The paper "Human Resource in the Media: Google Inc" is a wonderful example of a case study on human resources. Human resource management has evolved to become a major in maintaining a competitive advantage in the highly competitive and dynamic market. The concept of HRM has a long history substituting other management traditions like Industrial Relations (IR) and Personnel Management (PM) (Sisson, 1993). The major propeller of this discipline has been the profound efforts to explore and analyze a combination of the best practices that can be put into the utility in a firm aimed at enhancing both the performance of the firm and the competitiveness in the market (Purcell, 1999). The practice of ideal HRM has several factors that influence its eventual outcome in the fulfillment of the reasons that instigated its establishment in the first place.
Some of these prerequisites include but not limited to rewards and recognition, employee development, and performance management. All these tenets require a strategic approach that will play an integral role in not only enhancing the employees’ relationship but also elevating the overall performance of the firm.
An in-depth synergy between all levels of organizational management is fundamental if at all HRM practices are to generate positive outcomes. Most of these practices have been put into the extensive utility in Google Inc. which has resulted in not only elevated performance and growth but also being favorably positioned to get ant to retain the best human capital in the market. This paper will analyze some of these factors and how they have played a paramount role in ensuring the advanced competitiveness of Google Inc. in an extremely competitive market. Keywords: Human Resource Management (HRM), Performance, Competitive advantage Google Inc. ; strategic human resource management practices As previously mentioned, the launching of Google Inc.
in 2008 has seen the corporation rise to become one of the most powerful firms on the planet. According to Kuntze and Matulich (2011), Google Inc. is proud to have offices in 14 states and in 36 countries worldwide, which includes but not limited to United Arab Emirates, Australia, China, India, Denmark, Finland, Turkey, Israel, and Mexico.
Bratton, J., and Gold, J., 2003, Human Resource Management: Theory and Practice, 3rd edn,
Palgrave Macmillan, Hampshire.
Corporate Leadership Board, 2006, Creating an Effective Reward and Recognition Program,
Corporate Leadership Council, Arlington.
Esen, E. & Collison, J., 2005, Employee Development, Society for Human Resource
Management, New York.
Ivo, AM, 2006,Best Perspectives to Human Resource Management, African Centre for
Community and Development, Bradford.
Kuntze, R, & Matulich, E., 2011, ‘Google: Searching for Value’, Journal of Case Research in
Business and Economics, vol. 1, no. 1, 1-10.
Martinez, J., 2000, Assessing Quality, Outcome and Performance Management, The Institute for
Health Sector Development, London.
Ostroff, C., & Bowen, D. E., 2000, ‘Moving HR to a higher level: Human resource practices and
organizational effectiveness. In Multilevel theory, research, and methods in organizations, eds, K. J. Klein & S. W. J. Kozlowski, San Francisco, pp. 211–266..
Purcell, J., 1999 ‘Best practice and best fit: chimera or cul-de-sac?’,Human Resource
Management Journal, Vol. 9, No.3, pp.26-41.
Sisson, K., 1993,‘In search of HRM’ British Journal of Industrial Relations, Vol. 31, No.2, pp.
Work Institute, Inc., 2007, Why is Google so great?, Great Place to Work Institute, New York.