Assignment on Google

Submitted To: Mr. Shafiqul Alam

Course Title: Introduction to Human Resource Management

Course ID: HRM 301

Section: 4

Semester: Spring 2023

Date of Submission: 11-04-2023

Submitted By:

Student Name Student ID Tasks

Mainul Hasan 2110256 HR Practices

Israt Jahan Omi 2131269 HR Challenges
Tanjila Khandoker 2131245 HR Issues
Maisha Tabassum 2130763 Critically Analyzing 2 Labor Related
or Socio-Technical Theories

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 Table of Contents

Cover page 1
Table of contents 2
Introduction: Company Overview 3
HR Department of Google: Background 4
HR Practices 5
HR Challenges 7
HR Issues 8
Critically Analyzing 2 Labor Related or Socio-Technical Theories 9
The Sweatshop regime theory 10
References 11

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 Introduction: Company Overview

Google is one of the world's largest technology companies that specializes in a wide range internet-related
services and products that include search engines, online advertising technologies, cloud computing,
software, and hardware products. Google is an American multinational technology company which was
founded by Larry Page and Sergey Brin in 1998.

Googles search engine is most used by billions of people worldwide to find information on the internet.
However, most of the revenues is generated by Google’s advertisement services like Google Ads and
AdSense. Other well-known products and services of Google are Google Cloud, Google Workspace,
Google Chrome, Google Maps, YouTube, and Android.

Google is also well-known for its innovative and data-driven approach to business, as well as its strong
focus on user experience and design. Google has a reputation for being one of the most innovative and
futuristic companies in the world, with a culture that encourages creativity, risk-taking, and
experimentation.

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 HR Department of Google: Background

Google`s HR department, also known as People Operations (PO), has a unique history that reflects the
company`s innovative and data-driven approach to HR management. Google’s HR department has a
unique history that reflects the company’s innovative and data-driven approach to HR management. The
department has evolved over the years to focus on creating a positive employee experience, using data
and analytics to inform HR policies and practices, and fostering a diverse and inclusive workplace
culture.

Google was founded in 1998 with a handful of employees and no formal department.

In 2004, Laszlo Bock joined Google as the Vice President of People Operations. He brought a data-driven
approach to HR management, using analytics and metrics to inform HR policies and practices.

In 2006, Google published its first diversity report, which highlighted the company’s efforts to create a
diverse and inclusive workplace.

In 2011, Google introduced a dedicated “People Analytics” team, which uses data and analytics to inform
HR policies and practices.

In 2015, Laszlo Bock published a book called “Work Rules!” which detailed Google’s approach to HR
management and provided insights into how other companies could adopt similar practices.

In 2018, Google’s HR department was rebranded as “Google People Operations,” reflecting the
company’s focus on creating a positive employee experience.

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 HR Practices

Google has a well-established HR department that is responsible for managing the company's human
resources and ensuring that the organization attracts, develops, and retains the best talent. The HR
department at Google is known for its innovative and employee-friendly policies and practices.

1. Recruitment and selection- One of the key functions of the HR department at Google is to recruit
and select new employees. The company receives thousands of job applications every day, and
the HR department uses a variety of tools and techniques to identify the most qualified
candidates. Google’s interview process takes around one to two months. They use seven steps
while hiring employee which includes:

a) Resume screen- recruiter will evaluate the resume if the candidate matches the job
description.
b) Recruiter call- after getting selected in stage 1, the recruiter will call the candidate and
explain the overall interview process.
c) Phone screen- before interview, recruiter will call the candidate again and take a 10-30 min
interview and ask questions. For example- to get to know about the candidate and let them
know about the position of the job. Later, the employer will invite the candidate for the
virtual or in-person interview.
d) Onsite interviews- in this stage, the recruiter will ask a series of interview questions which
may last for hours.
e) Hiring committee- the hiring committee will review the job application and the interviewed
candidate so that they hire the right person for the company.
f) Team matching- the hiring committee will decide which team is suitable for the candidate in
order to unleash the full potential of the candidate.
g) Salary negotiation- once the selection is done, the recruiter will discuss the salary with the
candidate before joining in officially.

