Evaluate how GOOGLE measures HCM and what it can do to improve the measurements.

Question

Evaluate how GOOGLE measures HCM and what it can do to improve the measurements. To do so, complete the following:

Create the business context by providing a brief overview of the business goals of GOOGLE?.

Identify at least one workforce management practice and one workforce development practice employed in GOOGLE?

Describe how the two practices support GOOGLE goals?

Identify how GOOGLE measures alignment of the two practices to GOOGLE goals, and what KPIs are used.

Evaluate GOOGLE measurement strategy. Does it measure what the organization should be measuring? Why or why not?

Recommend at least one way to improve the measurement strategy, based on your evaluation. Support your recommendation with evidence from credible recent sources.

Listed below are examples of workforce management practices and workforce development practices. For your course assessments, you may select from the following list or you may use your own example.

Workforce Management Practices

Following are examples of workforce management practices:

Compensation and benefits (total rewards).

Reward or incentive programs.

People strategy and workforce planning.

Succession plans and internal promotions.

Recruitment and referral program.

Retention and turnover.

Outsourcing.

Job analysis and job design.

Globalization.

Workforce diversity.

Talent management.

Performance management.

Workforce Development Practices

Following are examples of workforce development practices:

On-the-job training.

Meetings.

Competency system.

Onboarding for executives.

Development experiences.

Conferences.

Educational reimbursement (could also be considered a workforce management practice, depending on how it is used).

External expert presentations.

New employee orientation.

Organizational socialization.

Management training.

Leadership development.

Explanation / Answer

Business goals of GOOGLE: The major business goal of GOOGLE is identified as maximizing the number of users. GOOGLE aims at accumulating the most comprehensive database of individual information as this will allow the industry to offer far more personalized advertisements because would command higher rates. To accomplish this goal the most important factor is that the most efficient human force is employed in the organization. In order to do so GOOGLE is involved in workforce management practice and workforce development practice. Workforce management practice: Google is a renowned brand famous for managing its people and treating and valuing their employees.The workforce management practices applied by Google are the one that makes it incredible company to work with. In order to optimize productivity of their employees on all levels Google utilizes several workforce management practices. One of such practice is their recruitment process.They receive more than 3 million applications for employment a year. Google employ in a very rigorous recruitment process. Google only hires approx. 5,000 of these applicants. They employ a staff analyst for this practice. This staff analyst calculates and predicts that a candidate could work out to 86 percent. Google spends maximum of its HR budget on recruitment process, because they believe that hiring a right person on the right job is extremely important for the constant grown of an organization.The most important factor in Google’s growth is to build a better HR team. Workforce development practice: Theses are the strategies that are implied by organizations by focusing on people in order to enhance the economic stability and prosperity of the company. One such workforce development strategy employed by Google is Google EDU. It is a formalized in-house education program, where classes are offered to employees in order to boost their performance through training and leadership programs. The above two practices support Google’s goal by developing efficient workforce, that is a key for achieving its objectives. The organizational goals cannot be achieved by mere monetary capital, human capital is that bridge that joins organization goal to the organization and helps in achieving it. Google measures the alignment of two practices by applying the Best fit approach. It is a flexible perspective that identifies appropriateness of people management practices is in accordance with business goals. This approach emphasizes on aligning HR strategies towards Google’s business goal. Google utilizes OKR system from Intel in order to create structure for companies, teams, and individuals. It sets a key objective and key results. Employees have not more than 4-6 OKRs per quarter. At the end of the quarter, employee grade their key results. Google has a 0-1 scale. The major goal is to aim for a .6-.7 rather than 1 in each OKR. Key results of OKR encompass KPIs. GOOGLE measurement strategy is in accordance to their business objective. It serves the purpose of measuring key objectives and key results very well. In fact, this measurement strategy can be applied in different areas of organization. One way of further improving the measurement strategy I.e. OKRs of Google is that they should clearly identify and mention KPIs that is a part of key result.

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