Hiring the brightest people across the world is a great challenge since potential candidates have diverse characteristics. However, the two important things that stand out during recruitment and selection are: natural skills and academic qualifications. Inherent skills provide an employee with the self-drive they need to work effectively.
Most jobs are characterized by work pressure and stress. Employees who lack passion or drive cannot work well in stressful work environments. Similarly, Google only considers the most qualified personnel who apply for the available positions in its numerous branches across the globe. This happens during selection and short listing where the human resource department matches one’s academic qualifications with their drive for the advertised position.
As a human resource manager, my greatest focus would be assessing the size and needs of the organization in relation to the unique skills of the potential candidate. Google chooses graduates from the best universities, including Harvard and Stanford.
The interview takes a completely different direction, as the candidate’s presentation and response to the interview questions are the factors that defend their qualifications in the curriculum vitae. Google settles for brilliant, self-driven, hard working, and team oriented individuals. My personal objective as the HR would be to identify people who require minimal supervision at work and spend the least resources during training.
Google motivates its staff by providing them with Wi-Fi services in the vehicles that ferry them to and from San Francisco Bay the neighborhood. The other cash rewards it offers include fully financed trips, the option to invest in over 1,200 stock exchange share options, and free gourmet food among others. Motivation is a human resource practice that seeks to retain productive employees in their positions to avoid high turnover rates and early retirement.
Communication is important in human resource management because it enables employees and employers to know and interact with each other. It assists in idea sharing and generation of solutions to any emerging problems. Google does not display a good communication strategy in its system, as each employee works independently on their computer because of the excessive workload. The company needs to develop a democratic culture, which supports a smooth flow of information between managers and staff.
Technology is important in making operations more efficient and reducing errors. Google offers its staff an opportunity for growth by supporting innovation; it gives them room to develop and implement new ideas. Besides this, the organization uses technology for the selection and recruitment of employees; as a result, job seekers can easily access the company’s portal to apply for available vacancies.
Team building ensures unity in the work environment; in this regard, Google organizes skip trips, TGIF parties, and sporting activities like volleyball for its staff. However, Google does not have an excellent team building technique, as some employees do not know each other due to the numerous branches it has across the globe. It is difficult for Google to establish a common corporate culture that connects all its numerous branches; this hinders team building.
Decentralization refers to the creation of an environment in which workers can run the organization in absence of their seniors. Google operates in such a way that it has a senior authority that controls all its branches. Although the company has professional employees, it cannot operate without the assistance of the CEO and other management personnel.
To transfer its culture abroad, Google is bound to face many challenges and needs to address them. To accomplish cultural integration, Google employs people from diverse backgrounds. Google is a global employer and having over 10,000 personnel is an expensive challenge that it must deal with to transfer its culture and reward system to other parts of the world.
The company also needs to consider social issues, which include living conditions, gender, age, and other demographic factors. Every country has unique polices governing industrial relations, which Google needs to keep up with. For instance, employees in the United States do not receive the same salary as those in other countries.
Finally, Google needs to consider technological factors; for example, through artificial intelligence, machines can translate one language to another. Adopting such a culture at the global level could reduce translation costs and assist in making cultural integration easier in the branches it has overseas.
Information is a powerful tool that every successful organization must use properly to succeed. Google’s values and culture suggest that each employee must have enough information and passion about the job. To reinforce the culture, Google needs to institute various training programs to make its new employees familiar with its policies. Google integrates international standards into its own culture, as it seeks to accommodate new people.
Google employees must be brilliant, enjoy and show interest in their work, and be flexible. Thirdly, potential employees need to know the amount of work they will do after recruitment to prepare them psychologically. The fourth point Google should consider is teaching new employees the company’s ethics by providing them with its code of conduct.