Talent management practices of corporates

Talent management practices of corporates

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  Talent Management Practices atGoogle Submitted by: K. Harshitha Roll no. 2001209
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  Talent Management • Talentmanagement is defined as a systematically organized strategic process that helps in hiring the right talent and develop the best skills while considering the corporate goals. Therefore, this process involves identifying talent gaps and vacancies, searching for suitable candidates and onboarding, developing growth and necessary skills within the system, training future-oriented expertise, and effective involvement, retention and motivation for these people to achieve long-term organizational goals. • Talent management practices, like all other aspects of work, have evolved over the years to address people’s unique tendencies and have changed rapidly in recent years. Strategic talent management is essential in today’s hyper-changing environment.
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  Recruitment • Google’s humanresources management combines internal and external recruitment sources to maintain talent adequacy. The company uses promotions, transfers and internships as its primary source of internal recruitment to meet its staffing needs. Google’s external job listings, on the other hand, include educational institutions and respondents to classified ads. Most of these ads are available from the recruitment section of the Google website. Through these recruitment sources, the company enables a continuous influx of skilled workers while adapting the skills of these employees according to the HR needs. • The most important criteria in Google’s human resource management for selecting applicants are intelligence, creativity, the pursuit of excellence and association with the organization. The company does not use work experience as the primary selection criterion. These criteria are based on the company’s goal of maximizing innovation to support a wide range of differentiating strategies. Google has various steps to select applicants. However, generally, a company’s selection process includes preliminary screening, field tests, background checks and interviews. Google’s HR management uses different steps and procedures for different positions in the organization. For example, on the job tests are typically used for positions that are often filled by taking on interns or trainees.
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  Training and Performancemanagement • Google’s HR management combines a relational model with a results-oriented approach to design training programs. The relational model focuses on the relationship between the company and its employees. Google maintains active internal relationships to encourage employee participation in creative and innovative processes. The result-oriented approach focuses on training results. For example, when implementing a training program, Google uses this approach to make it easier for employees to learn. Therefore, the relational model optimizes relationships between employees, and a results-oriented approach ensures that Human Resources of Google are effective. • Google Human Resources offers training programs in a variety of ways such as discussions, simulations and on the job training. Discussions help Google maintain good communication with its employees. Through this communication, the training program also benefits from the utmost feedback from trainees. The company uses simulations to enable creative answers. Simulations allow Google employees to understand tasks, projects and product details. The company uses on the job training to maximize the transfer of knowledge to new employees and interns. Many of these interns are integrated into Google’s organization. • Google’s performance plans cover several aspects of HR management, including customer service, communication, diversity support and problem-solving skills. Performance evaluation program also uses variables that correspond to these dimensions. For example, a company’s HRM evaluates an employee’s performance in internal communication and problem solving activities to determine a performance management approach. • Google’s performance management practices are directly related to the company’s human resource management goals so that the employees can continue to support the company’s business activities. For example, a focus on diversity supports a variety of ideas that speeds up innovation. Innovation is a part of Google’s corporate goals.
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  Compensation and Benefits Google’scompensation strategy is very competitive compared to competing firms’ compensation strategies. The company offers not only high salaries, but also a wide range of incentives and unconventional profits. There are financial and moral incentives. The company also offers benefits such as health insurance, severance pay, free meals and free use of exercise equipment. In reality, Google’s human resource management is successful in terms of compensation strategy because it is effective in attracting advanced skills, wisdom and talented employees. People recognize Google as one of the best places to work.
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  Retention Google’s compensation packageis the company’s leading HRM tool for retention of high quality staff. The company’s compensation package is competitive and above average. For example, Google offers high salaries and wages. In addition, employees receive free meals and other incentives and benefits. The typical design of a company office emphasizes the fun and creativity of attracting and retaining creative and innovative employees. Human Resource Management of Google uses coaching and mentoring to retain and develop employees with leadership potential.