Google Staffing Organizational Model - 550 Words

Google Staffing Organizational Model (Research Paper Sample) Content: Insert NameInstructorClassDateGoogle Staffing Organizational Model Google Incorporated is a US multinational corporation headquartered in Mountain View, California (Datamonitor Report, 2012). Google leads its market category in providing a wide range of internet related products and services. Examples of services provided by the company include internet advertising, cloud computing, software development services, and search engine services (DATAMONITOR: Google Inc. 5). The company offers advertising services through its websites. Other products from the company have been adopted for the mobile communication market such as android mobile systems. Larry Page and Sergey Brin founded the company while they were still students at Stanford University. They completed their first major invention in 1996 and incorporated it in 1998 (DATAMONITOR: Google Inc. 4).Mission and Vision Statements From the analysis of the companys website, it can be seen that Google has both official and not so official mission statements. First, the companys corporate mission and beliefs states that Google aims to organize all the information in the world and make it universally useful and accessible to any person (Ritson 48). However, a further analysis of the Googles information shows that dont be evil was included in the companys 2004 IPO as a mission statement. This mission statement shows that Google assures its stakeholders that it aims to do good things for the world without compromising its long-term gains. The mantra dont be evil argues that Google does good things for its users.Vision Since the company focuses on organizing all the information in the world and making it accessible to everyone, its vision is focused on improving the ways people are connected to information (Reid 4). Being global but remaining truly local ensures that it serves all its stakeholders.Goals Objectives The companys goals and objectives are tied towards the realization of the overall missio n of organizing all the information in the world by making it accessible to everyone. The founders of the company describe the first goal of the company as delivering a perfect search engine that understands all the needs of users and provides information on exactly what is being sought. There is no doubt that Google has done its best to deliver products and answers beyond what consumers were looking for. The variety of free products and services from the company helps to validate this goal. The second objective of the company is ensuring faster and smarter searches. Any google search provides customized results that are valid and valuable based on the key words. All products from the company are categorized correctly according specific product categories. Third, the company aims to deliver a variety of tools and facilities that suit all types of needs on the internet and off the web. Most programs and products from the help businesses and entrepreneurs to satisfy their needs. Even though advertising is the major revenue generating tool for the company, advertising services from the company have enabled millions of other businesses to find their customers. As such, providing effective and customized advertising services is a major goal for the company. Finally, the last goal and objective of the company is building products and services that will not only help in building the web but also improving web experience. Google products like Android and Google Chrome have made access and browsing on the internet to be simple and faster. Organizational Strategy Larry Page and Sergin Brin envisioned and implemented a perfect strategy that has enabled Google Inc. to deliver value to customers, improve business, and build sustainable position in the market. By understanding the diversity and complexities surrounding the technological industry, company founders adopted risk avoiding strategies by analyzing the causes that led to failures of startups. Analysis of profitabi lity levels and core competencies enabled the founders to organize their organizational strategy based on these tenets. As such, Googles organizational was created based on capabilities, core competencies, and resources to enable it to create a strong organization driven by excellent performance and high levels of profitability (Bhatia, and Deep, 2012).HR Staffing Strategy Google has one of the best-funded recruiting functions in the world. The HR team and director of recruitment at Google have made significant efforts to enhance recruitment efforts of the company. For every 14 employees, Google Inc. has 1 recruiter. This ratio shows that the company has an impressive strategy in terms of staffing the organization. The HR and staffing strategy at the company is important in enabling the company to develop a strong recruiting culture to enable the organization to satisfy its human resource needs (Leslie).Staffing Policies Programs Google offers extra-ordinary benefits to Googlers ( Google employees). These benefits are clearly stipulated in the organizations staffing policies thereby ensuring that the company captures the attention of all potential employees. The benefits awarded to employees are also designed to break down functional barriers, encourage collaboration, and stimulate innovation and creativity (Minyu 161). The second staffing policy in the companys recruitment program is hiring only