Identifying Gaps 8

Identifying Gaps 8

Identifying Gaps: Google INC.

Appendix A:

HR SWOT Matrix

Strengths Weaknesses
Internal 1. Large organization scale

2. Innovative initiatives

3. Brand name equity

4. Comprehensive product mix

5. Diversified business

6. Patented proprietary products

1. The HR has driven the company to produce products that customers do not even realize exist

2. The HR does not focus on customer community as the core competency

3. minimal physical presence

4 The HR is so dependent on the internet

Opportunities Threats
External 1. expansion of profit making opportunities

2. penetrate the market with consumer electronics

3 expand Google fiber

1.Investor concerns

2. saturation of the smaller and less used product markets

3. tough competition

4. some product limitation

Discussion: Google’s SWOT Analysis

Dearth (2016) states that Google’s mission is to organize the world’s information and make it totally accessible and useful around the world. As this statement defines the overall goal, it clearly defines Google’s greatest asset which is their users. Therefore, one can assume that that company is customer focus. According to Haines and McKinlay (2007), customers will increase if their needs are being met by the company and will decrease when their needs are not being met. However, when any organization begin to focus on their customers, all the organization’s processes, operations and procedures must be focused on accommodating the needs of the customers; they are the sole reason for the business. However, Google must ensure that they retain their users and gain more by providing innovation and valuable products and services. Therefore, they must stay competitive in their market and focus on the best direction of customer while remaining profitable. Haines et. al (2007) describes a competitor analysis as an in-depth analysis of the competition by looking at the competitors’ strengths and weaknesses that is related to one own product or service. Although this is great for the marketing strategies, one must look within its self and determine the direction of the company. An SWOT (Strengths, Weakness, Opportunities, and Treats) analysis will be the perfect tool.

1. Strengths

Google HR is taking on some innovative initiatives that would enhance productivity in the company. It is important to understand that the brand equity and patenting enables the HR to make strategies that would facilitate fighting competition and the new entrants.

2. Weaknesses

Some of the products that the HR has driven the company into creating, customers do not even relate to them and do not know that the product actually exists. Additionally, the HR is more concerned on creating a name for the company and not necessarily considering customer satisfaction. The HR of the company is more dependent on the internet which fails at times. This is a weakness to the company’s HR.

3. Opportunities

Google’s HR has the opportunity of expanding into more profitable opportunities such as penetrating consumer’s electronics especially with the rapid increase of mobile devices. This will enhance the company’s performance and productivity.

4. Threats

Google faces tough competition. Yahoo and Apple offer products that are similar to Google’s which is a huge threat. There is massive saturation of smaller and less used products markets. This poses a significant threat to the company (Gupta & Mishra, 2016).

Google’s Business Strategies

1. Getting people to use internet the more

2. Improving internet access and speed

3. Creating equal opportunities for everyone

4. Selling a lot of targeted advertisements

(Gorelick, Hancher, Dixon, Ilyushchenko, Thau & Moore, 2017).

APPENDIX B:

HR GAP ANALYSIS: Google, INC.

Key Organization Strategies Key HR Strategies Gaps Between HR & Org Strategies
Getting people to use internet the more using philosophies such as” work should be challenging and challenges should be fun” Recruitment and selection
Improving internet access and speed Making employees realize that they are an important part of Google’s success Performance management
Creating equal opportunities for everyone Giving employees a lot of room (freedom). Employee satisfaction and attitude
Selling a lot of targeted advertisements

DISCUSSION: Google’s GAP Analysis

According to the Society for Human Resource Management (2014), a gap analysis that involves measuring the current state of a department within the organization or assessing the skills and performance of the employees while comparing this to a desired level. We come up with the gap by examining the difference between the existing state and the desired state of the organization. However, when identifying the gap, this process will solely depend on the organization and the situation. SHRM (2014) states that the gap may include inadequate staffing, lack of expertise, hiring the wrong people in certain positions, or the lack of skills and knowledge. The information that is gained from the gap analysis will provide key information that describes the issues that needs to be addressed to achieve the overall goals of the organization. As for Google, the gap analysis will provide data for the organization in order to reach their mission in providing the world easy, accessible information and making it useful.

Key Organization Strategies

In today’s society, the internet has become the number one choice to get information or become socially with others. This is key for companies like Google. For instance, the more people use the internet, the more they are likely to see advertisements and click on them. This enhances Google’s revenue generation. Google’s main objective is to provide information to its user and making its accessible for users. Therefore, improving the internet access and speed, it allows users to continue to use Google as its main search engine. Also, Google creates equal opportunities for everyone. It is an equal opportunity workplace and it’s an affirmative action employer.

Key HR Strategies

Using philosophies such as” work should be challenging and these challenges should be fun,” motivates employees into overcoming challenges and not to perceive them as a blockage to success. The HR makes employees understand that they are an important part of Google’s success. This motivates employees into working harder and each one of them doing their part to enhance success. In regard to giving freedom to employees, Google HR believes that if people are given freedom they can do wonders. What a company’s management needs to do is to give them little infrastructure and a lot of room.

Gaps between HR & Organization Strategies

In regard to recruitment and selection, the criteria that are used by the HR today to recruit may not be the same that the company may specifically need. Some people may have abilities that the company does not recognize but are of great significance to the company. However, the issue of performance and management, the company may want things to run in a specific direction or manner but the HR may happen to maneuver ways to manage the company as long as objective is met which is not always the case. Finally, employees have a different level of satisfaction and attitudes; it is difficult for the HR to keep all the employees satisfied to maintain a standard attitude towards work (Bratton & Gold, 2017).

References

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Dearth, R. (2016). What’s Google’s goal. Retrieved from http://townsquareinteractive.com/2016/06/02/whats-googles-goal/De

Gorelick, N., Hancher, M., Dixon, M., Ilyushchenko, S., Thau, D., & Moore, R. (2017). Google Earth Engine: Planetary-scale geospatial analysis for everyone. Remote Sensing of Environment202, 18-27.

Gupta, G., & Mishra, R. P. (2016). A SWOT analysis of reliability centered maintenance framework. Journal of Quality in Maintenance Engineering22(2), 130-145.

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.

Society for Human Resource Management. (2014). How to conduct a training needs assessment. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/conduct-training-needs-assessment.aspx


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