Free Essay

Google Case Studies- Hrm

In: Business and Management

Submitted By paperger
Words 3599
Pages 15
Human Resource Management

Individual Report

January 2013

Introduction
Managing Human Resources effectively has become vital to organizations within the modern and fast paced business environment. Today’s market demands knowledge innovation and trust more than mere comparative analysis of sales/services and market share, and the hierarchy of the centre and periphery model is evolving into a different paradigm.

Human Resources specialists are more important in business strategies today as there’s a change in market dynamics; more so in the present economic situation of a global recession and downturn across industries as economies around the world are globally connected and interdependent. An organization with performance driven HR planning and development practices distinguish itself from competitors and brings quality & loyal workers who are committed and passionate about the success of their organization.

In order to understand the concepts and HRM strategies/practices learned in lectures better, I have chosen the company that has ranked 1st on ‘100 Best Companies to Work For’ list of Fortune (a well-known international business magazine) for 2007, 2008 and 2012.
, based in Mountain View, California, Google is the world's most popular search engine. The company started out of a garage in 1998, has generated wealth faster than any company in history and now dominates the worlds’ information industry. Currently, Google has more than 30,000 employees worldwide is not just known for its innovative breakthroughs in the technology industry, but is also known for innovative human resources (HR) policies. Google is an icon of success among Internet companies.
A survey conducted by Business Week magazine showed that Google was the most sought after company by college students, MBAs, women, engineers, and diverse individuals. As of 2008, Google receives an average of 3000 resumes a day (estimated 1.1 million a year) for an average of only 4000 available jobs a year. Google offers benefits that no other companies offer and it doesn’t pay for all the incentives out of their allotted administrative expenses; it’s all from company’s profits. Google has also made it so big that its company name has become a verb in dictionary!
According to the web giant's manifest, the core principle is- always putting the user first, written as "focus on the user and all else will follow," being socially and ethically responsible, written as "you can make money without doing evil," and maintaining a fun, informal, and non-bureaucratic environment, written as "you can be serious without a suit". These three main points have become the mantra that defines all of Google's actions, and are the principle reason behind Google's massive success.

Discussion
First and foremost, Google recognized that company success is linked to employee’s success. Business strategy = HR strategy, it is viewed as the same. Google believes a fun, informal, non-bureaucratic corporate environment leads to a more engaged, more happy, and more creative personnel, and employs many practices that reflect these beliefs.
HR practices at Google, is named 'People Operations'. It is not a mere administrative function but to ensure the building of a strong employee-employer relationship. Google have also gone though extraordinary step of changing the way employees work in order to attract and retain the very best. Google VP Operations, Liane Hornsey mentioned on Television show- MeetTheBoss’s interview that they care about employee’s work life balance, so they offer flexible work hours, part time work options, and telecommuting if the specific job allows. They have put in a lot of effort to make it a place where people want to be. Google's HR practices clearly reveal the impressive results of the company's approach, which help in increasing employee productivity.

HRM Strategies
There are many strategies used by Google but the focus for this report is on three main unique strategies that differentiates it from the rest. 1. Staffing and recruiting process
How an organization chooses its members have critical impact on organization’s ability to compete. Hiring the right people is a key HR philosophy at Google and it has created the phenomenon in recruiting by developing the world’s first “recruiting culture” (from top to down level employees) that is completely different from everyone else.
Getting the job is no easy task as they only take the incredibly talented workers from all over the globe, preferring ability over experience. Former Google CEO, Eric Schmidt, said Google has brought in candidates as many as 16 times before ultimately letting them in. Schmidt provided a little more insight about recruiting tools used by Google. (As shown below)

