Caso google

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