Contemporary Issues In Human Resource Management †Free Samples

Question: Discuss about the Contemporary Issues In Human Resource Management. Answer: Identification of the key messages about Google as an employer Google is an American company of technological goods and services. Google primarily deals with internet services or products. Google has an innovative recruitment system. It is widely known for the space and encouragement it provides for the employees in the company. The HRM policy of a company always helps recruits the right individuals, helps them to adopt the situation and motivate them by allowing them to provide their innovative ideas to the management. Lopes, (2006) uploaded a video of Google recruitment policies. In the video, Jim Fitzpatrick plays the host in the recruitment video. She showcases the audiences about the advantages of an employee of Google. The video is an advertisement for the advantages an employee of Google possesses unlike the people of the employees of the other corporations. She interviews few of the employees who have worked outside Google and have joined Google for a fair amount of time. They have shared their transformed lifestyle after joining their jobs in Google. In the video, the host meets Garang Capito who was an engineer from Purdue University joined the Google after he worked in many other corporations. However, he describes the positive work culture and enthusiastic employees as a positive influence in his life (Maslow, 2013). As the work is so well arranged and organised every employee seems to be very productive for the company. Forbes, (2016) stated that the work culture of the Google is good because of psychological safety. According to Maslows Motivation theory, safety is one of the key issues which play a key role in the employee motivation (Tanner, 2016). The stability in the job profile of the Google is displayed with clarity in the recruitment video. The video also mentions about official and unofficial mentors. The new employees are always helped by a senior employee or official in the Google. An official mentor is allotted to every new comer in the company whereas, other senior employees also helps or mentors other employees according to requirement. Later the video also includes the fact that Google has allotted 20 percent of the work time of the employees to work on their own projects. The video also showcases that many of the employees are working with their specific ideas. Google allows such innovative ideas to flourish in their own backyard. It is quite uncommon among other leading companies in the United States. This innovation is a part of democratic decision making of the company (Strandburg-Peshkin, 2016). The company maintains this process in order to help the employees perform better and enhance their job satisfaction. As a company, Google believes in taking care of its employees. Google also provides a schedule of the employees to maintain the balance between work and life. The company has provided the facilities like Gymnasium and new child centres for the families of the employees. The video also introduces the viewers with the initiative called Google 15. In this innovative initiative, the organisation provides 15 pounds of organic vegetables for its employees. As organic vegetables are good for health, the snacks made up of it are good for the health of the employees. Hence, Google has applied this strategy in order to help the employees to stay healthy and fit. This is a magnificent incentive scheme which is unlike any other type of motivating initiative in the market. Generally the initiatives either deal with monetary incentives or paid leaves (Campbell Smith, 2015). However, this strategy makes the employees feel that the company thinks and feels for its employees and every employee is im portant for the organisation. Incorporation of the Human Resource Management theory and literature The video clearly showcases that Google is more interested in the creative minds. Technological innovation is the key to the business Google is involved in (Lopes, 2006). Hence, it tries to recruit the employees who are driven towards creating something new, the individuals who has the urge to innovate and find something new for the world. The HRM policies mainly include various motivational models and theories which are often utilised in the organisations. The theories like Herzbergs two factor principles, Maslows Hierarchy of Needs, the Expectation theory, Rensis Likerts participative Decision Making Theory and Gregorys Theory X and Theory Y. The recruitment policies and Human resource management of Google is quite innovative and has been positively working for the last decade. According to Herzbergs two factor principle, the de-motivating factors and motivating factors in the professional life of the employees are indifferent from each other (Beardwell Thompson, 2014). Herzberg was the first to differentiate between the motivational and the de-motivational factors of the employee. Herzberg categorises these factors as Motivational factors and the Hygiene factors. The motivational factors are achievement, recognition, advancement, work, responsibility and others whereas the hygiene factors are policy administration, micromanagement, relationships, job security, working conditions, status and personal life (Elliot, Dweck Yeager, 2017). In Google the management has kept both these factors in mind. The employees are well paid, they are provided with enough recognition and fame according to their achievement. Google also provides them with the opportunity to take responsibility to innovate and present new advices to the management. On the other hand, Google h as initiated micro management with the help of official and unofficial mentors for the new recruits. The hygiene factors like job security have been a major boost for the employees. It has an impact on the minds of the employees. It helps them to work faster and harder and feel for the company. Google also provides facilities like child care programs and gymnasiums as hygiene factors in the personal life of the employees. Hence, it can be understood