Human Resource Management for Google LLC: Future Changes and Development

This article discusses the future changes and development in Human Resource Management for Google LLC in the next 100 years. It covers the recruitment and interviewing process, performance review process, and more.

Human Resource Management
Google LLC
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Table of Contents
Introduction.................................................................................................................................................2
Organization................................................................................................................................................2
Conclusion...................................................................................................................................................4
References...................................................................................................................................................5
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Introduction
Human resource is considered as to be the vital part of an organization that helps in
evaluating the significant growth of any firm throughout the concerned competitive market areas.
Google LLC has been undertaken to perform this research concerning development in the
Human Resource operating plan for the upcoming 100 years. Moreover, it is evident to research
and provide suggestions that what change is required to expand the business in the next 100
years.
Organization
Google LLC is one of the American fastest growing companies which is operating in the
field of internet-related services and has expanded throughout different parts of the world. Larry
Page and Sergey Brin founded the firm in the year 1998. It is a matter of fact Google always
looks for getting skilled and creative candidates those who can put their innovation and creativity
in the evaluation of the business processes of the firm. The previous CEO of Google Eric
Schmidt said that "The goal is to strip away everything that gets in our employees” (Sanders, &
Yang, 2016).
Recruiting and interviewing
In future, the recruitment and selection processes can purely be based on selecting the
candidates as per their respective talents and knowledge on the concerned vacant position. One
of the critical aspects is the finding of the suitable candidates in order to fulfill the space and this
has already started with the help of various social media websites and in future the
advertisements will be explicit regarding hiring of the candidates by promoting through these
social media platforms as significant amount of people are connected with these sites and the
numbers are also increasing every day (Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W.
H., & Saks, 2015). Moreover, there can be a proper development of regular room with some
innovative tools where there will be conduction of an interview test of the candidates referring to
the position for which they are going to be hired. On the other hand, the interview processes will
clearly state the points for the selection of the candidates and provide instant results for the
candidates within 25 minutes of execution of the test processes. After the end of the interviews,
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there will be one manager from the HR department that will evaluate his test and will provide the
candidate ‘offer letter’ for joining. On the first day of the joining, the candidate will be explained
regarding his job roles and the entire work schedule that will be arranged for the candidate
mainly for the probation period, and the concerned HR manager will do it. The interviewing of
the candidates will be purely based on the qualifications required and mandatory list of the
experiences of the candidate which will be tested with the help of automatic machines or robots
as the techniques in Human Resource progresses in upcoming 100 years (Armstrong, M. B.,
Landers, R. N., & Collmus, 2016).
Performance review process
The development of the performance review processes can be enhanced with the help of
implementation of innovative techniques that may be developed in future. There needs to be a
development of a particular system that will help in reviewing the work executed and submitted
by each of the employees within the workplace and it will assist in analyzing the output provided
by the respective employees (Lester, G. V., Virick, M., & Clapp-Smith, 2016). On the other
hand, there may be some initiatives like the managers should allocate different tasks with
suitable deadline to different employees which they need to finish within the provided time limits
with great quality and this will also help in evaluating the concerned person. Each of the tasks
submitted by the employees will have particular customer response on which their performance
will be evaluated (Sowden, P. T., Pringle, A., & Gabora, 2015). The collection of the reactions
from the customers will help in analyzing the efficiency of the work provided by the concerned
employee on that project. Further, there will support from the development of the annual review
system where the effectiveness of the performances and efforts put forward by each of the
employees will be reviewed with the help of Human Resource managers.
Also, there will be a team of employees working under a particular team leader that will
help in evaluating their positive and negative impact regarding the execution of the work
procedures. Moreover, with the help of proper check techniques, the performance of the
employees can be analyzed, and there needs to be various appraisal programs that will motivate
them to perform better under pressure situations (Goldman, K. H., Yalowitz, S., & Wilcox,
2016). The HR managers will handle the entire operations starting with the allocation of work to
evaluation of their concerned performances.
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Conclusion
The paper effectively concludes the changes and development in the Human Resource
operational plan for the upcoming 100 years. To understand the situation in a better way, Google
LLC has been taken into consideration. Two different aspects of HRM have been considered,
these are Recruiting and interviewing and Performance review process.
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References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Armstrong, M. B., Landers, R. N., & Collmus, A. B. (2016). Gamifying recruitment, selection,
training, and performance management: Game-thinking in human resource management.
Emerging research and trends in gamification(pp. 140-165). IGI Global.
Goldman, K. H., Yalowitz, S., & Wilcox, E. (2016). The Impact of Arts-Based Innovation
Training on the Creative Thinking Skills, Collaborative Behaviors and Innovation
Outcomes of Adolescents and Adults. The Art of Science Learning, 4-7.
Lester, G. V., Virick, M., & Clapp-Smith, R. (2016). Harnessing Global Mindset to Positively
Impact Advances in Global Leadership through International Human Resource
Management Practices. In Advances in Global Leadership(pp. 325-349). Emerald Group
Publishing Limited.
Sanders, K., & Yang, H. (2016). The HRM process approach: The influence of employees’
attribution to explain the HRM‐performance relationship. Human Resource
Management, 55(2), 201-217.
Sowden, P. T., Pringle, A., & Gabora, L. (2015). The shifting sands of creative thinking:
Connections to dual-process theory. Thinking & Reasoning, 21(1), 40-60.
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