December, Googlers are given gifts, many times they can choose from
a few options (new phone, tablet, Chromebook, etc.).

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  When a team does well, accomplishes its goals or exceeds them, it's common to have
annual company sponsored trips or events.
 A peer (any Googler) can “nominate” someone for a small bonus. The submitter
provides their reason (must meet certain guidelines) and it’s sent for review, primarily
for approval by the persons manager. The “approval” rates are very high, as I’'s
mostly a notice for their manager.
 Standard practice annual reviews, provides for salary increases.
 Weighted with majority of the bonus reflecting the individual’s performance
measured by their success in completing previously set and defined goals.
Organization and company performance are also factored into the formula. The bonus
can be 10% - 20%, or sometimes more - with excellent performance, of one’s salary.
Some indirect rewards of Google’s are given below-
 Google offers its employees medical insurance. Googlers have the option to
customize comprehensive medical coverage for themselves, their spouses, and any
dependents they have.
 Google offers a variety of learning, social, and development programs to help
employees achieve a good work-life balance.
 Google uses a hybrid work model that gives employees two work-from-home days
every week. The company also offers four “work from anywhere” weeks per year.
 Google cares about the mental well-being of its employees. It provides employee
assistance programs that are focused on mental health.

Promotion:
Promotion means the advancement of an employee to a higher job involving more work,
greater responsibility and higher status. It may or may not be associated with the increment
in salary. Sometimes, salary of the employee also increases with the promotion. Sometimes it
is not so. In Google, based on excellent performance employees are promoted to fill up
higher vacancies from within the organization, to recognize and reward the efficiency of an
employee.

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2. Assess the link between Maslow’s Motivational Theory and Reward at Your Chosen
Organization. (It Should Include Both Direct and Indirect Reward)
Motivation theories can be divided into three main groups: Instrumentality, Needs
(sometimes known as Content) and Cognitive theories. Maslow’s motivational theory is
closely related with the Need Theories. So, Need Theories are explained in below.

Figure 2.1: Maslow’s Hierarchy of Needs

Needs Theories: On the other hand, needs theories emphasize that unsatisfied needs create
tension and disequilibrium which leads to individuals striving to achieve a goal. Maslow
(1954) developed a Hierarchy of Needs (Figure 2.1) from lower order basic needs (food and

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shelter) to higher order needs (social needs, self-esteem and self-actualization). The higher
order needs become motivators when the lower order needs have been met. He proposed
that motivation is the result of a person's attempt at fulfilling five basic needs. Pay has
generally been regarded in this theory as a lower order need which rarely motivates.

The Maslow’s hierarchy of needs consists of five stages-

1.Psychological Needs: The physiological needs are those which are essential to survival or
to the existence of our lives like food, water, air, clothes, shelter etc. Maslow considered the
physiological needs as the most important needs as all other needs become secondary until
these needs are met. If these needs are not satisfied the human body cannot function
properly.

2.Safety Needs: Once an individual’s physiological needs are satisfied, the needs for
security and safety become salient. People want to experience order, predictability and
control in their lives. These needs can be met by the families and society such as police,
schools, business and medical care.

3.Social Needs: After physiological and safety needs have been fulfilled, the third level of
human needs is social and involves feelings of love and belongingness. Belongingness, refers
to a human emotional need for interpersonal relationships, affiliating, connectedness, and
being part of a group.

4. Esteem Needs: Once the needs at the bottom three levels have been satisfied, it becomes
increasingly important to gain the respect and appreciation of others. People need to sense
that they are valued by others and feel that they are making a contribution to the world.

5. Self-actualization Needs: Highest level in Maslow's hierarchy, and refer to the realization
of a person's potential, self-fulfillment, seeking personal growth and peak experience.
Maslow describes this level as the desire to accomplish everything that one can, to become
the most that one can be.

Rewards:

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Employee reward is a monetary or non-monetary compensation apart from their salary which
is given to the employees on account of their performance to motivate them. As already
stated, rewards are of two types which are explained with examples-

Direct Rewards Components

 Base salary
 Premium payments, such as, overtime, shift differentials, longevity pay etc.
 Contingent programs, such as, incentive plans or achievement award, merit pay etc.

Indirect Rewards Components

 Protection programs, such as, social security, worker’s compensation, pension plans,
health, dental, vision, life, accidental death and long-term disability insurance etc.
 Paid leave, such as, vacations, holidays, jury duty, sick leave, military leave etc.

Maslow’s motivational theory and Google’s employee reward system are strongly corelated.
Maslow’s motivational theory can be applied in workplace to motivate people. According to
Maslow, employee will be motivated to work if their five stages of needs are fulfilled. So,
management must provide reward to an employee consistent with his or her needs to
motivate him to achieve more and work efficiently and in the same way, Maslow said that
people work not only for money and worldly things, rather there are something bigger to
achieve.

The lowest level of Maslow’s hierarchy of needs is the physiological needs which can be
compared with a fresher’s base salary, collaborative workplace, necessary benefits,
supportive boss as well as some reward etc. Most of the time, basic survival issues such as
salary and support are considered in this stage.

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The second lowest level of Maslow’s hierarchy of needs is the safety needs. Employees
always want to the security of their job and stability as well as to feel safe and secured in
their workplace and unaffected by the ambiguity of labor market. After managing a job and
assuring consistent salaries, security requirements like benefits, pension, fair work practices
etc. become vital which can be compared with Maslow’s hierarchy’s second lowest stage of
safety needs. If employees don’t feel secure in the workplace, they won’t be happy with their
job.

After the physiological and security needs are satisfied, employees need a sense of love and
belongingness which was mentioned in indirect employee reward. These needs can be
fulfilled by helpful colleagues, cooperative coworkers, helpful boss and proper work
environment. Employees spirits are raised when they are appreciated as their level of
engagement rises because they believe their work is being noticed. When employee feel
themselves to be part of the team and can see themselves to be a good fit in the role, they
tend to feel motivated to work hard and achieve results.

The fourth level self-esteem is about realizing self-worth, feeling respected in one’s own
eyes. In the workplace, it is important for employees to feel that they are growing, advancing
and achieving results and they are recognized for achieving those results. When they feel
their contributions are recognized and appreciated, they are able to move towards self-
actualization. Esteem needs of employees can be satisfied by providing the promotion
opportunity, recognizing a person’s accomplishments verbally or through medal, badges,
business cards, perks.

When all the four needs physiological, security, social and esteem are met, the final level is
self-actualization which maximizes an individual’s potential at work. Employees at this level
feel that they can contribute towards greater cause for the organization, feel empowered with
envisioning and driving change, boost their potential, experience and learnings towards
creating positive impact for the business and for the organization. Self-actualization needs
may be satisfied by providing growth opportunities, encouraging participation in decision-
making, providing for job rotation or lateral expansion in current roles, entrusting direct

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access communication with clients and customers, haring insights about financial health
matters of organization and so on.

So, a strong relationship can be established between Maslow’s motivational theory and
reward system. Maslow’s hierarchy of needs is relevant my chosen organization Google
because the theory helps businesses to understand the needs of employees to transform them
into a motivated and fully engaged workforce.

References:

1. https://en.wikipedia.org/wiki/Google
2. https://about.google/
3. https://www.sec.gov/Archives/edgar/data/1288776/000128877615000008/
goog2014123110-k.htm
4. https://careers.google.com/how-we-hire/
5. https://corporatefinanceinstitute.com/resources/management/maslows-
hierarchy-of-needs/

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