Principles And Practices Of Human Resource Development Essay Example

the online advertising service (Google.com, 2016). The Google Company mainly does the function of consolidating the important, relevant contents of public documents that are availed by the web servers. It also provides several desirable features beyond word searching. These features enable the users to quickly search and get the full information about distinct issues or things that they tend to know. The Google search company also provides other unique, relevant searching features.

The search handles a good number of searches every day as compared to other searches, which typically exist on the internet. Most of the individuals using internet prefer Google search to other search companies because it apparently provides different desirable options that enable an individual to succeed in his/her search. It also offers an array of fundamental features, which are used in searching process. Some of these features include stock quotes, weather forecasts, time zone, maps, earthquake data, home listings, movie show times among other important features. According to Lazer et al. (2014), these fundamental features offered by Google Search Company contribute to a significant number of individuals using it in internet searches as compared to other online companies. Apart from these features, the Google search also has got some more unique, important features that always make it easy for an individual to succeed in the search procedure.

The most critical idea of Google was introduced in Stamford University by two Ph.D. students, Larry page and Sergey bring at California in the year 1996 (Google.com, 2016). It was presented in the form of a project called page rank. The project name was then changed to Google, the term, which came about due to the misspelling

of ‘googol.' The project was then further modified to run under the Stamford University. On September 15th, 1997, the domain name for Google Company was registered officially before the amalgamation of the leading company on September 4th, 1998 (Google.com, 2016). The operations of the company commenced immediately and proceeded well with the increase in the number of individuals using the Google search engine. Between the year 2010 and 2012, the figure of unique visitors of the company drastically increased by more than one billion (Google.com, 2016). Therefore, this made it necessary for the company to announce the earnings on the 2012 annual revenue. Today, the company presents the best share revenue.

For the realization of the success of all critical operations, Google Company came up with an excellent mission statement, the guiding principles, as well as the vision statement to facilitate its effectiveness.

The mission statement of the Google Company is “To organize the world’s information and make it universally accessible and useful” (Thompson, 2016). The company focuses heavily on the development of proprietary algorithms to capitalize on effectiveness. This mission statement usually defines the most valuable strategies of the Google Company, for instance, development of the business new products.

Also, the Google Company is guided by ten core principles to facilitate the successful provision of quality services. They entail: the company focuses heavily on the users to ensure that first provision of the best user experience takes place. Google Company also does one thing at a particular time and in an unusual manner to resolve distinct search problems that the users face. Besides, the company believes that fast is indeed better than slow since it values time

(Google.com, 2016). This principle ensures that the users leave its website as soon as possible. The company greatly values democracy, and this aids in providing efficient Google search works. It is also evident that the corporation believes that individuals do not be at their desks to get answers to distinct questions. Thus, Google has ensured that people can easily access information everywhere. Google is indeed a renowned business, and the revenue the company generates is derived heavily from the provision of search technology to distinct organizations and sale of advertisements displayed on its website (Google.com, 2016). An important principle also guides the company that there is other valuable information from other sites such as HTML pages. The need for significant information crosses every border in another fundamental principle that guides Google. Individuals’ seriousness is also a beneficial principle as it believes that work ought to be extremely challenging. Finally, Google Company believes that great is not always good enough. Thus, it must set goals that it cannot accomplish since the company knows by trying to meet them; it can get further than expected (Google.com, 2016).

Besides, the company’s vision statement is “To provide access to the world’s information in one click” (Thompson, 2016). Google supports its vision statement by offering its critical search engine services to the entire world.

The current headquarters of the Google’s company is located in Mountain View in California. This place is commonly regarded as Googleplex. Importantly, the company has over seventy offices in more than forty states internationally (Google.com, 2016). Essential features found in its offices entail murals and decorations that signify local personality, as well as Googlers sharing cubes, pool tables,

cafes, and video games among others. Also, the company’s offices have outstanding old fashioned whiteboards, particularly for spur-of-the-moment brainstorming. The Google’s offices are well-designed to embrace interactions amid the Googlers, as well as to spark conversation concerning work and play. Google Company has highly competent staffs who are around 47,756. These workers have located its distinct offices, and an approximate of 10,000 software developers are found in more than 40offices (Google.com, 2016).

Google Company has an excellent cross-functional organizational structure with a substantial degree of flatness. This structure has three essential features, function-based and product-based definitions, as well as flatness (Google.com, 2016). The Company’s organizational structure is indeed more of a teamwork approach to effective management. Google Company is managed by the board of directors that gives orders down through the executive management group. Besides, Google has technical professionals and possesses other experts from distinct fields to work collaboratively and facilitate smooth functioning of its critical operations. The combination of these professionals forms a systematic hierarchy, which is significantly divided regarding power and authority, as well as decision-making competencies of the professionals within the company (hierarchystructure.com, 2016). Such classification exists in three primary levels, Administrative, Executive and Operational Google Company levels.

The distinct professionals at this level usually oversee the entire administrative functions of Google. Also, experts to enjoy these high-rank profiles in the company must be well-equipped with broad experience and skills of their distinct fields (Williams, 2013). In this level, the company’s professionals carry out all the executive level obligations for Google. Several experts are team leaders of their distinctive departments (Williams, 2013). Also, they oversee the company’s teams under them. Workers at this level

are entitled to manage some particular, as well as pre-specified areas within the Google Company as per their proficiency (Williams, 2013).

