...contexts 4. Summary – Google case study 5. Contingency perspective of organizational theory and Justification for application Conclusion References 1. Introduction: - This report is based on a case study of Google’s HR practices. Google Inc. is located at Mountain View, California is not simply known for its unique workplace culture but it also known for its advance innovation approach and HR programs. The HR practices at Google which are named as ‘people operations’ is intended to describe that HR is not merely an administration but rather it makes sure the strong relationship between employee and employer. The case encourages discussion on whether the company’s culture is truly emphasis on attracting and motivating the best employees or it is with a business motive. In order to present critical review of the case study , the concept of HRM as a new strategic approach to the management of people is discussed and two different approaches “best practices” and “best fit” is explained. In the end of the report, the case study is presented from “best fit” HRM perspective .Thus this case study helps us to analyze the two different HRM approaches are applied in the organizations. 2. Two perspectives on SHRM: - HRM has experienced a drastic change over the last few years. “Influenced by many internal and external factors HRM has enlarged its work and activities from administration like making HR policies and practices to become a strategic partner in the organization...
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...how other companies have implemented plans to handle those issues. The issues facing InterClean highlighted in this analysis are human resource philosophy, employee retention, mergers and acquisitions, human resources product handling and servicing. Benchmarking was conducted to evaluate how other companies had handled situations similar to those of Interclean. Outside companies evaluated for comparison come from the mortgage industry, pharmaceutical industry, oil industry, specialty eatery industry, technology industry, airlines industry, chemical industry, insurance industry, and home improvement retail industry. The companies evaluated in this paper were Guardian First Funding Group, Trinity-Chiesi Pharmaceuticals, BP Amoco, Starbucks, Google, Northwest Airlines and Delta Airlines, Rohm and Haas Company, Liberty Mutual Holding Company, Pepsico, and LOWE’s. Evaluation of these companies showed several concepts used in handling the issues and how the companies used these concepts. Situational Analysis Retaining Employees Guardian First Funding Group - Guardian First Funding Group (GFFG) is a mortgage company exclusively involved in the reverse mortgage business. They have been selling reverse mortgages for a little more than a year now. In this time, GFFG has grown to rank 15th in the industry, with expectations to reach the top 10 by the end of the first quarter, 2009. Comprised mainly of Loan Officers, supplemented by a small number of operations employees, GFFG generates...
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...strategy, a company can succeed if it has a sustainable competitive advantage and human resources (HR) have necessary qualities to give organizations this advantage such as be valuable (provide high quality employees to perform many critical functions), be rare (looking for a talented and experience manager or technician), cannot be imitated (recruiting people who can do precisely the same thing and set up the systems that enable people to imitate your competitor),and not good substitutes ( cannot match committed and talented employees who are well trained and highly motivated.). Therefore, managing human resources effectively has become an essential element to the success of organization. There are several important HRM practices that should support the organization’s business strategy: analysis and design of work, HR planning, recruiting, selection, training and development, compensation, performance management, and employee relations. An organization has great performs when all of these practices are managed well. Google is the best company to work for in 2012 with two million candidates applying to work there each .There are many factors to help Google become the biggest brand name in the world and a dream- house of many workers today, and managing human resources is one of these. This essay will discuss three practices: Recruiting, Training and Development, and Compensation that Google implemented to organization to add economic value and create a high...
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... and the hierarchy of the centre and periphery model is evolving into a different paradigm. Human Resources specialists are more important in business strategies today for this very change in market dynamics – more so in the present economic situation of a global recession and downturn across industries and sectors. The focus has turned on HR Department at every organization – the survival lines are running drier with every passing week at the trading markets the world over, and the aim is not only to see through the recession, but more importantly4, to ensure employees are still committed to the organization. HR development acts as the mentor5 to its employees – guiding, training and educating them in the way of the industry and the organization. Well trained and competent employees, who are able to showcase themselves and their organization to the customers in a more effective manner, help in increasing customer satisfaction and overall clientele, by adding credibility and reputation to the business. Effective HR planning and development practices6 bring quality and loyal workers who are committed and passionate about the success of their organization. Google Inc., the 9 year old technology service provider based in Mountain View, California, was voted7 the number one Best Company to Work for in America...
