does google practice effective strategic human resource planning?

Answer the following case question
-which human resource management process was most likely the
least important for google?
-which human resource management process was the problem with
google’s female employees?
-does google practice effective strategic human resource
planning?
-from reading the case does it seem internal or external
recruiting?
– how did google change its human resource management process
regarding to maternity leave?

CASE: G00GLES HUMAN RESOURCES MANAGEMENT to encom long lunch ta Think it’s easy to work in the human resources department mingling among employees at Google? Despite being a dream job for many, is it possi daily decisions on how best to handle new and situations As Prasad Setty from Peope Operations sa make thousands of people deci day who we should hire, how much we ble that people actually want to leave Google The As it turns out, a lot of women were leaving Google company, known for its happy employees, asked why Rather than a human resources office, Google refers to its sions every who should promote, wh should pay we try to do bring the same go of. What we rigor to people that all people decisions ng decisions our mission is to have department as People operations. The mission of People Operations is as follows In People operations (you probably know be informed by data us better as Human Resources”), we “find you like Or, to put it in a less data-derived context, “If bringing them, grow them, and keep them your job, but for all that, it should be-and could be something more. So why isn’t it? Hopefully, every the world’s most innovative people to Google and building programs that help them thrive human resources department can help its employees reach Whether recruiting the next great Googler refining our core programs, developing talent their full potential or simply looking for ways to inject more fun into the lives of our Googlers, we bring a data Case Questions driven approach that is reinventing the human 1. Which human resources management pr was resource field.1 most likely the least important for Google 2. Which human resources management process was the So, why were these women leaving Google? Google used problem with Google’s female employees? ts analytical skills to study the problem and found that 3. Does Google practice effective strategic human their maternity leave plan did not match the working resources planning? mother’s needs and the newborns the were now caring for 2 Google’s maternity policy previously allowed for does it seem that Google 4. From reading the case 12 weeks of fully paid and vested leave. A more flexible gets most of its employees from internal or externa plan was created that allowed new mothers to take a rea recruiting as needed. The new mater sonable amount of time off 5. How did Google change its human resources manager nity plan offered biological mothers 18 to 22 weeks ment process regarding maternity leave of paid maternity leave to better match the significant development that occurs in children between the 12- and cumulative Case Ouestions 18-month-old range. Mothers also now had the ab 6. Explain how changes in the external environmen ity to split up maternity leave rather than using resulted in changes in the internal environme a one continuous period. This allowed for new mothers Google (Chapter 2) to work a few months after giving birth, and then take 7. What type of strategy is Google currently pu (Chapter 4) off the remaining time left on their maternity leave. The policy change proved to be effective. Google found that returning mothers left at half the they were leaving at s. How did Google manage diversity in the case (Chapter 6) previously Google is often rated the best company in the world to Case References work for by Fortune magazine. What has kept Google in this standing for so long? Does Google know something 1. Google website that the rest of the world doesn’t? Is it the free gourmet people-operations, accessed october 2, 2013

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