HRM Management Employee Friendly Google Offices

Question: Discuss about theHRM Managementfor Employee Friendly Google Offices. Answer: Video Case Analysis Comparison of Employee Friendly Google Offices Google implements innovative approaches to maintain friendly environment for their employees in every offices. They provide free breakfast, lunch and dinner to their employees and Medicare to the employees if needed. They offer to the employees various relaxing objectives like gyms and gaming (Pndrich and Mercuri 2012). They have doctors at Googleplex for the employee. If any employee feels ill, is able to appoint to the doctor. They offer their employees to consult with therapists in private rooms if needed (YouTube. 2016). Review of Work Culture at Zappos Zappos has a happy work culture. They grasp and drive the changes. They try to deliver the good reviews of working to the emti loyey yes. The work culture of Zappos is very adventurous, open minded and also very creative. As the HR of a company, I would try to grow productivity rate high and implement positive team spirit. I try to arrange entertaining programs for the employees to motivate them to increase the productivity rate like Zappos. Comparison of Leadership style at Google and Zappos Google use transformational leadership style. In transformational leadership style, the leaders need to work with the subordinates to examine the changes that are needed. The changes are done to inspire the executive style and productivity (YouTube. 2016). Zappos use strong leadership style. Tony Hsieh built connection with the customers to solve their problems and provides support to them. The CEO has arranged customer loyalty training for the employees to retain the customer loyalty (YouTube. 2016). Case Scenario For the international projects or shifting from one country to another country, people need pre departure training. This is necessary so that the people can feel compatible with organization objectives. According to Wallace and Webb (2014), the main purpose of pre departure training is making cross culture awareness, preliminary visits, language instruction and day to day assistance. This helps a lot to the expatriates and their family members to adjust in a new environment. This training program brings a positive result to the company. It also helps to strengthen the ties between companies or two branches. As per the case study, a British couple got an assignment in February, 2016 in UAE. They have two school going children also. In between the children, the boy was eleven years old and the girl was only six years old. The husband got an offer of senior management assignment of three years with Zayed University that is situated at Abu Dhabi. The wife was a music teacher with many years experience. The Training Planning: Culture Profile: similarities and variety of home and host nation Country Brief: Information of the country Culture: The couple should know about the culture of the country Sensitivity Training: Roles and responsibilities of the employees and their family members in new place (Wallace and Webb 2014) Table manner: The expatriates and his family members need to follow the table manner of the host country such as breakfast, dinner, lunch and coffee timing. Critical incident and discussion: The members should know about the major issues and have a brief knowledge about the problems. American VS. Japanese HRM Practice Different Approaches of Mazda and Chrysler The strategies to pay the amount of bankruptcy were different. Mazda chose the strategy to reduce the cost but did not cut off the efficient employee number. Chrysler cut off efficient employee number, which might have bad effect on the company. The basic difference of Mazda and Chrysler is the cultural difference of two countries, Japan and America (The Economist. 2016). Mazda did not cut the employee numbers but reduces the salary to 25%. The management also cut the bonus amount for the next four years. As mentioned in case studyChrysler cut off the employee numbers. The blue-collar workforce was reduced 28% and white collar workforce reduced 7%. The senior executive numbers reduced 2%. Cultural Difference in American and Japan Individualism vs. collectivism American companies focus on independence whereas Japanese companies focus on collectivism (Moran, Abramson and Moran 2014) Respect and authority Japanese culture is hierarchical but American culture has speech freedom and question authority. Nationalism role Japanese are nationalist whereas American companies follow the political trends. American culture is very sensitive to hot issues. Japan is a peaceful country so they try to avoid the political issues. The political culture influences Chrysler in decision making whereas the peaceful culture of Japan influence Mazda. Discipline and punctuality As Japanese are remarkable for their work ethics, they did not reduce the employee number whereas Chrysler decided to cut the number of employees to reduce the threat of bankruptcy (Moran, Abramson and Moran 2014) Advantages and Disadvantages of Different Staffing Policies Ethnocentric approach: Advantages: Ethnocentric approach promises that managers provide international knowledge. Assurance of ethnocentric approaches is that subsidiary complies with the company objective. It controls and facilitate organizational coordination (Phillips and Gully 2015) Disadvantages: Limit opportunities are reduced productivity and raised turnover. Expatriate managers implementation in new environment is time consuming and decision making is poor (Phillips and Gully 2015). Expatriate get 4 times higher income package than locals. Polycentric Approach Advantages: Polycentric Approach reduces language barriers. It is less expensive. It avoids the adjustment problem of expatriates and cultural knowledge training (Phillips and Gully 2015). Polycentric Approach reduces turnover. Disadvantages: Polycentric Approach increases gap between subsidiaries and HQ. It limits carrier opportunities of PCN and HCN managers. Geocentric Approach Advantages: Geocentric Approach enables MNC to improve international executive team. It helps to overcome federation disadvantages of polycentric approach (Phillips and Gully 2015) Disadvantages: Geocentric Approach creates pressure on MNC to hire HCNs. Another disadvantage is costly training and time consuming. It needs staffing control Examples of Different Policies and Benefits Marshall McLuhans global company and Nissan use ethnocentric staffing policy. This policy controls the coordination of the company and limits the .expatriates income. Philips Electronic, Netherland and Ford Motor Company use polycentric policy that reduces the language barrier and cost. Toyota and Colgate Palmolive use geocentric policy, which enables to execute international team. Benefits of HR Initiatives at Etisalat At Etisalat, HR initiatives help to improve the brand image. The Brand Index increased to 18% in 2015 after executing HR initiatives (Kolachi and Akan 2014). Etisalat became number 1 group in telecommunication industry. References: Kolachi, N. and Akan, O., 2014. HRD Role in Organizational Development (A Case of Corporate Thinking at ETISALAT, UAE).International Business Research,7(8), p.160. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Phillips, J.M. and Gully, S.M., 2015.Strategic staffing. Pearson. Pndrich, A.P. and Mercuri, S., 2012. Implementing corporate social responsibility in MNCs: Google Incorporate.Management of Multinational Companies: A French Perspective, pp.233-247. The Economist. (2016). Marchionne magic. [online] Available at: https://www.economist.com/blogs/schumpeter/2014/05/fiat-chryslers-new-strategy [Accessed 19 Dec. 2016]. Wallace, L.J. and Webb, A., 2014. Pre-departure training and the social accountability of International Medical Electives.Education for Health,27(2), p.143. YouTube. (2016). World Best work place at Google. [online] Available at: https://www.youtube.com/watch?v=z8wqS7VkAcw [Google] [Accessed 19 Dec. 2016]. YouTube. (2016). Zappos Company Culture. [online] Available at: https://www.youtube.com/watch?v=5CcLIPaUz3E [Zappos] [Accessed 19 Dec. 2016].