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Google’s human resource management involves different strategies to address the
workforce needs of this diversified business organization. This diversification imposes
significant challenges to human resource managers of the company. Nonetheless, there
are certain HRM approaches that are generally applied to different areas of Google. For
instance, in human resource planning, Google’s HR managers focus on the effective
use of forecast information to minimize the surplus or shortage of employees, and to
establish a balance between the supply and demand for qualified employees. Google’s
job analysis and design approaches are also varied because of the different types of
jobs in the different businesses of the company.
Google’s Human Resource Planning
Forecasting. Human resource managers at Google use trend analysis and scenario
analysis for forecasting. Trend analysis is a quantitative technique that allows the
company to predict possible HR demand based on current conditions and changes in
the business. Scenario analysis is Google’s qualitative technique for forecasting HR
demand. Scenario analysis involves analyzing different combinations of variables to
predict HR demand for each resulting scenario. In this way, Google uses a combination
of quantitative and qualitative techniques for forecasting HR demand.
Surplus & Shortage of Employees. Concerns about surplus or shortage of employees at
Google are mostly in the production processes, such as the manufacture of Chromecast
and the provision of the Google Fiber Internet and cable television service. In
developing and providing web-based and software products, human resource surplus
and shortage are not a significant concern. For production processes, Google’s human
resource management identifies possible surpluses and shortages through forecasting
techniques. Thus, the company’s human resource planning includes forecasted
surpluses and shortages of human resources. Such information is used for recruitment
Balancing Supply and Demand. Google’s human resource management faces minimal
problems when it comes to balancing HR supply and demand. Even if demand for webbased/software products and online advertising services increase, Google does not
need to commensurately increase its human resources in these business areas
because of the digital nature of these products. Still, the company needs to address HR
supply and demand in other areas, such as the production and distribution of consumer
electronics like Nexus and Chromecast. For these areas, Google uses a flexible
strategy where new employees are hired based on forecasts of human resource needs.
The combination of Google’s HR management approaches for forecasting, identifying
issues with surplus and shortage of employees, and balancing of human resource
supply and demand effectively supports the human resource needs of the firm. Google
uses conventional methods and techniques together with advanced information systems
to analyze human resource data to support human resource management decisions.
Job Analysis and Design at Google
Organizational Design. Google’s organizational design enables the company to flexibly
address human resource needs. The interconnections in the firm’s matrix organizational
structure allow human resource managers to easily identify cross-linkages among
different parts of the organization and use this information for the processes of job
analysis and design. Thus, Google’s organizational design facilitates and optimizes
human resource management activities, particularly in job analysis and design.
Methods of Job Analysis. Google uses a combination of worker-oriented job analysis
methods and work-oriented job analysis methods. However, the company emphasizes
the use of work-oriented job analysis methods in jobs like those in research and
development, as well as jobs in product design and manufacturing. Google emphasizes
the worker-oriented job analysis methods in jobs that require significant interpersonal
skills, such as human resource management positions.
Job Description & Specification. Because of the large size of the organization, Google
has highly varied job descriptions and specifications. The job descriptions and
specifications for positions in product development, for instance, significantly differ from
the job descriptions and specifications for positions in human resource management.
Nonetheless, Google emphasizes certain characteristics in all employees, such as smartness
and drive for excellence in all job positions throughout the organization.