Introduction
Google, founded by Larry Page and Sergey Brin in 1998, is one of the best workplaces. The company's policies are designed to give staff the most advantages and rewards. As the firm grows each quarter, so does its Human Resources Department, which focuses on employee development. It has offices in 14 states and 36 countries. India, China, Australia, Israel, UAE, Turkey, etc. California's headquarters offers the world's most employee infrastructure advantages (Matulich & Kuntze, n.d.). High-quality human resources are the company's success (Lombardo, 2015). When Google went public in 2004, Sergey Bin said people are everything (Matsangou, 2015)
Google's goal has always been to create an environment where employees can form relationships with their employers and co-workers. Well-designed and organized HR policies create a distinctive culture that helps employees and employers accomplish organizational goals (Nightingale, 2008). Google is winning the talent wars by offering attractive incentives and flexible plans. This firm has flexible HR policies. Along with helping workers overcome short-term issues, Google prepares staff for organizational changes (Anonymous, 2010). Google offers its workers flexible work hours, health insurance, free meals, exercise incentives, daycare, haircuts, shuttle services, sports, and more ( Thomas & Karodia, 2014). "Strategic human capital management is the most effective lever for innovation and growth in today's knowledge economy." (2010).
Google has led employment recruiting and retention through its HRM and corporate management techniques. "Recruiting and the need for it penetrate" the business, from influential executives to entry-level workers (Google Talent, 2006). HRM and employee benefits cost billions. The company encourages its workers in leadership and educational initiatives and provides several chances. This research will examine Gallup's HRM retention policy using secondary analysis. Online publications, resources, and journals provided all material, data, and information.
Google's GAP
Google HRM Plan
Google constantly hires because it innovates and improvises. Since innovative work originates from people, controlling them is crucial. An innovative firm hires innovators. Traditional HR and people management are outmoded because of labor reliance. Managers must make sound judgments to run a high-quality firm. Low-IQ hires get low-IQ outputs. Like expecting a brilliant financial report without graphs, charts, or computations. Google uses data-driven HR management. Google plans HRM tactics using these variables.
Google maximizes its HR capabilities through staff training and performance management. The company analyses and creates successful training programs for creative and skilled workers. Employee training programs are regularly assessed. This ensures that the findings meet Google's HR standards. Performance management is outstanding and aligned with HRM goals. Google, like other companies, has HR concerns. This firm uses many methods and analyses to improve. Materiality leaves to the simple cafeteria. Google leads in HRM policies (Mohdin, 2015).
Managers Lead
Managers help employees perform well and stay. Great leaders and managers go beyond job technicalities. Instead, focus on one-on-one training and show excitement, curiosity, and positive and regular feedback from the employee. Hiring brilliant engineers, executives, and innovators helped the organization figure things out precisely and successfully (Murray, 2011).
Pilab Research
Google does ongoing research to improve its personnel management. Scientific data and experiments help the lab build effective work environments.
Retention Problems Algorithm
Internal Google employee trials can forecast retention issues. Thus, the company can move quickly to prevent similar incidents.
Diversity
Analytics helps Google solve diversity retention issues. We regularly identify and fix weak retention diversity's main reasons.
Hiring Algorithm Efficiency
Few companies hire scientifically. Google's scientific algorithms can anticipate the best hires. Google hires through teams rather than individuals.
Stars
Google's research team has determined the distinctions between their advanced techie and a typical employee. So the organization understands what talent they need while recruiting.
Layout
Google's HRM practices coordinate across departments. This method multiplies innovation. Discovery, cooperation, and enjoyment make Google's job fun.
Learning
Google shuns classroom learning. Job-oriented or hands-on learning is preferred.
Data persuades.
Finally, Google's data analytics team's success. It never commands managers. Scientific data improve managers' performance and attitude (Sullivan, 2013).
Organizations use gap analysis to determine if their systems or apps meet business needs. Every organization must take action to close the gap between its current state and its desired state. Even Google uses gap analysis to evaluate its company's success. Project managers or improvement teams in IT companies report gap analysis. Reports and analysis can help small firms manage resources efficiently. Gap analysis sets corporate goals based on its mission statement. Step two is assessing business performance. Performance, turnover, and resource allocation reports are used. Documentation, interviewing, watching, and brainstorming can yield such data. Finally, goals are compared against results. Comprehensive new plans can cover the gap found (SearchCIO, 2016).
Gap Analysis Factors
Three-step analysis Gap analysis addresses this process's elements. All types of companies follow this method. A great technique to guide a team and adjust business rules and tactics for standard corporate performance (Gap Analysis, 2016).
Plan Selection
Gap analyses are done to enhance anything. First, what are the goals? Is the current firm visible when people search for its products and services? How does the firm rank on Google? How good is its traffic? Ask and answer all such questions.
