Part A: Every Manager is an HR Manager
Overseeing staff recruitment constitutes why human resource administration is key to every management job irrespective of whether an HR department exists or not. Thus, HR crucially helps other responsible managers. HR assists in overseeing the recruitment process from the initial stage of job posting, salary discussions, employee screening, interviewing, to ultimate employment. As discussed by Dessler et al., any manager requires skills to filter down prospective employees, conduct interviews, and assess the most qualified for a position (25). Nonetheless, an HR team may take away the considerable burden of all these processes. Supervisors should possess the fundamental HR knowledge to handle these issues without the help of trained HR professionals. In most companies, the HR department manages the initial process, before other executives join at the latter stages. As a result, HR management simplifies the tasks, prompting other managers to develop unbounded confidence that they are speaking with the right people for the vacant jobs.
Without knowledge of human resources management, other managers may find it difficult to complete the process of induction of current employees in respective departments. Accordingly, HR professionals properly take care of hypnotic induction, training on organizational structure, and guidance on corporate goals (Dessler et al. 18). Induction is an essential help to other section heads who will be sure that a new employee completes the mandatory processes to understand how an enterprise works, and is aware of what is expected from him/her. In view of this, HR administration necessitates the settling of employees in present roles before allowing other managers to take over and steer them on specific aspects of personnel management.
Knowledge of HR management practices is essential to any company executive in relation to managing employee satisfaction. Nonetheless, HR professionals must work alongside managers to design training and development initiatives that are fundamental in cultivating excellent employee-employer relationship. Specifically, HR management guides directors to improve staff morale and satisfaction level, in addition to forging a link between current employees and the organization. Hence, HR guidance typically empowers supervisors to assemble their staff into teams, conduct satisfaction surveys, and evaluate feedback to support decision-making. Additionally, HR management progressively reduces exposure of a firm to unfair employment practices that can attract judicial actions. Protection from legal actions is an invaluable role that requires department heads to be conversant with more exquisite details of an employment contract. Knowledge in HR management allows them to identify, investigate, and solve any issue that may arise.
Managing human resources within an organization represents every manager’s role. It has grown to be so crucial irrespective of organization size or the complex nature of employees. Today, human resource goes beyond hiring, paying, or firing employees. The knowledge of HR is strategic to a business because without proper management, a company’s human capital can crumble and collapse with the organization. In my organization, human resource is managed by a team of hired professionals with requisite knowledge and skills. In addition, the hired specialists are often procured within set budget. Otherwise, the HR department effectively communicates to team members to ensure staff fully understands their roles. Decidedly, HR is managed through effective communication to entire staff within an organization. According to Dessler et al., communication is meant to ensure each person is aware of whom to contact in case they have questions about the payroll or benefits (77). Furthermore, the HR department has undertaken initiatives to manage data with utmost confidentiality and maintain an open door policy for management and staff. To manage staff welfare, the HR function is managed in a way that roles are distributed equally to establish provisions for staff to stand-in for colleagues on leave or vacation. To such a degree, human resource has evolved in recent years from a traditional role of employing to enhance an influential aspect of strategic development within a company. The broader responsibility it is associated with, as well as the taking care of an organization’s valuable asset, makes human resource management to emerge as a proper foundation to all managers. As outlined, human resources are every manager’s business.
Part B: Responding to the Changing Environment
Google is an American company whose operations are anchored on providing internet services and products to its large customer base. Specifically, Google offers services on digital advertising and search engine. Moreover, it engages in cloud computing and a broad array of hardware and software capabilities. It retains its headquarters at Mountain View, California, (Google Inc. n.p.). The company was founded in 1998 by two individuals; Larry Page and Sergey Brin, with the core objective of organizing information and making it easily available to people (Edwards n.p.). Currently, the company has typically grown to include “focus on the user and all else will follow,” “it’s best to do one thing really, really well,” and “fast is better than slow” (Google Inc. n.p.). As at March 2019, the company had 103,549 employees (Fiegerman n.p.). For a long time, Google has been ranked as the best company to work with because of lucrative salaries, lunches, and excellent offices suites associated with it.
SWOT Analysis of Google
Google enjoys copious strengths. First, the company is a leader in online search considering that it processes more than 2 percent of the world’s queries (Thompson n.p). Second, it controls a vast market share. As revealed by Thompson, Google accounts for more than 28 percent of market share relating to online searches conducted around the globe (n.p). Third, the company is unbeatable because, up to now, no enterprise has come close to promptly challenge its global position as an internet-based service provider. Fourth, this enterprise has competitive advantage over other online internet-based service providers because it generates massive online traffic. Finally, the organization enjoys high revenue. For instance, in 2017, Google generated revenue of about $65 billion (Thompson n.p). Overall, these strengths put Google in a good position to compete despite the numerous challenges affecting its operations.
Conversely, Google has shown some weaknesses. First, privacy issues whereby users continue to criticized the company regarding excessive reliance on concealing information, especially data about system algorithms. Second, the slight decline in its share market due to the economic recession appreciably affecting modern world economy. Third, the corporation’s over dependent on advertising has cast doubt on the future survival. In this fashion, it is suggested that potential drop in advertising contracts can detrimentally affect its eventual success. Ultimately, the recent boycott of its YouTube brand by major advertisers affected its expected revenues. Companies like Johnson & Johnson, AT&T, Verizon, HSBC, RBS, the BBC, and the Guardian newspaper boycotted Google’s YouTube brand because their advertisements were running alongside content filled with hate or radicals (Thompson n.p). This negatively affected the image of Google.
