The HR policies followed by Google have proved to help the company flourish drastically over the years. According to the human resource theories and models, the practices that run within the company are very effective for both the employees and employers. Looking at the models stated above, the Harvard Framework of HRM and the Soft HR policy, these firstly bring workers together. They will give rise to a stronger work environment, even though the workplace may not have the 9am-5pm routine or style, it may not have the formal air offices and companies usually have, but it helps keep workers at calm as they feel comfortable and are at ease. The informal attire and the ability to have full say regarding their work and tasks gives workers sort of a confidence which helps boost optimistic and friendly environment at workplaces. This way, everyone feels comfortable at work and feel united and the system flows with more productivity each passing day. Considering the Patterson HRM and the ‘People Function’, along with the two discussed above, the way Google hires its employees ensures that...
I am writing this paper off a Google Drive document, and found all my research through Google search engine. Google recently announced, that Gmail now has 425 million users, and is being used by government agencies in forty-five states and sixty-six of the top one hundred Universities have gone Google. Google also announced at it’s recent developer conference, over five million businesses have gone Google. Google is an American multinational thriving corporation, and one of the most common household words in modern society. For young adults nearing college graduation, many may dream of working at Google and experiencing the modern, unique technology benefits Google offers their employees. According to CNN Money Fortune, Google is number one on the best companies to work for list, and after interviewing a “Googler” readers can confirm the statement, though it’s fun, that Google has a productive work environment that keeps employees happy, and makes it the best company to work for.
These emerging theories have enabled managers to appreciate new patterns of thinking, new ways of organising, and new ways of managing organisations and people. Over the years these different theories have enabled the study of trends that have taken place in the management field. The major management viewpoints- which include the classical, behavioural and contingency approaches- have assisted in the formation of the contemporary twenty-first century management theory and techniques (S. C. Certo & S. T. Certo, 2006). Although, there are significant differences among all these approaches, they seem to be unified by the efforts of improving an organisation’s efficiency in terms of proper human resources management. Furthermore, the dissimilarities seen in these approaches are due to the ever-changing organisations and environments which demand new management practices and techniques be applied to maintain the efficiency of an organisation.
Google tries to retain its employees and evaluate them in a quantitative but also qualitative manner. In fact, the company made its work environment colorful and vehicles the image of a fun place to work through what it proposes. For example, employees can have free snacks or bring their pet at the office or go to the gym etc... Employees can benefit from flexible working hours and have some time for their self-directed projects which shows the importance of the creativity and innovation from each and in every departmen...
Apple prides itself on having the very best in their field working at Apple, employees are exclusively selected, only the best of the best, creative, skilled, innovative and highly motivated. Apple does not settle for less on the talents and qualifications of their employees. Talent acquisition is one of the most important things one can do for their company according to Tatley, 2014 (“Steve Jobs’ Top Hiring Tip: “Hire The Best”, 2014). Managing an organization’s talent is so fundamental that it can determine the success or failure of the company. Apple understands the importance of aligning their HR strategies and corporate strategies, particularly as it relates to talent and recruitment.
Google is a public corporation that deals with Internet searching, advertising, and Web-based computing technology. All these have developed from an initial search engine and the company continues to advance even to date with partnerships and acquisition of other companies and products. All of these are due to its formulation and maintenance of a unique corporate culture that other organizations have to follow in order to be as successful (Rachet, B. 2014). What makes up Google 's strong culture are values that are widely accepted and strongly held (Rachet b. 2014). Google has topped the list of Fortune 100’s Best Companies to Work for 4 times (Kim, J. 2013). Although Google has many perks on their work campus, the real formula behind their
Knouse, S. B. (2005). The Future of Human Resource Management: 64 Leaders Explore the Critical HR Issues of Today and Tomorrow. 58(4), 1089-1092.
Are considering to be well performed factors of modern work places. Google always try to carry on their organization with rules and procedures which are fairly and equivalently applied with no one receiving preferential treatment. And also they were rewarding employees with high performance by providing financial incentives, stock option plans, dinner with CEO And other encouragements.
Founded in 1878 by Thomas Edison, General Electric is nowadays a leading business in electrical generation, distribution and use in America and in the world. The company has been experimenting successful business models since its creation, and its human resources policy has been considered for a century one of the most sophisticated. It consists in a strong focus on human potential through executive development to the top ranks of the firm: this performance based meritocracy has made GE a “CEO factory” for the company and for all corporate America. In 2001, Jeff Immelt, the company’s new leader was faced with the problem of how to keep this talent machine humming.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Although Google seems to be the perfect job, having a significantly high job satisfaction and is proven to be the best company to work for, they are having problems retaining numerous of their talented employees. Google’s motivation tactics could be altered to help keep their employees from walking out and creating their own companies.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Functionalism requires one to fulfil some social gaps and to establish and maintain social order of society and how all its parts are interrelated together. As human resource staff play the part that maintains social order, sociological theories would be necessary to take into consideration and should be applied into the everyday functions, this is necessary to ensure there is order, equality, productivity, harmony by ensuring both organisation and employees are heading towards the same direction.
To start with, the Human Relations Movement firstly emphasises the importance of the working environment for employees as a socialised natural group in which social aspects for both employees and managers take precedence over functional organisational structures. Elton Mayo, who was called “the founder of both the Human Relations Movement and of industrial sociology” (Pugh & Hickson, 1989, P.152), had the basic idea that “workers had strong social needs which they tried to satisfy through membership of informal social groups at work place” (Nicholson, 1998, p.215). Opposing the classical perspectives of management principles of the Scientific Management and Bureaucracy, Mayo claimed that scientifically clarified rules, strict work procedure and incentive money payments were not the only stimulus to inspire workers and that they were “less factors in determining output than were group standards, sentiments and security” (Robbins, Millett & Waters-Marsh, 2004, p.815-816) after he proceeded an experiment, called the ‘Hawthorne Experiment’. According to the Hawthorne Studies, employees were motivated to work harder and efficiently when managers provided a more comfortable and informal working environment taking into account individual satisfaction and their personal needs rather than manipulating employees by way of higher remuneration. Mayo demonstrated that an organisation could not generate much beneficial output if managers “treat workers simply as economic individuals wanting to maximise pay and minimise effort” (cited Nicholson, 1998, p.215). As a result, “managers would no longer consider the issue of organisation design without including the effects on work groups and employee attitudes” (Robbins & Barnwell, 2006, p.47). They now see their jobs as dealing with human beings rather than simply with work.
HRM comprises a set of policies designed to maximize organizational integration, Employee commitment, flexibility and quality of work. (Guest, 1987) as cited by (Armstrong, 2009) this statement entails that HRM function has policies to guide its activities, if these policies are well integrated with the strategy of the organization, it can enhance employee commitment and result in quality of work, as cited by (Armstrong, 2009) that the overall purpose of human resource management is to ensure that the organization is able to achieve success through people, however the function of HRM is affected by several other factors, this essay will look at three Internal and external environmental factors affecting HR Specialist.
have more of a major effect on the company's health. Irving Burstiner was quoted in in The