Google is known for its rigorous recruitment process, which includes multiple rounds of
interviews, testing, and assessments. The company places a strong emphasis on hiring candidates
who are not only technically skilled but also have strong interpersonal skills and a cultural fit
with the company.

2. Training and development- The HR department also plays a critical role in developing and
training employees. Google invests heavily in employee development and provides a wide range
of training programs, including on-the-job training, leadership development, and technical
training. The company also offers opportunities for employees to attend conferences and events to
help them stay up to date with the latest industry trends and developments.

3. Compensation and benefits- Google offers a competitive compensation package that includes a
combination of salary, stock options, and bonuses. The company also provides a range of
benefits, including health insurance, retirement savings plans, and wellness programs, free meals,

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 on-site gyms and fitness classes, and generous parental leave policies. Moreover, Google also
offers extensive professional development opportunities, including training programs and career
coaching.

4. Performance management- Google has a unique performance management system that includes
setting clear goals, providing ongoing feedback, and conducting regular performance reviews.
The company also uses a peer feedback system, where employees can give and receive feedback
from their colleagues.

5. Health and safety- Google is committed to maintaining a safe and healthy workplace for all its
employees. The company has developed a comprehensive health and safety program that is
designed to prevent accidents, injuries, and illnesses. Some of the key elements of this program
include:

(a) Ergonomic assessments: Google regularly assesses the ergonomics of its workstations and
provides training and equipment to employees to help prevent musculoskeletal injuries.
(b) Emergency preparedness: The company has emergency response plans in place for a range of
potential scenarios, including natural disasters, medical emergencies, and security threats.
(c) Health and wellness programs: Google offer a range of health and wellness programs to
employees, including fitness classes, mental health resources, and on-site medical clinics.
(d) Safety training: All employees are required to complete safety training, which covers topics
such as hazard communication, fire safety, and emergency response.
(e) COVID-19 response: During the COVID-19 pandemic, Google has implemented a range of
measures to protect the health and safety of its employees, including remote work policies,
social distancing protocols, and enhanced cleaning and disinfection procedures.

6. Diversity and inclusion- Google is committed to creating a diverse and inclusive workplace and
has implemented several initiatives to support this goal. The company has employee resource
groups for underrepresented communities and offers unconscious bias training to all employees.

Overall, the HR department at Google is an integral part of the company's success, and its innovative and
employee-friendly policies and practices help the organization attract and retain the best talent in the
industry.

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 HR Issues

1. Limited Opportunities for Career Advancement: Google is a highly competitive and demanding
work environment. Many employees feel that there are few opportunities to move up within their
roles and departments. Google is proud to be an equal opportunity workplace and is an
affirmative action employer. We are committed to equal employment opportunity regardless of
race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital
status, disability, gender identity or Veteran status. We also consider qualified applicants
regardless of criminal histories, consistent with legal requirements.

2. Gender Pay Gap: Google has been criticized in the past for its gender pay gap, which is a major
problem in the tech industry. As part of the settlement, Google is set to pay US$118 million to
approximately 15,500 workers who say they were paid less than their male counterparts for
similar work.

3. Lack of Work-Life Balance: Google employees are known for working long hours, with little
time to relax or engage in activities outside of work. Decent Work life balance, good pay,
extremely good employee facilities and a positive company culture are among the best things in
Google. As for the work-life balance at Google, the company promotes a culture where
employees are encouraged to have a good work-life balance to make sure they're productive,
enjoy their work, and dedicate adequate time for other interests.

4. Unclear Expectations: Google often has unclear expectations of its employees, which can lead to
more stress and dissatisfaction.