Recruiting tools of Google Employee referral | Google’s referral program is without any industry leading features, but the company’s strong brand coupled with its highly enthusiastic workforce makes up for weaknesses in the program. | College recruitment | Google hires a large number of PhDs on the premise that they enjoy exploring areas that no one else has explored. To accomplish this, they have developed a network of direct relationships with over 350 professors at major schools. In addition, Google has an outstanding internship program that has a very high conversion rate to permanent hires. | Professional networking | Google also effectively uses networking groups like Linkedin and other live professional events to recruit top performers. | Recruiter training | Google is one of only a handful of companies that requires most newly hired recruiters to go through extensive recruiter training prior to starting. | AdWords as a recruiting tool | Google’s 1st “wow” approach is its use of its own Google search tool to find “passive” candidates. Because Google is recognised as the master of search, it’s not surprising that they utilise their own search tool to find top candidates without active resumes. In addition, they attract top performers by placing their own job ads that appear when certain keywords are typed into a search. | Contests as recruiting tools: | A 2nd “wow” aspect of Google recruiting is its use of a contest to identify and attract top software engineers. The Google Code Jam, as they call it, is a global online software writing contest that can attract over 7,500 people each year. The top 25 finalists are invited to the Mountain View campus to compete for US$50,000 in prizes as well as a chance to work at Google. The contest is powered by TopCoder, a vendor that helps manage the contest and score the winners. | Brain teasers as recruiting tools | The 3rd “wow” aspect of Google’s recruiting is its creative use of roadside billboards and math tests placed in magazines to garner the attention of math and programming wizards. Google has placed brainteaser billboards in the Silicon Valley and by Harvard Square. The math puzzles on these billboards challenge mathematics-oriented people and get them thinking. Although they do not specifically mention Google, the billboard puzzle does eventually lead interested participants to the Google site. | Friends of Google | The final “wow” recruiting tool is the “friends of Google” system. This tool creates an electronic email network of people that are interested in Google and its products but not necessarily interested in working for the company. By signing up these individuals and then periodically sending them emails about the firm’s products and events, Google can build a relationship with thousands of people that like the firm. |
(Sullivan. J. 2006)

Google believes that each and every hire is important because they are proud of their culture, they do not want to dilute it. Therefore, they want to ensure that everyone they hire fits in. Method such as 360 degree decision around the people they hire and hiring through consensus are used. They are explicitly seeking to attract the kind of people to the company who will be successful in their open, collaborative culture.

The median age of employees at Google is 27 years, making it the youngest workforce across the industry. However, the retention rate, and the turnover data at Google proves that the organization has been successfully able to attract, retain, and motivate the most difficult crop of employees – the Y generation cyber‐generation professionals who are prone to changing their affiliations quicker than they change their clothes.

2. Compensation Structure and Benefits

* Compensation

Pay has large impact on employee’s attitude/ behaviours; a motivator that can substantially promotes an organization’s success. Compensation also comes in the form of bonuses to motivate performances, while at the same time control fixed compensation cost. Individual incentives, group incentives as well as profit sharing (via company stocks) are given in Google.

Google’s compensation program, also called “pay-for-performance”, focuses on providing reward for strong performance as well as training for overcoming weaknesses for underperformers. There is also an increase in the proportion of compensation in accordance with the levels of leadership and responsibility.
According to a research conducted by Glassdoor (a career and workplace community) in 2008, software engineers at Google draw an enviable compensation package as compared to their counterparts at Microsoft or Yahoo.

(Glass door. 2012)

(Softpedia. 2008)
Google became the first company where the Board of Directors requested for a reduction in their salaries and compensation because they felt they were getting paid more money than they needed. Founders Sergey Brin, Larry Page and CEO Eric Schmidt requested that their base salary be cut to $1. Subsequent offers by the company to increase their salaries have been turned down because their main compensation continues to come from owning stock in Google.
In 2008‐2009, all the employees agreed on the sentiment and formally demanded a wage cut themselves. During the same period, the turnover was low at 1.43%. It is definitely very unusual and in 2011, Google issued a 10 percent raise to every single employee working for the search engine giant.
Performance management is done every quarterly and Google takes it very seriously as they are performance cultured company and performance appraisal has impact on compensation.

