Human Resource Management Case Study: Google

TABLE OF CONTENTS

Title Page----1

Table of Contents---- 2

Executive Summary---- 3

Introduction---- 3

Main Body----3

• The Work-life Balance---- 4

• High-rate Retirement---- 4

• Maintenance of Original Spirit-----5

• Recruitment Issue---- 6

Methods and Reasons---- 7

A Possible Implementation Plan---- 9

Conclusion---- 9

Bibliography---- 10

EXECUTIVE SUMMARY

The shoot for of writing this report was to illustrating self understanding on the primary(prenominal) HR problems based on the encase briefing notes named The wait for a New HRM Solution. Research for this report involved with the assignment and evaluation on the main HR challenges to Google in attracting and cause staff, recommendation of related human resource practices to those challenges with reasons, and an implementation project for the changes. The major findings in Googles HR challenges are the issues of work-life balance, high-rate retirement, maintenance of pilot light spirit, and recruitment. Then, those challenges are solved or released by some HR strategies, such as forming virtual(prenominal) teams, shorten interview process, protrude job structure and so on.

INTRODUCTION

The case note, Google: the Search for a HRM Solution, is talking about the main HR challenges stand in front of Google.



There are in general about attracting retaining and motivating staffs, which involves issues as work-life balance, high-rate retirement, maintenance of original culture, and recruitment. later on evaluated and analyzed, some HR strategies are provided to releasing those challenges, which are creating virtual team, fining interview process, motivating employees with new recruitment, and keeping talents by crack more organizational reputation and leadership.

THE IDENTUFICATIION AND EVALUTATION OF GOOGLES HR CHALLENGES

Google was created in 1998 due to the need for a more effectual Search Engine. Actually Google is one of the most successful network based companies since the booming of dotcoms in the late 1990s and stiff to be a leader. This success is based on its immense organizational practices and core competencies (Chaffey, 2009). While, after identified and...

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