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...I. Current Situation a. Current Performance b. Strategic Posture i. Company provides a general strategy statement. Not publically available vision statement or mission statement ii. They are in the internet subscription business. They are in this so users can instantly watch movies or TV programs iii. The objectives is to maximize member satisfaction and month to month subscription retention. Corporate objectives: customer loyalty, profits, growth. Busniness objectives- customer service Functional objectives- Marketing and sales. They are all consistent with each other. They all have one goal and that is to be profitable and make sure the customers are satisfied with their business. iv. Strategy- pursuing new content deals and streaming rights to current season shows. Also looking at new ways to improve the subscriber’s experience. Encouraging multiple accounts in one household. v. Privacy policies, code of ethics, insider trading policies. All the policies are consistent with each other. They all want their employees and board members to act ethically. They want their nonpublic information to stay private and prohibit insider information trading. vi. II. Corporate Governance a. Board of Directors i. Mostly External members. Jay Hoag- Technology Crossover Ventures. Timothy Haley- Redpoint Ventures. Ann Mather- MGM holdings Inc. Leslie Kilgore- Linkedln Corporation. Richard Barton- Zillow, Inc. A. Battle- Aspen Institute. Reed Hastings- Chair of board ii. Significant...
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...industry are Home Depot and Lowe’s. Each has their eye on moving into international markets, each has superstores in all 50 states and each has evolved along different paths to reach their current positions. According to Fortune 500 Home Depot, Inc. is ranked at #25 and the second largest retailer in the US after Wal-Mart. Home Depot Inc. has its corporate headquarters in Atlanta Georgia. What began in 1979 as two 60,000-foot stores that resembled warehouses has grown to about 2,200 stores across North America, Puerto Rico, and China. Home Depot Inc. is publicly traded on the New York Stock Exchange as NYSE:HD. At the end of 2008 Home Depot Inc. employed 331,000 people. Home Depot sales recorded and posted in 2009 are $71,288.0 mil. Home Depot Inc. is the number one home improvement retailer with Lowe’s coming in second place with sales posted in 2009 at $48, 230.0 mil.. Founded in 1946 Lowe’s went from a small hardware store to the ninth largest retailer in the US. Lowe’s went public in 1961 and began trading on the New York Stock Exchange as NYSE:LOW in 1979. According to Fortune 500 Lowe’s Companies, Inc. is ranked at #47. Lowe’s Companies, Inc. are headquartered in Mooresville North Carolina. Lowe’s competes with Home Depot, Inc. (home improvement) and Sears (appliances) they are second to both. Lowe’s currently has 1640 superstores in the U.S. and another dozen stores in Canada. Lowe’s also plans to open stores in Mexico in 2009. Lowe’s has not moved as aggressively in...
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...HUMAN RESOURCE MANAGEMENT In the beginning of the 20th century, there was an increased focus on scientific management of workplace. The father of this theory, Fredrick Taylor specified labour to be an integral part in the management of the workplace, and this is how the concept of Human Resource Management was born. As defined by Storey is “a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques”. From then to today, this concept has continuously evolved. Organizations today consider HRM to be an integral part of their functions because they think that it is significant step in the process of being a modern establishment. In this essay, Luke Johnson emphasises as to why HRM is an unnecessary, time-consuming and expensive function and should be eliminated followed by the advantages of HRM felt by the organizations and steps to be taken in order to pursue continued role of HRM. The author comes across as a very performance based, a very function based kind of a manager. He believes that HRM is a department that doesn’t contribute to the core functioning of the organization. He calls it a support system that only consumes the resources generated by the organization to deal with legal paperwork when organizations already have a legal and marketing department to deal with it. Luke Johnson feels like...
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...Split Up HR? Mind the Talent Management Gap: HR-A and HR-LO Abstract Human Resources has gone through ever-evolving changes over the years. They have been transitioning from transactional to becoming a strategic business partner with the high level executives of businesses. They are moving towards becoming the corporate centers of excellence by developing the right metric and analytics, the right talent and understanding how much human capital impacts successful business results. This paper analyzes the trends, contributions, skills and challenges that HR professionals have been and are going through to become the effective Strategic Partner. Mind the Talent Management Gap: HR-A versus HR-LO Ram Charan, a worldwide business adviser and speaker, suggests to eliminate the position of Chief Human Resources Officer and split human resources into 2 strands for the sake of practicality in helping HR build business intelligence to help organizations perform best. One strand would be called something like HR-A for administration, would manage compensation and benefits, and report to the CFO. This strand would view compensation to attract talent and not just a large cost. The other strand would be called something like HR-LO for leadership and organization, would focus on talent development and performance and report to the CEO. High potential line managers from operations or finance with business expertise and people skills would lead HR-LO. Leading employees from HR-LO would...
