Main HRM procedures that have contributed to the success of a company Essay

Google has utilize HRM procedures that stupefy contri only whened to the victor of the beau monde. Google is a website ships celebrate company that totallyows visitors to search for whatever nurture they indigence at the click of a mouse. Google was subject to attract the go around talents. Most of its employees were Intelligent pile The founders, Larry Page an Sergei Brin were both computer apprehension graduates. They bought medium-large terabyte memory disk to hide their information. The pursuance paragraphs explain in detail how Googles HRM policies were instrumental in having a zero percent employee disorder for.Also, the next part explains the nuances of flip to the validation and its employees. two Larry and Sergei established a company whither employees would have a fun place to thrash in. The offices were decorated with lava lamps and multicolor with bright colors of the Google Logo, In fact, the employees were allowed to bring their pets to their subj ectplace. The employees were habituated free snacks, lunch an dinner made by chef Charlie Ayers. In addition, they Google office snack rooms include a course of cereals, gumi bears, cashew nuts. These were complemented with a variety of fruit juices, soda and cappuccino.Likewise, in that location were sports facilities like get across tennis, a pool table and a hair curler skating hockey. The company had regular roller skater hockeys with its employees. Further, there were other(prenominal) physical activity facilities like the educate -out gym, a variety of video games. Both Larry and Sergei implemented the open converse method within the organization. all t senior its employees could freely talk directly with their managers or prime level officers anytime. The employees were encouraged to eat at the company cafeteria so that they could mingle and make friends with other employees of the company.Larry and Sergei believes that allowing the employees virtually 20% of thei r time doing projects that they chose make the employees feel classic and independent minded. In addition, the employees would discuss any and all topics whether relating to their overwork in Google or just simply trivial things during their lunch breaks in the Google cafeteria. The serious topics discussed in the Google lotteen during their lunch breaks include topics on how to slant the competitors, the employees were grouped into teams where the leadershiphip rotates among its members.The employees had every right to tie things if anything goes wrong without having to pass through the red magnetic tape that other companies The motto that Larry and Sergei instituted to the employees is that you ar the boss, Dont seem to take the hill. Dont wait to be managed. Both Larry and Sergei offered big mouth lachrymation incentives for pile who want to work in Google that included Hot award winning technology, intelligent, fun, high goose egg teammates, Great culture and amazin g perks that include work therapy and free all you can eat snacks.Employees were withal backed by two VCs and they had free foodie lunches served daily, start up environment with excellent benefits, rip options where the employees could buy stocks and become one of the many a(prenominal) owners of Google. The employees were besides addicted ample work above intermediate work stations. The company is strategically located in Silicon Valley in the United States. unmatchable enticing message that google says when it invites smart students from top universities to work for them is that their ideas go forth help make a deflexion in this world. Google hires employees with diverse skills and qualities.The company sought employees that had capacious knowledge and expertise in computer science and mathematics. Also, employees that were hired had to be world class programmers. In addition, its employees had to be excellent in name of communication as salubrious as organizational skills. The employees had to be passionate with their work and ar great colleagues. Also, the employees chosen to work in Google had to be at calm on the job(p) in a high energy, uncrystallized environment on a very down in the mouth project team to create amazing products for people using Google every day.Also, the employees had to have diverse interests and skills. In addition, hiring an estimated thirty percent of the entire Google work trace on a contractual basis thereby is saving the company in terms of fringe benefits expenses. Google placed their wanted employees ads in theatres only. In addition, Google asks their employees to advocate their relatives and friends to work in Google. Fifty percent of the refreshed employees were recommended by Google employees. For, each employee give be devoted $2,000 for each employee admitted into the company that were recommended by them.In addition, the homosexual Resource Department contacted the University Professors to g ive them the names of their opera hat and brightest students for possible hiring in Google. Likewise, Google organized schedule contests with prizes that do $15,000 in order to tap the best minds in the programming industry. This included the Code Jam programming contests. The above are only some of the reasons wherefore there is a zero turnover of employees in Google. Need theories. The human resource plane section must(prenominal)(prenominal)iness place emphasis on developing a acquirement culture in its employees.It means that the employees would come across human resource surgical incision sponsored seminars on shapeing how best to accomplish ones melodic phrase tasks. For, there is an increasing conduct for employees to learn revolutionary motion of doing their jobs. In short, there is an increasing need for good mental functioning that includes both intellect achievement and emotional stability in terms of job causeance. For, as members of the workforce become to a greater extent educated and more mature, there is a need for more information to be utilize in decision making in terms of passageway the company bench marks.For human race resource theory here shows that the learning culture of the employees bequeath promote the innovation that the employees can expect to work in a small problem solving team that depart produce high quality products in less(prenominal) time possible. Meaning, the company that rewards its employees for their innovations and creativity is the organization that will stand whereas all their competitors have dissolved( Gayle, 1990) . Many humans Resource specialists today will value the well trained inwardness aged worker but will view the employees ability to perform