Introduction
Employees are the most valuable asset for a company or business (Alfes et al., 2010). For a company to thrive and remain profitable, the employees must be good at their jobs. There are rapid changes that are commonly associated with working environments. The workers should be flexible and be able to adapt to the different changing circumstances and remain focused. Different companies have different strategies to promote the development of their employees. Most of the companies include training as part of their development practice to ensure that the employees remain competitive. In this paper, the employee development practices of Google Company are analyzed. For a long time, Google has stayed profitable and competitive in the technology industry. The company has different ways of ensuring that its employees are productive and retain them in the enterprise. The paper analyses the strategies that the firm uses to make sure that the company remains productive and competitive in the highly competitive tech industry.
Employee Development Practices
For a long time, Google has been termed as a successful business. This is attributed to the kind of employees that the company employs and the strategies that it uses to develop the employees. First of all, getting hired at Google is quite a process. A candidate has to go through four separate interviews before he or she gets approved. It ensures that the company hires the most qualified and competent employees (Steiber & Alänge 2013). The human resource management also has strategies that ensure that the employees continue developing talent wise and skill wise as they work in this organization. This also helps to keep the employees on their feet and ensure that they stay relevant.
The practices of the human resource management at Google strives to cover employee training programs that are efficient and also improve performance management to maximize the capabilities of human resource. According to Alfes et al. (2010), any company needs people; hence, investing in employees is crucial. Investing in the professional development of the employees is not only beneficial to the employees, but it benefits the company to a greater extent. Usually, employees feel important and valued when the company invests its money and time in them. It leads to a great relationship between the employer and the employee. Different employees training for the company leads to various positive outcomes for the enterprise (Gillet 2016). While sales training would increase revenue and market share for the company, innovation training will result in the creation of new ideas that would lead to the development of new products. Leadership training, on the other hand, will help instill leadership skills in the employees.
When developing employee training programs, Google’s human resource analyses the different needs of the company. Organizational, work, and cost-benefit analysis are conducted (Jenkins, 2010). Under organizational analysis, new human resource requirements are identified based on the current situation of the firm. Work analysis helps in the identification of specific requirements to fulfill work tasks. The primary objective of Google’s human resource management to use such analysis is to maximize the benefits that are to be achieved through the intended training programs.
The training programs are delivered through various ways; discussions, simulations and on-the-job training. Discussions are essential in developing the skills of the employees. Google allows discussions among their employees. It helps in polishing of ideas and expertise in the company. Discussions also assist in the development of the relationship between the employers and the seniors and the juniors in the business. It creates a conducive working environment for the employees. Some of the employee practices that Google uses to develop their employees are discussed below.
Google offers an in-house teaching program to its employees (Google.com, 2016.). It introduced GoogleEdu in 2010 as a learning program for its employees. The program was initiated to enhance learning among the company’s employees. The company is using GoogleEDU to formalize learning at the firm. The program relies mainly on data analytics and other measures in teaching the employees crucial matters about the situation of the company. It offers specific classes to their employees based on their work area/department or stage of work/career stage (juniors, seniors). For example, the people in the marketing department receive marketing training to help them advance their marketing strategies. Based on the career stage, the seniors can receive training on how to conduct themselves and how to handle their juniors. The specific training is beneficial since the information reaches the targeted people and chances of it being actionable are very high. It prevents cases of generalized non-fruitful training where employees are trained on things that don’t even concern them.
Google also offers leadership training (Jenkins, 2012). The company offers a special class for new managers and executives. During their training, they are taught how to exert their authority or influence in a more efficient way. It minimizes chances of dictation in the company’s management. The new managers are also informed of the decision-making process of the enterprise. It helps prevents the feeling of intimidation in instances where it is not their position to make decisions. The junior employees also receive leadership training to prepare them for promotions. In case there is a vacant position in the company, the human resource management does not have to waste resources and time looking for new employees. The existing employees can be easily promoted to fill in the position and be the perfect match for the position
There is also a Googler-Googler model where the employees teach each other and learn from each other (Jenkins, 2010). Cross department learning is encouraged. Employees from different departments learn and teach each other. Some of the employees are given the privilege of becoming teachers which boost their morale in some way. There is a transfer of knowledge among the employees. It also encourages sharing of ideas among the employees. An employee from one department could be having a very good idea that could benefit another department. Sharing the ideas ensures that the ideas are passed on to the other side. The program helps the employees learn from one another. According to Karen May, the head of "people's operation" at Google, the mentoring paradigm "makes learning part of the way employees work together rather than something HR is making them do (Toscano, 2015)."
