The Work Environment in Google - Essay Example

Management Dynamics 700003 Written Assignment: Week 10 Essay Template Write a 1250 (+/-10%) word essay addressing the question below. There are 3 reasons why HRM is important. Explain each of these reasons and analyse, through the provision of practical examples, how an organisation can or has utilised each in order to maximise performance. Requirements: You must draw on a minimum of 6 appropriate sources of information. Preferred sources include academic journal articles, textbooks and edited textbook chapters; industry websites, organisational websites, government websites, university research centres, and newspapers and other media articles may be used to illustrate arguments. You should paraphrase your research and use direct quotes minimally and appropriately. You must acknowledge the information you use from your research through in-text citations and a complete and accurate reference list. Your essay must be written in formal academic English. You are required to present an essay which complies with good essay structure. You will need to proofread and edit your essay a number of times to ensure it is clear and succinct. You must use the essay template to complete your work. This template has been set up so that you write in 12 Font Arial, left justified, double-line spacing with the reference list (single-line spacing) on a separate page at the end of the essay. The cover sheet and marking guide are included in this template and must be filled out and attached to the hard copy you hand-in in week 10. You cannot use Wikipedia or any other non-scholarly online encyclopedia or answer guide as research for this assignment. Suggestions: Go through the essay writing process by analysing the question, brainstorming, researching and reading, note-taking and organising your information, write an essay plan, draft and re-draft, write and proofread your final draft. Read and understand the marking criteria, seek advice from your tutor when necessary. Start your essay here HUMAN RESOURCE MANAGEMENT Student’s name Code & Course Professor’s name University City Date Introduction The work environment is increasingly dynamic while businesses, in the 21st century, are becoming more competitive. This is amidst global challenges towards globalization, sustainability, eco-friendliness and corporate social responsibility. Organizations are therefore promoting management of their invaluable assets; the human resource (Jiang et al. 2012). This paper seeks to describe three importance of HRM with reference to Google, a company that was ranked as the best organization to work for in 2015. Glassdoor, Mashable and fortune have all ranked Google as the best company to work for. The company’s scope goes well beyond the internet; headquarters are in California, with Mountain View scenery. Alongside subsidized massage offers amounting 100,000 hours annually, employees are provided with horseshoe pits, in-house roller hockey rinks, three wellness centers and a seven-acre sports complex (Geier 2015). Google values people and strives to use the right tools in attracting best talents while developing productive and happy employees. For these reasons, this paper analyses the importance of HRM in (i) employee recruitment, selection and retention, (ii) training and performance management and (iii) compensation and career development. Recruitment, Selection and Retention Recruitment involves attracting, screening and selecting personnel with the desired qualifications for a given task. Effective recruitment is therefore a function of finding a person best suited for the job; with additional attributes of profitability, image with industry and customers as well as having implications for job performance (Nigro et al. 2012). Upon selection and recruitment, the organization needs to emphasize on the importance of employee retention. Retention of employees is meaningful in reducing employee turnover, low morale. Retention is determined by the level of support an organization offers to its staff. Google employs internal and external sources to recruit its employees. Internal sources include internships, transfers and promotions. External sources include job respondents and educational institutions; utilizing Google’s website career section (Google Inc. 2015). These sources provide the company with a constant inflow of qualified personnel while matching their abilities with the requirements of the company’s human resource department. The company selects its employees with regard to organizational alignment, drive for excellence, creativity and smartness; experience is not a widely employed criterion (Alexander 2015). The methods involved in selection are interviews, on-the-job tests, preliminary screening and background checks. To retain its high quality human resource, Google utilizes compensation packages including high wages and salaries, incentives such as free meals, creativity and fun. Training and Performance Management Training of employees has numerous benefits, the most significant lying with turnover costs. Many employees who leave job positions within the first year of recruitment cite search decisions as prompted by inadequate, skills training or development (Boselie 2014). when an employee leaves, other employees within the organization will have to work extra hours before another is recruited, which lowers employee morale; not mentioning other costs such as finding a replacement, interviewing, screening and training. Performance management enables employees to be familiar with organizational expectations. It also acts as a maintenance and improvement guide for meeting such expectations. Performance management is a developmental tool for growing and career advancement (Jiang et