Google positions itself through unique opportunities necessitated by its Android OS, which has been a success. Furthermore, Google play store is a massive market place for mobile applications. Additionally, the company has enjoyed new business prospects under its cloud computing capability.
Google faces threats from gender bias and complimentary speech not comprehensively covered under its policies. The company has also been criticized on its culture of collaborating with other players to censure information. Furthermore, it faces threats from fierce competitors like Facebook and Amazon.
Challenges and Trends
Google is experiencing a series of challenges relating to its business operations and human resource management. The fundamental challenges the company is facing includes inability to attract and retain valuable staff, failure of its motivation incentives, issues with work-life balance, exorbitant rates of retirements, inflexible HR culture, and ineffective recruitment. Notably, the economy recession, which directly affects the overall state of economy, has forced Google to cut down operations in some countries. According to the company, this change is dreadful considering that some of these employees helped to expand the enterprise (Google Inc. n.p.). Furthermore, the number of roles is poised to reduce, especially those in sales and marketing departments. The company sincerely believes this is part of its initiative to improve effectiveness and efficiency in doing business. Additionally, there are claims that Google has failed in delivering job satisfaction and presenting employees with opportunities for growth. They are potentially denied ample stage to perform well. Moreover, it faces threats from competitors like Facebook and Amazon. Furthermore, the number of roles is poised to reduce, especially those in sales and marketing departments.
The primary intention of the company is to increase job satisfaction and commitment. Going forward, the company plans to extensively utilize the skills and abilities of its staff. Further, Google is aware that motivation can meaningfully improve the productivity of its workforce. Therefore, plans are underway to improve on pay and rewards, welfare, and reconfigure practical terms and conditions of service. As well, Google plans to improve communication for work relations, work-life equilibrium, train current workers, demonstrate respect to all workers, and improve retention to gain competitive advantage.
As outlined previously, Google still recruits creative skills and retrenches redundant staff. Accordingly, the company is cautious about whom it recruits because of the intense competition it faces from the other internet-based businesses. The entity is constantly seeking talents with increased competitive skills. Google plans to recruit, train, and retain them to move the company forward.
Part C: The Legal Environment
Canadian employment legislation governs the relationship between employers and employees. These laws directly influence human resource procedures and guidelines. Employment standard laws describe responsibilities of employers and directly affect actions on minimum wages, vacations, statutory holidays, and work standards. It is opined that the charter impacts on employment policies designed by companies as it stipulates responsibilities of employees and employers (Nielsen and Ma n.p.). This law directly affects recruitment and selection plans. As shown, HR professionals are expected to influence these policies to align to provincial and federal governments anchored on fair employment practices. For example, upon recruitment, employers must remit the enhanced Canada Pension that has been operational since January 2019, at the rate of 5.10 percent (Nielsen and Ma n.p.). Details of the pension deductions need to be made clear to employees when signing contracts because self-employed individuals are expected to pay double the normal amount.
Moreover, Health, Safety and Workers compensation law is meant to protect employees against accidents and injuries. Hence, Health, safety and workers law directly affects workplace safety practices. According to Nielsen and Ma, employees are always delightful in protected operating environments where policies directly guarantee their wellbeing (n.p). These policies embody guidelines on handling incidents of accident and workplace violence. When carefully designing policies, employers must consider the mentioned provisions to improve conditions and standards of work.
Human rights law protects employees from intentional discrimination based on race, ethnicity, marital status, and gender. Therefore, human rights laws affect equality policies at workplaces. Therefore, as an employer, one is ordinarily required to ensure employees are treated equally devoid of discrimination as enshrined under Canadian Human rights act. Consequently, HR policies and practices need to be fair and even-handed to dispel any doubt about compliance. In addition, these policies are expected to prevent cases of harassment or retaliation against any person who works within a specific company. Under human rights laws, employers must take action against anyone who goes against the laws or whoever engages in harassment because managers may be held responsible for such occurrences. Organizations can improve the workplace by encouraging effective leadership that adheres to all employment laws and reviews performance from the perspective of health, safety, standards of work, and human rights. Additionally, there is specific need for more training to equip workers with extensive knowledge on every element and concept of Canadian employment regulations.
Dessler, G., Chhinzer, N. and Cole, N. D. Management of Human Resources: The Essentials plus
My Management Lab w/ Pearson e-text. 4th Cdn ed. Toronto, ON: Pearson Education Canada, 2015.
Edwards, A. Mission Statements–World’s Top 10 Brands. Communicating Asia Pacific, 15 June,
2012, http://communicatingasiapacific.com/2012/06/15/mission-statements-worlds-top-10-brands/. Accessed October 29, 2019.
Fiegerman, S. Google’s parent company now has more than 100,000 employees. CNN, CNN
Business, 29 Apr. 2019, https://edition.cnn.com/2019/04/29/tech/alphabet-q1-earnings/index.html. Accessed October 29, 2019.
Google Inc. Ten Things we know to be true. Google, 2019,
https://www.google.com.sg/about/company/philosophy/. Accessed October 29, 2019.
Nielsen, C. and Ma, C. Canada: Employment and labour law 2019. ICLG, 2019.
https://iclg.com/practice-areas/employment-and-labour-laws-and-regulations/canada. Accessed October 29, 2019.
Thompson, A. Google’s SWOT analysis and recommendations. Panmore, 2017,
http://panmore.com/google-swot-analysis-recommendations. Accessed October 29, 2019.