Corporate Culture of Google - Research Paper Example

 Corporate Culture of Google Google is one of the multinational corporations with excellent human resource management and this has seen it sustain competition in the industry. Critical analysis and global rating shows that it has a good corporate culture as far human resource management is concerned, it kept improving over time. Its current status in which the employees’ involvement in overall decision making and production has significantly boosted its performance. By adopting participatory decision making, its daily value creation activities is subject to refined ideas from critical evaluation and analysis of alternative opinions of the employees (Lawler & Hundley,2008). This brings a sense of belonging to the employees boosting their morale which can be reflected in improved productivity. This has created a tradition of participatory decision making that explores the benefits of creative and innovative contribution of the workers towards sustainable value creation activities. Firms where top management makes critical decisions, the workers may be constrained to deliver under harsh rules and regulations. In the case of Google, the decisions made are objective rather subjective in the sense that they capture the interest of the majority while taking team goals as priority (Kandula, 2007). This has the effect of helping the workers to unleash their potential in the overall production and management process a factor that has seen the firm maintain high standard of quality at an environmentally feasible level. There is a significant amount of perks workers obtain from Google. One of such benefits includes acquiring of the firm’s products at discounted prices which significantly help the workers save. In some instances, the workers are given some services free of charge as an indirect motivational strategy and appreciation gesture towards better productivity (Sofo, 2000). This promotes spirit of unity and sense of caring by the organization to its employees. By pointing out that the employees are considered invaluable to the firm, it is evident that the wage size and allowances is favorable to sustain the workers hence promoting their overall welfare. Google has put effort towards favorable working environment through organized safety equipment (Walsh, 2013). Google’s human resource department offers free training and development opportunities which is couples with free services during the classes. This saves the workers from spending money and time in a training college hence its preference by workers. The on-job training it offers boosts practical experience and job security while at the same time facilitating creativity. Considering the social benefits offered by Google to its employees, it remains indirectly best paying and satisfactory to the employees among the multinationals. The spirit of team work in Google’s workers promotes unity and social security. By allowing workers to be part and parcel of the decision making, the firm offers better breeding ground for self-actualization which is beneficial to the larger society. The global debate on environmental care has been echoed by the company and this significantly contributes to the general welfare of its employees (Secord & Secord, 2003). Apart from a good remuneration, the firm offers other incentives like discounted and free services access for its workforce and this is a positive gesture towards increased productivity at individual level and overall performance of the firm in the industry. The energy saving campaign by the firm and emphasis on environmental care has made its products customer focused and outstanding in quality (Armstrong, 2010). Most potential job seekers wish to be part of the employee team of Google where individual ideas may be considered alongside other incentives for the progress of the firm and service to humanity. Human resource practices have been a critical aspect of the society and the success of the firms offering it depends on the nature of human capital. Google has thousands of diverse fields’ professionals offering services across its various departments in US and other parts of the world (Cullen, 2011). The firm was started on a strong belief of quality personnel and excellent services to the clients. Google has remained successful in expanding its customer base horizon due to some sound management strategies with particular emphasis on human capital. Since the beginning of its operation, the organization blends outsourcing and hiring professionals as they seek to cope with cost of production and steady improvement in quality of services. This strategy has been a way of gauging the performance of each hired staff and retaining the best performers (Armstrong, 2007). Being a service firm, the only asset Google counts on is its employee’s competency. Customer satisfaction has remained the key to sustainable operation and market size expansion. The parameters used to establish competency by this firm is customer focused and includes; necessary knowledge, skills and capacity to work for the success of the organization. The strategy in this case has been to boost the morale of human resource department and keep the performance on the rise. Google has been retaining the talented employees which are coupled with regular training, seminars, packages and opportunities for further development. The value and worth of the company has been kept admirable by retaining the top cream personnel who stands for the brand of the organization. The firm also ensured that it has a sound resolution approach in which various aspects of human resources management, development and sustainability would be addressed to keep the firm growing (Mondy, 2012). It is evident that this firm focused on strategic human resource management which seeks to reconcile quality of the services, image of the organization and cost of providing the services. Investing in human capital is the basis of sustainable business performance and is the principle on which Google works. Critical evaluation of the firm’s management strategy indicates significance on recruitment and selection (Cullen, 2011). Google started with the best skilled professionals in the industry and the fruits have been reflected in its exponential performance rise. In this regard, the firm began putting emphasis on recruitment and selection process thereby absorbing some of the best employees in this industry. This has always enhanced chance of obtaining top talent from diverse social, economic and political backgrounds that has significantly improved the overall quality of service delivery to persons and organizations of diverse cultural affiliation. The most critical aspect of human resource management practices by the firm is evaluation. This is a systematic process of investigative assessment of the ability and unexploited potential of the employee. In regard to on-line service providers, performance of the employees is tied on the individual unique characteristics which can only be realized through intensive evaluation of current and past performance (Swanepoel, Erasmus& Schenk, 2008). This incorporates the regular training and continuous alternative training by the employees which adds up to the best ability. Evaluating the performance progress initiates personal effort to achieve and this is critical in the aggregate performance of the entire organization (Cullen, 2011). Google being a firm that deals in internet-based information communication technology profession requires consistent study in order to adapt to the changing socio-economic and political environment. It is important to note that Google has taken critical consideration of the significance of non-monetary incentives to boost the overall performance of the employees. The human resource management team has been striving to adopt flexible work options as a way of improving the overall welfare of its employees. This may include part-time assignments that will give more time for personal life that boosts the psychological status of the employees. There is also progressive adjustments of allowances that will increase the aggregate earning as a motivation towards improved performance. Other compensation benefits like healthcare insurance, pension and retirement package have been factored in by Google’s human resource management and this continues to translate to greater efficiency and more clients to Google. References Armstrong, M. (2007). A handbook of human resource management practice. London [u.a.: Kogan Page. Armstrong, M. (2010). Armstrong's essential human resource management practice: A guide to people management. London: Kogan Page. Cullen, J. (2011). Multinational management: A strategic approach (5th ed). Mason, OH: Cengage Learning. Kandula, S. R. (2007). Human resource management in practice: With 300 models, techniques and tools. New Delhi: Prentice-Hall of India. Lawler, J. J., & Hundley, G. (2008). The global diffusion of human resource practices: Institutional and cultural limits. Bingley, UK: Emerald JAI. Mondy, R. Wayne. (2012). Human Resource Management Plus MyManagementLab with Pearson eText, 12/E. Prentice Hall Secord, H., & Secord, H. (2003). Implementing best practices in human resources management. Toronto: CCH Canadian. Sofo, F. (2000). Human resource development: Perspectives, roles and practice choices. Warriewood, N.S.W: Business & Professional Publishing. Swanepoel, B., Erasmus, B., & Schenk, H. (2008). South African human resource management: Theory and practice. Lansdowne: Juta & Co. Walsh, D. J. (2013). Employment law for human resource practice. Mason, OH: South-Western Cengage Learning. Read More