Preview

Lai Intro google

Better Essays
Open Document
Open Document
2069 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Lai Intro google
http://www.ibscdc.org/Case_Studies/HRM/HRM0042C.htm http://www.slideshare.net/1912Wayah/handout-google?related=6 1. Rationale or background

We will begin this case study mentioning the basic concept of what is Human Resource Management (HRM): it is the function within an organization that comprises all the stages and areas related with the management of the people who work there. Definitively the companies who understand the human and economic value of a well-organized and motivated staff have taken measure innovative to improve the HRM, benefiting their employees with higher standards of comfort and awards within the organization; however a high efficient HRM can work with the support and the sustain of other departments, in this case we will refer to the Analytics Department collaborating with the HRM. Our case study centers in Google HRM and its ability to manage and combine with the Analytics people to find new tools to evaluate, hire, retain and promote employees for their company. This case is written primarily to raise an interesting argument over a simple, yet, thought-provoking concept – how can human resources be leveraged as a source of competitive advantage? Illustrated through the example of Google, this case raises many intriguing issues. In a span of a decade, Google has emerged as a technological powerhouse with two extraordinary innovations, ‘search’ and ‘adwords’, to its credit. The company attributes this enviable rise to glory to its most valued assets – the Google employees. Since its inception, the company has constantly hired only the best talent in the industry, preferring creativity to work experience. Striving to attract and retain bright and inspiring employees, Google focused on motivating its employees by creating a challenging yet fun-filled work environment coupled with a wide array of perks ranging from free food and a gym to employee stock options. Additionally to foster innovativeness, Google has adopted the ‘70/20/10’

You May Also Find These Documents Helpful

  • Good Essays

    Putting People First

    • 752 Words
    • 4 Pages

    There is some empirical evidence that organizations that put their employees first are successful.[1] The basis of this practice is the belief that an organization’s employees are its key to competitive advantage. Given the ability of most organizations to quickly imitate products, processes, locations, distribution channels, etc., it seems logical that the most difficult thing for a competitor to copy is a highly knowledgeable, committed, and motivated workforce. These organizations believe that the one thing that differentiates them from their less successful counterparts is the quality of their employees.…

    • 752 Words
    • 4 Pages
    Good Essays
  • Good Essays

    Workplace Stress Analysis

    • 1257 Words
    • 6 Pages

    In some business fields the treatment of employees varies vastly from the majority of jobs in other fields one key example of this is the technology industry. Google as one of the largest tech companies to emerge from the so called “silicon valley” in California takes a unique view on the treatment of their employees. In a memo entitled “The Google Workout” written by Eric Schmidt, the ceo of Google incorporated, lists “we provide first-class dining facilities, gyms, laundry rooms, massage rooms, haircuts, carwashes, dry cleaning, commuting buses. Programmers don't want to do laundry” serving as a small list of the amenities Google supplies their “Knowledge workers” (Schmidt). The forward thinking practices of Google seem to point out a different way of maximizing efficiency in employees as opposed to the by the numbers nine to five approach that is primarily used today. Google’s technique has propelled them to the top of many articles hailing them as the future of workplace environments bringing the tech company some effective publicity.…

    • 1257 Words
    • 6 Pages
    Good Essays
  • Best Essays

    After receiving a service request from Hugh McCauley, the corporate operations officer for Riordan Manufacturing, who expressed a desire to enhance the level of technology used at Riordan Manufacturing, wanted our company to analyze Riordan Manufacturing’s current human resources technology in-place in that department and consolidate the array of applications they currently use into a single, integrated system that will serve their functional needs and introduce their employees to the latest technology. Our team understands Riordan Manufacturing’s need for new technology and their desire to expose their personnel to the latest, cutting-edge methods available to members of the human resources management environment, so that those same tools and methods may be exposed to their human resources personnel and exploited in every imaginable way to make Riordan Manufacturing more productive by giving their employees an enhanced sense of peace of mind by managing…

    • 1321 Words
    • 6 Pages
    Best Essays
  • Satisfactory Essays

    Human Resource professionals can develop the needed skills to interpret metrics by doing research and utilizing that research to keep employees happy where they work. Using analytics, HR professionals could use the resources of their own employees to consult to begin building expertise in this area. For example, they could…

    • 378 Words
    • 1 Page
    Satisfactory Essays
  • Better Essays

    The scope of this project is to analyze the HR system to intergrate the existing variety of tools in use today into a single intergrated application.…