talented individuals. Focus, excellence, self-motivation, and innovativeness are key personality attributes expected from Google employees. Potential applications are subjected through numerous activities and projects where all talents and capabilities are put to test (Briscoe 8). It also enables Google to profile employee interests that might assist in employee improvement.Support Activities Recruitment, placement, and selection process is a key priority at Google Inc. After the HR department has conducted recruitment, placement, and hiring process, the qualified ca ndidates are presented to their respective positions within the organization. This leads to the most important strategy that involves analyzing the objectives and requirements of particular positions and optimizing them to fit the Google culture. Support activities are then created to enable the organization provide needs and create reward programs for the employees. Once employees have been selected, there are subject to benefit from exceptional rewards and programs. First, Google offers flexible hours for all professional employees, health benefits, and free drinks and snacks. Google Inc. also serves free meals to all employees and restaurants are available in multiple locations throughout the company. Free meals comprise of lunch, dinner, and breakfast. However, employees are not allowed to take away any food from the company. The third benefit policy is the provision of free shuttle services to several locations. The company also offers a fuel incentive program to help employees limit their costs. The company does not require employees to wear official clothing because the companys policy is developed on grounds of a casual clothing policy.Core Staffing Activities: Recruitment: external and internal Core staffing activities at Google entails analyzing all the hiring and staffing needs at Google including the examination of workforce aspects. The recruitment objectives are aimed at fulfilling qualitative and quantitative needs to assist in creating effectiveness of the Google. Internal recruitment objectives involves analyzing internal employee profiles to ascertain whether any vacant positions can be filled using the existing pool of manpower. As such, internal recruitment needs aims to match the available abilities, individual skills, experiences, and other attributes that might help to satisfy the organizations staffing requirements. Lastly, core recruitment needs are geared towards rewarding employees with a conducive working environment.Selection: meas urement, external, internal Google company has an employee selection and hiring process which tends to hire the most creative and talented individuals. On average, the company receives more than one million applications but only about 2000 individuals are employed. When a vacancy arises in Google, the Human Resource department will always try to fill the position with the existing employees but if that is not possible, they will look for replacements externally. Before, the actual selection process, the Human Resource department will first make a documentation of the roles and responsibilities of the positions to be filled. From the list of applica...

The Role Of Patient Care At Madigan Army Medical Center Essay

Interview Paper On October 22, 2016 I interviewed Major Alicia Robinson, nursing informaticist at Madigan Army Medical Center (MAMC), a 220 bed military hospital located on Joint Base Lewis McChord, WA, approximately 45 minutes south of Seattle. Madigan Army Medical Center is considered the second largest military treatment facility. It is also one of the two designated level trauma II medical centers in the Army, as well as, only one of the four in the state of Washington (Major Robinson, personal communication, October 22, 2016). Major Robinson stated that she has been in this position for two years and has previously worked as a staff nurse on the Medical Surgical Floor. She is an active duty officer who has a BSN in nursing and is certified in informatics. Ultimately, after working bedside nursing she decided to focus on informatics because of an interest in advancing military medical systems (personal communication, October 22, 2016). The following questions were asked during the interview and her responses are immediately following. Describe the Use of Patient Care Technologies to Deliver and Enhance Care Major Robinson stated that the military systems are behind in terms of technologies compared to civilian counterparts. For example, big changes are expected because scanning will become a standard of care on the inpatient and outpatient areas of the hospital with implementation of a new computer system summer 2017; this has been a standard of careShow MoreRelatedLeadership Analysis : Leadership Gap775 Words   |  4 PagesNext, the topic of leadership gap is addressed by one of the Center for Creative Leadership (CCL)’s articles. The contents of this article by Patterson, Champion, Browning, Torain, Harrison, Gurvis, Fleenor Campbell (2015) are prioritizing competencies, understanding effectiveness, identifying the issue and closing the gap. In this study, CCL conducted a survey to identify the leadership priority and current skills, then introduce the effectiveness of CCL’s framework to cultivate the knowledgeableRead MoreAssignment On Breastfeeding Working Mothers1 243 Words   |  5 Pagesportion of America’s work force and is an important contributor to a successful business