Final Paper:Annual Human Resources Operating Plan for Google, INC.

Annual Operating Plan for the Human Resource Department/Division for Google INC

Walden University

June 11, 2018

Annual Operating Plan for the Human Resource Department of Google, INC.

1. Organization’s Mission & Vision: Google, INC. is one of the world’s biggest technology companies that specialize in Interest related service. According to the Annual Report (2018), the vision statement states, “to remain a place of incredible creativity and innovation that uses our technical expertise to tackle big problems” (p. 3). The vision is clearly stated and the organization prides itself of it. As for the mission statement, Google states, “to organize the world’s information and make it universally accessible and useful.”

1.1. Key Organization Objectives.

Google Inc.’s strategic plan is a general guide for its management. The strategic plan defines the organization’s mission, vision, and high-level goals for the next three to five years (Steiber, & Alange, 2013). The strategic plan also takes into account the methods that the company will use to measure the goals and the projects it will take to meet the goal. An operational plan, on the other hand, is an outline of what the company’s department will focus on in the near future, especially the upcoming year. From the definition, it is evident that the operation plan and the strategic plan directly relate (Steiber, & Alange, 2013). The operational must be based on the company’s strategic plan, that is, they must be aiming at meeting the short-term objectives that will enable meeting the company’s goals outline in the strategic plan.

Google Inc.’s mission statement implies that its primary objective is to serve the people’s need for information access. The primary objective of the company human resource department is addressing the needs of the employees (Steiber, & Alange, 2013). The department is aimed at optimizing the performance of the human resource while observing ethics.

Objectives:

· To stretch the limits of existing technology to provide a fast, accurate, and easy-to-use services for anyone seeking to access the information.

· To improve the organizations infrastructure to make their engineers more productive.

· To provide the best working environment for the employees.

1.2. Key Organization Strategies.

Google, Inc. requires a strategy to achieve its goals. These are plans that are laid to ensure that the all the factors required to achieve the objectives are in place. Google, Inc.’s strategy involves:

· Organizing an employee training that ensures that all the employees shares the company’s visions and are equipped with the necessary knowledge to drive the company’s innovation.

· Involving all the employees in the company’s decision making the creativity within the organization.

· Conducting a user survey, through google online interviews, to enable the company find out the change in the users’ demand. This strategy will enable the organization to the best user experience possible.

2.      Corporate HR Vision

According to Pratap (2018), Google, Inc.’s human resource vision is to develop a work place environment that flexibly addresses the human resource needs so as to optimize the human resource activities. In doing so, Google is able to create an atmosphere that allows professionals to strategize in addressing the workforce needs of all employees. This comes from an ethical standpoint. According to an anonymous author (2004), HR professionals analyzed all decisions and plans, perform risk assessments and ensure the overall goal of staying align with ethical and legal behaviors. This prevents low employee morale which can result is low production and loss of revenue. However, Siedel (2006) suggest that if issues or disputes does occur within the organization, then an alternative dispute resolution is needed to look at alternatives before litigation occurs. However, before this occurs, Google ready to eliminate an issues that comes about before it escalates to higher positions.

3.      Corporate HR Environmental Analysis (HR SWOT)

As we examine Google’s mission, the overall goal is to please its customers. According to Haines and McKinlay (2007), once a customer’s need is met, it will the likely hood that the customer will return and become a loyal customer to the company. In order to maintain customers, Google must access their strengths, weakness, opportunities and threats. A SWOT analysis will allow Google to ensure their competitive edge in the market. However, Haines et. al (2007) takes a look at the competitor analysis, a tool that is used as an in-depth analysis of the competitors’ strengths and weaknesses that is related to one’s own product or service.

Strength

· The company has experienced, resourceful, dedicated workforce

· The department has a proactive management team.

· Google has a strong community collaboration and partnership.

· The department experiences continuous quality improvement that promotes teamwork.

Weaknesses

· The human resource park customers due to too much work.

· The company experiences uniformity across divisions.

· The department experiences diminished resources due to increased customer demand.

Opportunities

· The company can improve their leadership training for possible advancement.

· The department can promote the culture that promotes teamwork across divisions.

· The department can also collaborate with community partners to improve the service to the customers.

Threats

· High budget.

· Possible privatization.

· High staff turnover.

4.      Annual Corporate HR Objectives and Strategies

Google’s success is related to its high quality human resources. Therefore, the overall HR objective is to provide high quality services and products with very smart, skilled employees. According to its Annual Report (2018), Google’s human resource management focus on selecting the right strategies, methods, and techniques for recruitment and selection, and for the retention of high quality workers. Google pride itself with new innovation and talent. The recruitment practices and selections process ensures skilled and talented employees and workplace (Pratap, 2018).