* Benefits
A safe and happy workplace makes the employees feel good about being there. It is achieved through internal surveys to find out whether they are satisfied and if not what they think needs to be changed. Incentive goes a long way in boosting the staff morale, motivation and incentive to stay and it has been seen that this works wonders in getting the best out of the employees.
Google employees receive a comprehensive benefits package that is breathtaking: * Flex hours for nearly every professional employee * Casual dress everyday * Pyjamas day, TGIF parties every week and charity events on-site * Employees can bring their dogs to work every day (so long as their co-workers don’t mind, the dogs are not aggressive, are free of fleas and the owners clean up after them) * On-site dentists and doctors * Free on-site salons and barber shops * Health benefits * Tuition reimbursement * Adoption assistance services * Financial planning classes * An on-site fitness centre, complete with weight room, lap pool, personal trainers, yoga, massages, rock-climbing walls, beach volleyball and roller hockey twice a week in the parking lot. * Free recreation game rooms everywhere (includes pool tables, foosball, ping-pong, and arcade games. * Stock options everywhere * Free drinks and snacks available everywhere * Free meals from 11 on-site gourmet restaurants (first class dining prepared by world-class chefs) * Three weeks’ vacation during the first year * 27 days of paid time off after one year of employment * Six weeks paid sabbatical available for every 6 years an employee works there * Available resources to study 4 foreign languages: Madarin, Japanese, Spanish and French. * Valet parking for employees * Onsite car wash, oil change, banking centre and courier * Maternity and parental leave (18 weeks of additional paid time off post maternity leave; new fathers can take 7 weeks off) * Reimburse up to $500 in takeout for the first 4 weeks of an employee’s maternity leave. * Employee referral bonus program, a $2,000 reward for referring new employees * Onsite child care centre and elderly care centre * Back-up child care for parents when their regularly scheduled child care falls through * Free shuttle service * Fuel efficiency vehicle incentive program ($5,000 assistance if you buy a hybrid) * Free Onsite dry cleaning (a coin-free laundry room) * A 401k investment program * A “no tracking of sick days” policy, unlimited * Employee interest/hobby groups (formed by Google employees, these are all over the map and are said to include Buffy fans, cricketers, Nobel prize winners, salsa dancing and a wine club) * A founders award, up to millions of dollars (literally), for new program ideas and designs. * Annual on‐site Health Fair offering free testing services, including eye exams and cholesterol testing; also offers free flu shots

Source: Google. 2013.

In addition, Google offers free bikes, sagways, and scooters to employees as a form of transport around the facilities. Google also lets employees establish in-company clubs, such as the "Black Googlers Association" and the "Gay, Lesbian, Bisexual and Transgender Googlers Association”.
These benefits are also designed to encourage collaboration, to break down barriers between functions, and to stimulate individual creativity and innovation. However, these benefits do attract some of the “wrong people”- talented individuals who are seeking benefits rather than an opportunity to do their best work, which creates a screening challenge. In addition, these may distract less-focused workers from their jobs.

3. Informal Corporate Culture
Google's legendary organizational work culture has contributed largely to its success. In contrast to most large companies, Google believes that "smart people and good ideas are better than procedures, rules, or strong-armed leadership," and so does not employ bureaucracy with its employees. Bureaucracy implies strict division of labour, rules, and standardization, which are the opposite of Google's goals - to maximize the creativity and collaboration of its employees with hopes that this will lead to the best products and solutions possible. Thus, Google use informal, equal, involvement, and empowerment management tactic (an aversion to bureaucratic, formal, and money-centric ideologies of large corporations). They feel that operating with very little bureaucracy it will encourage their employees to develop good ideas at a faster pace; hence Google removed unnecessary managerial hierarchies. The organizational structure is very different because they are made up of many shareholders that have a say in what the company does and turns into.

Many organizations have changed their pay or benefits in order to attract better workers, but no one has changed every job in the company just so that the work itself is the primary attraction and retention tool. Google’s founders (Larry and Sergey), HR director Stacy Sullivan, and the leadership team at Google have literally crafted every professional job and workplace element so that all employees are: * Working on interesting work * Learning continuously * Constantly challenged to do more * Feeling that they are adding value
(Sullivan. J. 2005)
Google emphasizes this policy to keep employees motivated, nurture new ideas, and foster creativity. Workers are expected to take initiative, and are not constantly pushed, watched, or instructed by upper management. Google uses a very strict recruitment process to make sure its employees are self-motivated. Not only must you be the best in your field, but you must "share a commitment to creating perfection and having a great time doing it". But once an employee is hired by Google, they are given a large degree of freedom in how they perform their work, because, at Google, how efficiently you make something isn't as important as how useful the end product actually is.

* Innovation Time Off- 70/20/10
Google came up with a formula for its employee to follow to ensure creativity. Employees divide their time at work accordingly: * 70 percent are to be devoted to core business/job scope * 20 percent (equivalent to 1 day of the working week) on a researching project of their choice/interested them, related to their business * 10 percent to unrelated new far-out ideas/business
Google funds and supports these projects/ideas. The engineering and design staffs make use of the “free time” to pursue new products and technologies. It is mandatory for all employees to undergo T&D sessions for a minimum of 120 hours/year, which is about three times more than average of 43 hours/year. This rule has a good return on investment as half of their newer products, such as Gmail, Google News, Gtalk, and AdSense originated from these independent endeavours.
Its greatest value is that it drives innovation and creativity throughout the organization. Google nurture ideas from employees as they understand that employees can potentially provide the best ideas. Through this system, managers can find talented employees and develop them.