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...version of the file http://www.gettingoin.com/files/33124941.doc. Google automatically generates html versions of documents as we crawl the web. InterClean Inc-Strategic Alignment-MBA-530 Running head: INTERCLEAN INC-STRATEGIC ALIGNMENT-MBA-530 InterClean Inc-Strategic Alignment-MBA-530 Brian R. Duncan University of Phoenix February, 2008 InterClean Inc-Strategic Alignment-MBA-530 Introduction In developing human resources (HR) management approaches to the InterClean Inc. scenario, fundamental principals are necessary for the completion of a unified plan. The creation of business unit interdependence, based on a central company vision that is communicated throughout the organization is considered the primary key to achieving sustained competitive advantage. Rather than viewing the InterClean Inc. transition as a problem, this paper attempts to organize the process as an enterprise opportunity to address real issues necessary for the new products/services campaign. Included in this analysis through the 9 step PBL model, are concepts meant to support informed business decisions that have proven to help real world companies succeed in growing from change proposals, to achieving and maintaining effective HR practices. Describe the Situation Restructuring the framework of InterClean Inc. requires an organizational commitment towards accomplishing new...
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...12/11/2015 HR Articles: Problem Statement, HR Recruitment influenced by Internet 1 More Next Blog» Create Blog Sign In Find Air Tickets, Book Hotels & Rent Cars Problem Statement, HR Recruitment influenced by Internet +1 Recommend this on Google jetradar Origin Origin Destination Destination Depart date 18 december, fr Return date 25 december, fr Passengers/Class 1 passenger economy сlass Search http://humanresourcesarticles.blogspot.my/2014/11/problemstatementhrrecruitment.html 1/15 12/11/2015 HR Articles: Problem Statement, HR Recruitment influenced by Internet Show hotels Most Popular Posts Most Popular Posts Launching an Intranet; Data in Hiring; Bad Phish Thursday, Dec. 10, 2015 7 Tips to Launching an Intranet Social intranets are helping organizations overcome the barriers of location, language and ... Dec 10, 2015 11:21 AM Kutik on the Real Five Generations in the Workplace Email not displaying correctly, click here. December 10, 2015 Welcome to our weekly look at Webexclusive columns that appear on www.HREOnline.com ... Dec 10, 2015 11:08 AM Last Chance: 40% Off + Free Shipping on Custom Holid... It's crunchtime to order your holiday cards get them today to ensure delivery next week! Grab them now from The Signature Collection, with cards... Dec 10, 2015 9:50 AM A day in the Life of HR The industrial relations system is defined as an analytically subsystem of...
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...regardless of size of the company, industry, or state of the economy. “Having right people at right time at right place” is the key to the success of every organization. Therefore, recruitment and selection is considered to be the central function of Human Resources Management. Today more than ever, organizations, given the latest technology and physical assets, cannot compete without having its qualified, rare, and unique talent supply. Acquiring and optimizing a talented workforce is a strategic process that begins with planning and continues throughout the recruitment process. “Recruitment is a process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment.” It entails the use or specific practices, identifying barriers and means of successful recruitment and selection to hire the individuals with the right knowledge, skills, abilities and other attributes (KSAO’s) to get the job done and meet organization’s strategic goals. Selection begins once the pool of qualified candidates is in place. It includes collecting, measuring, and evaluating gathered...
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...the importance of the HRIS function within an organization Metrics HRIS system can produce for the organization Best practices of 5-10 US organizations Key action items for H20 implementation of effective HRIS system Overview of Staffing Methods Cost per Hire Staffing and Training Requirements Consideration of Recruitment/Time to Fill Vacancies Unique/Best practices for Staffing Review of Training and Development-Strategic Alignment Cost Analysis of Training Program – In house vs. Consultant Best Practices for Training and Development Recommended Training and Development Programs Overview HR Functions- Outsourced Benefits/ Cost Savings of Outsourcing Best Practices- Outsourcing Key Actions and Recommendations- Outsourcing Overview of Performance Management Philosophies Analysis of Best Practices – Theory Analysis of Best Practices- Applied Table of Contents (Con’t.) Recommendation PM Program HR Budgets- Components/ Elements Cost Reduction Strategies Budget Cut Recommendations Summary of HR Department Budgeting Challenges Recent Practices from 3-5 US organizations Review of Typical US Rewards Programs. Analysis of Best Practices for Compensation, Benefits, and Perks Consideration of US Taxation requirements (Social Security, Medicare, etc) Best practices/Unique Compensation Methods for Attracting and Maintaining Employees Recommendation of Rewards Programs Sending Home Country (German) Nationals...