Current Analysis
Assess the situation next. Using data, analytics, knowledge, and resources, one must visualize the current firm trend. Afterward, compare. Comparison to rivals or corporate aims.
Gap Closing
Bridge the gap to reach goals. (2016)
Google's SWOT
Every organization should periodically assess its strengths, weaknesses, growth potential, and external risks. Organizations need such knowledge to survive. This is SWOT Analysis. Its primary purpose is to balance external environmental forces and a firm's activities throughout time. SWOT analysis helps corporations find equilibrium, much like self-analysis helps people succeed. A vital tool for organizational choices and building the right work environment.
Google's SWOT analysis follows. Google uses SWOT analysis to evaluate its HR staff, procedures, policies, communication, work environment, and influence on the firm. The organization analyses internal and external aspects to determine how well HR can respond to external opportunities and dangers. Budget cuts, new enterprises, outsourcing, and healthcare issues are threats. Customer, process, and staff surveys provide feedback. SWOT analysis adds data (Nestor, 2012).
Human Resources: Google has over 54,000 talented and professional employees. Google hires skill and potential. Internal training occurs in several departments. Due to their great image and work ethic, competitors seek Google-trained staff.
Google dominates tech. The company's strength is its staff. Google's innovative services and products and high-end HRM practices and policies have strengthened the brand. Google uses cutting-edge technologies to develop its workforce and achieve its goals. (2016)
Google cultivates its corporate culture. Google prioritizes workplace culture for creativity. Google encourages employees to innovate. Google can only provide a relaxed work environment and good quality of life by encouraging employee inventiveness.
Weaknesses
Retention of personnel: Even a few months at Google makes employees desirable to other rival organizations. Google values staff retention. However, other organizations offer Google employees higher compensation and perks, making employee retention difficult.
Google has several internal dangers. Innovation is constantly needed. Thus, inventive workers can achieve this. Google employees drive innovation.
Opportunities
Better retention—Google offers world-class perks and opportunities. Thus, this is great for keeping staff. The firm has always worked to establish a great workplace. If one likes working, the corporation feels one should work more excellent hours. This requires a relaxed, pleasant, and functional workplace.
Better employee engagement—Google invests billions in scientifically testing ways to improve its human resources tactics and practices. The organization leads in hiring and keeping top employees.
Social media: Global social media participation gives the firm immense exposure. Social media technologies have made the firm popular. Google constantly posts workplace photos and videos to prove that working there is pleasurable.
Google faces fierce competition. Competitors provide enticing incentives and bonuses to recruit outstanding workers. Thus, it constantly threatens Google.
Big corporations like Google worry about HR security breaches. The company is usually safe. However, the large workforce with enticing policies and exposure pose a challenge (Santana, 2014).
Google Swot recommendations
Google's HR SWOT analysis demonstrates its strengths. Company vulnerabilities must be addressed via staff well-being. Attractive gifts do not always keep employees. A firm HRM policy can address new employee difficulties. This has been extensively researched and tested by the firm. The organization should prioritize regional employee requirements. The corporation can also eliminate hazards and capitalize on huge possibilities. By meeting employee demands, Google may overcome its SWOT analysis weaknesses and threats (Thompson, 2015).
Google's GAP analysis supplements this SWOT analysis. Both can help the organization meaningfully close gaps. Research reveals that company gaps may lead investors, sponsors, and users to make erroneous appraisals of the firm as a workplace medium. Human resources may think the organization is bragging about its benefits. Thus, higher benefits attract employees to other companies. Companies must go beyond enticing packages to build a work culture where workers trust and love the brand. Awareness, motivation, understanding, information availability, empathy, and other emotional aspects can cause HRM gaps. Employees vary by function, culture, background, education, and upbringing. HRM can improve by treating each employee as a case study (Harrison, 2010).
Google's HR strategy begins with a SWOT analysis. Such examination should thoroughly examine the company's operations and results. SWOT analysis professionals examine a company's strengths and weaknesses by seeing, interviewing, speaking with personnel, or reading online journals, papers, and books. The study has four sections: strengths, weaknesses, opportunities, and threats. GAP Analysis complements SWOT analysis. Analysis improves comprehension. It also highlights organizational flaws. Thus, these analyses enable the organization to a) recognize its challenges, b) improve results, and c) efficiently manage HRM to retain employees.
Conclusion
Google HR is unique. Google presumably calls their HRM staff "people operations" instead of "human resources." Thus, each organization's human resources decisions must be made by a team using its analytical tools. Google's approach to workplace happiness is worth emulating for any company's HRM strategy (Manjoo, 2016).
Data-driven companies with humans can conduct massive, statistically valid experiments. Google's studies show that HR professionals can only boost job performance by focusing on their workers.
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