There are many strategies that Google can apply to ensure high quality services and products. However, one main strategy is to keep the employees that one has already acquired- retention. According to the Annual Report (2018), the retention program is designed to retain their excellent workers as well as to attract new employees. This strategy makes it hard for the competition to gain an advantage because all the skilled, talented workers wants to work at Google. Again, it goes back to the success of the human resource management in recruitment, selection and employee retention.

4.1 Annual Corporate HR Objectives

The following are the human resource objectives:

· Optimizing the productivity of the human resource team.

· Improving the workplace environment for the employees.

· Improving customer relations.

4.2 Annual Corporate HR Strategies

The following are the corporate human resource strategies:

· Conducting appropriate recruitment and training of the human resources.

· Equipping the human resources with the modern technology tools that enables them to improve their productivity.

· Training the employees on customer relations so as to maintain a professional interaction with the customers.

5. Implementation of AHROP

a. Hiring human resource consultants that will aid in the recruitment of the employees.

b. Conducting a three-month training for the employees, generally on the following areas:

· The company’s operation systems and principles

· Customer relations.

· Workplace relations.

· Adapting to the changing technology.

· Use of the company’s technology.

c. Motivating the employees by rewarding the ones who consistently delivers. Some of the best performing employees may be given gifts while others may be complimented publicly. Promotions should also be earned through performance merit.

6. Measurement and Assessment of AHROP

According to Robb (2011), for an organization’s HR professionals to be effective, they must play a part of the management decision- making process, as well as providing metrics. Metrics are used to determine the behavior, activities and performance of the organization. Tapamoy (2018) states that performance reviews are critical part of managing an organization; therefore, the organization will set a goal for itself and outline a series of results that will help in achieving the overall objective of the company.

According to the Annual Report (2018), Google has developed an innovated internal grading system known as Objectives and Key Results or OKRs. This systems allows the company to set goals and visualize what these goals will look like or the desired results. This process allows employees to rate their managers and to determine if they have the support that the employee needs. This goes back to the HR goals which is to recruit and maintain skilled, talented workers.

However, in order to ensure that Google is heading in the right direction, the organization need to examine their metrics and assessments of the AHROP occasionally. For instance, when trends occur in the market, one must take a look at the plan to adjust for that particular trend. For example, Zuckerman (2011) describes how a healthcare reform that was introduced into a law caused leaders to examine their strategic plan and updated it accordingly. This should be for any instances that occurs in the market of Google. Overall, Pratap (2018) states that Google uses conventional methods and techniques to analyze human resource data to support human resource management decisions. The department will use the following performance appraisal to measure the development in the human resource environment:

EMPLOYEE INFO
EMPLOYEE NAME		DEPARTMENT
EMPLOYEE ID		REVIEWER NAME
POSITION HELD		REVIEWER TITLE
LAST REVIEW DATE		TODAY'S DATE
CHARACTERISTICS
QUALITY	UNSATISFACTORY	SATISFACTORY	GOOD	EXCELLENT
Works to Full Potential
Quality of Work
Work Consistency
Communication
Independent Work
Takes Initiative
Group Work
Productivity
Creativity
Honesty
Integrity
Coworker Relations
Client Relations
Technical Skills
Dependability
Punctuality
Attendance
GOALS
ACHIEVED GOALS SET IN PREVIOUS REVIEW?
GOALS FOR NEXT REVIEW PERIOD
COMMENTS AND APPROVAL
COMMENTS
EMPLOYEE SIGNATURE		REVIEWER SIGNATURE

7. References

Anonymous. (2004). What role should HR play in corporate ethics? HR Focus, 81(1), 3–5. 

Google, INC. (2018) 2017 Annual Report. Retrieved from https://abc.xyz/investor/pdf/20171231_alphabet_10K.pdf

Haines, S. G., & McKinlay, J. (2007).  Reinventing strategic planning: The systems thinking approach . San Diego, CA: Systems Thinking Press. The Systems Thinking Approach by Haines, S. G. Copyright 2009 by Systems Thinking Press. Reprinted by permission.

Pratap, A. (2018). Human Resource Management at Google: A Case study. Retrieved from https://www.cheshnotes.com/2017/03/googles-human-resource-management-strategy/

Robb, D. (2011). Creating metrics for senior management. HR Magazine, 56(12), 109–111.

Siedel, G. J. (2006). The art of compliance. European Business Forum, (27), 36–50. 

Steiber, A., & Alange, S. (2013). A corporate system for continuous innovation: the case of Google Inc. European Journal of Innovation Management, 16(2), 243-264.

Tapamoy, D. (2018). Performance appraisal and management: Concepts, antecedents and implications.

Zuckerman, A. M. (2011). What would you do does the strategic plan require updating because of healthcare reform? Healthcare Financial Management, 65(2), 102-102, 104.