Assessment 3: CASE STUDY ANALYSIS 30% (Course: 1001EHR Work and Employability (1001EHR_3205_OL))

Assessment 3 requires students to complete a problem-based case study analysis in Week 12 worth 30%.

Specifications

The aim of this assessment item is apply the knowledge students have learnt through the various ideas, theories and concepts that have been discussed in the course through answering a series of problem-based case study questions.

Students will need to answer five (5) questions relating to an industry-based case study. Each question is worth six (6) marks each (a total of 30 marks). Each answer should be no more than 200 words (a total of 1000 words). Each question has three (3) parts, so please ensure that you answer all parts to the question.

You will need to download this document, provide your answers to the Case Study questions in the spaces provided below and upload this document via the online submission point under the 'Assessment tab in the Assessment Three: Case Study Analysis folder at the course site by 5pm Friday 9 October.

Criteria and Marking

The problem-solving case study analysis will be assessed based on:

- ability to apply practical knowledge of the course content.

- synthesis between the case study and the course content.

- comprehensiveness of the answers provided related to the course content.

Referencing

Whilst there is no need to reference as the answers should be formulated from you own learning and knowledge from the course content. If you do decide to include additional sources in your answers you will need to ensure that you reference this information accordingly (APA, Harvard or another preferred style is fine).

Assessment 3: Case Study Analysis HRM at Google

Google is one of the wealthiest and all-pervasive companies in the world, and the company's history is a story of classic entrepreneurialism, hard work, and a little luck. From humble beginnings, the company has blossomed into a world leader in online advertising, cloud computing, software, and hardware solutions.

HR Planning

Googles human resource management involves different strategies to address the workforce needs of this diversified business organization. This diversification imposes significant challenges to human resource managers of the company. Nonetheless, there are certain HRM approaches that are generally applied to different areas of Google. For instance, in human resource planning, Googles HR managers focus on the effective use of forecast information to minimize the surplus or shortage of employees, and to establish a balance between the supply and demand for qualified employees. Googles job analysis and design approaches are also varied because of the different types of jobs in the different businesses of the company.

Recruitment and Selection

Googles success is based on its high quality human resources. The company generally emphasizes smartness and excellence among its employees. Googles human resource management also includes carefully selected strategies, methods, and techniques for recruitment and selection, and for the retention of high quality workers. The firms recruitment practices and selection process ensure an adequate workforce. Googles 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 Googles website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees capabilities with human resource needs. The most significant criteria used in Googles human resource management for the selection of applicants are smartness, creativity, drive for excellence, and alignment with the organization. There are different processes used for the selection of applicants at Google. However, in general, the companys selection process involves background checks, preliminary screening, on-the-job tests, and interviews. Googles human resource management uses different procedures and steps for the various positions in the organization. For instance, on-the-job tests are generally used for positions that are more frequently filled through absorption of interns and trainees.

Training and Development

Googles 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 Googles employees to understand the details of work tasks, projects, and products. The companys HRM uses on-the-job training to maximize the transfer of knowledge to new hires or interns. Many of these interns are absorbed into Googles organization. Googles career development programs ensure that employees are given considerable opportunities for personal and professional growth in the company. Thus, the combination of the competitive compensation strategy and holistic career development programs supports the successful development of Googles human resources.

Performance Management

Googles human resource management practices cover effective performance management to maximize human resource capabilities. Finely tuned performance management practices have been designed, inclusive of performance planning that directly address corporate objectives for HRM. Googles performance planning efforts address different dimensions of its human resource management, including customer service, communication, support for diversity, and problem solving abilities. Googles performance appraisal programs also use variables corresponding to these dimensions. For example, the companys HRM evaluates employees performance in internal communications and problem-solving activities to decide on performance management approaches. However, the company also experiences performance problems in its human resources. To address this condition, Googles human resource management uses information about performance problems as basis for improving performance management practices along with employee training programs.

Rewards and Retention

The retention programs at Google are designed to retain excellent employees. These programs also attract employees to the firm. The company is now one of the best places to work. Googles compensation packages are the main HRM tool that the company uses for retaining high-quality human resources. The companys compensation packages are competitive and above average. The company provides high salaries, together with comprehensive incentives and nonconventional benefits. Financial and moral incentives are provided. In addition, the company provides benefits like medical insurance, retirement pensions, free meals, and free use of exercise equipment. The typical design of the companys offices emphasizes fun and creativity, which attract and retain creative and innovative workers. Googles human resource management uses coaching and mentoring to retain and develop employees with leadership potential.

Imagine you have been employed as the new Human Resources (HR) Director at Google. You have been asked to assess the current HR practices (noted in the case study above) and provide recommendations on how these HR practices can be improved.

Please answer ALL of the five questions below. Each answer should be 200 words.

Case Study Analysis questions:

1. Based on your learning from the course, outline why it is important for Google to have an effective Human Resource planning process and then discuss how you would assess the future demand for human resources at Google. Use examples in your discussion to further explain your answer (6 marks).

Please write you answer in the textbox provided (200 words)

Based on your learning from the course, outline why having good recruitment practices would be important at Google and then discuss two benefits of using internal recruitment methods to recruit and retain staff at Google. Use examples in your discussion to further explain your answer (6 marks).

Please write you answer in the textbox provided (200 words)

Based on your learning from the course, discuss why an effective performance management system would be important at Google and then outline two strategies to manage employees with poor performance at Google. Use examples in your discussion to further explain your answer (6 marks).

Please write you answer in the textbox provided (200 words)

Based on your learning from the course, discuss why the use of motivation theories to reward employees at Google would be important and then outline how you would apply one of the motivation theories to enhance the motivation of employees at Google. Use examples in your discussion to further explain your answer (6 marks).

Please write you answer in the textbox provided (200 words)