加拿大论文代写：谷歌的人力资源管理
加拿大论文代写：谷歌的人力资源管理
为了确保谷歌有效的人力资源管理，对所有成员的职责和职责的文件进行了连续的交叉核对。许多会议与主任工程师进行，最后报告被创建。
谷歌为员工提供在职培训。这包括课堂培训，部门会议，由著名交友讲座。除此之外，管理团队还提供软技能和硬技能的培训。
谷歌的成功取决于生成混沌和精确相关输出之间的关系。它的人力资源团队专注于鼓励员工，使他们能够参与公司的成长，成为有效团队的一部分。谷歌的人力资源部确保在任何情况下都不会雇佣员工（价格，2011）。
为了确保员工的价值和他们的意见给予重视，定期会议是TGIF的名义下，每周都会举行，这是“感谢上帝，今天是星期五。”这次会议是由所有的组织的高级成员参加和他们讨论什么已经过去一周发生（Ivancevich，1992）。他们彼此分享秘密信息，一般不公开。在这些会议上，人力资源管理部门与其他员工讨论他们在整个星期内所做的产品。他们的成功有讨论，也有问题。在此基础上，进行分析，以确定他们的错误。
加拿大论文代写：谷歌的人力资源管理
In order to ensure effective Human Resource management at Google there is continuous cross check of the documents which describe the roles and duties of all the members. A number of meetings are conducted with the head engineers and the final report is created.
Google provides on the job training for its employees. This includes the classroom training, departmental meetings and the lectures by the famous personals. In addition to this the management teams also provides training on both soft skills and hard skills.
The success of Google is dependent upon the sustenance of both the generative chaos and that of the precision related output. Its human resource teams are concentrated towards the encouragement of the employees so that they can participate in company’s growth and be the part and parcel of the effective teams. The Google’s HRM Department make sure that in no case, its employees are harnessed (Price,2011).
In order to ensure that the employees are valued and their views are given importance, regular meetings are held every week under the name of TGIF, which stands for “Thank God It’s Friday.” This meeting is attended by all the top members of the organization and they discuss whatever has happened over the week (Ivancevich,1992). They share the secret information with each other which does not gets public generally. In such meetings the HRM discusses with the other employees about the products which they have worked over the entire week. There are discussions over their success and also there problems. On the basis of that, analysis is done in order to determine their mistakes.
