can other businesses use Google’s corporate strategy as a tool for attracting and retaining the best employees?
In this essay, I will be assessing the aspects of Google’s corporate framework that have enabled it to be the best organisation to work for in recent years. Also, I will be evaluating each of these aspects using business and management theory and explaining how other businesses can use Google’s corporate strategy as a tool for attracting, and retaining, the most talented individuals.
For the past four years, Google has been consistently ranked amongst the top five best organisations to work for in the world. This has enabled it to create a competitive advantage by enjoying a bigger pool of talent to select employees from. Other perks of being the best organisation to work for include lower employee turnover, lower absenteeism rate, increased customer satisfaction, higher economic returns, and greater sustainability in the face of business challenge. All of these factors are significant contributors to the overall efficiency of the business.
Becoming the best organisation to work for is important, not only for the business, but also for the internal stakeholders. It means that the leaders share a common vision and have chartered a clear course for the future. It means that the HR team have implemented the right people practices to inspire high performance. It means that the employees see a future, believe in and are excited by it, and understand what it means for them and their work. Most importantly, it portrays a positive image about the organisation to potential employees, and means that the organisation is a great place to work.
The HR department at Google plays an important role
In order to assess the effectiveness of the HR department at Google, a wide range of secondary sources was used, such as magazine articles, case studies and business journals. Moreover, in order to consider different perspectives, the data was collected through internal and external sources. The external sources included research articles and books about Google, such as Iyer and Davenport (2008), Girard (2009), and Auletta (2009). Similarly, the internal sources included published face-to-face interviews with Google’s employees, collected over an eight-month period in 2010. In order to avoid bias, the interviewees were selected across a range of characteristics: geographical region, function, position, product, and gender; experience of established/new products; successes/failures; tenure and interest in innovation. After the data had been gathered and evaluated, business and management theory was applied in order to analyse the data and assess Google’s corporate strategy, hence, answering the research question.
Most of the theory used in this essay comes from unit 2 of the Business and Management syllabus: Human Resources. I looked at Organizational culture,
An organisation’s culture is defined as the...