5. Limited Diversity: Google has been criticized for its lack of diversity among its employees,
particularly in its leadership roles. Diverse employees at Google score the company 78/100 across
various culture categories, placing Google in the top 10% of companies on Comparably with
10,000+ Employees for Comparably diversity score.

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 HR Challenges

Google has dealt with several HR problems through the years. Here are a couple of examples:

1. Diversity: Google has been chastised for lacking diversity in its workforce, especially in
leadership positions. A lawsuit was filed against the company in 2017, alleging systemic
discrimination against women in promotions and salary increases. Since then, the company has
implemented measures to enhance diversity and inclusion, such as establishing diversity goals
and improving transparency in hiring and promotion processes.

2. Employee Protests: Google employees have staged a protest more than a wide range of topics,
along with the company's contracts with government entities such as the United States
Department of Defense and the United States Customs and Border Protection, and also its ability
to handle of sexual harassment and discrimination claims. Large numbers of Google employees
protested the company's management of sexual harassment allegations in 2018.

3. Work Culture: Google has been chastised for cultivating a competitive and forceful work culture
emphasizing long working hours and superior efficiency. As a result, several employees have
described experiencing burned out or perceived problems with their mental health.

4. Employee Retention: While Google has a track record of offering its employees plentiful perks
and fringe benefits, the company has also struggled to retain certain of its best talent. For
example, the company has seen high-profile departures of top personnel such as Anthony
Lewandowski, who left in 2016 to launch his own company.

5. External Threats: On paper, Google is a formidable firm with a monopoly in several industries. It
was unimaginable just a few decades ago that a tech business would expand to have so many
users and unimaginable power. Amazon, Facebook, and Apple weren't the powerhouses they are
now back then, though. Google processes numerous ads or purchasing internet requests, but no
marketplace has more influence on what goods are sold and purchased than Amazon.
Additionally, its advertising sector is beginning to challenge Google's dominance. Also google
ads are more expensive than Facebook ads.

6. Data Privacy: Since the Cambridge Analytica and Facebook incident, in which user profiles were
sold and exploited to influence American elections, data privacy has been a major public concern.
If you use one of Google's products, you cannot avoid the company's data-harvesting machine.
The security of their consumers' data is another problem. Google is vulnerable to hacking
assaults, just like any modern business that holds data digitally.

Although the business has implemented measures to tackle sure of these issues, it still faces several
challenges in preserving an encouraging work culture and meeting the needs of its diverse workforce.

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 Analysis Of Labor Related Theories

Human capital theory: Is a theory that concerned with the concept of humans boosting their production
and efficiency by putting more emphasis on education and training. It discusses the evolution of
economic value because of how we function as a society and emphasizes education and skill
development.

The human capital theory suggests that investing in education and training can lead to higher overall
economic growth. This is accomplished by:

Increases productivity: According to the concept, education and training may boost an individual's
productivity, resulting in more efficient and effective production. This, in turn, can boost an economy's
total productivity.

Wage increases: As people get more knowledge and training, they become more valuable to their
employers, resulting in greater earnings and more work prospects.

Promotes economic growth: According to human capital theory, investing in education and training may
contribute to overall economic growth by raising the workforce's skill level and productivity. Reduces
economic inequality: As people get more education and training, their value rises.

On the other hand, Human capital theory fails the reality test due to methodological shortcomings such as
the use of a single theoretical lens and closed system modeling, as well as multivariate analysis of
interdependent variables. Human capital theory imposes the convoluted trip between various education
and work as a single linear channel. It cannot explain how education boosts productivity, why salaries
have become more unequal, or how social status affects production.

Overemphasizes individual responsibility: The idea stresses individual responsibility for obtaining
education and training rather than considering structural obstacles that may prohibit individuals from
doing so.

Ignores the importance of labor market demand: The theory implies that there is always a need for
highly trained employees, which may not be the case in some labor markets or sectors.

