The Google team is divided in twelve distinct groups; they include the administrative department, user experience department, engineering operations, enterprise department, finance and accounting, human resource management, legal and public policy, marketing and consumer relation, software development department and sales and customer relations. The company has managed to stay ahead of its competitors by motivating its employees and having a comprehensive human resource department that ensures that the ideas of each employee is heard and taken into consideration (Google Corporation, 2010). The value that Google has on its employees cannot be measured; the Google's human resource team is referred to as the people's operations, the human resource department has several main focus areas.
The main stronghold of the company is the human resource management team, the team which is divided into the compensation, administrative, human resource partners and generalists, learning and development is aimed at ensuring that all the employees are satisfied, the team is also aimed at ensuring that all the staff members work hard so as to achieve the set organization goals (Google Corporation, 2010). There are also recommendations which the company has to put into consideration so as to ensure it has a perfect people's operations team, such recommendations include, improvement of its staff motivation strategies, increasing the interaction between the top management and the employees an also improve its learning and development program. The following is a description of the entire human resource department (Google Corporation, 2010).
The first department is the administrative department; this area of the human resource section is mainly concerned with the ensuring that all the employs are determined in ensuring that all the employees are focused on achieving the goals of the company (Google Corporation, 2010). The department also ensures that it employs persons to interact directly with its employees also referred to as the human resource generalists. The human resource generalists are faced with the task of ensuring that the employees have enough knowledge with regard to conflict management, compensation and organizational development.
The human resource business partners are a very vital part of the human resource department since they ensure effective communication between the employees and the management of the company in matters concerning the employees. The human resource partners are also important since they assist in implementing new human resources initiates since they interact directly with the employees. The human resource department also has the learning and development area, this area is driven by the Google's learning and leadership Development team. The team is responsible for developing and implementing staff appraisal programs that are mainly focused on ensuring that the company's talent is utilized to the maximum. The learning programs are also aimed at improving the employee's talents.
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The group responsible for this is highly creative and responsible for three main constituents of Google learning: Google University, talent development and management and leadership management and development. The team reaches out to all sectors both mentally and geographically in order to support the Google personnel I terms of personal appraisal and professional development. The human resource team is also directed towards ensuring that the employees are satisfied and have good environment to work within. The company has a very conducive working environment under no duress. The company motivates its employees by ensuring that they provide bonus packages and other compensation schemes. This is very important since it goes a long way in ensuring that the employees are rewarded for their hard work and even motivate them to work harder (Google Corporation, 2010).
Even though the human resource management team has struggled in attaining great standards there are several improvements that need to be done so as to make it a perfect people operations department. The company needs to put into consideration several mechanisms that will also ensure that the employees do not transfer to other competitors (Becker, Huselid and Beatty, 2009). The company should give the employees time to be able to work on their 'personal stuff' this will greatly assist the company in inventing new things and will also increase the creativity of the employees since they are able to try new things other than the normal job routines (Becker, Huselid and Beatty, 2009). The company's top management should also try to ensure that they interact with the employees directly, apart from the human resource business partners, it is important for the top management to have a closer relationship with the employees and hear their recommendations (Araoz, 2007).
This will go a long way in giving the employees a sense of belonging and make them feel as part of the company's management. The company should also ensure that, as it keeps on expanding in the global market and covering a wider geographical area, it spreads information to all the parties concerned about their mission and organizational culture. This is very important since it will encourage talented young people to have the urge to work with the company, this will attract a wide range of employees with a great talents in terms of software development and business management which will go a great way in driving the company towards achieving its goals. The company should also try to have a chart with students in university who are pursuing a career in software development so as to establish young and talented persons who can be employed so as to assist the company achieve its long term objectives (Araoz, 2007).
In order to meet the growing technology, the company should ensure it embraces the current state of the art technology so s to face its competitors, like AON, Ask.com, and yahoo (Becker, Huselid and Beatty, 2009). The company should also ensure that the employees have enough if not complete knowledge of the latest technology in the market. This means that the company should improve its human resource training programs with regard to the new technology and new management practices in the world (Araoz, 2007). This is very important since it gives the employees a chance to understand the technology that they are dealing with (Araoz, 2007). Google is the company with the greatest market share with regard to online searching, however, the above recommendations will go a great way in improving its current market share and eliminating competition (Araoz, 2007). The company faces a stiff competition especially from yahoo and windows live search. However, the company has been putting up strategies that have given it competition advantage over the current competitors hence maintaining its current market share (Becker, Huselid and Beatty, 2009).
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From the above we are able to see that, Google as the main world search engine has employed a comprehensive human resource management team that has gone a great way in ensuring that the employees work hand in hand with the set company objectives and provide their best (Araoz, 2007). The company has organized employee staff appraisal schemes which ensure that the employees get enough knowledge on how to manage and develop their talents. The company also ensures that the employees are motivated by rewarding the most hardworking employees through organizing bonus and compensation schemes to the most hardworking employees (Araoz, 2007). However, there are some recommendations that the company needs to take into consideration so as to improve its human resource management team, some of the recommendations include, training the employees in line with the current state of the art technology, the company should also improve the relationship between the top management and the employees. If the company adopts the above recommendations, we are sure the company's human resource team will e on its way to becoming a perfect people's operations department.
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