2.2. Similarities and differences in national HRM practices in Google Inc
Transferring national HRM culture from the company’s headquarters to the subsidiaries is a challenge that most MNCs go through (Wijewantha, 2019). Though nationalist has it that the exchange between diverse economies characterizes the global economy and that competitive performance results from processes occurring from the national level, the MNCs remains rooted from its country of origin (Cox, 2014). Google has several companies across the globe, and it has had several management challenges (Tran, 2017). However, the company is working on inspiring its leaders across its operation, which is contributing to its popularity (Vozza, 2017). Also, the company is working and innovating ways to satisfy employees and promote them across its operations by offering the best salaries and benefits (Pratap, 2019).
Google HR nature’s innovative creativity culture that seen the company grow (LOMBARDO, 2017). It is something that all the employees are proud of across the nations. Though the company has tried to standardize its HR practice across the company, the amenities provided to employees at the headquarters are different from what is offered in Youtube headquarters and Boulder (both in North America). For instant, the staff at the heard quarter is provided with Bikes, bowling alley, and staff fitness classes, among others. In Youtube headquarters, the team can enjoy; lap pool, and basketball facilities, while in Boulder, they enjoy indoor climbing wall and vegetable gardens.
While the HR and MNCs have tried to transfer and standardize most of the HR practices, there is still a gap in communication style and time concept, Hicks Rowe, (2017). Coordinating activities between headquarters and on other subsidiaries will require patience since some nationalities are less aggressive and run at different timing. Thus, making HRM decisions be engineered from the head office, which makes HR practices at the national level less functional.
- Solutions and recommendations
There are many challenges that MNCs faces when globalizing its services, and the recruitment process can prevent legal problems with the company where the company is recruiting. The companies face challenges such as political, cultural as well as employees’ issues that the HR should be addressed. Google Inc., as one of the largest established companies, has faced several problems, as discussed above. However, the MNCs should take note of these matters;-
3.1 Use of recruitment and selection and retention theory
Google conducts structured interviews; however, for the multinational company to hire the best employees, they should establish standardized feedback about the candidate instead of basing the qualification on the challenges faced by former employers. Different companies face different problems which could be completely different from one company to the other. Therefore, MNCs should employ recruitment and selection and retention theory, which will ensure operative workforce creation; and develop employees locally; this helps in solving cultural issues. Additionally, the person involved in staffing activities should be furnished with proper knowledge and expertise. Google has reported several for harassment and discrimination, something that the company has tried to prevent by enforcing policies like arbitration that prevent the employee from reporting the employer. The HR should focus on multiculturalism by concentrating on the specific cultural issues like social openness that encourages openness and creating an environment of culture.
3.2 Using right managerial tools to the right team
MNCs should give their HR tools required to lead the workforce, training, and motivation to improve the HR management strategies. Motivating HR makes them stay on top of matters arising from employees and work on keeping the workforce motivated. The company should encourage 360-degree review, to ensure they receive feedback from hierarchies and provide them with appropriate information. Also, HRM should value the importance of personal and professional life for each employee. Knowing your employees strengthens the relationship between the company and employees hence resulting in better feedback. Additionally, knowing your employees leads to a loyal workforce. Companies with global agility will need to have foreigners assigned to different stations. Thus the company should understand that not all assignments will out well. For this reason, HR should customize their selection criteria to ensure the task does not end prematurely, or the assignee does not perform inefficiently in his new location.
3.3 Handling of allegations
Many MNCs companies are facing several charges and employee issues that they have failed to address. In most cases, these companies fire their employees who protest and leave the claims unattended and leading to the resignation of crucial staff an indication of the internal HR issue within the company (for example, Google HR issue). The MNCs executives should work on improving the workplace value for employees by developing a leadership style that adopts the shared customs of the nation that discards hierarchies. HR should employ strategic policies that govern the workers and the company, and ensure the company adheres to the respective country’s labor law and culture. Also, they should work at enforcing a protective measure to protect staff from sexual harassment and discrimination. The company should focus on improving employee behavior, a synthesis that will promote culture, and contributes to the growth of the company.