* TGIF meetings
Google holds weekly TGIF meetings (over email or in the cafe) whereby any employee can ask questions they have directly to anyone within the organization (including top executives, CEO and founders) about any number of company issues; no question is off‐limits. Google maintains the open culture often associated with start-ups companies, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions. It breaks down the communication barriers put up by hierarchies of authority used in bureaucratic systems to allow for more open communication channels and a more collaborative environment.
Google places a high value on the opinions of employees, employees’ ideas are taken into consideration and approved for implementing which enhances employee creativity and boosts employee morale.

* Training and development
Google emphasized on employee development and Google’s employees are offered tremendous opportunities to learn and grow. Professional development opportunities offered to all employees via on-the-job learning, mentoring programs and lectures by famous personnel/career gurus; includes classes on individual and team presentation skills, content development, business writing, executive speaking, delivering feedback, and management/leadership. Free foreign language lessons, including French, Spanish, Japanese, and Mandarin are also sponsored by Google.

Given the prominence of engineers at Google, particular attention is paid to providing unique development opportunities for this group. An Engineering training group, engEDU, provides orientation and training classes, mentoring, career development, and tutorial services – all programs built by and for engineers. Google has also expanded its global learning and development team and is creating new leadership development programs to help develop and support Google’s future leaders.

Meanwhile, they encourage job rotation (be it permanent or temporarily) as well as project teams whereby employee can build skills/talent out of their own area of expertise. This shows the amount of effort, time and money that Google invests in its employees to keep them abreast of the professional and technological advancements.

* Environment
Offices and cafes are designed to encourage interactions between Googlers (term used for Google’s employees) within and across teams, and to spark conversation about work as well as play. The environment (as shown below) provided for employees matched their vision perfectly; there are very few cubicles and solo offices within their premises.

Events such as seminars, get‐togethers, and conferences at Google are themed with colour and creativity, allowing all the employees to attach a sense of belonging to the workplace. During first week as Google employees (Noogler), new employees are recognized at TGIF, Google’s all‐hands meeting held every Friday afternoon. The company regularly buys out movie theatres so employees can go together and watch for free.

Source: Google. 2013
Conclusion
Google’s founders started the company with a unique vision and the implementation of that vision has been very successful. Employees are attracted not to the short term monetary returns from work. Google provides a support system that no other company provides; it could help them create anything! Self development and great benefits are also given to employees, they are happy with their job.
Apart from the technological edge it had over its competitors, Google's success is clearly attributable to how it treats the people who have a stake in the company and its ability to attract the best talent and retain these employees. Every business owner can learn from this is that they should make their company a great place to work for, even if that means dipping into the profits a bit. At the end of the day, employee’s loyalty (lower turnover) and higher productivity are completely worth it.
Being one of the world’s largest companies, it seems to me that they have found a successful algorithm for keepings employees happy and productive at the same time. However, it also requires a strong “employment brand” and jobs that are designed to continually challenge and grow employees.

Reference: 1. Brooker. S. 2011. Googleplex resembles corporate playground. The Daily Aztec. http://www.thedailyaztec.com/2011/04/googleplex-resembles-corporate-playground/ (accessed 4 Jan 2013) 2. Giang. V. 2012. 15 Tech Companies That Pay Their Engineers A Ton Of Money. Yahoo! Finance http://finance.yahoo.com/news/15-tech-companies-pay-engineers-180800206.html (accessed 4 Jan 2013)

3. N/A. 2012. 15 Tech Companies’ Software Engineer Salary Revealed. Glass door http://www.glassdoor.com/blog/15-tech-companies-software-engineer-salary-revealed-glassdoor-report/ (accessed 4 Jan 2013)

4. Meet the bosses. 2012 http://www.youtube.com/watch?v=FRsJbpppvEU (accessed 4 Jan 2013)

5. CNN Money. 2012 http://money.cnn.com/magazines/fortune/best-companies/2012/snapshots/1.html (accessed 4 Jan 2013)

6. Google. 2013 http://www.google.com.sg/about/company/(accessed 4 Jan 2013)

7. NBC news. 2008 http://www.youtube.com/watch?v=YZHSKZyv1Fw&feature=player_embedded#
(accessed 4 Jan 2013)

8. Filip Truta. 2008. Apple engineers paid below market salaries. Softpedia http://news.softpedia.com/newsImage/Apple-Engineers-Paid-Below-Market-Salaries-2.png/ (accessed 4 Jan 2013)

