Analysis of Google’s Recruitment, Retention, Training and Learning & Development Strategies and PolicyExecutive Summary Human resource development and Organizational resource management are key aspects towards the development and realization of any set goals of organizations. Google is a global or international Company which has invested heavily in recruiting, training and retention of the employees. This has greatly contributed to its great performance and establishment globally. This report will critically evaluate, analyze and appraise the management of human resources to aid in business strategy development within the organizations. It will also evaluate strategies for positive employee relations, performance management and reward.
The report also provides several recommendations including the need for the Google to undertake several important initiatives to improve the productivity of its human resources within the next few years. It is also necessary for the company to place greater emphasis on business acumen by enabling its HR professionals to develop the ability to demonstrate new skills and competencies for unfamiliar jobs. IntroductionHuman resource development refers to the continual process of developing human resources as argued by Twitchel, Holton & Trott (2000) and is an important aspect of organizational success and growth.
The main components of human resource development are organizational development and personnel training and development. Organizational development entails the systematic process of implementing changes in an organization so as to improve performance and productivity according to Pe´rez Lo´pez, Peo´n & Orda´s (2006). Personnel training and development, on the other hand, is the process of developing expertise in employees for the main purpose of improving performance. In order for these two components of performance to be achieved, organizations should set up sound policies for integrating the two components with organizational goals. According to Jacobs (2001), strategic human resource management encompasses activities and measures focused on both qualitative and quantitative changes of individual capabilities and attitudes.
These measures and activities are manifested not only in mere changes in skills and knowledge, but also in increased motivation, attitudes, values, behavior and interests. As such, human resource management should be perceived as a well-designed and planned process that requires timely harmonization of organizational and individual goals. Ideally, selection, recruitment, retention and development of the right skills may require more time than process and structural interventions.
Google is the world’s largest information technology company and has subsidiaries in several countries across the world. The US-based Corporation handles millions of clients per day and is one of the companies with the highest number of employees in the world. Google’s current business environment is characterised by increasing global growth, emerging businesses and new technologies, continuous change and competition. This requires the company’s HR management to focus on increasing value for its human capital. In addition, the company is faced with the difficult challenge of aligning organizational capabilities and culture so as to be able to attract and recruit highly talented employees who can cope with change as illustrated by Newstrom & Lengnick (2003).
The issue of emerging business opportunities and global growth require that the company focuses its HR policies on diversity management. By recruiting employees from diverse cultural backgrounds, Google has insured its global growth and is capable of competing for the future effectively.