and the economy. The CDC reports that working mothers make up 70% of the workforce but only 10% of mothers nationally successfully breastfeed to 6 months of age (Centers for Disease Control and Prevention [CDC], n.d). Due to the increasing demands of the economy and a push for women to stay in the workforce, many more mothers are now faced with the unique challenges to maintain the ability to breastfeed as longRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pagesstrategic choices and strategy in action covered later in the book, it will normally be a prerequisite that some type of analysis of the strategic position is undertaken, using the case material. When planning the use of these cases within programmes, care needs to be taken to balance the time taken on such strategic analysis so as to allow the time required to analyse the main iss ues for which the case has been chosen. Where the text and cases are being used as the framework for a strategy programmeRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesretrieval systems, or in any other manner—without the written permission of the publisher. Thomson Higher Education 10 Davis Drive Belmont, CA 94002-3098 USA For more information about our products, contact us at: Thomson Learning Academic Resource Center 1-800-423-0563 For permission to use material from this text or product, submit a request online at http://www.thomsonrights.com. Any additional questions about permissions can be submitted by e-mail to thomsonrights@thomson.com. Printed in theRead MoreQuality Improvement328284 Words   |  1314 Pagesotherwise, except as permitted under Sections 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, 222 Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 750-4470. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201)748-6011, fax

Research Paper on Work Life Balance free essay sample

Through this research, an attempt is also been made to make out the different personal motives and its main concern among the different demographic groups which could help us in designing the Work-Life Balance policies for employees in Indian Hospitality Industries. The Human Resource Management function has to constantly plan and carry out such policies which enable their employees to balance their personal and professional life. Furthermore, the increasing number of Dual Income Single Kid couples and members from nuclear families in the Indian Hospitality Industry has made Work-Life Balance practices necessary. According to (Torrington 2008), the quick increase in number of women within the workforce who are willing to combine both family and work responsibilities together, thus it is for these employees within the diverse workforce for whom the work life balance programs play a crucial role in enhancement of any employee’s overall performance within the hospitality companies. Whatever is provided in the name of Work-Life Balance may not meet the requirements of the employees in the hospitality industry with different demographic backgrounds. Through this study, an attempt has been made to recognize different personal motive and its priority with respect to Work-Life Balance amongst employees belonging to different demographic profiles. This would guide to development and improvement of the overall presentation of the employees within the organization. LITERATURE REVIEW It has been seen that over the years the trends as well as the requirements of the hospitality sector are also changing at a fast speed. This change in the work place forces the hospitality industries to make an effort and know what measures they should adopted in order to understand the different personality of different people who are working together in the same organization for the same objective. (Hebs 2002) defined Work-Life Balance as â€Å"Working practices that acknowledge and aim to support the needs of staff in achieving a balance between their homes and working lives. † Another author (Sara 2008) stated that knowledge of the Work-Life Balance issues and options are consistently stretched amongst professionals. With shortage of professionals and economy, the pressures on the existing employees look set to rise and therefore this is an area which needs to be revisited with a view of adopting best practices throughout the sector. (Fiona 2007) explains that â€Å"flexible practices are good for Work-Life Balance and managers are better in terms of maintaining a good Work-Life Balance than workers, and that the development of an appropriate Work-Life Balance policy assists in ensuring company loyalty and positive attitudes to work. (Liz 2004) explored the main barriers to women’s development and highlights the long working hours associated to managerial roles as a major problem. According to (Doherty, 2001), â€Å"often work in the hospitality industry is a way of life, with people working at all times of the day and night. Whilst this is a challenge for work-life balance, it also offers opportunities for all kinds of creative work patterns. With just a little will and imagination thes e can be designed to meet the needs of employees as well as of the business. Doherty explains that long working hours under stressful conditions is the daily routine in Indian Hospitality Industry. However this situation has risen confront and stressed on the need for the progress of work life balance for the hospitality industry. Another author (Hudson 2005) argued that the want and reason for work life varies