9. Sullivan. John. 2006. A look inside the google talent machine. Hcamag http://www.hcamag.com/article/a-look-inside-the-google-talent-machine-112999.aspx (accessed 4 Jan 2013)

Similar Documents

Premium Essay

Google Case Study

... (ii) Best Fit 3. Best approach in different contexts 4. Summary – Google case study 5. Contingency perspective of organizational theory and Justification for application Conclusion References 1. Introduction: - This report is based on a case study of Google’s HR practices. Google Inc. is located at Mountain View, California is not simply known for its unique workplace culture but it also known for its advance innovation approach and HR programs. The HR practices at Google which are named as ‘people operations’ is intended to describe that HR is not merely an administration but rather it makes sure the strong relationship between employee and employer. The case encourages discussion on whether the company’s culture is truly emphasis on attracting and motivating the best employees or it is with a business motive. In order to present critical review of the case study , the concept of HRM as a new strategic approach to the management of people is discussed and two different approaches “best practices” and “best fit” is explained. In the end of the report, the case study is presented from “best fit” HRM perspective .Thus this case study helps us to analyze the two different HRM approaches are applied in the organizations. 2. Two perspectives on SHRM: - HRM has experienced a drastic change over the last few years. “Influenced by many internal and external factors HRM has enlarged its work and activities from administration like making HR policies and...

Words: 2670 - Pages: 11

Premium Essay

Strategic Hr Management in China East Meets West

...contexts that shape what strategic human resource management practices are possible in Ghina. A detailed review of the main components of the high-performance work systems model suggests that when they are introduced into the Ghinese socioeconomic and political context, the cost-benefit calculus for high-performance work system human resource management practices is different from that in the U.S. context. Yet, in our review of Ghina-based strategic human resource management research we find the expected positive relationship between high-performance work systems and organizational performance in companies operating in Ghina. We conclude with a case example to illustrate how Ghinese firms might be both adopting and adapting the high-performance work system model to better fit their current cultural and economic context. T he Study of strategic human resource management (SHRM) emerged out of researchers' interests in understanding the relationship between human resource management and organizational performance (Delery & Doty, 1996; Kaufman, 2007). Since the late 1980s, most research evidence in this vein has been collected from firms located in the United States (see Combs, Liu, Hall, &. Ketchen, 2006; Huselid & Becker, 2011; Kaufman & Miller, 2011; Lepak & Shaw, 2009; Lengnick-Hall, Lengnick-Hall, Andrale, & Drake, 2009). In the last decade, however, researchers have expanded their scope of inquiry to examine SHRM practices in other national contexts. Such research is now...

Words: 3037 - Pages: 13

Premium Essay

Recruitment

...13 Effectiveness of Online Recruitment and Selection Process : A Case of Tesco Aakash Gopalia Oxford Brookes University Abstract The purpose of this paper is to give an overall assessment of effectiveness of using internet to recruit and select people with the case reference to Tesco. For this research paper, exploratory, theory building approach is used. Online recruitment is effective in terms of saving cost of recruitment and selection. Case exploration about the effectiveness of online recruitment and selection depicts that it saves time to hire and reduces recruitment cost. Effectiveness of online recruitment and selection process can be used by other firms working in different industries, students working on internship programs on HRM, HR practitioners and researchers to develop further thesis and projects. Introduction Recently there has been significant increase in use of internet to recruit and select people has grown (Hopkins &Markham, 2003). Various research evidences show that online recruitments have become easy way to save cost and valuable time of firms (Hart, Doherty & EllisChadwick, 2000). Some recent studies on the effectiveness of internet in recruitment and selection have reflected the benefits delivered by Internet to the organizations. This research article evaluates the effectiveness of internet to recruit and select people with reference to the case of Tesco in terms of recruitment and admin cost, time to hire, market image ...

Words: 2132 - Pages: 9

Premium Essay

Report

...Introduction: Human resource management (HRM) is the management of an organization's workforce. The concept HRM can understand that employees are resources of the firm. As a type of resource, human capital described in terms of their training, experience, judgment, knowledge and relationships of the employee characteristics that can help organization to get a great performance. In terms of business strategy, a company can succeed if it has a sustainable competitive advantage and human resources (HR) have necessary qualities to give organizations this advantage such as be valuable (provide high quality employees to perform many critical functions), be rare (looking for a talented and experience manager or technician), cannot be imitated (recruiting people who can do precisely the same thing and set up the systems that enable people to imitate your competitor),and not good substitutes ( cannot match committed and talented employees who are well trained and highly motivated.). Therefore, managing human resources effectively has become an essential element to the success of organization. There are several important HRM practices that should support the organization’s business strategy: analysis and design of work, HR planning, recruiting, selection, training and development, compensation, performance management, and employee relations. An organization has great performs when all of these practices are managed well. Google is the best company to work for in 2012 with two...

