Using Google´s Corporate Strategy for Better Employees

can other businesses use Google’s corporate strategy as a tool for attracting and retaining the best employees?

INTRODUCTION

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

METHODOLOGY

In orde...

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...age, the founder and current CEO of Google, remains involved in the process and reviews a condensed version of all hiring packages.

After the hiring process, the next stage for the new recruits is the socialisation stage—the socialisation process takes place at the orientation days all new candidates are required to attend. This exposes them to the culture of the organisation, and gives the managers the opportunity to assess the adaptability of the individual. However, along with assessing the individual, the managers help the new employee to build an internal network as soon as possible. This support from the management staff is significant as it provides the individuals a sense of worthiness and importance.

Lastly, Google uses an annual survey in order to get feedback from its employees which includes a number of different sections, one of which being innovation.