    • 869 Words
    • 4 Pages
    Better Essays
  • Good Essays

    Fortune 100 Companies

    • 874 Words
    • 4 Pages

    Google ranks at number one on the 2012 FORTUNE Magazine’s ‘Top 100 Companies to Work For’. “Last year, the revenue increased 33%, Google and gave employees an 11% pay hike.” (Fortune Magazine, 2012). Google employees are devotedly nicknamed Googlers. “At Google, change and inspiration keep our projects improving and changing. Our organization comes from our Googlers; smart and astonishing people who promote an atmosphere of cooperation and enjoyment.” (About Google, 2012) Google provides their employees “a great environment to provide both as an individual and as a part of the team. Even with the large size and growth of the company, people who work here still feel like they matter and that there are people who actually care for you. (About Google, 2012) Steiner’s social combination theory is apparent in the motivational style of Google’s employees due to the management that focuses on the group, rather than productivity and individual. (Losh, 2012)…

    • 874 Words
    • 4 Pages
    Good Essays
  • Better Essays

    The Human Resources Profession must stay up to date with technology and new software programs that will make the job more cost effective and efficient for the employer. This means making sure the Human Resource Information System is able to configure relevant information. Any Human Resource Information System must be capable of meeting the business goals. Software as a Service can provide this for most companies. The SaaS approach means that small and mid-sized clients gain access to Fortune 500 service, expertise and technology without the financial or technical burdens (e.g. hardware, software, licensing, employing IT staff and technical expertise) normally associated with such advanced solutions (Manahan 2009). “And Google recently has become hyper focused on the emerging market” (Gruber 2010). Software as a Service has made a major contribution in Human Resource Management through the…

    • 1168 Words
    • 5 Pages
    Better Essays
  • Good Essays

    Human Resource Mgmt

    • 1040 Words
    • 5 Pages

    Google – the overriding key of HR at Google is its emphasis on organizational culture and business objectives. The focus on Google HR is on giving its employees flexibility to produce results, not just following core job requirements. HR at Google has established innovative efforts for its people and to make the administrative part of HR efficient. Minimizing forms, data, and reports by using technology have occurred, which would be expected in a technology firm.…

    • 1040 Words
    • 5 Pages
    Good Essays
  • Powerful Essays

    Hrm Syllabus Pdf

    • 2479 Words
    • 10 Pages

    critically assess the role of HRM in organisations 2. analyse how the HRM functions can be managed and integrated to maximise the organisational effectiveness 3. analyse contemporary issues in managing human resources within the context of current professional and academic literature 4. critically discuss key issues of HRM relating to current changes of industrial relations framework and employment law 5. critically discuss the future trends in HRM.…

    • 2479 Words
    • 10 Pages
    Powerful Essays
  • Powerful Essays

    Diversity With Inclusion

    • 2919 Words
    • 12 Pages

    It will be the talented people, so-called human capital, which will become the most valued corporate resource. It will also be the resource in shortest supply. As reported in Fast Company (August 1998), the yearlong study conducted by a team from McKinsey & Company—a study involving 77 companies and almost 6,000 managers and executives—the most important corporate resource over the next 20 years will be talent: smart, sophisticated business people who are technologically literate, globally astute, and operationally agile. And even as the demand for talent increases, the supply of it will decrease. The McKinsey team is blunt about what will result from these trends: its report is titled “The War for Talent.” The search for the best and the brightest will become a constant, costly battle—a fight with no final victory. Not only will companies have to devise more imaginative hiring practices; they will also have to work harder to keep their best people. There is a lot to be learned by studying the talent management practices of highly successful organizations. This is especially true when considering high performing organizations faced with an increasing diverse talent pool. As it turns out, in market economies, talented workers from diverse backgrounds have similar baseline needs…

