Do you need this or any other assignment done for you from scratch?
We have qualified writers to help you.
We assure you a quality paper that is 100% free from plagiarism and AI.
You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
NB: All your data is kept safe from the public.
Introduction
Notably, the report demonstrates HRM decision-making process and practices in Google. The companys creative work environment and effective HR policies have made it a popular employer and one of the greatest workplaces in the world (Shrivastava et al., 2018; Tran, 2017). Additionally, Google is also a pioneer in people analytics, having generated superior business results through its effective use of analytics in the HR area. Google has launched the People & Innovation Lab to infuse data-driven decision-making into HRM (Shrivastava et al., 2018). This centers psychologists, decision scientists, and researchers conduct practical research and development on organizational procedures that manage its personnel.
Mathematical Algorithms
Google has recently created mathematical algorithms that utilize statistics to assist in making less personal recruiting and retention decisions. Shrivastava et al. (2018) state that Googles algorithm helps the recruiting team re-evaluate prospective candidates that were not previously evaluated, ensuring that suitable candidates are not overlooked. Hence, by requiring candidates to complete lengthy online surveys, the algorithm maps workers opinions, behaviors, and personality traits to the organizations skill needs. Applicants are awarded scores based on quantitative algorithms that indicate whether or not a candidateorganization fit will be achieved. Similarly, the retention algorithm uses historical data such as employee salaries, performance evaluations, and promotions to identify individuals likely to leave the company (Shrivastava et al., 2018). Therefore, this novel approach to talent management enables Google management to act before it is too late, and it also assists in tailoring retention approaches.
Oxygen Project
Google launched the Oxygen Project Initiative, a multi-year research project. The Oxygen Project intends to assess the competence of Googles multicultural managers (Shrivastava et al., 2018). It entailed a thorough examination of qualitative responses from employee surveys as well as employees expectations from management. Googles prevailing culture is an open culture where everyone may freely offer their thoughts and feedback to create a more pleasant and welcoming workplace culture (Tran, 2017). Moreover, this project implies that Google has a diverse range of cultures.
PESTEL and STEEPLE Analysis
Google has the potential to grow as Internet access expands in developing countries. When it comes to economic aspects, the corporation benefits from the financial stability of large markets and the rapid growth of developing countries (Rowland, 2020). As a result, worldwide growth aids in attracting top candidates and increasing the variety of Googles corporate culture. Regarding the legal aspect, increased laws for internet privacy are an external issue that provides opportunities to enhance products and raise consumer and employees satisfaction. Google is dedicated to treating all employees fairly, focusing on diversity and inclusion (Google Supplier Code of Conduct, n.d.). The goal is to provide safe working conditions and implement environmentally ethical and responsible processes.
Googles technical character suggests a strategy focus on the technology-related external variables highlighted in the PESTEL/STEEPLE research. The companys activities are linked to the software and hardware, internet services, and on-demand digital content distribution industries through the employment of computing technology (Rowland, 2020). For instance, Google uses mathematical algorithms to enhance its HRM decision-making process. Consequently, Google optimizes its algorithms not just to meet the diversity of consumers and their interests but also to enhance HRM.
Conclusion
To conclude, Google established the People & Innovation Lab to incorporate data-driven decision-making into HRM decision-making. In addition, the organization developed mathematical algorithms that use statistics to assist with less personal recruiting and retention choices. Furthermore, Google initiated the Oxygen Effort Initiative, a multi-year research project aimed at evaluating Googles multicultural management competency. The project also intends to promote an open culture where everyone is free to share their ideas and opinions. Essentially, the company is committed to treating all employees and potential candidates fairly, emphasizing diversity and inclusion.
Reference List
Google Supplier Code of Conduct (n.d.) Web.
Rowland, C. (2020) Google PESTEL/PESTLE analysis & recommendations. Web.
Shrivastava, S., Nagdev, K. and Rajesh, A. (2018) Redefining HR using people analytics: The case of Google, Human Resource Management International Digest, 26(2), pp. 3-6. Web.
Tran, S. K. (2017) Google: A reflection of culture, leader, and management,International Journal of Corporate Social Responsibility, 2(10). Web.
Do you need this or any other assignment done for you from scratch?
We have qualified writers to help you.
We assure you a quality paper that is 100% free from plagiarism and AI.
You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
NB: All your data is kept safe from the public.