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...management style of Google Inc. We will also evaluate two key changes in the selected company's management style from the company's inception to the current day. Indicate whether or not you believe the company is properly managed. As well as explain senior management's role in preparing the organization for its most recent change. Provide evidence of whether the transition was seamless or problematic from a management perspective. Also we will evaluate management's decision on its use of vendors and spokespersons. Indicate the organizational impact of these decisions. And we will look at managers within the selected company; suggest one innovative idea that could have a positive impact on both the employees and customers of the company. Indicate the approach you will take in implementing the new idea. Lastly, predict the selected company's ability to adapt to the changing needs of customers and the market environment. Indicate one key change in the management structure that may be beneficial to ensuring such an adaptation to change. Evaluate two key changes in the selected company's management style from the company's inception to the current day. Indicate whether or not you believe the company is properly managed today. Provide support for your position. The announcement of Eric Schmidt moving aside as Google CEO to let cofounder Larry Page takeover is a "teaching moment" for CEOs of all kinds of companies. For a crucial decade in its growth, Google was led not by a...
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...Welcome to Strategic Human Resource Management Course Number: MBA 786 School of Business & Technology University of Wisconsin - Parkside 6:00 - 9:15 p.m. Wednesdays, Molinaro 167 October 29 – December 17 Fall Semester 2008 “…if we are to have citizens who can live constructively in this kaleidoscopically changing world, we can only have them if we are willing for them to become self-starting, self-initiating learners.” Carl Rogers Contacting the Instructor Professor: Dr. Karen Crooker Phone/Voice Mail: 595-2348 (worst way to contact) Office: Molinaro 349 Fax: 595-2680 (label to my attention) E-mail: crooker@uwp.edu (best way to contact) Address: UWP, Department of Business, PO Box 2000, Kenosha, WI 53141-2000 Web page: http://uwp.edu/~crooker/ Office hours: 3:15 – 4:30 p.m., Mondays & Wednesday. Other times by appointment. Course Description Using human resource management systems to create and sustain competitive advantage. Emphasis on an integrative framework that requires linkage between, as well as consistency among, functional HR activities and their alignment with and reinforcement of the organization’s competitive strategy. Course Objectives The goal of this course is to help students develop their knowledge, skills, and abilities in the following areas. At the conclusion of this course, students should be able to ✓ Name competitive...
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...------------------------------------------------- INNOVATIVE HR PRACTICES IN it/ites INDUSTRY HRM ASSIGNMENT -3 sUBMITTED BY - SAYANI COOMAR (ROLL NO: 2) SHRADDHA PATIL (ROLL NO: 5) LAKSHMY UNNIKRISHNAN (ROLL NO: 6) sUBMITTED BY - SAYANI COOMAR (ROLL NO: 2) SHRADDHA PATIL (ROLL NO: 5) LAKSHMY UNNIKRISHNAN (ROLL NO: 6) TABLE OF CONTENTS SL NO. | TOPIC | 1 | INTRODUCTION | 2 | CHALLENGES FACED AND THE NEED FOR GOOD HR PRACTICES IN ORGANIZATIONS | 3 | INNOVATIVE HR PRACTICES | 4 | FOUR CRITICAL DIMENSIONS OF BEST PRACTICES | 5 | INNOVATIVE PRACTICES IN DIFFERENT HR AREAS | 6 | CREATIVE THAT LEADING COMPANIES USE TO MAXIMISE THE POWER OF PEOPLE | 7 | ORGANIZATIONS THAT TOP THE LIST FOR THE BEST ADOPETED HR PRACTICES | 8 | LATEST NEWS ON THE INNOVATIVE HR PRACTICES ADOPTED ACROSS VARIOUS ORGANIZATIONS: | 9 | CONCLUSION | INTRODUCTION India was declared itself open to Liberalization in the year 1991. This paved the way for industrialization and rapid transformation in the Industry and Business sector. Liberalization also meant change in the working style of the people and hence organizations needed to innovate the HRM practices in an effort to ensure survival in an increasingly hypercompetitive environment. The key challenges of any HR department are employee acquisition, retention, developing employees, performance management, and talent-management according. Seeking, developing and engaging and keeping talent is a big challenge for today’s organizations...
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