Analysis of Knowledge, Skills, and Behaviors in HR at Google LLC

Desklib provides past papers and solved assignments for students. This report analyzes Google's high-performance work culture and employee engagement.

DEVELOPING INDIVIDUALS, TEAMS
AND ORGANIZATIONS: Google LLC
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Table of Contents
Introduction................................................................................................................................4
LO1 Analyse the knowledge, skills and behaviours expected of staff members by HR
professionals...............................................................................................................................5
Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals........................................................................................................................5
Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.........................6
Produce a detailed and coherent professional development plan that appropriately sets out
learning goals and training in relation to the learning cycle to achieve sustainable business
performance objectives..............................................................................................................8
LO2 Analyse the factors to be considered when implementing and evaluating inclusive
learning and development to drive sustainable business performance....................................10
Analyse the differences between organisational and individual learning, training and
development.............................................................................................................................10
Analyse the need for continuous learning and professional development to drive sustainable
business performance...............................................................................................................11
Apply learning cycle theories to analyse the importance of implementing continuous
professional development.........................................................................................................13
LO3 Apply knowledge and understanding to the ways in which high-performance working
contributes to employee engagement and competitive advantage...........................................14
Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation............................................14
Analyse the benefits of applying HPW with justifications to a specific organisational situation
..................................................................................................................................................15
LO4 Evaluate ways in which performance management, collaborative working and effective
communication can support high-performance culture and commitment................................16
Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high performance culture and
commitment..............................................................................................................................16
Critically evaluate the different approaches and make judgements on how effective they can
be to support high performance culture and commitment.......................................................16
Conclusion................................................................................................................................17
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References................................................................................................................................18
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Introduction
Lately organisations are spending large amount of their total budget towards enterprise
learning and development as learning is one of the competitive advantages for any
organisation. Especially global organisations found employee development more significant
than small and medium enterprise. Employee development is significant as cost of replacing
salaried employee have significant impact on the organisations. This report discusses and
critically evaluates the significance of learning and development in Google that is supporting
individual or team to operate high performance working in a high performance culture.
Similarly, this report evaluates the contribution of HPW in employee engagement and
motivation.
Google LLC is an American multinational company that is specialised in internet related
services and products. Google through their innovative and unique business strategy has
evolved a long way and almost everyone who is an internet user is dependent of Google and
their services. Founders Larry Page and Sergey Brin have started their business with a vision
to change the world through technology. Today, people and businesses across the globe are
largely dependent on Google for both professional and personal activities.
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LO1 Analyse the knowledge, skills and behaviours expected of staff
members by HR professionals
Determine appropriate and professional knowledge, skills and behaviours
that are required by HR professionals.
Google is highly dependent on their HR professionals for selection, hiring, train, motivation
and retaining employees, thus HR professionals of Google need to be having right set of
knowledge, skills and behaviour for talent management. The HR professional who work
within Google are most important determinants of Google's success and growth. The primary
objectives of existing HR professionals of Google is to adopt and use scientific approaches
for improving employee retention, workplace collaboration, diversity and find candidates
with highest probability to succeed in the company. The goal of HR professionals is to bring
same level of strictness to the people-decisions that they do to manufacturing decision. Based
on the Ulrich Model, four key components of HR department are Strategic Partner, Change
Agent, Administrative Expert and Employee Retention (Harrop, 2017). Based on this model
of HR, the HR business partner is responsible to communicate with internal clients and
internal customers. The HR business partner is the point of communication between internal
members and Hr departments. Similarly, HR professionals are responsible for communicate
change objectives and communicate the change internally. Based on this model the HR
professionals of Google are responsible for managing change and communicating the initial
change with the company.
Similarly the CIPD model discussed about some professional areas that are responsibilities of
HR professionals, such as leading HR, Resourcing and talent planning, learning and talent
development, performance and reward, employee engagement and employee retention,
service delivery and information. Based on the CIPD model, some of the behaviours of HR
professionals are curious, decisive thinker, skilful influencer, collaborative, driven to
delivery, courage to challenge, role model and personally credible (Fragouli and Chalkias,
2018). This suggest in order to perform internal tasks HR professional of Google must be
curious, skilled influencer and personally credible.
