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:

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

Describe how the two practices support GOOGLE goals?

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

Google’s main goal is to maximize innovation to support its broad differentiation strategy. This goal is taken into account in terms of its unique recruitment, slelction and retention practices. The company does not use work experience as a major criterion for selection. He most significant criteria used in Google’s human resource management for the selection of applicants are smartness, creativity, drive for excellence, and alignment with the organization. The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR need

Google’s human resource management maintains a competitive compensation strategy and a holistic career development policy. Google’s career development programs ensure that employees are given considerable opportunities for personal and professional growth in the company. Compensation strategy addresses the interest of high quality employees. These two in turn supports the successful development of Google’s human resources. Google has an approach of matching individual and organizational needs which address person-job fit, person-organization fit, and person-group fit. This in turn led to maximum human resource performance at the job level, team level, and organizational level. The company provides high salaries, together with comprehensive incentives and nonconventional benefits. Financial and moral incentives are provided. In addition, the company provides benefits like medical insurance, retirement pensions, free meals, and free use of exercise equipment. Google’s human resource management uses coaching and mentoring to retain and develop employees with leadership potential.

When it comes to workforce management practices Google has always been one step ahead of its competitors.google has launched a work website in response to the community of people who want to make work better around the world. It contains guides on the Google approach to hiring, management, people analytics, and something called unbiasing, one of Google’s long-term goals, which is to help people recognize their unconscious bias in the hopes of improving the diversity of their workforce. Google’s human resource management also includes carefully selected strategies, methods, and techniques for recruitment and selection, and for the retention of high quality workers. The firm’s recruitment practices and selection process ensure an adequate workforce.

As far as workforce development practices are concerned , Google invest to prepare workers for the 'changing nature of work' and improve economic opportunities. Google believes that today’s rapidly changing economy and technology requires that employees continually update their skill set to remain competitive so it invest heavily on work skills and technical training programs.google has launched a job shadowing programme wherein a series of training sessions are given by Google staff for their colleagues.

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