第四部分 criticl thinking:

Hi, I am LI MO, this part, I will critisize Google’s hrm practices above.
In previous parts, we analyze the HRM practices and related theories in Google and list real
examples to understand how Google utilizes HRM theories to guide the operation and
implementation of strategies. However, for the automation and AI recruiting strategy, according
to a journal named ‘Ethics of AI-Enabled Recruiting and Selection: A Review and Research
Agenda’ in 2022, AI recruitment system vendors said such an AI system can make hiring decisions
fairer and more efficient, because the process is not influenced by human intuition. However, it
also creates some problems. automated recruiting process requires a fixed internal procedure,
which will lead to a rigid and inflexible process, and lack concrete domain-specific
implementation guidelines, because of which some talented people may be missed. What’s
more, according to Graeber, Bullshit job is that when employees do their jobs, they get a sense of
meaningless, which leads to dissatisfaction and purposelessness. For this case, AI screens CVS
and replaces the jobs of the original employees, resulting in the absence of a sense of
accomplishment and belonging to the job and the feeling that their work is bullshit jobs. As for
the strategies of Google’s Oxygen Project and Innovation Incentive Strategy, it focuses on
monitoring managers and satisfying employees' psychological satisfaction at work, so it
correspondingly ignores their material and economic demands. According to a journal named
Preference between Salary or Job Security Increase publicted in 1990, a survey with 41 subjects
was conducted to test the preference of salary and job security among employees, and the
results showed a preference for increased salary over increase in job security. Therefore, the
implementation of this strategy will lead to the failure of those wage-oriented employees to be
well mobilized, and the efficiency of the whole company cannot be guaranteed. As the hard
unitary frame says, more effort needs to be put into personnel economics and performance
incentives. The last practice is the conflict and strike within Google, and it occurs because of
Google’s misbehaviors. According to a journal ‘Bargaining and Strikes’ in 1989, the strike will
restrict the operation of the company, and significantly reduce the profitability of the company.
In order to reduce such behaviors or strikes, Google can learn from the example of banking sector
in the UK ‘From adversarialism to partnership? Trade unionism and industrial relations in the
banking sector in the UK’ in 2001, to adopt the strategy of partnership, in which the company and
the labor union cooperate, so as to correspondingly reduce strikes.
1. Kathawala, Y., Moore, K.J. and Elmuti, D. (1990), "Preference between Salary or Job Security
Increase", International Journal of Manpower, Vol. 11 No. 7, pp. 25-31.
https://doi.org/10.1108/01437729010004174
2. Hunkenschroer, A. L., & Luetge, C. (2022). Ethics of AI-enabled recruiting and selection: A
review and research agenda. Journal of Business Ethics, 1-31.
3. Oliver Hart. (1989) Bargaining and Strikes, The Quarterly Journal of Economics, Volume 104,
Issue 1, Pages 25–43, https://doi.org/10.2307/2937833
4. Gall, G. (2001). From adversarialism to partnership? Trade unionism and industrial relations in
the banking sector in the UK. Employee Relations.
5. Graeber, D. BULLSHIT JOBS: A THEORY.