...connected and interdependent. An organization with performance driven HR planning and development practices distinguish itself from competitors and brings quality & loyal workers who are committed and passionate about the success of their organization. In order to understand the concepts and HRM strategies/practices learned in lectures better, I have chosen the company that has ranked 1st on ‘100 Best Companies to Work For’ list of Fortune (a well-known international business magazine) for 2007, 2008 and 2012. , based in Mountain View, California, Google is the world's most popular search engine. The company started out of a garage in 1998, has generated wealth faster than any company in history and now dominates the worlds’ information industry. Currently, Google has more than 30,000 employees worldwide is not just known for its innovative breakthroughs in the technology industry, but is also known for innovative human resources (HR) policies. Google is an icon of success among Internet companies. A survey conducted by Business Week magazine showed that Google was the most sought after company by college students, MBAs, women, engineers, and diverse individuals. As of 2008, Google receives...
Words: 3599 - Pages: 15
...TEAM COMPANY HRM REPORT DATE : APRIL,21 2014 Human Resources is defined as a strategy to maximize the performance of employees in order to achieve the company’s goals. It is concerned with various aspects like planning,recruitment,training,performance management,rewarding,pays and incentives,relations,occupational health and safety,employee benefits,career development etc. It basically focuses on maintaining mutual benefits of both the organization and the employees. Why do we need human resources management? Human resources management is important to build up and maintain a healthy working environment that enables the employees to attain the set up goals and objectives. It is required to keep the employees motivated maintaining the work efficiency and interest of the employees.it also contributes to the employee development and therefore attracts the new employees and retaining them. As a team ,we had an opportunity to learn about the top MNC’s and we found Google as one of the leading organizations . We have studied about the following HRM practices about Google: * Recruitment and selection * Performance management * Pay incentives or rewards * Emoployee benefits * Human resources planning Recruitment and Selection Many people misunderstand the terms recruitment and selection, so let’s differentiate between these two terms; Recruitment is the process of searching and attracting qualified job applicants...
Words: 2325 - Pages: 10
...Systems Consideration in HRIS In today’s knowledge economy, organizational success depends almost disproportionally on the performance of Human Resources (HR). To increase the effectiveness of Human Resource Management (HRM) organizations are becoming more dependent on human Resource Information Systems (HRIS). A HRIS organizes employee applicant and qualifications, organizational demographics, recruiting, professional development, performance appraisals, payroll, retention, and attrition. Organizations that implement HRIS’s improve the organizations administrative efficiency with faster information processing, improved employee communications, greater information accuracy, lover costs and overall HR productivity improvements (Beadles, 2005). When selecting a HRIS, Human Resources (HR) should consider the efficiencies of using software as a service, the inefficiencies of various Microsoft Access based database software, the risks involved with integrating and combining multiple products into one system, and the consequences of improper database maintenance. In analyzing HRIS’s that would be beneficial in my current organization I chose to focus on HRIS Pro by Micro Systems, and MyHRIS by Nuview Systems. Commercial Database Systems HRIS-Pro information management software allows organizations greater effectiveness in managing HR functions and responsibilities. The advantages of HRIS-Pro are the information systems cost, modular flexibility, expansion capabilities,...
Words: 2068 - Pages: 9
...Human resource (HR) database systems are in vast abundance throughout the business world today. HR database systems help HR professionals manage and carry out basic functions needed to achieve organizational goals and objectives. Column Case Management HR and HR Quick are two commercial HR database systems. Column Case HR is an easy to implement, web-based HR Services delivery solution addressing collaboration, content management, workflow automation, and integration features to improve organizational performance. Column Case HR advantages include multi-language support, 24-hour access, security features, it capitalizes on HR talent productivity and organizational performance, computerizes and regulates organizational practices and communication, and improves information distribution with extremely versatile, case-specific workspaces. Column Case HR only disadvantage would be its price; smaller businesses might not have the resources to afford its services. HR Quik is a Human Resource Management System that simplifies the processes and procedures of tracking employee information and generating forms that are critical to the employment process. HR Quik advantages include affordability, user-friendly; can easily track history of job, salary, and manager changes, track benefits plans by employee, employment forms are easily generated and ready to print, and running reports are hassle free. HR Quick also doesn’t have any management features that would allow the company to manage...
Words: 1018 - Pages: 5
...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
Words: 445 - Pages: 2
...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
Words: 3888 - Pages: 16
...Lawson.com | Industries of all types and sizes, with a particular emphasis on the healthcare and US public sectors | UltiPro HR | UltiPro Workforce Portal, eEmployee Self-Service, eManager Self-Service, eAdministration, eHuman Resources, ePayroll Processing, eRecruitment, eBenefits Enrollment, eReporting and UltiPro Business Intelligence, Position Management | SAAS, cloud | Customer videos, whitepapers, video casts, company documents, podcasts. | Ultimate has a comprehensive and well structure website. It is very informative with all kinds of introductive videos and descriptions. Attractive website. | Ultimatesoftware.com | Industries of all types and sizes (ranging from 200 – 1000+ employees) | Oracle | Human Resources, HCM Warehouse, HRMS Portal Pack, Employee Benefits and Compensation Modules, Recruiting Modules, Payroll Modules, eDevelopment, Learning Management, ePerformance, Workforce Planning, Absence Management, Directory Interface, eProfile, Time and Labor. | SAAS | Oracle Premier Support, Oracle Advanced Customer Support Services, My Oracle Support, Training. | The website is well categorized, and the interface is very fancy. It is informative as well, and it will attract many potential...