The present financial growth of the company is hugely due to three sectors. These segments include the video, the mobile search and the programmatic. The US desktop search market share of the Google Company remains the same. It is still ranging from 64% while the US desktop searches for other competitive companies are continuing to drop with time. For instance, the Yahoo Company is currently testing the powered search results of the Google Company (Google.com, 2016). The two are significantly testing to supplement other search rank providers for them to compete in the market equally. However, there is a significant concern about the loans of the Google Company. The company has recently been burned on the payday loans that are estimated to cost millions due to the lost revenues. In an attempt to expand its critical operations, the company did a significant number of recruitments in the year 2013 to fit in the new trending markets (Google.com, 2016).

The Google Company has got several projects for the plans. Some of the future plans entail the building of the robot army, designing of the self-driving cars that will only be driven by online application, as well as the spaces exploration using the internet. Besides, the company intends to enhance the space exploration facilities, the three D mapping among other technical projects (Google.com, 2016). Also, the Google Company is working on the pixel model to facilitate its future success. The crucial functions of the HRD within the Google Company include training and development of its workforce, as well

as organization development.

The HRM practices of the Google Company usually cover the most efficient employee training programs along with performance management to capitalize on the human resource abilities. Besides, Google utilizes useful need analysis techniques, for instance, cost-benefit analysis, organizational analysis, as well as work analysis to come up with the appropriate training programs that eventually facilitate tremendous support of innovative workers (Williams, 2013).

The structure of HRD department of Google is well-organized and entails HR structure, performance assessment procedure, as well as compensations plans. The HR team usually comprise of the administrative head and senior managers among others. This team collaborates with other professionals within the Google Company to grow an outstanding culture of the employee engagement, novelty, and agility (Jian & Gulati, 2016). Besides, the Google’s HRD department entails supporting roles, which professionals with distinct functional departments in the company must carry out to aid in supporting talent management, organizational development, and excellent office management.

The HRD within the Google Company fulfills distinct critical needs such as training and career development, as well as performance management. The HR department is liable for performance management within the Google’s working environment (Phillips & Gully, 2013). It carries out great performance planning to tackle distinct dimensions of the company’s HRM that entail customer service, problem-solving capabilities, and significant support for diversity (Parslow, 2014). Besides, the HRD department meets the training and career development of the Google’s workers by establishing the efficient and appropriate employee training and development programs. The department also oversees the recruitment procedures by employing a combination of external and internal recruitment sources to uphold great competence of the Google’s human resources.

Workers within the HRD department

in the Google Company carry out distinct roles and responsibilities. For instance, the senior manager of Google is liable for attracting, developing, as well as retaining skilled workers and its Googlers. Besides, he oversees the crucial HR budgets and facilitates the company’s policy and procedures implementation, particularly of the new HR policies and procedures among other roles (Jian & Gulati, 2016). However, the assistant manager of Google usually sets stringent standards for customer service such as taking care of the unsatisfied customers. Also, the assistant manager is accountable for scheduling workers and ensures that employees are fairly rewarded (Gilley, Eggland & Maycunich, 2002).

The HRD department embraces distinct training programs to the workers of Google. Interpersonal skill training program is extremely used in the company to teach the workers on how to uphold different positive relationship, resolve conflicts, and to help them enhance their communication skills and build trust among them (Gilley, Eggland & Maycunich, 2002). The department also embraces the problem-solving training program to educate the workers on the appropriate techniques of analyzing the company’s problems and making valuable decisions (Parslow, 2014). Since Google Company is a technological corporation, the HRD department provides an extensive technology training program. This program is aimed at educating the workforce about the computer software and hardware that are provided to particular crew affiliates, mainly depending on their ideal ranks.

Google Company mainly uses outside HRD resources such as outdoor training and consultants to develop, as well as improve the skills and distinct talents of its employees. For instance, the outdoor training aids the company in upholding excellent team building, personality development and managing different crisis management (Jian & Gulati, 2016).

Also, the Google Company also uses qualified consultants from other outside HRD personnel to seek for relevant advice mainly concerning the most beneficial organizational strategies.

The HRD of Google provides different opportunities such as coaching, and succession planning for its workers, and gives them tuition assistance. Besides, the HR managers of the Google Company use trend analysis along with scenario analysis for forecasting as it first technique for human resources planning (Williams, 2013). The company also uses both the quantitative and qualitative methods, particularly for forecasting its HR demand.

In conclusion, the Google Company is indeed a well-established technological corporation with an outstanding HRD department, which oversees its fundamental organizational objectives. For example, the company recruits competent professionals who aid in accomplishing its goals and mission. Besides, its HRD department involves distinct supporting roles that every professional within its environment must carry out to facilitate excellent talent management, office management, as well as organizational development. According to Gilley, Eggland and Maycunich (2002), the HRD plays critical roles such as facilitating organizational learning, program planning and assessment, as well as internal consulting to enhance its integrity in the organization. Similarly, at Google, the HRD department performs distinct roles such as training and development of the company’s workers to promote its integrity and that of the company as a whole.

Importantly, I had an outstanding interest in working for the Google Company simply because of its excellent managerial structure, which significantly reflects its corporate culture. Besides, workers in this company are allowed to offer their different ideas, and each is conditioned to contribute distinct, innovative opinions. The Google’s organizational culture embraces enormous excellence in innovation, especially by sharing ideas, thus,

making it a renowned HRD employer.