Words: 2185 - Pages: 9

Premium Essay

Outline the Problem

...You should write the case study in such a way that you start your answers from line 1. That is, there is no need for large introductions that we see in essays. You should apply the principles you have learned from lecture material/tutorials/readings that are specific to the case study. Case study 1 answers should be written in narrative form (i.e. sentences not bullet points), and should be 2000 words long, single spaced. Each case study should be referenced and show evidence of recommended readings as set out in the Guidelines to Case Study 1. You should use a minimum of 10 references for your case study. Questions for the case can be found at the conclusion of the case. Individual case study 1 You need to clearly demonstrate how you will solve the following problem. Problem statement: John Tomey (fictional name) is a business manager that is responsible for several divisions of Wesfarmers, a large Australian conglomerate of mixed businesses. Some facts include over 30 managers and 500 factory and distribution staff. Approximately half the managers work in Head Office on normal functions such as marketing, accounting, technical, and HRM functions. The other half of managers work in the factories. In a new restructure, John will lead up Wesfarmers Chemicals, Energy and Fertilisers. John’s CEO has asked him to grow the business by more than 20 per cent over the next three years. His other tasks include taking the existing business which just ‘plodded along’ to new heights by...

Words: 1342 - Pages: 6

Premium Essay

An Essay

...Why Do Companies Need a Human Resources Department? Introduction: In order to understand the vitality of the Human Resource department in an organization one must first understand what the Human Resource department is about. Human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization. The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources. Consequently, HRM encompasses efforts to promote personal development, employee satisfaction, and compliance with employment-related laws (Walker, 1998). The main objective of Human Resources is to maximize the return on investment from the organization’s human capital. According to Schwind Das & Wagner, “Human resource management aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives” (2007). HRM is also the new frontier in developing competitive advantages. “…[F]irms can develop sustained competitive advantage only by creating value in a way that is rare and difficult for competitors to imitate. Although traditional sources of competitive advantage such as natural resources, technology, economies of scale, and...

Words: 1286 - Pages: 6

Premium Essay

Google Inc Case

...Date and time: November 29, 5pm Name of the Company under study: GOOGLE, INC (Text pages 712-715) Where Headquartered (city/state): Mountain View, Ca Part I: Comprehensive Case Analysis – Developing HR Business Partner Competencies in this Case Analysis 1.0 Background on your Company (Type the Company’s background in 3 paragraphs.). Tip: See the “about us” or company information portion of the company’s website or other source. Keep track of all your sources. They are to be included in Section 10 of this report. The creation of goggle’s company starts in 1996 between two smart students of Stanford University, Larry Page and Sergey Brin. They first try to understand the importance of web pages for people. Their aim was to find the best and faster way to connect people with all information. The company was founded in September 1998, they offer results from a huge amount of Web pages. The results are based on a proprietary algorithm. Google’s technology for ranking Web pages is called PageRank http://www.hoovers.com/company/Google_Inc/hsrfri-1-1njht4-1njfaq.html The company growth gradually because of the index of the Websites and other online content that they made it accessible through their search engine to everybody who has access to internet. The company offers different types of useful search. Today, Google operates the leading Internet search engine, by offering very precise search results from actually billions of Web pages. The company is...

Words: 2917 - Pages: 12

Premium Essay

Ch02 Eim Belcourt-7ce

...Chapter 2: Strategy and Human Resources Planning If nothing else, my students should learn that… • It is important for HRM to align its policies and processes with the business strategy in order to provide value to the organization (external fit), and that the policies and processes are mutually reinforcing (internal fit). HR planning follows the same pattern as organizational strategic planning, and hence the two processes are complementary. • In order to evaluate the effectiveness of strategy, it is imperative to take the ‘people side’ into consideration. Sole reliance on financial documents (e.g., financial statements, cash flow statements, income statements) largely ignores investment in human capital. Learning objectives • Identify the advantages of integrating human resources planning and strategic planning. • Understand how an organization’s competitive environment influences its strategic planning. • Understand why it is important for an organization to do an internal resource analysis. • Describe the basic tools used for human resources forecasting. • Explain the linkages between competitive strategies and human resources. • Understand what is required for a firm to successfully implement a strategy. • Recognize the methods for assessing and measuring the effectiveness of a firm’s strategy. Why is this chapter important? The purpose of this chapter is to highlight the nexus of strategy and HR planning...