that according to Herzbergs theory Google has a very successful HRM policy. Maslows theory of hierarchical needs showcases that employee motivation is primarily divided into five stages (Cherry, 2014). An employee feels a certain way according to the working conditions and appreciation he gets from his company. The five stages of needs are biological and physiological needs, safety needs, love requirements, esteem needs and self actualisation. The primary factors for the employees are physiological needs. The physiological needs include food, shelter, clothing and salary. After this, the employee requires safety followed by belonging, esteem and self actualisation. In Google, the employees are provided with a good salary structure, help and support from the other employees, safety and security by organisational structure and the allotted time for family and personal lives and status. Hence, it is much easier for teh Google employee to reach stage of self actualisation. Likerts Participative Decision making theory supports the democratic decision making process. It is is important to involve every employee in a company by asking them explore new ideas and work on it for the company (Irawanto, 2015). Google implies this process in order to remain successful in retaining the important employees in their system. Highlight the challenges organisations such as Google would face in their recruitment process. Schimdt, (2016) stated in his report that employee retention and employee recruitment is going to be a huge challenge for the leading companies in the United Sates. The report of Forbes mentions about a constant conflict between recruitment and Human Resource department of the same organisation. Ryan, (2017) stated in his report that five primary problems of the recruitment in the leading companies are unreal job advertisements, long procedures of job application, robotic communication by the recruiters , irrelevant tests and examinations of the participants and bad behaviour during the interviews. These problems often conclude into negative results. The recruiters should keep these aspects in mind before recruitment. The leading companies like Google and Microsoft often faces few challenges in recruiting the best employees in the market. The core problems are : The Hiring Managers are often not completely acquainted with the job role and recruits employees according to their personal choice (Williams et al.,2015 ). This creates havoc problems in the future for the company. It takes a long time to understand the quality of the candidates. The yardstick of educational qualification does not work all the time. The assessment of talent is impossible through the educational qualifications of a candidate (Breaugh, 2017). Good candidates often expect a lot from the companies. They often expect that the company will provide huge incentives along with monetary and non-monetary benefits for the employees (Breaugh, 2017). The companies often want to recruit employees who will stay for longer time periods. The loyalty of the employees is very important for the company (Breaugh, 2017). Hence, they recruit these aspects in the recruitment processes of the company. The problems of recruitment faced by the organisations like Google are to search for a creative mind and try to compete with the other leading corporations in recruiting the best employees. Google tries to recruit employees who are best suited for their work culture and will be able to innovate. According to Antoun et al., (2015), Google has a secret trick through which it recruits the best employees in the business. This report mentions that the company conducts the recruitment process through an elongated process. According to the report, the employees were asked to answer six challenging questions with in 1 hour and 48 minutes. The interview process is an elongated procedure through which it recruits better employees. References Antoun, C., Zhang, C., Conrad, F. G., Schober, M. F. (2016). Comparisons of online recruitment strategies for convenience samples: Craigslist, Google AdWords, Facebook, and Amazon Mechanical Turk.Field Methods,28(3), 231-246. Beardwell, J., Thompson, A. (2014).Human resource management: a contemporary approach. Pearson Education. Breaugh, J. A. (2017). to Recruitment.The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12. Campbell, A., Smith, C. (2015). Corporate Styles.Wiley Encyclopedia of Management. Cherry, K. (2014). Hierarchy of needs.The Five Levels of Maslow's Hierarchy of Needs. About. com Guide.| Link. Elliot, A. J., Dweck, C. S., Yeager, D. S. (Eds.). (2017).Handbook of Competence and Motivation: Theory and Application. Guilford Publications. Forbes.com. (2016).What Does It Take To Excel In Google's Culture?.Forbes.com. Retrieved 1 August 2017, from https://www.forbes.com/sites/quora/2016/09/07/what-does-it-take-to-excel-in-googles-culture/#2892fb22325f Irawanto, D. W. (2015). Employee participation in decision making: Evidence from state owned enterprise in Indonesia.Management: Journal of Contemporary Management Issues,20(1), 159-172. Lopes, N. (2006).Google Recruitment Video.YouTube. Retrieved 1 August 2017, from https://www.youtube.com/watch?v=JcXF1YirPrQt=15s Maslow, A. H. (2013).A theory of human motivation. Simon and Schuster. Ryan, L. (2017).Five Ways Your Recruiting Process Drives Talent Away.Forbes.com. Retrieved 1 August 2017, from https://www.forbes.com/sites/lizryan/2017/03/11/five-ways-your-recruiting-process-drives-talent-away/#7a4904e7789f Schmidt, L. (2016).Why Retention Will Be The Biggest Talent Challenge Of 2017.Forbes.com. Retrieved 1 August 2017, from https://www.forbes.com/sites/larsschmidt/2016/12/16/why-retention-will-be-the-biggest-talent-challenge-of-2017/#37e9ce396ae4 Strandburg-Peshkin, A., Farine, D. R., Couzin, I. D., Crofoot, M. C. (2015). Shared decision-making drives collective movement in wild baboons.Science,348(6241), 1358-1361. Tanner, R. (2016). Motivation: Applying Maslows hierarchy of needs theory. Williams, K., Golding, S., Mackie, A., MacQueen, G., Kiss, Z., Ramasubbu, R. (2017). 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