According to Mauro (2017) HR professionals must have certain specific skills that help them
to perform their tasks and achieve the business objectives. Some of the significant skills that
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HR professionals of Google must have are critical thinking ability, reading comprehension,
negotiation, Judgement and decision making, listening and communication ability, system
analysis and system evolution, time management, Monitoring, problem solving, active
learning and mathematical analysis. These skills are significant for performing organisational
activities and bringing growth for the company. Saddler and Hills (2017) arguably stated that
only skill is not enough for HR professional as they must have technical and professional
knowledge to perform their tasks. Some of the significant knowledge that have been
identified as significant for HR professionals are, law and government, mathematics, clerical,
psychology, customer and personal service, computers and electronics, Human resources,
management and administration. Considering the business process and operational activities,
HR professionals must have sound technical knowledge along with law and order. This
ensures HR of Google work under the law and order while meeting the technical need of
organisation.
Analyse a completed personal skills audit to identify appropriate
knowledge, skills and behaviours and develop a professional development
plan for a given job role.
This skill Audit is done of a HT professional who is responsible for recruiting people in
Google
Strength Use at Work Example and evidence
Skills
Managing Time Ensuring use of time in
most productive way
Utilising time at
recruitment cell to help
Google to meet their
recruitment and selection
target.
Critical thinking The ability of critically
evaluating a problem
and find the best
resolution
Understanding the
critical factors of
recruitment to acquire the
best talent from the
market.
Judgement and decision
making
The ability of judging
the right people or
candidate and making
the final decision
Judging the potential of
right candidate before
recruiting then and
taking the final decision
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regarding the
recruitment
regarding recruitment
and selection
Behaviour
Communication The ability to connect
with people through
written or verbal words
Communicate with
employee and help them
to connect with HR
policies and objectives of
organisations
Curious The ability of
understanding
behaviour of people and
different context
Understanding people
and their behaviour in
different context ensure
right recruitment and
selection process in
Google
Skilled influencer The ability of
communicate
authoritatively and
delivering clear
message
Commutating clearly and
in an authoritative
manner ensure
candidate understand
their role and
responsibilities during
the time of selection
Personally Credible Keeps HR and
professionals to be
flexible to ensure
meeting changing
business need.
Understanding business
change within Google
and developing flexible
HR policies that meet the
changing business needs
of Google
Technical Technical knowledge
help to use advanced
technical tool and
analysing skill an
competencies using
those tools
Technical knowledge can
help to use advanced
tools used by Google for
recruitment and selection
of right talent
Law and order Knowledge of law and
order ensure performing
HR activities within the
legal framework of
Law and order
knowledge can help HR
professionals of Google
to perform their
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specific country recruitment task within
the legal framework and
avoid any type of illegal
practices
Psychology The knowledge of
Human Psychology
ensure knowledge of
Human behaviour and
performance
Physiological knowledge
of human behaviour help
to understand ability,
personality and interest
of candidate and
developing learning and
motivation activities for
them.
Produce a detailed and coherent professional development plan that
appropriately sets out learning goals and training in relation to the
learning cycle to achieve sustainable business performance objectives.
Professional Development Plan
List of
Goals
Priorities of Goal Time
of
archivi
ng goal
Potential
obstacles
Improving
chances of
meeting
goals
Support Current
performa
nce
Develop
ing
leadersh
ip skill
 Identify
ing
leadersh
ip
qualitie
s that
are
more
relevant
to HR
Want
to
achieve
the
leaders
hip
skill by
the mid
of 2020
Managing time
for the learning
during week
days or office
hours
Deciding
specific skills
that are
important for
leadership
Taking
advise
from
senior
executives
or people
who are
already
working as
HR
managers
 Manag
ers
 colleag
ue
 trainin
g
institut
es tat
offer
leaders
Already
consulte
d with
senior
colleagu
e and
some
training
institutes
that offer
leadershi
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tasks
 Finding
right
leadersh
ip
training
and
figure
out the
time
that is
needed
to
complet
e the
leadersh
ip
training
or leaders hip
trainin
g
p
training
Complet
ing
technica
l
training
 Finding
technica
l
courses
that are
relevant
and
helpful
for HR
knowle
dge
 Finding
a
suitable
training
I would
like to
find the
course
and
comple
te the
course
by end
of
Novem
ber
2019
 Managi
ng fund
 Finding
right
course
 Time
manage
ment
for the
course
Taking
help from
technical
assistance
who are
more
knowledge
able of
technical
course
 Websit
es
 Techni
cal
institut
es
Contacte
d some
training
institutes
that offer
online
technical
training
for HR.
