Universidad Autónoma De Manizales
Gestión internacional del talento humano
Sebastián Acosta, Juan Camilo Arias, Eliana Barbona y
Jennifer Zuluaga.
Google human capital management
model.
I wanted to make a small trial adapting the subject of HR management
in companies, with a case that I'm sure all fascinates us: As Google works.
Begin to establish that without doubt, people are
fundamental, and in my opinion, are the basic element for business success. We
could have all the economic and financial capital available, the best
initiative or idea or the best patent to develop the best business, but ... as
we could carry out a successful business without qualified human resources for
it?
On the other hand, in the same way that plans are made to
improve the performance of financial capital and investment, should make
efforts to improve the skills and hence maximize the performance of human
resources to make it "human capital "a term that basically refers to
the intrinsic wealth that a company has to have resources with considerable
levels or degrees of skills, knowledge and specific skills (talent) to perform
certain tasks effectively.
Today we speak of human resources strategy as the deliberate
use of people to help gain or maintain organizational advantage over the
competition. An advantage to be sustained must be emphasized in the approach to
human capital management, since it involves the deliberate use of people with
greater ability or talent to help business objectives.
With these approaches I want to highlight the vision of
managing human capital and provide a breakdown of the classical management of
human resources and thus put into perspective the case of Google, which in
practice is a management model much discussed and disseminated by innovations
it raises.
This company has promoted more than a management model, a
culture in the treatment of its employees, which has pleasantly surprised
everyone.
The connection I want to raise between the concept of Human
Capital and Google model is based on practices that the company carries on its
resources by first establishing the level of talent they want to hire and then
offered a deal and creating a work environment for this talent, which as I
stated before, impose a culture rather.
Some examples of the practice of human management company
Google as "Mother" his precious CH:
Recruitment
While other companies, including Microsoft, had the practice
go to universities to attract potential talents who had not even finished their
careers, Google has chosen to leave the young end his career to be hired with
better working conditions.
Preference for hiring resources with master or doctoral
degree as a way to maximize human capital acquired.
Direct economic benefits
Google provides 99% of its employees to acquire shares.
Salaries between US $ 143mil to US $ 251mil per year, which
represents a significant above average in their industry. (Data from 2010).
Bonuses and subsidies for the purchase of hybrid vehicles.
No economic benefits
Nurseries in the Google campus, where employees can bring
their children without any cost.
The company has various kinds of cafes and restaurants where
employees can eat your favorite food, from organically grown on the premises of
the company to gourmet free.
Laundry, garage, various types of entertainment, spa,
massage, gym, swimming pools fully available.
Obviously, the "non-economic" profits by not
representing direct income, represent substantial savings in recurrent
expenditure and also removes a load of concern elements of everyday life, in
the end can also be translated somehow measurable income.
Motivation
Flexibility at work: Google workers spend 20% of their
working time to participate in a project of their own choosing, which also
implies a strategy for retaining brains.
Encouraging innovation: from the first moment someone new
enters is encouraged to suggest improvements.
Working environment
Each employee has the redeemed to work from home and not
necessarily tied to a schedule.
Dress according to taste and ... employee. They can even
bring their pets to work.
Free shuttle to the company, in buses passing specific
positions of the city, take and bring to employees. Obviously these facilities
are equipped with access to high speed internet, allowing the employee to be
connected all the time.
In the premises of the company, involving thousands of
square meters of buildings, equipped with free personal transport (bicycles,
electric scooters, etc.) so that employees can move between buildings, without
walking. Everyone takes to be available and leaves it in an area intended for
the purpose.
Evaluation and monitoring
In Google you work with quarterly goals, each employee has a
number of goals to achieve at the end of each quarter: the focus is on these
objectives, not working hours.
Training
Invest in all kinds of training for their employees: online
training, continuous training updates on our products, skills training, among
others.
The company provides its employees with all the necessary
resources so that they themselves can form one another, so as to make the most
of internal talent. They have created a channel that any Googler expert in a
subject (from makeup or guitar, to Excel or market analysis) proposes its own
initiative, training courses for their colleagues.
All these practices and the benefits it poses to employees
are returned to the company in the form of achievements, for working in an
environment like this, the potential for creativity and productivity is
exponential.
However it is not easy to work on Google; according to
information published by the same company, receiving more than a million
resumes a year, and 6 mil 4mil hiring between employees, which represents an
acceptance rate of between 0.01 and 0.04% of the candidates who applied for the
posts.
In conclusion, there is no doubt that the kind of resources and
specialized talent searching and recruiting company, requires different
treatment to that usually are not used. Thus Google makes more than justified
emphasis on the treatment and conditions of this staff, making the work
environment what many of us would be a paradise.
By understanding that the productive capacity of individuals
is an important factor in the equation of a company results factor, notably
Google has implemented innovative practices to maximize the potential of their
employees. Google bet these practices to investment in human capital as an
element of success of its development strategy and of course, in economic
growth.
JM Rodríguez -
http://www.linkedin.com/profile/view?id=210745083&trk=tab_pro
Sources:
The Great Encyclopedia of Economy -
http://www.economia48.com/spa/d/capital-humano/capital-humano.htm
Wikipedia - http://es.wikipedia.org/wiki/Capital_humano
Example HR practices: Google -
http://www.buenastareas.com/ensayos/Google-Recursos-Humanos/679015.html
Google and its Human Resource Management -
http://ritaferrer.wordpress.com/2011/11/28/google-y-su-gestion-del-talento-humano
What is Google's secret weapon? -
Http://www.laflecha.net/canales/empresas/noticias/200406073
