Strategic Human Resources Practices - Literature review Example

Strategic Human Resources Practices Strategic Human Resources Practices Introduction Google is a leading multinational firm incepted by Larry Page and Sergey Brin in January 1998. They incorporated it as a public limited company on August 19, 2004. The corporate aim is to organize the information of the world and make it easier for general people to access and use it. The headquarter of the company is in United States. Its work is to provide internet-related services and products. Its work includes online advertising, searching, cloud computing, and software. Its achievements include online productivity software like email (Gmail), social networking service (Google+). The company also represents different new technologies. Chrome and Android mobile operating system are the provided by Google Company. Google is the world’s largest search engine. Its profit is mainly generated from the advertisement, which is made near the search results. It consists of about 55,000 employees working in the world. Google has its subsidiaries like WIMM One, Virus Total performing different functions. Human Resources Practices Human Resources are practiced by the large organizations in the world. Google also need to practice these Human resources program in their organization to create a high-performance work system. Critical steps of strategic Human Resources Practices are recruiting, employee’s selection and training development (Secord, 2003). Recruitment Recruitment refers to process of finding out or hiring a capable employee within the organization or from outside sources. Recruitment is done within a given time in a reasonable manner. It can be done internally i.e. internal promotions and rotation of employees from other departments of the organization. The company can also do this by using outside sources such as Public employment Agencies in which talented employees are waiting for jobs. Other sources include advertisement in newspapers, advertisement will help in attracting more employees towards the organization. Due to modern technology, electronic recruitment is also possible (Ho et al., 2009). Steps: The first step is to identify the target that means level of experience, qualification, etc. for the job. Result of the recruitment should be provided to the concerned person in a reasonable time. It is noted that active candidates continue busy in finding new jobs. Recruitment should be posted in a way that the message is appealing and catches attention of the people required for that purpose. After the candidate shows his intention to apply for the job, a prospectus of the company should be provided to him. Positive information about organization reflects the candidate in recognizing the scope of his job. Next step is of the job application. Potential applicants are allowed to fill an online form of the job application. Application would be sort out, and capable candidates will be called for an interview. The interview of potential candidates might be taken online (Fresh Human Resources, 2014). Benefits: The performance of the employee will be expressed in communication with the client. High performance of the employee will attract more customers. Capabilities of employee would lead them to work quickly. Professional employees can do multiple tasks with particular experience. Recruitment process will make the employee so hard and bold as he would be able to adopt big challenges. Excellent performer will go onwards for training and development. Good employees will put forward the ideas, and they will take interest in new work practices. Other staff members will be inspired by the marvelous performance of an employee. As a result, the mutual product would be beneficial to the organization (Armstrong, 2010). Employees Selection Employees Selection states the selection process of an employee. The interview of an employee and final selection for a job is known as a selection process. Selection process may be longer or shorter. The period of the selection process depends on the criteria of the job. Large organization will also take time in this process because of their high-level designation (Campbell, 2012). Steps: An organization has to identify the aim of the particular work of the employment. It should be conveyed to the candidate before its selection. The interviewer has to clear the picture in his mind about the profile of the person to be selected. Review of the recruitment will provide the facility to interviewer to get an idea about the seriousness of the concerned person. Screening has importance in this process. Candidate if selected is to be informed by phone call or message. The question asked in the interview should be easy to answer. It should not wholly depend on the information, which is already provided. Evaluation will be the last step of this process, and employee would be selected for a job. Another meeting would be conducted to offer pay and benefits to the candidate. If the candidate accepts the offer he would get the job (UNT System, 2014). Benefits: Selection process will help the organization solely. Since the organization is hiring an employee for the betterment of the organization, therefore, the selection is not only for the job. However, a person would take part in organizational affairs. Highly qualified professional will lead company towards success. If the selection process would be presented in a way that the organization requires educate and professional skill employee. Then, the work of the employee would be for the organization and not solely or the job (National Academies, 1986). Training Development Training Development of employees refers to educational and vocational training of employees. It means