GL BAJAJ INSTITUTE OF MANAGEMENT AND RESEARCH

GREATER NOIDA

ASSIGNMENT for Mid Term

OF
Human Resource Management

PGDM (BATCH: 2019-21, TERM 3)

Submitted By: Submitted To:

Abhishek Srivastava Dr. Parul Yadav
ROLL NO: GM19010
SECTION: B
ANS 1 (a) Role of HR as a Strategic Business Partner at Google are:-

 The main role is the centre of its smart culture and structure.
 It gives focus on benefiting the company’s core operations by hiring and retaining
only the best.
 Motivating the employees for providing them mix of salaries and perks.
 Setting up an organization culture and climate which promotes learning mind set.
 They give maximum care and assistance to their employees, so that its employees can
work with more dedication.
 The role is creating higher employee value proposition by sharing organization
culture of training and development.
Human capital is valued at Google as:-

 It encourages employees to participate in running the company and builds effective

team.
 They provide a variety of things which help them to perform work more comfortably
like internet and cloud based services for every individual.
 Google give enough space to an individual for use his talent and perform his best.
 They give recognition and incentives that encourages individual performance and
innovation.
 They make sure that its employee suggestions are valued.
For e.g. - New products are first released internally and employee suggestions are invited as a
part of product development process. The staff provides its feedback on the usability and
other features of a product before its final release

ANS 1(b) Environmental challenges HR at Google faces are –

 Innovative and employee friendly work culture, where the suggestions of employees
are valued.
 Recruitment and staffing policies at google because google is stricter towards the
hiring policy of an employee, because only one employee can increase or decrease the
profit of the company.
 Performance management by giving them proper motivation, because encouraging the
employee is the important part for every company. When the employee motivate they
will more effectively and efficiently.
  Training and development policies which is given by the google which ensure the
company that the employees are doing work according to the training provided by the
google.

The ways in which it tries to overcome these challenges-

 The rewards for good performance have to be given to their employees.

 The group of engineers at google is paid special attention for its important role, so
google also have to give attention to all the other employees working there.
 Google needs to maintain innovative culture as well as employee friendly culture in
an organization so that employee feel comfortable to work there.
 Google have to start working on maintain loyalty for gen y, for that google might
need to innovate further to match its expectations.
 Google need to work on their technologies too.

Q2. Case: RECRUITMENT AND RETENTION PROBLEMS AT POLYMERS UK

Q2 (a) List the information required to produce an estimate of the cost of labour turnover,
identifying what was already available and what more would be needed.

ANS: - International Polymers is a Minneapolis corporation (the original centre for research
and development) with subsidiaries in a number of countries, including the United Kingdom.

 Cost of providing other welfare facilities.

 Cost of providing safety measures against working conditions
 Cost of providing good working conditions
 Cost of recruitment of new workers.
 Cost of training new workers.
 Cost of accidents because of new workers not having more experience to work.
 Cost of security and retirement benefits such as pension employer’s contribution to
provident fund and etc.
Information that is already available in the case study:-

 Company is having different departments for different types of work, so that there is
no dispute occur.
 Company hire talented employee from good university
 Company has a good reputation and opportunities to better career
 Company offer some training for manager level employee and team leader
3. Loss of production due to

An analysis of labour turnover during the previous 12 months established the following
rates, which she compared with the latest figures from the annual survey of recruitment,
retention and turnover conducted by the CIPD

Polymers UK CIPD
Previous Last year %
Last 12
12
months %
months %
Managers/professionals 12.5 14.6 10.5

Administrative, secretarial and technical 14.3 18.8 15.6

Services, including sales 17.1 19.2 20.0

Manual/craft workers 15.8 17.9 15.3

These figures revealed a significant increase in turnover and an unfavourable comparison

with the most recent national figures in each case except one. Anecdotal evidence obtained
from managers indicated that the problems of retention and the increasing time taken to fill
vacancies were beginning to cause serious problems for the business.

What more would be needed

My recommendations would be

1. Avoid or minimize the use of agencies to recruitment staff. This will enable the
company to broaden its source of recruits.
 2. Company recruit high quality graduates from small number of university. Instead of
this they can explore the other university. Company can also increase their online
advertisement
3. Company can offer some training for line manager to interview techniques, so that it
might help line managers to applicant better.
4. Company can reduce the length of time positions are vacant

b) Summarize the case and outline the recommendations you would make

International Polymers is a Minneapolis corporation (the original centre for research and
development) with subsidiaries in a number of countries, including the United Kingdom. Its
‘value targets’ are to:

 achieve outstanding financial performance;

 achieve customer satisfaction via innovation;

 be a role model in the community;

 Be the best speciality chemical company to work for.

Polymers UK, a subsidiary of International Polymers has been in existence for three years
and has over 650 staff. It has been conducting intensive recruitment campaign over the said
years in the highly competitive local and national labour market but later on experiences
retention and retention problems.

ISSUE

Problems of retention and the increasing time to fill vacancies are beginning to cause serious
problems for the business; primary exigency would be the cost of labour turnover.

The recruitment manager found that manufacturing staff (mainly technicians) and other
professional and administrative staff had been recruited with some difficulty because of the
competitive nature of the labour market – the time taken to fill vacancies had increased from
10 to 12 days over the last year.
The main objectives of this are to:

 Reduce the cost of labor turnover.

 Reduce the length of time positions are vacant.
 Solve the retention problems.
RECOMMENDATIONS

In order to attain the first objective or reduction of cost of labour turnover, the second
third objectives must first be settled.

For the reduction of length of time positions are vacant, the company must be known for
being the best specialty chemical company to work for and should come up with better
recruiting scope and techniques.

Lastly, to solve the retention problems, the company must foster a positive work
environment that supports the employee well-being, maintain its good reputation, tighten
interpersonal links in the company, strengthen the sense of unity and belonging, increase in
the rates of pay, and development of benefits and rewards system.