    • 2919 Words
    • 12 Pages
    Powerful Essays
  • Powerful Essays

    Best Fit vs Best Practice

    • 1802 Words
    • 8 Pages

    Bibliography: 1. Armstrong, M. (2006). A Handbook of Human Resource Management Practice. London: Kogan Page Publishers. 1. Boxall P. and Purcell, J (2003) Strategy and Human Resource Management London: Palgrave, Chapters 2&3. 1. MacDuffie, J. P. (1995). “Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry.” Industrial and Labor Relations Review, 48, 197-221. 1. Marchington, M. & Grugulis, I. (2000). “Best Practice Human Resource Management: Perfect Opportunity or Dangerous Illusion?” International Journal of Human Resource Management, 11, 905-25. . 2. Pfeffer, J. (1994). Competitive Advantage Through People: Unleashing the Power of the Workforce. Boston: Harvard University Press. 1. Pfeffer, J. (1995). “Producing Sustainable Competitive Advantage Through the Effective Management of People.” Academy of Management Executive, Vol. 9 No.1. 1. Porter, M.E. (1985). Competitive Advantage. New York: The Free Press, 11-15. 1. Purcell, J. (1999). “Best Practice or Best Fit: Chimera or Cul-de-sac?” Human Resource Management Journal, 9(3). 1. Schein, E. (1978). “Increasing Organizational Effectiveness Through Better Human Resource Planning and Development.” Sloan Management Review, 19(1): 1-20. 1. Schuler, R. S. & Jackson, S. E. (1987). “Linking Competitive Strategies With HRM Management Strategies.” Academy of Management Executive, 1, 207–19.…

    • 1802 Words
    • 8 Pages
    Powerful Essays
  • Good Essays

    Report of Perodua

    • 6415 Words
    • 26 Pages

    References: 1- Andalib December,(2007).HRM course notes 2 - Abtahi, SH, (2010), HRM, publisher of Payam Noor University, Fifth Edition, 3- Beulen, Erik,( 2009)," The contribution of a global service provider’s Human Resources Information System (HRIS) to staff retention in emerging markets", Technology & People ,Vol. 22 , No. 3. 4 - Daft, Richard,(2009), Organization Theory and Design Structure, translated by Mohammad Ali Parsayyan and Arabs, commercial printing and publishing company affiliated with the Institute for Trade Studies and Research, First Edition,. 5- Doaee, Habibollah,(2002), human resource management: practical attitude of Tehran: the author, 6 - Desler, Gary. (2011), Fundamentals of Human Resource Management, Second Edition, translated by Mohammad Ali Parsayyan Arabs, Tehran: Cultural Dftrpzhvhshhay. 7 - Hashemi Far, E.(2010), preparation and design of information systems, human resources, management magazine, year XVII, No. 176, 8 - Hopefully, M., Introduction to Information Systems, the author 9 - Jabarzadeh, A., Kokab, F.(2012), Human Resources, Information Systems and Industrial Engineering Journal, First Year, Issue 10, September. 10 - Jazny, N.(2007), Human Resource Management, Second Edition. Tehran: Ney, 11 - Mahmoudi, M.(2011), strategic management, human resources management information system using Journal of prudence, No. 194 12 - Noori, S, Sheriff, S. Kianoush(2011), human resources, information systems, management magazine, Issue 126, page 33, October. 13 - Rezaeian, A., F.( 2009) The Principles of Management, Sixth Edition 14 - Saadat, Esfandiar,(2011) Human Resource Management, the second Fchap, 15 - Shimon L. and Randall S. (2010)”Dvlan. Schuler - State Personnel and Human Resources Management - translated by Ali Gray and M. Saeb - State Management Training Center - Third Printing 16 - Saebi, M.,(2010)”strategic planning, human resources, educational pamphlets, Public Administration Training Center,. 17 -Troshani ,I. Jerram, C. and Rao Hill, S , (2011), "Exploring the public sector adoption of HRIS", Industrial Management & Data Systems,Vol. 111 ,No. 3.…

    • 6415 Words
    • 26 Pages
    Good Essays
  • Good Essays

    ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­ ­…

    • 1608 Words
    • 5 Pages
    Good Essays
  • Good Essays

    These features are clearly demonstrated by Google Inc. (presented in one of the case studies) through their impressive use of Human Resource Management (HRM) strategies such as:…

    • 1044 Words
    • 5 Pages
    Good Essays
  • Good Essays

    MGTS1301 Self Reflection

    • 1025 Words
    • 5 Pages

    One of the theories which resonated with me was humanistic perspectives and, in particular, human resources perspective. This theory, which suggested that jobs should be designed to meet higher level needs by allowing workers to use their full potential, was evident in almost every case study. Due to its flexible and open nature, this method of management allowed companies, such as Google, to maintain interest in worker participation and to design jobs so that tasks allow workers to use their full potential. An example of this was prominent throughout the case study on Google, with the Human Resources Perspective directly tying to the “20% Time” program, allowing Google employees the equivalent of one-day-a-week on their own, researching individually selected projects that the company funds and supports. This is just one example of many featured throughout the ten case studies, demonstrating the importance of the Human Resources Perspective and its link with real-life practice and success.…

    • 1025 Words
    • 5 Pages
    Good Essays

Related Topics