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Personel Management VS Strategic HRM at google - Essay Example

McGregor in his theory Y notes that people have potential; therefore, motivation by management is key in realizing employees’ potentials, which will work in favor of the company (McGregor 1960). Therefore, by motivating its employees, Google makes them realize their potential, which they use in the company. Google Inc. values hiring and recruitment process, and considers this its cornerstone. The company takes time to recruit and select qualified and well performing candidates. Therefore, hiring the right people is of essence in Google. Google has a centralized team in charge of recruitment, which is made up of specialists. The ‘disruptive’ approach in recruitment is used to obtain the best employees. In addition, Google developed the ‘recruiting’ machine, which helps in job categorization. This has a breakdown of company requirements of employees, from the senior positions to lower positions. The ‘People Operation’ is how Google refers to its HRM team, who use the ‘Applicant Tracking System’ in recruitment. Therefore, Google has developed various best practice tools for its recruitment. The interviewing process at Google is intensive, with four rounds of interviews. This rigorous process is a strategy that ensures the best candidates are selected, for high company performance (Girad 2009). Google is also known for its commendable compensation structure. Incentives for employees include both financial and non-financial, including sick leaves and death benefits. In addition, employee development

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through trainings is offered. Compensation in form of salaries is higher compared to other companies, including Yahoo, and Microsoft. Nonetheless, this strategy has been successful in motivating employees. Herzberg identified financial and non-financial incentives among his ‘hygiene’ factors, which lead to employees’ job satisfaction (Herzberg 1957). In addition, the performance-based compensation in Google encourages employees to work productively. In the expectancy theory of Vroom (1964), employees might choose to work effectively, if they will be looking forward to some form of reward. Flexible working hours, where Google employees are allowed to work 70 percent of their time, and utilize remaining 30 percent on their creative projects. This strategy has enabled the development of new features and applications, such as Gmail (Duthel 2008). This also shows the importance of teamwork, since employees are required to spend this time in teams. Therefore, the SHRM adopted by Google has made the employees to be the competitive advantage of the company, and has increased company productivity. Weaknesses of Google’s SHRM The weakness of Google’s SHRM lies in its hiring process. Many have argued that this process is too long and tiring, thus consuming the time of both the candidates and company. This period lasts between 1-4 months, thus is inconvenient. It is challenging for the company to monitor the progress of new employees because of its big number of employees. Additionally, Google
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PERSONNEL MANAGEMENT VS STRATEGIC HRM AT GOOGLE By Institution 13th, March, 2013 Google’s SHRM Strategic Human Resources Management (SHRM) is key to successful performance of a company. Unlike HRM, SHRM attaches company goals to the HR practices…
Author : grempel
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