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institute
s that
offer
technica
l
training
for HR
 Lookin
g for
funding
sources
 Lookin
g for
both
online
and
offline
courses
 Comple
te the
course
LO2 Analyse the factors to be considered when implementing and
evaluating inclusive learning and development to drive sustainable business
performance.
Analyse the differences between organisational and individual learning,
training and development.
The fundamental difference between training, learning and development of organisational
and individual is based on objectives. While organisational training, learning and training is
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developed with the aim of achieving overall growth of the organisation, individual training,
learning and development is done for personal growth.
Google believe in developing string learning culture and it is significant for the company to
attract top talent across the globe and empower worker with tools that is necessary for the
success of the company. According to Stenlund et al (2017) a large number of worker look
for career growth through training that is offered by employer. Individual training is done
with the learning objectives of career growth and development. Providing training to
employees help Google to keep their employee 'highly engaged' than people who do not
receive training. On the other hand organisational learning is the process of transferring
knowledge within organisation (Geppert, 2017). Google has gained immense experience
from their growth and that experience creates knowledge for the company. The organisational
learning, training and development process of Google ensure transfer of knowledge equally
among the groups or individual within the organisation. It is significant for any organisation
to identify the differences between organisational and individual learning, training and
development for both employee and organisational growth.
The first difference between organisational learning, training and development is while,
individual learning is identified as the capacity of building knowledge; organisational
learning focus on transferring knowledge within the organisations (Flennerhag et al., 2018).
Individual learning process is based on autonomous study of structured study material which
is developed explicitly to be used for individual study. Most of the training objectives are
developed aiming for improving individual knowledge of employees and retain them within
organisation.
On the other hand organisational learning process is developed with them aim to transfer
knowledge within the organisation to ensure any task that is performed within the
organisations focus on the overall journey and develop a formalise learning culture within the
organisation.
Analyse the need for continuous learning and professional development to
drive sustainable business performance
According to Pieters (2017) continues learning is regarding expansion of skills and
knowledge through learning. It is significant for individual or organisation to develop ensure
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continues learning process, as that keep employee motivate and ensure achieving
organisational goals through knowledge transfer.
Google is one of the top four multinational that acquire sustainable growth by introducing a
structured learning process within the organisation. Personal training and career development
is important in continues learning process and help Google to increase their market
competitiveness. The existing learning process of Google is quite unlike other existing
continues learning process that offer professional development, as in Google the management
believe in involving employees to promote the continues learning process and suggest it is
more effective than giving instruction to employee to learn. The higher management ensure
that learning becomes a part of the way employees work collaboratively rather than the
manual intervention by HR to instruct employees to adopt continues learning. Below are the
reasons why continues learning and professional development is essential for organisations
like Google
Developing competencies
According to Pieters (2017) by learning new things organisation acquire new skills that are
relevant to improve the job quality or performance of a job. Continues learning and
professional development is essential for Google to understand the new market trend and
learn new skills that keep the organisation competitive within the market.
Generative innovative ideas
Acquiring new skills through continues learning process will reveal new opportunities for
employees and that help them to find innovative solution for every problem. Similarly
through professional development employee will gain the understanding about where the new
and innovation ideas should be implemented. In organisations like Google it is equally
important for employees to learn innovative solution and understand the technicality of
implementation of those innovative ideas.
Developing competitive advantages
Continues learning and professional development helps organisation to remain relevant to the
industry by keeping up dated about the trends. Google through continues learning keep the
employees and the organisation updated about the work trend in the industry.
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