Google Culture, Business and HR Practices
How do Google's corporate values and goals concerning employees, customers, and the business combine to create job satisfaction and motivate the people who work there? Is this a model every business should adopt?
The search engine giant known as Google has experienced a successful few years and risen to become a leader in the search industry. They have enjoyed increased revenue, profits, share prices, market share and the expansion of their global workforce (Savoia & Copeland, 2011). Their business practices are a large part of the equation. They are dedicated to their mission, culture and what they refer to as their most valuable resource -- their employees (Baum, 2007). In addition to being a top-rated choice for internet searches by customers, employees consider them a great place to work.
The company is famous for its commitment to its employees. Diversity is of central importance to Google's hiring practices. The company prides itself of only hiring the best and the brightest. Employees must be intellectuals as evidenced by their skill set, strong work ethic and solid educational background. Experience matters, but is generally not considered as important as ability (Stewart, 2013). Affectionately called Googlers, the workforce of the company are comprised of a diverse mix. Team members share common goals and visions for the company. Googlers come from across the globe. This is intentional according to CEO Larry Page. "Workers must fully understand reflect a global customer base" (Baum, 2007).
There is an emphasis on creating a fun office climate and atmosphere and it is rare not to find on-site bowling alleys, lots of good food, and other perks. Employees have access to a quick game of ping pong or foosball on-site. Hiring practices must be fair and ethical, and employee benefits focus on work-life balance for workers. Benefits include traditional policies and provisions such as top-rated health insurance, retirement benefits, and tuition reimbursement. However, Google goes even further...
Other organizations, however, must also include ample information regarding external and industry-wide trends as well as a variety of other factors, and the more comprehensive and accurate this information is, the more realistic workforce planning predictions will be (Flynn et al. 2010). Developing techniques to encourage employees to stay, to attract applicants, or to ease into individual or group terminations in a way that minimally disturbs the remaining workforce
8). Wiles (2003) note ways in which Chinese practices of technical communication are affecting foreign businesses operating in China and some of the Western methods that China has to learn to be effective. Specifically, Wiley notes how Western companies have developed single-souring skills that the Chinese will have to adopt to be successful in technical communication. Chinese culture is a high-context culture in which information is more tacit and less
HR Consulting Firm Business PlanExecutive SummaryHR Solutions is a human resources consulting company based in Everett, WA. The company is starting this year, with the principle, Lori Morris, heading the company. The greater Seattle area has low unemployment and a booming economy, meaning that HR consulting services are in high demand, and it is believed that there is significant growth potential in this market. The basic business model for launch
CEO and Organizational Culture Profile Google is a successful information technology firm with footprints in over 43 countries. Established in 1998 by Sergey Brin and Larry Page, the company has expanded in all aspects since then (Bolden & Gosling, 2011). Some of its offerings include search, web applications, and advertising. A notable statistic is that Google receives over job applications annually but employs less than a quarter of them. This signifies
Google or Southwest Airlines Describe the company's overall people management strategy Google has been a fabulous high-energy, quick paced employment setting (About.com, 2009). Google workers (known as Googlers, within Google's jargon) work really hard, however have a great time simultaneously. The Mountain View, CA headquarter features a university campus-like atmosphere in which the benefits of creativeness as well as innovation have been extolled. Google utilizes its company servicescape and company tradition and
S. jobs, or approx. 25% of its employees, overseas by end of 2004. The plan is to ultimately move EVERY job that supports an internal account. I also hear they are behind schedule at the moment. Certainly, this is a very significant proportion of the computer giant's American workforce. Yet, IBM's management justifies such drastic demographic changes by appealing to the humanitarian side of the globalization debate. It's not about one shore
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