Development
Career development planning is for individuals as well as the organization. Human resource manager must foster a career development planning environment to satisfy both the individual and organization needs to maintain a health work force and longevity of one’s organization. It’s the Individuals responsibility to formulate and implementing the career development plan, but they need to receive support from the organization in doing so.
Google’s approach as a corporation leaves it up to the employees to knows what what’s out there and available to them for a successful career path. Self-reliance and the urgency is the approach Google would like to see in its employees an opportunistic attitude that will drive an individual approach towards his or her successful career path.
Some of the development tools that Google offers are GoogleEDU. GoogleEDU, “the search engine’s two-year-old learning and leadership development program, offers classes for new managers and executives to help them adjust to the Google culture and manage Google’s staff in a professional manner. This is a formalizing learning opportunity that teaches employees what they need to know to keep productive and allows creativity. The development tool also, enhances each employee's current performance and increases support in the overall business strategy.
Google has also implemented Project Oxygen in an effort to analyze why people leave Google. People typically leave a google for one of four reasons, or a combination of them. The first is that they don’t feel a connection to the mission of the company, or sense that their work matters. The second is that they don’t really like or respect their co-workers. The third is they have a terrible boss — and this was the biggest variable. Lastly, poor career development environment.
Google’s Project Oxygen found that what employees valued above all were connected, caring managers. Employee feedback highlighted. This also is import data to assist employees on a career development path. Where the follow goals are accomplished even-keeled bosses who made time for one-on-one meetings, next, taking an interest in employees’ lives and careers lastly , making that connection and being accessible” (wilamre)

For the JetBlue employee education and training is key to the company’s notable success in guest satisfaction. ‘With the company raid growth issue with leadership gaps has become prevented and solution was to implement the Myers-Briggs type indicator. “(psychometrics.com) this solution assists in career development and most importantly the customer experience.
Furthermore, The Company conducts continuing detailed analysis of all aspects of its operations, involving employees at every level. Career Development Work with supervisor to identify on the job learning and training opportunities, for professional development. It all comes down to performance and track record since your first day at JetBlue. In JetBlue, management level or executive level employees have different and better career choice and career path than junior-level ones.

In Comparison to Google employee development plan with the retail Giant Wal-Mart takes a much different approach towards career development. Like most corporation Wal-Mart has but in place the necessary measures to employees to assist in career development. Wal-Mart’s IDP (individual development plan) where and individual with drive would be assigned to a Mentor. The mentoring is the process of used to train individuals and provide guidance and advice which will help to develop in their careers. The mentoring is aimed at complementing learning on the job, which must always be the best way of acquiring the particular skills and knowledge the job holder needs. Wal-Mart’s Mentoring also complements formal training by providing those who benefit from it with individual guidance from experienced managers who are 'wise in the ways of the organization'. Lastly, Wal-Mart academy is another deployment tool that allow staff the comes for other retailers and colleges to formalize themselves in the companies culture and career path success

Compensation “Compensation specializes in coordinating policies, practices, and procedures related to pay, analyzing for hire rates, increases and equity, and handles the classification of new and existing positions” (Purdue University, 2011, para. 1). A compensation packages is based on a number of different parts. To start, a general market research is conducted to see the worth of similar jobs in the field, the availability of employees with these specific skills, employee accomplishments in the company as well as their contributions, and the available funds a company has to pay its employees whether it is full market-rate or higher/lower than market-rate (About.com, 2012). A compensation package typically includes a combination of benefits such as: wages, insurance, guaranteed raises, vacation days, among other perks (Conjecture Corp, 2012). Every Corporation has a way of doing things and is HR play and key role in the balance of it all. The compensation awarded to Google employees is based solely on the candidate. The experience, education, specialties are all taken into account when determining the perfect compensation package. Google understands the value of retaining top performers and, rather than give lip service to this value, they live it in practice. They know that the investment they make now will reduce the turnover of top talent, which can be devastating to the bottom line.
An older system used by Google helped to develop team spirit in its employees, but did not encourage the employees to thrive. To enhance employee performance, the company decided to move towards offering individual incentives and rewards based on performance which really boosted employees to want to work harder. Unfair reward structures Page and Brin gave "Founders' Awards" in cash to people who made significant contributions. The idea was to replicate the windfall rewards of a startup, but it backfired because those who didn't get them felt overlooked. Google rarely gives Founders' Awards now, and awards are limited to executives, not all employees (Hardy 2007). Moreover, Google has considered its employees their main asset and the employees have responded very well to this philosophy (Goo 2007). Basic people management practices including selective hiring, employment security, reduction of status differences, benefits and compensation provide high performance have resulted in increased productivity, innovation and cost reduction (Pfeffer 1998); Google's benefits and corporate culture contribute to this success (Pfeffer n.d.).

Looking over the careers page of JetBlue, it displays much more information than could be found on JetBlue career page. Aside from offering a total compensation package, they offer other rewards, In addition to salary and wages, JetBlue also offers its employees benefits, including medical, prescription (for full-time employees), life insurance, 401k plans, profit sharing, employee stock purchase plan as well as reduced rate industry travel on JetBlue and other airlines. JetBlue may offer a program like this, but they do not advertise it on their website. Just like Google and Walmart too offers a total compensation package and a program for employees to stay fit and healthy.

A compensation package from Wal-Mart (fulltime employees) can provide an employee with health coverage, time off, retirement savings and much more. In the United States, Wal-Mart’s compensation package is competitive with others in the industry, totaling over $5.2 billion last year. In addition to what the market requires Wal-Marts base wages on experience, skills, problem-solving and job accountability. The average hourly, full-time wage for Associates in our U.S. stores is $10.76.( Wal-Mart. Com) The type of compensation each employee receives is dependent on the position, location, and the number of years employed by the company. Like Google and JetBlue Wal-Mart also offers employee discount on products and goods.

Conclusions
Google, JetBlue, and Wal-Mart are all accomplished in their respective industries. Each has their own unique journey to operating an efficient level and beating its competitors. When it comes to Labor Management Wal-Mart has a team made up of different levels of employment to handle labor issues, which show employees they have somewhat of a say in the company. International HR is actually the same between all companies because their job is to make sure that all offices around the world are performing to the companies’ standard while respecting each areas culture. When it comes to environment both Google and JetBlue see HR as an important tool rather than Wal-Mart does. Wal-Mart also falls behind these two companies when it comes to employment, because it seems to be more money driven while Google and JetBlue would rather have talented individuals. In either case you cannot go wrong because in the business world, you must have money hungry individuals to push the company forward but also having talented individuals will help the company stand the test of time. Overall Google has the best of both worlds where they know how to push their employees and also have their employee feel that their work is important.

References
About.com. (2012). Compensation. Retrieved from http://humanresources.about.com/od/glossaryc/g/compensation.htm

http://online.wsj.com/article/SB10001424052702303410404577466852658514144.html http://willmarre.com/google-builds-a-better-boss-with-project-oxygen/ http://www.psychometrics.com/docs/jetblue.pdf