more so in the present economic situation of a global recession and downturn across industries and sectors. The focus has turned on HR Department at every organization – the survival lines are running drier with every passing week at the trading markets the world over, and the aim is not only to see through the recession, but more importantly4, to ensure employees are still committed to the organization. HR development acts as the mentor5 to its employees – guiding, training and educating them in the way of the industry and the organization
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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’
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Main focus: BEML (BHARAT EARTH MOVERS LTD) Subsequent focus: Lupin, Wipro, Google Submitted by: sumaya shah (13) Company Profile: Type: Public sector undertaking Founded: Bangalore Karnataka (May 1964) Headquarters: Bangalore, Karnataka, India Key people: P. Dwarakanath Executive Chairman of the Board, MD, Director - Metro & Rail Business Products: Earthmoving equipment Underground mining equipment Railway equipment High power diesel engines
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industry, technology industry, airlines industry, chemical industry, insurance industry, and home improvement retail industry. The companies evaluated in this paper were Guardian First Funding Group, Trinity-Chiesi Pharmaceuticals, BP Amoco, Starbucks, Google, Northwest Airlines and Delta Airlines, Rohm and Haas Company, Liberty Mutual Holding Company, Pepsico, and LOWE’s. Evaluation of these companies showed several concepts used in handling the issues and how the companies used these concepts. Situational
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vital issue in the workforce. Thus, it falls upon the HR professional to bring viable solutions to these work-life issues while strategically working to align employee performance with corporate objectives. Workplace flexibility strategies seem to be the answer. However, developing strategies that produce measurable results and thus solicit the engagement of top-level executives as well as front line employees is not easy. This makes the role of the HR team even more critical to the success of businesses
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------------------------------------------------- INNOVATIVE HR PRACTICES IN it/ites INDUSTRY HRM ASSIGNMENT -3 sUBMITTED BY - SAYANI COOMAR (ROLL NO: 2) SHRADDHA PATIL (ROLL NO: 5) LAKSHMY UNNIKRISHNAN (ROLL NO: 6) sUBMITTED BY - SAYANI COOMAR (ROLL NO: 2) SHRADDHA PATIL (ROLL NO: 5) LAKSHMY UNNIKRISHNAN (ROLL NO: 6) TABLE OF CONTENTS SL NO. | TOPIC | 1 | INTRODUCTION | 2 | CHALLENGES FACED AND THE NEED FOR GOOD HR PRACTICES IN ORGANIZATIONS | 3 | INNOVATIVE HR PRACTICES | 4 | FOUR CRITICAL DIMENSIONS
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Paper; Google MGT/330 Management Theory, Practice, and Application Preface Google is one of largest search engine organizations in the world. What began as a small search engine within Stanford University grew into the multi-million dollar company Google. The company began as the brainchild of two Stanford Computer Science student, Larry Page and Sergey Brin. Originally, the search engine was named Backrub (Google, 2011). After graduating, the pair changed the company name to Google. In 1998
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1. Amazon EC2: Amazon Elastic Compute Cloud: a. Elastic Web-Scale Computing—Amazon EC2 enables you to increase or decrease within minutes, not hours or days. A person can commission one, hundreds or even thousands of server instances simultaneously. But of course, because this is all controlled with web service APIs, the application can automatically scale itself up and down depending on its needs. b. Completely Controlled—A person have complete control of instances. A person has
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develops its own purpose or mission, problem solving becomes a way of life – not a part-time activity, and finally effectiveness is measured by the group’s collective outcomes and products (Katzenbach & Smith 2005). Becoming a True Team To turn Google’s HR group into an actual team, they would first have to establish shared leadership. Shared leadership being the “collective leadership by the team members and is described by collaborative decision-making and shared responsibility for outcomes (Hoch &
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HUMAN RESOURCE MANAGEMENT In the beginning of the 20th century, there was an increased focus on scientific management of workplace. The father of this theory, Fredrick Taylor specified labour to be an integral part in the management of the workplace, and this is how the concept of Human Resource Management was born. As defined by Storey is “a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable
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