al. 2012). By use of this important instrument, organizations are able to link their strategies with setting objectives, achieve such objectives and hold their employees accountable for organizational performance. Google’s training programs involve need analysis, program design, delivery and evaluation. Need analysis includes cost-benefit analysis, work analysis and organizational analysis. Organizational analysis addresses the needs of the company with respect to human resource such as new investments and products. Work analysis explores on the precise needs in terms of fulfilling given tasks in cases such as new jobs. Cost-benefit analysis compares the costs of training in relation to the benefits from such programs (Google Inc. 2014). Program design, for Google, is a combination of results-oriented approach and relational models in training programs. Delivery involves on-the-job training, simulations and discussions. Evaluation is used for descriptive and summative purposes in the training programs. The company’s performance management tool involves performance planning, corporate link objectives, measurements and standards, performance interviews and performance problems. Performance planning addresses organizational dimensions of problem solving, supporting diversity, communication and customer service. Corporate link objectives align employees’ support for business activities with HRM corporate objectives. Measurements and standards employ individual measurements as well as team variables (Mims 2015). Individual measurements address quality, innovation and ethical conduct while group measurement looks into variables such as teamwork and collaboration. Performance interviews are useful in assessing team and individual performance. Individual performance revolves around skills, abilities and knowledge while group performance evaluates in terms of project teams. Lastly, performance problems address work behaviors and quality of work. Quality if work puts ineffective strategies and errors in the spotlight while work behaviors draws attention to delays, tardiness, power struggles and negativism (Mims 2015). Compensation and Career Development In any organization, compensation entails schemes used to pay employees, in terms of monetary value, for the labor provided (Gupta & Shaw 2014). A compensation system answers questions such as; how much the employees should be paid? Should such payments to be made in terms of job or person, payments rates and functions such as performance and seniority? Should there be compensation differences between new and long-term employees or between poor performers and excellent performers? Career development involves constant process around chance, physical, sociological, economic, educational and psychological factors. Employees who display good performance and career consciousness should be given opportunities to grow (Armstrong & Taylor 2014). Such employees stick with the organization perceived to provide such opportunities for achieving personal objectives, optimal growth and talent highlighting. Google’s compensation technique maintains a competitive edge. The company offers high salaries alongside nonconventional benefits and other comprehensive incentives. Additional benefits include free exercise equipment, free meals, retirement pensions and medical insurance (Google Inc. 2015). The company’s career development strategy involves identifying opportunities and requirements, employee potential assessment and instituting career development edges. For requirements and opportunities, job analysis and coaching are employed (Geier 2015). HR managers use job analysis as a tool to identify career alternatives for specific employees use. Employee potential assessment by the company uses coaching, appraisals and interviews to assess potentials of employee in relation to specific tasks. Conclusion HRM is significant for performance in any company. Only companies that align their human resource requirements to organizational objectives that achieve desired performance levels. This paper has substantially highlighted the importance of human resource management with respect to three tools revolving around appreciating the most useful assets of an organization; the people. A company such as Google has realized the significance of its human resource, hence making its employees happy and productive. In the 21st century, companies and organizations are conforming to globalization, sustainability, eco-friendliness and corporate social responsibility. None of these organizational challenges can be achieved without viable HRM. Reference List Alexander, D., 2015. Google HR Boss: We Don’t Care Where You Went To College. Forbes. Retrieved from http://www.forbes.com/sites/danalexander/2015/05/05/google-hr-boss-we-dont-care-where-you-went-to-college/ Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Boselie, P., 2014. Strategic human resource management: A balanced approach. Tata McGraw- Hill Education. Geier, B., 2015. This is Google’s secret to making work less awful. Fortune. Retrieved from http://fortune.com/2015/03/30/google-work/ Google Inc., 2015. People operations – Google Careers. Retrieved from http://www.google.com/about/careers/teams/people-operations/ Google Inc., 2014. Google Inc. Form 10-K, 2014. Retrieved from http://www.sec.gov/Archives/edgar/data/1288776/000128877615000008/goog2014123110-k.htm Gupta, N. and Shaw, J.D., 2014. Employee compensation: The neglected area of HRM research. Human Resource Management Review, 24(1), pp.1-4. Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C., 2012. How does human resource managementinfluenceorganizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294. Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), pp.73-85. Mims, C., 2015. At Google, the Science of Working Better. Retrieved from http://www.wsj.com/articles/at-google-the-science-of-working-better-1427673486 Nigro, L., Nigro, F. and Kellough, J., 2013. The new public personnel administration. Cengage Learning. References Marking guide: Assessment 2 — Written Assignment (essay1) Fail Pass Credit Distinction High Distinction Essay Structure Essay does not have a clear introduction, body and/or conclusion. And/or Essay may have poorly structured paragraphs making the document difficult to read. Essay includes An introduction with an attempt at a thesis statement and main arguments Body paragraphs with a single topic and evidence A conclusion with a summary of the main arguments and a restatement of the thesis Essay includes An introduction with general statements, a clear thesis, and an outline of main arguments Body paragraphs with an attempt at a topic sentence, superficial analysis of the evidence A conclusion with a summary of the main arguments, and a restatement of the thesis Essay includes An introduction with general statements, a clear thesis, and an outline of main arguments Body paragraphs with topic sentence that articulates the main argument to be developed, some analysis of evidence A conclusion with a summary of the main arguments, a restatement of the thesis, and a final comment on the topic Essay includes An introduction with general statements relevant to the topic, a thesis which asserts a valid response to the question and main arguments that support the thesis Body paragraphs with topic sentence that articulates the main argument to be developed, in-depth analysis of evidence A conclusion with a summary of the main arguments, a restatement of the thesis, and an analytical final comment on the topic 0-7 7.5-9 9.5-10.5 11-12.5 13-15 Feedback: Understanding of Topic Essay does not demonstrate an understanding of topic as the response to the question is confused or irrelevant. Student has misinterpreted the question. Discussion and evidence provided are relevant to the essay question. However, the discussion and evidence are limited and/or descriptive demonstrating a basic understanding of the topic. Discussion and evidence provided are relevant to the essay question. There is an attempt to provide a discussion of some of the key issues on the topic and an adequate attempt at integrating relevant evidence. Discussion and evidence provided are relevant to the essay question. Discussion highlights some of the key issues on the topic. Evidence used is relevant. Discussion and evidence provided are relevant to the essay question. Discussion highlights a number of key issues on the topic. Evidence used is both highly relevant and interesting. 0-14.5 15-18.5 19-22 22.5-25 25.5-30 Feedback: Critical Analysis There is no analysis of the alternative views on the essay topic. There is an attempt to investigate and evaluate relevant views/approaches to the essay topic with an attempt to develop a considered opinion. The relevant views/approaches on the research topic have been investigated. There is some evaluation of relevant research with an attempt to develop an overall opinion. The relevant views/approaches on the research topic have been investigated. There is thorough evaluation of relevant research with a clear overall opinion. The relevant views/approaches on the research topic have been investigated. There is in-depth and critical evaluation of relevant research with a clear overall opinion. 0-9.5 10-12.5 13-14.5 15-16.5 17-20 Feedback: Expression Poor or no proofreading and editing evident. Essay has many spelling, grammar and punctuation errors. Difficult to read and/or understand. Essay demonstrates an attempt at proofreading and editing. There are some spelling, grammar and punctuation errors. Attempts to use formal academic language. Essay demonstrates editing and proofreading. There are few spelling, grammar and punctuation errors. Formal academic language used throughout. Essay demonstrates editing and proofreading. There are minimal spelling, grammar and punctuation errors. Formal academic language used throughout. Essay demonstrates editing and proofreading. There are no spelling, grammar or punctuation errors. Formal academic language used throughout. 0-4.5 5-6 6.5-7 7.5-8 8.5-10 Feedback: Presentation Essay Does not adhere to word limit Does not use the template formatting and/or contains errors and inconsistencies Does not have an accurately completed coversheet Essay Adheres to word limit Uses the template formatting without any errors or inconsistencies Has an accurately completed coversheet 0 5 Feedback: Research Essay Has less than 5 appropriate resources (according to assignment guidelines) And/or Essay includes 5 appropriate resources (according to assignment guidelines) Essay includes 6 appropriate resources (according to assignment guidelines) Essay includes 7 appropriate resources (according to assignment guidelines) Essay includes 8 appropriate resources (according to assignment guidelines) 0-4 5 6 7 8-10 Feedback: Referencing Does not acknowledge all of the research used (may be missing in-text citations or have an incomplete reference list) Acknowledgement of all research used through in-text citations and an accurate reference list The Harvard style is adequate Acknowledgement of all research used through in-text citations and an accurate reference list The Harvard style is good Acknowledgement of all research used through in-text citations and an accurate reference list The Harvard style is near perfect Acknowledgement of all research used through in-text citations and an accurate reference list The Harvard style is perfect 0 5 6-7.5 8-9 10 Feedback: Sub-Total (100) Late Penalties Academic Misconduct Penalties Total (100) Read More