employees working in an organization enhance their performance of their respective job through training. Training development programs organized by the Company include educational and technical training. The programs are held for the employees to increase their skills for doing particular functions. The growth of the employees in all aspects is the primary motive of this human resource program (Jayakumar & Sulthan, 2014). Steps: The identification of the goal is necessary for the training process. Employee should be well informed about the objectives of the organization. This process will help then to deliver the task according to the requirements of the company. Company should also provide resources, which assist the employees in training. For example, offer an online course about the work has to be done. Schedule for the training is relevant. Organization should provide a reasonable schedule to their employees. The schedule should not be so longer because it will create laziness on the employees. Finding a good trainer is also an important factor in the training. Professional trainer is required for delivering reliable information about the work. The employees must be clearly communicated about the program. Meeting should be conducted to communicate the program. The issues and questions are to be discussed at the meeting. Program should be divided into phases or parts. By analyzing phases, attendance and performance would be identified by the organizers. Upon completion of the program, feedback from the employees is also helpful for the organizers to realize the strength and weakness of that program (BLR, 2014). Benefits: It provides information to the employees about the work has to be done. Knowledge of the employees will be enhanced. The employees would gain the working experience. It will show the importance of work to the employee. They will get an idea relating to the working demands. Training will increase the interest of the employee towards the product. New innovative ideas would come forward, which will be beneficial for the organization as well. Training process will lead the employees to work quickly and efficiently (Carson, 1992). Long Term Benefits to Google Company The components of Human Resources discussed above are the important keys to the development of the organization. Better procedure will lead the organization to improve its reputation in the industry. Recruitment will help the company to get qualified employees for the requirement of the job. Google Company is a public limited company. Recruitment, training, and selection of employees, will create a good image in the market. Demand of Shares of the company will increase in the market. Training will influence employees to work on the time and in an adequate manner. Google will boost its profit if the work is done in a better way. Recruitment will provide capable employees. The selection of the most suitable candidate will give the winner to the company. Training will enhance the employee to work hard. All these process will benefit to the Google in terms of profits. Valuable people will work in Google will encourage more shareholders to buy the shares, and it would push up the market value of the companys shares. Human Resource practices will allow capable employees to move forward and take part in the organizational process. Google will notice that it also has long-term benefits. Contract with highly qualified employees will create a chain of efficient work. Every year new talent will come forward. Highly skilled employee will suggest with his experience about the investment, capital and finance related matters. The company will derive long-term benefits from these practices. Human Resources practices will enhance the credibility of the organization. Efficient work and interest of the employees will give an idea to the organization about the need for the product in the market. Advertisement on Google will increase if efficient programs of human resource are introduced in the industry. Employees at high designation are required to make a report on the investment is to be done in a particular business. The process will give a talented employee who would be able to make a report on the factual basis. The company would get reliable information on the demand of the product in the market through effective marketing employees. Retention of valuable and efficient employees will improve the performance of Google in the long term. List of References Armstrong, M., 2010. A Handbook of Human Resource Management Practice. New York: Kogan Page publishers. BLR, 2014. Training Today. [Online] Available at: [Accessed Wednesday December 2014]. Campbell, D., 2012. Employee Selection as a Control System.. Journal of Accounting Research, 50(4), pp.931-66. Carson, K.M., 1992. Changing European human resource practices. New York: Conference Board, 1992. Fresh Human Resources, 2014. 7 Steps to Effective Recruitment. [Online] Available at: [Accessed Wednesday December 2014]. Ho, J.Y., Ling-chu, L. & Wu, A., 2009. How Changes in Compensation Plans Affect Employee Performance, Recruitment, and Retention: An Empirical Study of a Car Dealership. Contemporary Accounting Research, 26(1), pp.167-99. Jayakumar, G.S.D.S. & Sulthan, A., 2014. Modelling: Employee Perception on Training and Development.. SCMS Journal of Indian Management, 11(2), pp.57-70.. National Academies, 1986. Human Resource Practices for Implementing Advanced Manufacturing Technology. New York: National Academies. Secord, H., 2003. Implementing Best Practices in Human Resources Management. New York: CCH Canadian Limited. UNT System, 2014. Human Resource Department. [Online] Available at: [Accessed Wednesday December 2014]. 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