Words: 353 - Pages: 2
...Executive Summary Castle’s Family Restaurant has been a highly successful restaurant operating in the northern California area for the last thirteen (13) years. As a family-owned chain, the restaurant as proven success by operating eight (8) restaurants under the family name. In an effort to continue achieving the high levels of success that it has experienced over the years and possibly expand further, certain aspects of the operation of the company will have to be controlled by technology. One such area is the HR process that has become a manual, time consuming, daunting process. Castle’s can improve their HR operations and support their growing company overall, by implementing a web-based HRIS. After much research and evaluating the needs of the organization my recommendation to help with automating the HR process would be Asentis. This web-based software would be an asset to the restaurant chain. It would assist the operations manager, Jay Morgan is carrying out his duties in a more time effective manner rather than driving from store to store to deal with HR issues. Asentis is secure, comprehensive, caters to the needs of a growing business and is very easy to use. Asentis will assist with the payroll process and other aspects of the business including scheduling, benefits management etc. Additionally, with a staff of 340 plus, having this system will allow for better scheduling which can also be tied into the payroll system once implemented that way. The software...
Words: 2690 - Pages: 11
...HRM 531 Week 5 Determining Who and Why Paper https://hwguiders.com/downloads/hrm-531-week-5-determining-paper-2 HRM 531 Week 5 Determining Who and Why Paper Determining Who and Why When recruiting for a position Google uses several areas to for posting the job description. One is their company website; another is using social media sites like LinkedIn selections (Global Communications and Public Affairs Manager, Google.org – Mountain View, 2011). Google wants to put their job descriptions in places where professional, creative people will be looking. Google’s recruiting and selection method are important and quite a process as their many steps takes time from beginning to end. To make sure Google takes full advantage of many areas there are to find qualified candidates they can use a concept map, to develop the best approach from creating the job description all the way down to rating the employee’s performance. Recruitment and Selection Google has developed innovative recruiting and selection methods. Over the years, Google has grown from a small entity to a massive recruiting organization in the modern technology industry. Google attracts millions of candidates through the following methods. First, employment branding has given Google the ability to develop a culture of employee experiences offering desirability. Second, retention through Google has become a valid selection method. “Because Google can create such a unique experience for every employee...
Words: 319 - Pages: 2
...Google and YouTube HRM 587 (Managing Organizational Change) Google and YouTube The two companies we have decided to research and discuss are Google and YouTube. We would like to look into the recent merger they had and what caused these two companies to come to this decision. YouTube is a website that enables users to upload videos of places they have been, things they have done, tutorials and etc. YouTube has greatly grown since 2005 and now has millions of videos uploaded each day of various things. Google is a popular search engine that is commonly used to access information from websites all over the world. Before YouTube was bought out by Google it was suffering from financial struggles. The company was a victim of its own success as consumer demands for their service would allow people to upload videos to YouTube which continued to add capacity (Kafka, 2010). Consequently, the company could not turn a profit. In fact, consumer demand for YouTube remains strong today as there are hundreds of hours of video uploaded to YouTube every minute and there are now hundreds of YouTube channels that can be subscribed to (YouTube Company Information, n.d.). Google, on the other hand, was in good financial shape pre-merger (Google Investor Relations, n.d.). It had plenty of money to purchase promising companies, especially ones that would expand Google’s advertising capabilities and revenues. The bottom line is that both YouTube and Google appeared to be a perfect...
Words: 882 - Pages: 4
...Date and time: November 29, 5pm Name of the Company under study: GOOGLE, INC (Text pages 712-715) Where Headquartered (city/state): Mountain View, Ca Part I: Comprehensive Case Analysis – Developing HR Business Partner Competencies in this Case Analysis 1.0 Background on your Company (Type the Company’s background in 3 paragraphs.). Tip: See the “about us” or company information portion of the company’s website or other source. Keep track of all your sources. They are to be included in Section 10 of this report. The creation of goggle’s company starts in 1996 between two smart students of Stanford University, Larry Page and Sergey Brin. They first try to understand the importance of web pages for people. Their aim was to find the best and faster way to connect people with all information. The company was founded in September 1998, they offer results from a huge amount of Web pages. The results are based on a proprietary algorithm. Google’s technology for ranking Web pages is called PageRank http://www.hoovers.com/company/Google_Inc/hsrfri-1-1njht4-1njfaq.html The company growth gradually because of the index of the Websites and other online content that they made it accessible through their search engine to everybody who has access to internet. The company offers different types of useful search. Today, Google operates the leading Internet search engine, by offering very precise search results from actually billions of Web pages. The company is...
