Essays on Strategic Training - Staff Training and Development Assignment

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Strategic Training - Staff Training and Development Table of Contents Strategic Training - Staff Training and Development 1 Table of Contents 1 The Role HRD Plays In the Strategy 2 How HRD is Involved in Implementing the Strategy 3 References 5 Introduction In the age of increasing market competition it has become inevitable for business organizations to ensure organizational efficiency in order to maintain profitability and sustainability. In this regard it becomes very essential to have a motivated and talented human resource base as they form the most important assets for a business organization. One of the organizations that implement Human Resource strategy as its competitive advantage is Google.

The US based search engine major apart from being among the most formidable brand names is also known for its people friendly and unique Human resource practices. The company has regularly featured among the best organizations to work with and has been accredited with accolades from various reputed organizations like Fortune magazine (John, Girirja & Nightangale, 2008). The Role HRD Plays In the Strategy The importance of a well formulated human resource strategy has been well identified among the academic as well as business circles.

A good human resource base involves having a well trained and motivated human resource base. Motivated workforce ensures better job satisfaction that result in better productivity, lower turnovers, better efficiency and greater acceptance and better implementation of business strategies. A firm can gain competitive advantage over its competitors by this virtue (Schuler & MacMillan, 2006, p. 242). These aspects in an organization can be implemented only by the use of an effective Human Resource policy that would help in ensuring greater motivation. This in turn would lead to innovations as employees would largely undertake their activities as responsibilities and not routine task, this in turn would lead to better efficiency including organizational excellence as well as customer satisfaction that would help firms achieve favorable outcomes of their business strategies (Gaspar, 2005, p. 262-264).

Google scores well in this regard as the company has adopted many innovative practices that include greater employee flexibility. Google allows employees to carry their pets to the workplace, in addition there were other options that include free snacks, games and recreational facilities, innovative office complex (named as Googleplex) that have various facilities that inculcates a fun filled work environment in the organization.

In addition to this Google allows employees to spend 20 percent of their work timings on projects that are largely self directed projects and gives considerable freedom to the employees that lead to job satisfaction and in turn motivation among the employees of the organization. These aspects have inculcated a spirit if motivation that has led to greater innovations and out of the box thinking that is considered being the most important competitive edge of the organization (Hitt, Miller & Colella, 2006, p. 473, 474).

How HRD is Involved in Implementing the Strategy The human resource practices of an organization are directly linked with the strategy implementation in business organizations. Various studies indicate that the human resource strategies largely help in providing an organization with a motivated and talented workforce. This in turn helps facilitate implementation of business strategies by inducing a positive thinking, better communication as well as ensuring improvements in quality standards in production and service quality. This in turn generates better levels of customer satisfaction that helps organizations to maintain profitability and sustainability (Aswathappa, 2005, p. 55).

Google’s human resource strategies have largely inculcated a positive attitude that promotes employee freedom and ensures enough flexibility and freedom to the employees. This promotes free thinking and generates innovations among the employees. It is to be noted that Google’s mission is to provide innovative and simple solutions to its clients based worldwide. This sustainability of Google largely depends on its ability to innovate its product and service offering. The human resource practices have largely helped in ensuring a congenial work environment that has helped Google to continuously innovate its products and services.

The open communication flow process at the organization has also ensured a good diffusion of innovation across the various ranks in the organization. This has helped generate a competitive advantage for the organization that has helped the firm to maintain its formidable brand image and positioning among the members of the targeted market audience. The work culture at Google essentially favors out of the box thinking and generally puts team effort more importance rather than personal efforts.

This inculcates a good team culture that is very essential for the sustainability and success of the organization. It is to be noted that over the years Google has made products that have been aim instant hit in the market owning to their innovations and simplistic nature (Hitt, Miller & Colella, 2006, p. 473, 474). Google lays considerable importance towards employee training and human resource development. Every new recruit at the organization spends the first two weeks as Noogler Training. During this period the new recruits are acquainted with the organizational culture and Google as an organization.

It also provides the foundation for the next step of training that involves job profile specific training like Bigapple and other tools. This strategy helps employees to get a holistic knowledge by learning about inter departmental activities that helps in improving the learning curve. This combined with a very casual yet comprehensive wok schedule helps in generating greater motivation as the learning curve increases that also leads to better efficiency. In addition to this the process of human resource devllopment at Google also includes team building and learning to work as a team and takes responsibilities.

New joiners are allowed to make interns work under them that provide them greater sense of responsibility. This enhances the motivation level of employees and gives a sense of responsibility that is very crucial for generating innovations that is the core competence of the organization (McDowell, 2011, pp. 3-4). The illustrations of Google’s human resource practices shows that organizations can not only gain efficiency in their business by employing employee friendly practices but also generate sustainable competitive advantage towards maintaining profitability and sustainability in the turbulent market environment.

References Aswathappa, K. (2005). Human Resource and Personnel Management. Tata McGraw-Hill Education. Gaspar, J.E. (2005). Introduction to Business. Cengage Learning. Hitt, M, A. Miller, C. C. & Colella, A.(2006). ORGANIZATIONAL BEHAVIOR A STRATEGIC APPROACH. Wiley-India. John, D., Girirja, P. & Nightangale, F. (2008). Google's HR Practices: A Strategic Edge? . Retrieved July 03, 2011 from http: //www. caseplace. org/d. asp? d=3059. McDowell, G.L. (2011). The Google Resume: How to Prepare for a Career and Land a Job at Apple, Microsoft, Google, Or Any Top Tech Company.

John Wiley and Sons. Schuler, R.S. & MacMillan, I.C. (2006). Gaining Competitive Advantage through Human Resource Management Practices. Retrieved July 03, 2011 from http: //www. rci. rutgers. edu/~schuler/mainpages/GainingCompAdvantageHRMpractices. pdf.

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