Question

In this assessment, analyze the role of technology in HCM. In your report, do the following:

Create the business context by providing a brief overview of the business goals of GOOGLE and the value HCM strategies and tools bring to the organization.

Assess the HCM business systems in GOOGLE that rely on technology. Include a short discussion of the systems that run smoothly, and identify opportunities for improvement.

State the best practices connected to technology in HCM that would be a good fit for GOOGLE. Explain why. Support with examples about workforce management and workforce development from relevant sources in your analysis.

Answer 1

• Every company on the planet says, "Our talent is one of our most valued assets." Google says it too and they also give their employees far more information than most companies are comfortable sharing.
• They make them active decision makers and participants in how the company is run.
• They allow them the freedom to try new things.
• They have weekly meetings which is about what's happening with the product.
• It's about victories and failures. It's about what employees learned from the mistakes. It's about how quickly different products are growing, about technical issues and all other information .
• Google sets rigorous goals across the company for just about everything.
• Everyone in the company has quarterly goals that they're measured against. And the entire company has quarterly goals that are set by the CEO.
• Every meeting held at Google makes use of the Hangout program to accommodate employees unable to attend, or who work in other locations.
• Wherever they are, meeting attendees are able to use the camera on their phone or computer and talk face-to-face with every person participating.
• Despite having technology that so powerfully and conveniently unites people—and that their own company created—Google’s founders and top executives have intentionally retained one old school element of leadership communication.
• Once a week, they make themselves available to Google headquarter employees in town hall meetings.
• Google uses four simple principles that can help even the smallest team do much, much better at hiring.
• Set an uncompromisable high standard-agood rule of thumb is to hire only people who are better than you.
• Find candidates on your own-Google works with some recruitment firms, but only in specific situations in which outside expertise is a requirement, such as building a new team in another country.
• The company has used third-party job boards like Monster in the past, but pulled back from them after its reputation grew sufficiently.
• Google relies on its own careers portal now.
• Put checks in place to assess candidates objectively-Include subordinates and peers in the interviews, make sure interviewers write good notes, and have an unbiased group of people make the actual hiring decision.
• Provide candidates with a reason to join-Make clear why the work you are doing matters, and let the candidate experience the astounding people they will get to work with.