Words: 2917 - Pages: 12
...This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee. Organization The overarching logic of the book is intuitive—organized around answers to the what, where, why, and how of international business. WHAT? Section one introduces what is international business and who has an interest in it. Students will sift through the globalization debate and understanding the impact of ethics on global businesses. Additionally, students will explore the evolution of international trade from past to present, with a focus on how firms and professionals can better understand today’s complex global business arena by understanding the impact of political and legal factors. The section concludes with a chapter on understanding how cultures are defined and the impact on business interactions and practices with tangible tips for negotiating across cultures. WHERE? Section two develops student knowledge about key facets of the global business environment and the key elements of trade and cooperation between nations and global organizations. Today, with increasing numbers of companies of all sizes operating internationally, no business or country can remain an island. Rather, the interconnections between countries, businesses, and institutions are inextricable. Even how we define the world is changing. No longer classified into simple and neat...
Words: 239764 - Pages: 960
...Globalizations and HRM Strategies For Dr. Larry Byrd BUS325 Date: 7/26/13 Globalizations and HRM Stategies The Enterprise This paper will discuss Google Inc. (name of MNE) concerning globalization and its HRM strategies. Google Inc. is an American multinational corporation that provides Internet-related products and services, including internet search, cloud computing, and software and advertising technologies. The company was founded in 1998 by Larry Page and Sergey Brin. Larry and Sergey met at Stanford University in 1995. By 1996, they had built a search engine (initially called BackRub) that used links to determine the importance of individual webpages. Larry and Sergey named the search engine they built “Google,” a play on the word “googol,” the mathematical term for a 1 followed by 100 zeros. HRM Function There are several factors that affect the HRM of Google Inc. Some of these are discussed in the succeeding paragraphs. Globalization impacts the company in the following ways: The first impact of globalization is Google provides a variety of services for people and businesses. They provide a variety of tools to help businesses of all kinds succeed on and off the web. Their advertising programs, which range from simple text ads to rich media ads, help businesses find customers, and help publishers make money off of their content. They also provide cloud computing tools for businesses that save money and help organizations be more...
Words: 1300 - Pages: 6
...buy stock in the company and own a portion of it. Ads By Google Online Trading Plus500®: APPL, Ebay, HP Commodities, No Fees! www.Plus500.no Bilforsikring -Sjekk pris Nemi Bilforsikring testvinner i VG. Sjekk din pris på bilforsikring her neminordvest.no/bilforsikring UK Fixed Income Aberdeen Managed UK Fixed Income Assets. Learn More. Aberdeen-Asset.NO Going public can help a company raise significant capital if a lot of people want to buy its stock. It also means that the company has to publicly disclose details about its finances, like its earnings, that it previously kept private. WHO DECIDES THE VALUE OF AN IPO? An investment bank determines how much money the company can expect to make on the stock market based on a number of factors, from the health of the economy to how popular the company's product is expected to be in the future. The initial valuation is always a bit of a gamble, since the stock has never been traded publicly before, and analysts can't look at past behavior to figure out how it should be priced. Morgan Stanley is expected to spearhead Facebook's IPO filing, with Goldman Sachs playing a supporting role, the Wall Street Journal reported Saturday. Facebook's IPO has been pegged at $5 billion. The company itself being valued between $75 billion and $100 billion, unnamed sources familiar with the deal told the Journal. The IPO sets a record among technology companies. Google...
Words: 860 - Pages: 4
...събират информация/ в интернет, сайт след сайт, страница по страница. Как става това? Когато роботът на някоя търсачка посети web страница той прочита нейното съдържание (индексира), след което следва хипервръзките и така намира страница след страница. Вероятността интернет търсачките да намерят даден интернет сайт е по-голяма, ако много други сайтове съдържат връзки към него. 2. Индекс, или база-данни, съдържаща копие от всяка страница (пълния текст или сведения за заглавие, ключови термини и др. информация), обходена от робота. Има търсачки, които индексират пълния текст на документа, т.е. всяка дума от този текст може да бъде търсеща – ако се зададе в полето на търсене, този документ ще бъде повикан в резултатите(Excite, Alta Vista, Google, HotBot, Infoseek, WebCrawler). При други търсачки роботите регистрират само заглавие, подзаглавни данни, анотации, или просто първите няколко реда от текста, които носят информация за темата на документа. (Lycos, ALIWEb, Galaxy,WWW search, Magelan). 3. Механизъм за търсене, който позволява на потребителя да въведе интересуващите го понятия, да търси в тази база-данни и да получи списък от адреси на сайтове по интересуващата го тема. При първото поколение търсачки подреждането им става най-често според честотата на срещане на думите от запитването. Във второто поколение търсачки резултатите обикновено се подреждат по честота на посещаемост от други потребители и по брой на направени хипервръзки към тях. Най-отгоре в списъка ще появят...
Words: 1003 - Pages: 5