Words: 4959 - Pages: 20

Premium Essay

Hrm Strategy and Csr

...Reflective Journal for Week 8 HRM Strategy and Corporate Social Responsibility Explain: In the 1970’s, Friedman (1970) stated that the only social responsibility of an organisation is the profit maximization. However, the definition of Corporate Social Responsibility (CSR) has changed over time. The current definition of CSR is a process with the aim to embrace responsibilities for the company’s actions and encourage positive impacts through its activities on the environment and all stakeholders (Crane, Matten, & Spence, 2014; Lis, 2012; Mallin, 2009). As a company which presents a good CSR, The New Belgium Beer Brewery was introduced in the lecture. They are making great efforts to minimize their impact on the environment, such as utilizing renewable energy, innovating a smart grid and reducing waste. In the prescribed reading, Glavas and Piderit (2009) provides strong evidences that corporate citizenship positively influences employee behaviour. Their survey revealed that an employees’ perception of their company’s corporate citizenship influences their engagement, and can provide high-quality connections and creative involvement. Expand: Companies with a reputation for high quality CSR may be more attractive to job applicants (Backhaus, Stone, & Heiner, 2002; Lis, 2012). Lis (2012) revealed that the effect of four different CSR-dimension (product, environment, diversity and employee relation) were significantly correlated with perception of organizational...

Words: 780 - Pages: 4

Premium Essay

Hr Practices

...to the competitive environment. Several scholars have noted that managing people is more difficult than managing technology or capital (Barney, 1991; Lado and Wilson, 1994). However those firms that have learnt how to manage their human resources well would have an edge over others for a long time to come because acquiring and deploying human resources effectively is cumbersome and takes much longer (Wright et al., 1994). The effective management of human resources requires sound Human Resource Management systems. Storey (1995) defines HRM as a distinctive approach to employment management which seeks to obtain competitive advantagethrough the deployment of a highly committed and skilled workforce, using an array of techniques. HRM can help firms improve organizational behavior in such areas as staff commitment, competency and flexibility, which in turn leads to improved staff performance (Koch and McGrath, 1996).In order to develop a sound HRM system , the organization should have effective Human Resource Management practices.HRM practices refer to organizational activities directed at managing the pool of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals (Schuler & Jackson, 1987; Schuler & MacMillan,...

Words: 1681 - Pages: 7

Premium Essay

Marketing

...1.0 Introduction: The pharmaceuticals sector is one of the potential as well as capital oriented sectors in Bangladesh. The pharmaceutical industry in Bangladesh is also one of the most developed sectors within the country's economy. Pharmaceutical industry is technologically the most developed manufacturing industries in Bangladesh and the third largest industry in terms of contribution to government’s revenue. The industry contributes about 1% of the total GDP. The pharmaceuticals market is almost self-sufficient in meeting local demand as 97% of the drugs are manufactured locally while the remaining 3% are imported from abroad. The industry manufactured about 5,600 brands of medicines in different dosage forms. Due to recent development of this sector we are exporting medicines to global market including European market. Square Pharmaceuticals Limited is the largest pharmaceutical company in Bangladesh .The Company was founded in 1958 by Samson H. Chowdhury along with three of his friends as a private firm. It was converted into a public limited company in 1991. It is engaged in the manufacturing of branded generic pharmaceutical products and also other ethical drugs and medicines. The company formulation facilities include Pabna Unit, Dhaka Unit, Pesticide Unit, Cephalosporin Unit and Animal Health Unit. Square Pharmaceuticals Limited has extended its range of services towards the highway of global market. It pioneered exports of medicines from Bangladesh in 1987 and has...