from person to person. A small of people want a balance between work and responsibilities of children, while others may want time for themselves so that they can relax themselves after doing a lot of hard work for so much long time. In the recent Indian scenario as experienced by hospitality employees, the ageing employee population also expressed a need for work-life balance, so as to maintain their financial needs and become independent. These employees belong to generation X who gives preference to the balance between work and family lives. (Patton, 2009). However the new generation or in other words generation Y considers and values job security, job commitment and job satisfaction as valuable variables of a job. Generation Y also expresses a sheer need for work life balance in order to deal with internal and external work pressures. It has also been noticed that the thinking patterns and behavioral approaches of generation Y are more complex and diverse as compared to the employees of generation X. Another author (Jeff and Juliette 2007), proposed that employees do influence work-life balance issues in the financial service sector and that work-life balance initiatives had greater approach and quality where independent unions were recognized. In all cases, however, the amount of departure from minimal constitutional levels of condition was not great. Jennifer and Susan 2010) in their study found that part-time managers of the sample chosen in the study held varied careers while working full-time, but careers stalled once a transition to part-time work was made. The majorities were career-focused, worked intensively and felt frustrated with their lack of mobility and career progression while working part-time. RESEARCH DESIGN â€Å"Research design is a general plan of how we will go answering the research-questi on. † It would contain clear objectives, derived from my research questions. (Saunders 2003). After reviewing the literature on hospitality and the challenges that the employees face when they balance their time between work and personal life. The hospitality service sector has to change itself and struggle to attract, develop, hold and organize the services of skilled employee and trained them so that they can balance work and life easily. (Roche Brannick 2007), found that the research process provides a organized and intended approach to a research project and ensures all aspects of the project are reliable with one another. (Smith et. al. 002) argues on research design saying that it is basically organizing of research activity and including the collection of data which helps in achieving the research aims. (Saunders 2003) understood this research proposal and used it in the ‘onions’ model which describes the various research strategies and the research approach that helps in achieving the aim of the research. Data Collection: (Saunders et al. , 2007) explain s that in order to answer the research questions the most vital step is data collection. He further explains data can be collected in two ways: Primary and secondary data collection. Primary data may be defined as: â€Å"The data gathered for research from the genuine site of incident of events is called primary data. † (Sekaran, U. , 2000), whereas Secondary Data may be defined as â€Å"The studies made by others for their own purposes represent secondary data. † (Schindler, P. A and Cooper, D. , 2003). To answer this research question secondary data and primary data will be used. Gathering primary data will help us know the factors that actually will help introducing work life balance in employees from both the manager and the employees’ perspective. Collecting secondary data which has been gathered with the purpose of literature review will help to have detailed information about the research topic. This will help to substantiate the primary research being carried out. (Saunders et al. , 2007) explain that different researchers have generated a variety of classifications for secondary data. Reliability: â€Å"Reliability is primarily a matter of stability: if an instrument is administered to the same individual on two different occasions the question is, will it yield the same result? † (Smith et. al. 002) For example, it can help to measure a mannerism then every time the test is administered to a subject matter, the results should be more or less the same. But it is impossible to calculate reliability accurately, but it can be anticipated in a number of diverse ways. The sources used for the research proposal are books and articles which are measured to be reliable sources. I might generate different results if the ques tionnaires are completed in varying span of time. So for getting the questionnaires filled by the employees a time will be chosen when the employees may not be busy with their work. These approaches will be used at the time of the scheming of the questionnaire. (Saunders et al. , 2007) Validity: â€Å"Validity is a question of how far we can be sure that a test or instrument measures the attribute that is supposed to measure. † (Smith et. al. 2002). Initially we would ask an expert or group of experts to comment on the representativeness and suitability of the questions. As well as allowing suggestions to be made on the structure of the questionnaire, this will help in developing content validity and allow us to make essential measures prior to pilot testing with a group as similar as possible to the final demographic sample.