Google's Human Resource Management Strategy

Just a few years ago, the term "Google Australia" would likely have drawn blank stares from most people, but more recently the term has come to define one of the best places to work around in general and in Australia in particular. In fact, Google Australia has already established a prominent presence in Australia and New Zealand, and the company's performance to date suggests that it is well poised to take advantage of the growing numbers of Aussies and Kiwis who are turning to the Internet for many of their consumer and professional needs. The company's growth has been attributed in part to the fact that it seeks out the best talent available and goes to great lengths to retain them, including some seemingly lavish accoutrements and perquisites that might make Nero blush with envy but which may appear less than cost effective to the casual observer. To determine the effectiveness of Google Australia's human resource initiatives in this area, this paper provides a review of the relevant peer-reviewed literature, followed by a summary of the research and important findings in the conclusion.

To design effective talent management strategies; including recruitment and selection, motivation and retention, performance management, etc.

In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization.

This assignment of BTEC HND in Business management and HRM is related to the Unit 21 which is Human resource management. The subjects of Human resource management covering areas are different between personnel management and HRM, roles of the human resource manager, Human resource planning process, job evaluation and performance evaluation, recruitment and selection procedure, selection technique, reward management system, exit strategies and redundancy. This assignment gives some kind of knowledge about excellent theories of Human resource management.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

P1.3- Evaluate the roles and responsibilities of line managers at the Harrods human resource department

The concept of strategic human resources management tends to focus on organization wide human resource concerns and addresses issues that are related to the firms business both short-term and long term. Strategic human resource management derive from human resource management, which the influence of strategic human resource management will be addressed. Human resource departments need to transform human resources to strategic human resource as to ensure the effectiveness of the objectives of the organisation are achieved. More and more authors are still reshaping and redefining the broadly accepted definition of strategic human resource management however according to Caliskan (2010:102) mentions that many authors stand firm that strategic human resource management is concerned with the role of human resource management systems play in firm performance. In addition to that it highlights the importance of people management, as to improve the organisations performance and gain competitive advantage. In order to address the question of, what influence does the strategic human resource management play in the performance of an organisation. First issue of why is it important for organisations to have an effective and

Human resources management is the process of hiring and developing employees so that they become more valuable to the organization. Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. Examples of core qualities of human resources management are extensive knowledge of the industry, leadership, and effective negotiation skills.

What can be done to minimise and resolve conflict within the workplace? What factors create alienation amongst employees? When people hear the word conflict, automatically adjectives that come to mind are controversy, clash, to come into collision, quarrel. However, these findings are not always likely to be the only cause. It was always so easy for theorists to automatically assume that every aspect of conflict should be negative.

Larry Page and Sergey Brin founded Google. They officially launched the company in late 1998. In the much awaited IPO, the company raised approximately $2 billion in September 2004. Currently, Google boasts of over fifteen thousand employees worldwide. Google's corporate culture and mission statement depict a philosophy of making money without the possibility of doing evil (Aponte, Rivers & Wohl, 2005). The life at Google is greatly dominated by these beliefs. The company operates on the official mission statement of organizing global information and making it universally useful and accessible. In 2006, Google won the award for the ideal place to work and was recognized for being the number one employer under the bets place to work category (Pride, Hughes & Kapoor, 2012).

In today's intensely competitive and global marketplace, maintaining a competitive advantage by becoming a low cost leader or a differentiator puts a heavy premium on having a highly committed or competent workforce. Competitive advantage lies not just in differentiating a product or service or in becoming the low cost leader but in also being able to tap the company's special skills or core competencies and rapidly respond to customer's needs and competitor's moves. In other words competitive advantage lies in management's ability to consolidate corporate-wide technologies and production skills into competencies that empower individual businesses to adapt quickly to changing opportunities.

Google human resource team can attract more qualified applicants. The employee selection process in Google mostly includes notifying, reviewing, screening, interviewing, testing and selecting the well-qualified applicants.

Each school district has human resource policies in place to help ensure a safe and smooth running workplace. The policies serve to provide for the needs of the diverse workforce. It is important as an educational leader to know your school’s policies and how they are differentiated to meet the needs of each subgroup in the workforce and thereby increase student achievement. “Your organization’s systems for engaging, developing, and assessing the engagement of your work force, with the aim of enabling and encouraging all members of your workforce to contribute effectively and to the best of their ability. These systems are intended to foster student achievement and high performance, to address your core competencies, and to contribute to the accomplishment of your action plans and to organizational sustainability” (Baldrige National Quality Program, 2007, p. 49)

employee with the required skills as well as fresh ideas. In an external hiring function, the Google human resource team can attract more qualified applicants. The employee selection process in Google mostly includes notifying, reviewing, screening, interviewing, testing and selecting the well-qualified applicants.

Google is conspicuous, because it is the most popular, but in the industry is one of the most intercepted employers. However, strategic human resources fully comply with business models and Google eyes - among them, the employee does not attracted to the short-term monetary rewards, but from work to support system that can help them to create anything. Therefore, in Google 's work day care and hives have elderly care center, a spa and barbershop, car and oil facilities of check, almost all a technology, obsessed with savage want to worry about in an inclusive parties at least the free form, welfare plan, but the actual take-away cash part is negligible. Google innovation in the stock options system, ensure that all staff are compensated competitive company significant fair growth thanks. Such strong culture and the staff 's work, devoted to technology solutions, not tangible compensation, Google to becoming the first one in there cut their salary and compensation requirement board, because they feel, they will have to pay more money than they need. All staff agreed to emotions, and in 2005-06, the employee 's salary cut formally asked himself. In the same period, 1.43% finish turnover.