Non-market skills are not considered: The idea concentrates on marketable abilities that can lead to
greater pay, while disregarding other skills such as caregiving or community service that may not lead to
immediate economic advantages but are nonetheless useful to society.

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10
The Sweatshop regime theory

The Sweatshop regime theory formed because of global economic dynamics that encourage industries to
prioritize low labor costs and profits over worker freedom and worth.

Sweatshops in Bangladesh exploit employees in a variety of ways, including:

1.Low wage: Sweatshop workers are exploited with extremely low wages, which frequently equate to
less than the government's minimum wage to fulfill their daily necessities.

2.No overtime pay: Sweatshop employees are routinely forced to work long hours, often up to 16 hours a
day, with no overtime pay.

3. Unsafe working place: Sweatshops typically operate in unsafe and dangerous conditions, as evidenced
by the Rana Plaza collapse in 2013, in which at least 1132 people passed away due to a lack of safety.
Moreover, workers are regularly exposed to hazardous chemicals, noise, dust, and a variety of other
health hazards.

4. Sexual harassment and discrimination: Sexual harassment and discrimination are frequent in the
workplace. Especially, female workers are harassed on a daily basis with little recourse. Employees have
also reported that maternity leave is not provided to them in some situations.

Therefore, In Bangladesh sweatshop regime is a complex issue that needs a broad approach to address the
root causes and enhance labor rights.

This issue may also be solved right now by carrying out the following activities to appropriately prioritize
the workers:

Trade agreement: International buyers of Bangladeshi clothing must verify that their supply chain is
sweatshop-free and that their employees work in a safe and healthy environment. Otherwise, they will not
trade with them.

Training and development: Workers must be trained and given the tools they need to advocate for their
own rights, safety, and health.

International organizations support: International organizations such as the International Labor

Organization (ILO) must assist Bangladesh's government in enforcing labor laws and monitoring
compliance.

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 Reference

1. Sullivan, J. (2019, June 27). How Google reinvented HR and drives success through people analytics.
Inside HR. https://www.insidehr.com.au/how-google-reinvented-hr/
2. https://resources.workable.com/tutorial/employee-selection-process
3. "Google Accused of Systemic Pay Bias Against Women" by Daisuke Wakabayashi, The New York
Times, April 7, 2017.
4. Digital Wellbeing through technology | Google. (n.d.-b). Google Digital
Wellbeing. https://wellbeing.google/
5. 7 steps of Google’s interview process (and how to ace them). (2023, February 15).
IGotAnOffer. https://igotanoffer.com/blogs/tech/google-interview-process
6. "Google Accused of Systemic Pay Bias Against Women" by Daisuke Wakabayashi, The New York
Times, April 7, 2017.
7. "Why Google Employees Are Protesting" by Nitasha Tiku, Wired, November 1, 2018.
8. "Why Some Googlers Are Quitting the Company Over Its AI Work with the Pentagon" by Dave
Gershgorn, Quartz, May 15, 2018.
9. "How Google's Workforce Diversity Efforts Are Playing Out" by Heather Landy, Quartz, August 14,
2019.
10. "Google's Top AI Executive Is Leaving the Company" by Cade Metz, The New York Times, March
29, 2021.
11. "Google's Parent Company Has a Plan to Fix Its Workplace Culture" by Danielle Abril, Fortune,
December 14, 2018.
12. https://journals.sagepub.com/doi/full/10.1177/0019793920950650
13. https://www.cambridge.org/core/books/sweatshop-regime/
BC69E2879A9BE9AA341C5BBA1124E99C
14. https://www.ilo.org/global/topics/geip/WCMS_614394/lang--en/index.htm
15. https://www.greenamerica.org/green-purchasing-choose-fair-labor/tell-samsung/what-you-can-do-
about-sweatshops#:~:text=Mobilize%20at%20your%20workplace%2C%20school,a%20sweatshop
%2Dfree%20purchasing%20policy.

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