Reference no: EM133029043
1. Discuss the theories and concepts in employee relations management
2. State new provisions enacted in Code of Wages Act 2020 and comment about its effect on employees' salary.
3. Consider your current or most recent employer. Does the organization employ any human capital metrics or key performance indicators? If so, which ones, how are they used, and are they appropriate given the organization's strategy? If not, suggest some appropriate human capital metrics or key performance indicators given the organization's strategy
4. Compare and contrast the premises and assumptions of the I/O and resource-based models of strategic planning. What benefits does each model offer that aid in strategic planning?
5. Case study:
Strategic HR at Google
Internet products and services provider Google has developed its HR function, known as "People Operations" around a "three-thirds" model whereby three different complimentary teams work to staff the rapidly growing organization, which competes for talent in a very competitive environment. Approximately one-third of the People Operations team have backgrounds in HR, including specialized expertise in employment law and compensation and benefits. This group identifies trends and issues regarding HR, allowing Google to respond in a proactive manner. Another third have little to no HR background and were recruited from strategic consulting firms or from Google operating divisions, such as engineering and sales. This group is embedded within business units and contributes knowledge and problem-solving skills regarding the macro perspective of the organization which are incorporated into HR-related programs and solutions. The final third is a workforce analytics team that consists of individuals who hold advanced degrees in statistics, finance, and organizational psychology. They determine appropriate metrics to allow Google to remain competitive in its search for talent, including appropriate compensation, interview processes, and factors that relate to employee retention. Google's rapid growth rate requires an accelerated rate of professional staff development, and most of its People Operations staff participate in a yearlong "base camp" training that combines HR specialist training with an MBA-like program in which participants work on Internet consulting projects aimed at solving business problems.
Questions
- Explain this model of Strategic HR in the light of Lepak and Snell's employment model
- Discuss the advantages of Strategic HR configuration at Google