Reiterate Training
Google listens to the concerns of the workers and monitors how satisfied they are with their jobs (Jenkins, 2012). From the views of the employees, the company can develop training programs from time to time. If the employees feel like certain areas are inadequately addressed, the company has to do something about it. It is quite useful since no person knows the weaknesses of the company more than the employees. They are the ones that conduct the day to day operations of the firm. It is easier for them to identify areas that are performing poorly or sectors that are bringing the company down. It ensures that the business deals specifically and directly with those issues. The management does not have to speculate on a lot of items to find a solution to a single problem. It saves the company the time and resources that could have been used thinking around things believed to be the problem causing factors.
Listening to the concerns of the employees also makes them feel valued. It makes them feel like they are a part of the company. It makes them feel valued by the firm. It will translate into them also putting their best in their work. They will identify the challenges that the company is facing and take them up as if it were their own. It makes it easier for the enterprise to deal with such challenges since it has a supportive force for the workers who can quickly offer solutions to the challenges Steiber & Alänge, 2013). The employees will also be dedicated to their work. They will offer their best to the company. At the end of the day, the company benefits big time.
Google can create a conducive working environment for their employees (Steiber & Alänge, 2013). When monitoring how satisfied the employees are, the company can identify the issues that are making the employees no to be happy. With that, the company is then able to correct or deal with the issues that some of the employees might be facing. With the issues being dealt with, the employees will have a great working environment. And with the employees being satisfied and with a conducive environment, the productivity and efficiency of the employees will probably go up. Increased productivity means increased profits for the company.
Personal Projects
Google gives space and time to their employees to come up with new projects and work on them (Toscano, 2015). It encourages their employees to use 20% of their working time to work on their personal projects (Google.com, 2016). It supports the projects both with the time, skills and resources needed. It has led to the development of new products in the past such as AdSense, Gmail, and Google Now. The employees frequently work on the projects individually or in groups. It gives the employees a chance to work and sharpen their skills.
It also helps in the development of their skills. A great and creative mind is a working mind that has been given the time and resources to expand. The employees put into practice what they have learned from their courses in school or their mentors. Typically, not all companies allow the employees to work on personal projects during their time off work. Google does not only give them the time, but it also supports them with resources (Steiber & Alänge, 2013). The company is thus able to tap into new ideas and new skills that are brought to the table. The working of the employees in groups strengthens their skills and the ideas that they have and promotes teamwork in the company.
The main aim of the program is to encourage or support the emergence of new ideas. The employees are challenged to come up with new ideas since they also know that the company will support their ideas and actualize them. The employees feel somewhat valued by the company and motivated. Great ideas or inventions are usually taken up and invented by the firm. It gives the employees some honor and morale to continue working on more projects. Ideas that are not so good or that cannot be actualized or benefit the company are dropped. The company usually capitalize on projects that will benefit the company and put it a step ahead of its competitors (Steiber & Alänge, 2013). Employees also tend to learn more through engaging in the projects more than through the training courses. When working on their projects, the employees deal with the real thing not what they are just taught in their coursework. They will also put much effort since the project is originating from them.
Analysis
The above strategies put the employees in a position that they can be highly flexible and adaptable to changes. They are highly qualified, and continuous learning and training strengthen their skills. They can learn more and come up with new ideas when working on their personal projects. They are also able to learn from each other. With this, they can be able to respond efficiently to any changing circumstances and remain competitive.
Fortune Magazine claims that Google has held the first position for the best company to work for. It has been in the first position seven times in the past ten years. According to Fortune (2016), “The perks are phenomenal. From three prepared organic meals a day to unlimited snacks, artisan coffee, and tea to free personal fitness classes, health clinics, on-site oil changes, haircuts, spa truck, bike-repair truck.” It indicates that Google has created a good relationship with its workers. It would be rare for the workers to quit easily due to the excellent treatment that the employees get.
