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End your Quest Here for Google Case Study Human Resource Management

Management of Human Resources is a structured and unified method for administering an establishment's most appreciated asset—the ones who perform there and participate both autonomously and collaboratively in the achievement of the administration's goals. It is a collection of interconnected policies having an intellectual and philosophical foundation. It is the role inside an organization that focuses on recruiting, management, and providing direction to the individuals that work there. Management of human resources (HRM) is the organizational function in the control of issues including compensation, recruitment, process improvement, organizational growth, health, wellbeing, perks, employee morale, marketing, administration, and training. It is a holistic and strategic approach to managing people, workplace culture, and the environment. HRM helps workers to contribute successfully and productively to company goals.

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Principles of Hiring at Google

Google accepts over two million application forms from all over the globe each year and selects only a few thousand of them. A hiring process takes an average of six weeks, and each candidate must be reviewed by their possible employer, potential coworkers, and a hiring committee. Bock observed that recruiting consumed four to ten hours of a manager's job per week in the initial periods of Google, with company management spending a whole workday on it. In 2013, the company expanded to 40,000 employees, although opening hours had been cut to one and a half hours each and every week. Years of research and experimentation, he continued, had helped Google get the art of selecting outstanding people down to a science. An organization's selection process consists of various processes that must be performed correctly. IBM and Google's selection methods are based on needs and designation. IBM is an American multinational technology and consulting firm, whereas Google is an American multinational Internet and software corporation. He added, "There are four simple concepts that may help even the smallest team perform much, much better at hiring." Following are the principles:

  1. Establish an uncompromisingly high standard - By pushing the boundaries and refusing to budge, you will be able to decide if someone is even worth an initial interview swiftly. When looking for an administrative assistant, search for somebody who can arrange your schedule and tasks well than you can. And, if a person search is taking longer than you would like, be calm and concentrate your energies on the task at hand.
  2. You must find applicants on your own - Previously, the company used third-party job sites like Monster but abandoned them when its popularity grew enough, primarily because it learned that too many of those sites' customers sent out generic mass job applications. Google now relies on recommendations from Googlers and its employment website.
  3. Implement checks to ensure that applicants are evaluated objectively - A company on the scale of Google can afford to have a huge group of individuals spend time with each candidate, but even small businesses must avoid putting the weight of selecting someone on one person.
  4. Give applicants a reason to join - According to Bock, the candidate would go through the extraordinary array, which featured everyone else from the author of JavaScript to Olympic sportsmen, and ask Rosenberg if he had cherry-picked them — to which he would honestly say, "No." The procedure worked every time.

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