Words: 4423 - Pages: 18

Premium Essay

Leading People

...Lowenberger Summative Assignment: A Report Writing based on a Case Study By Tanzina Shomy Student ID: 1322288 Title Page “A Written Report about comparison of the achievement attained by two travel firms named the AET and SA exploiting diverse strategies in an akin sets of HR practice.” Date- 10-1-2016 By- Tanzina-Shomy-Motahar Student ID –‘1322288’ Executive Summary This written report emphasised the constant achievement of about 2 travel businesses in 2 different countries named “Southwest Airlines, Dallas, TX, USA” and “Airport Express Train, Oslo, Norway”. It will also be studied the internal consistency of HR of both firms and how they achieved competitive advantages, success and conclusively touched the highest position through HPWS theory into the practices. Yet, both travel firms were monitored accordingly different methods like age, ownership, range of the company, competitive strategy, labour law and national framework, whereas both travel companies were accomplished success applying theory of HPWS into the practice. Generally, the Airport Express Train (AET) and the Southwest Airlines (SA) travel businesses are suggested to follow ‘the chain of impact framework’ as a recommendation for future success in travel business. This report will explain also how the HR and HPWS models are applied in this case. For example, SA company considered they can gain success...

Words: 2317 - Pages: 10

Premium Essay

Human Resource Management

...1. Background This report is produce to review and analyse the Human Resource Management (HRM) policies with which to ensure employee retention and development. The report will provide an insight into how an organisation’s policies is important and necessary to achieve the objective in securing employees’ retention and how development can be implement to help employees’ growth linking it with organisational performance. More studies will be done on actual companies or organisation, journals and articles to support the report. However, there will be some limitations on the policies discussed that might not work on certain employees. 2. Introduction Human Resource Management (HRM) is the use of policies, practices and systems that influence employees’ behaviour, attitudes and performance (De Cieri et al., 2008) and individuals are being utilised to achieve organisation’s objectives (Mondy and Noe, 2005). By recognising people are a firm’s most valuable asset in running a business, Human Resource (HR) department has the responsibility to manage the wellbeing of all employees in order to retain and develop existing employees in achieving organisation’s business objectives (Stone, 2005). HR division also serve as a middle person between top management and lower level management. Therefore, HR department is an important channel for upward and downward communication between employees and management. It is a channel for employees to voice their grievances and complains thus...

Words: 3036 - Pages: 13

Premium Essay

Bus378

...Guide 2016 This information should be read in conjunction with the online learning materials which can be found on your MyUnits page. Unit coordinator Dr Amy Huang (A.Huang@murdoch.edu.au) © Published by Murdoch University, Perth, Western Australia, 2016 This publication is copyright. Except as permitted by the Copyright Act no part of it may in any form or by any electronic, mechanical, photocopying, recording or any other means be reproduced, stored in a retrieval system or be broadcast or transmitted without the prior written permission of the publisher. BUS378 Knowledge and Organisational Learning Murdo 2 ch University Contents Unit information Information about the unit 3 Contact details 5 How to study this unit 8 Resources for the unit 10 Study schedule 11 Assessment 13 Appendix 1 Essay marking guide 17 Appendix 2 Presentation marking guide 18 Murdoch University BUS378 Knowledge and Organisational Learning 3 Information about the unit Welcome to: BUS378 Knowledge and Organisational Learning Unit description The management of information and knowledge and its role in organisations are widely recognised as important elements contributing to international competitiveness in the digital (knowledge based) economy. This unit examines how the concepts of information and knowledge assist in the understanding of organisational processes, organisational learning and strategy. Topics examined include: The origins and future of knowledge creation, dissemination...

Words: 5549 - Pages: 23

Premium Essay

Balancing Growth and Preserving Corporate Culture of Facebook

...Case Study Facebook: Balancing Growth and Preserving Corporate Culture Debapratim Purkayastha* and Syeda Maseeha Qumer** This case study is about the corporate culture at Facebook Inc. (Facebook), which is considered to be one of the fastest growing companies in the world. The culture at Facebook was open and transparent with no hierarchies. The company was well-known for its ‘hip geek culture’ fostered by its founder, Mark Zuckerberg. He tried to attract the best talent in the industry by creating a fun environment wherein employees had the opportunity to work on the best projects with a sense of openness. This case discusses various aspects of its culture including the benefits and perks offered to employees. It also describes how Facebook evolved from a small company to a global corporate icon with thousands of employees. In order to meet growing business needs, Facebook opened new offices globally. However, some analysts felt that balancing growth and preserving its corporate culture was a big issue for Facebook as the company was expanding rapidly and was preparing to shift its global headquarters to a more corporate location. Maintaining culture is one of the top priorities we have as a company… We’re trying to be really smart and learn about our growth. So we’re focused on building a few offices, but making sure they are really tied into the culture.1 – Sarah Smith, Head of Facebook’s Online Operations in Austin, in 2011. Facebook is amazing. Working here offers the...

Words: 8309 - Pages: 34