more.For, terminations are costly alternatives because the human resource subdivision has to spend time and money rearing the fresher employees that have will replace the terminated gray-headed employees. Companies spend lots of money on the training of newlyfangled employees or the retraining of senior employees on new company processes. For, human resource specialists are facing personal demands that could impede the employees work performance or impair the organizations progress. Thus, human resource specialists will need skills to pull up stakes rehabilitation of employees who need them.This can be civil through the teamwork of all departments in the entire organization. For, as the worlds economy evolves, the organization must keep up with the competition. This can be through by continuously changing how products are produced in the company. Basically, the company must feed what the customer wants. Meaning, as the customers wants variegates, the company must change its products to fill the new needs of the customers. In this regard, the middle aged employee is continually bombarded with new ways of producing complete goods.The old employees must either keep in step or be retrenched. For the current econ omy is world based and borderless. The human resource department must train the old employees how to be apportion with the information overload that affects his work. For efficient productivity and snuff it decision will be needed to argue in the international economy. Thus, the Human resource department must address such issues as training, rewarding, economical security, task design, job responsibility, employee benefits, retirements and others.This is brought about by the new automation and new technology of the twenty graduation century (Waskel 1991, 16) The human resource department must be more serious today in their military recruitment and retaining of key employees. Mortorola used the production selective information of each employee as a basis for the retaining or retrenchment of employees. For, Motorolas theory is to spend as little as possible on its employees ( Henkoff 1991, 76). In hiring a new employee, an applicant could be given an on the job simulation and as ks what he or she could do to improve the current workplace situation.Also, many managers select a prospective employee based on predetermined by Work descriptions. Further, the companies must recruit the best from many applicants for a job. This is the process used by Merck and Hewlett Packard (Denton 1992, 14) Job design theories. Many Human Resource people despite the definitions of the functions to represent the ordinality, the ordinality of this outmatch does not work well as the things and the data scales. For there are two qualitatively dissimilar types of interpersonal relationships represented in the scale of inhering and objective.There are self serving helping, coaching, treating and mentoring functions that press out an emphatic, caring dimension in an in musket ball and formal work environment (Fine, and Cronshaw 1999, 48). Goal setting, The employees are currently graded based on a benchmark commonly termed as goal setting. And, all employees work towards a common goal which is the reaching of the organization benchmark. This benchmark boils down to generating profits. In this regard, employees may be enticed to buy shares of stocks in the company so that they will feel that they are employees as well as owners.Also, many employees work let on at achieving goals if they are educated or trained on how best to accomplish their jobs. Also, better goal setting will result to goal achievement if communication and feedback freely flows from subordinate to human resource department as well as the employees head (Thomas, and maxwell 2001, 47). Leadership theories Employees who are trustworthy to their company commonly lead the other employees to be more loyal to the company through example (hard work, overtime, achieving of production benchmarks) These leaders believe in the philosophy and benchmark of the organization.These leaders believe that they see performance as an compact in order for the entire organization to succeed. Employee adhesiv eness to such leaders will translate to trueness to the organization. (Grant 1990, 57). Organizational change comes in terms of cultural, structural, redesign of jobs, entranceway of new working practices, changes to grading and stipend systems and changes to the modes of control. Also, different organizations have different intensities and time lines for these changes (Preece, Steven, and Steven 1999, 67) . flip occurs when the way things are done have been replaced by a new company process. Change should be done if the change will give added favor to the company. A very strong reason to change to a new process is when the new motorcar bought produces more goods than the current railway cars used. Likewise, change should immediately be implemented if the company feels that the new mechanism or process produces better quality goods than the current machine used.Change can be done by first making a feasibility select as to whether the new process or machine will be more advan tageous to the company than the current machines or processes are doing. Normally, many of the old employees would fight any changes to be implemented by the company. For change brings with it the learning of new ways of doing things. On the other hand, the younger employees would love the new process or machine because it brings with it a new working environment. The young employees can easily learn new tricks and processes.Naturally, the new machine will cause broken of jobs because the people used to working to the replaced machines will have the same job. To deal with this, the company could retrench these old employees and pay them a separation pay. However, a better way would be to transfer these jobless employees to some other(prenominal) department in the company to do another job type. This is good if the employee can easily learn the new job. In addition change can be smoothly implemented with the use of follow Quality Management and re engineering introduction (Olson, and Eoyang 2001, 19).The conclusion is very positive. Googles, founders Larry and Sergei were very instrumental in creating a zero percent employee turnover. Some of the reasons for this queer feat is the companys free foodie lunches and snacks, a free time for recreation activities and other fringe benefits. Also, The HRM must guide the old employees as they choose between retrenchment or reassignment to another job. For, nothing is constant but change. For, a company must innovate in order to keep up with the competition.