Employees stay due to the relationship that they have with those that they work with and the feeling that they get that the work they are doing is important. Google has been able to culture this environment with its employees. The company is not only concerned about the performance at work, but also supports them on their personal projects. The company also follows up the concerns of the employees, meaning they care about what they feel about their job and the working environment. They also seek to find out if the employees are satisfied with their jobs. The concern that they have about their employees enables them to retain their employees (Toscano, 2015).
Google also has highly qualified and competent employees (Steiber & Alänge, 2013). It puts them ahead of their competitors when it comes to innovation and how the company is being run. For one to qualify, they have to pass through four interviews. The person has to be screened by their potential boss, potential colleagues, a hiring committee, and final Google CEO Larry Page. It shows that the hiring process is crucial when it comes to the company. They have to ensure that they hire the right people for their work. It explains the high creativity and profitability that the company gets.
In the current business (technology) environment, the company has to be incredibly innovative while trying to stay relevant. Google has been able to keep up with this due to the highly innovative employees that they hire. It gives them an advantage in the already highly competitive tech industry. Google has been facing direct competition from Yahoo, Microsoft Corporation's Bing and other search networks. It has also been receiving indirect competition from Amazon and Facebook. Google has, however, managed to remain dominant in Internet-related research. There are also major innovations from Google such as the Google self-driving cars (Markoff, 2010). Such has made Google continue being highly competitive in the tech industry.
Ideal model
The training could, however, be enhanced. The training that the employees are getting should be made more intensely and more often. It will ensure that they remain highly competitive in case of any changes. The company could support its employees that wish to go for further training in the tech field. It will expand the skill capacity of the employees. Their knowledge would grow, and the skills will be sharpened. It means more innovation for the company and increased profitability.
Such companies could add more strategies for retaining their employees. Although money cannot be used to keep the employees, some rewards could be used to show appreciation to the employees. The company could organize monetary gifts or non-monetary gifts such as trips and holiday vacations for the employees.
Conclusion
Google Company has managed to remain relevant and profitable in the tech industry. Despite the competitive nature of the industry, the company has managed to remain highly competitive and innovative, and the employees highly adaptable to the ever-changing business environment. Their employees are their greatest assets. First of all, Google hires highly qualified and competent employees. A candidate has to go through four stages before being considered as having qualified for the position. It shows how important the hiring process is to them. The company has learning programs for the employees. The company started GooglEdu to facilitate learning of the employees. The employees receive basic training in the department that they are in the career level that they are currently in. The company also listens to the concerns of the employees. It seeks to find out whether the employees are satisfied with their jobs. It helps them create a conducive working environment for the employees. The company also encourages the employees to pursue personal projects while at work. It helps the workers to develop their skills. The employees are also able to learn more if they are personally involved in the projects. With the above strategies, the employees remain to be highly flexible and adaptable to changes. The company mainly values its employees. It has enabled the company to stay competitive due to the highly qualified and competitive employees that are highly valued by the company.
References
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement, and employee behavior: a moderated mediation model. The international journal of human resource management, 24(2), 330-351.
Fortune. (2016). Google (Alphabet). Fortune. Retrieved 15 May 2016, from http://fortune.com/best-companies/google-alphabet-1/
Gillet, R. (2016). 5 reasons Google is the best place to work in America and no other company can touch it. Retrieved 15 May 2016, from http://www.businessinsider.com/google-is-the-best-company-to-work-for-in-america-2016-4
Google.com. (2016). Interview - Google Careers. Google.com. Retrieved 15 May 2016, from https://www.google.com/about/careers/how-we-hire/interview/
Google.com. (2016). Our culture – Company – Google. Google.com. Retrieved 15 May 2016, from https://www.google.com/about/company/facts/culture/
Google.com. (2016). Ten things we know to be true – Company – Google. Google.com. Retrieved 15 May 2016, from https://www.google.com/about/company/philosophy/
Jenkins Jr, H. W. (2010). School's in Session at Google . Wall Street Journal, 14. Retrieved 15 May 2016, from http://www.wsj.com/articles/SB10001424052702303410404577466852658514144
Markoff, J. (2010). Google cars drive themselves, in traffic. The New York Times, 10(A1), 9.
Steiber, A., & Alänge, S. (2013). A corporate system for continuous innovation: the case of Google Inc. European Journal of Innovation Management, 16(2), 243-264.
Toscano, N. (2015). How Google develops talent. Retrieved 15 May 2016, from Http://www.skilledup.com/insights/google-develops-talent
