Bho0255 The Psychology Of Work Assessment Answer

The company Google LLC was founded by “Larry Page and Sergey Brin” in the year 1998 and is one of the most popular as well as widely sought after used companies of the world (Google, 2018). The company is “an American multinational technology company that specializes in Internet-related services and products, which include online advertising technologies, search engine, cloud computing, software, and hardware” (Google, 2018). The company keeping in view the recent changes in the fields of technology and innovations offers a wide range of internet services to the customers and it is a reflection of this particular fact that most of the internet searches which are being performed by the individuals in the present times are being directed through the search engine of Google (Google, 2018). Furthermore, in the recent times the company has taken the help of various kinds of innovative strategies like merger and acquisition, offering of new products as well as services to the customers like Google Maps, Google Images and others to the customers (Google, 2018). It is a reflection of the varied range of services provided by the company that the official website is among the 100 most visited websites of the world (Google, 2018). The company at the current moment is the 3^rd largest company of the world in terms of the revenue which it generates on yearly basis (Forbes Welcome, 2018). The headquarters of the company is located at “Mountain View, California” however following the path of globalization the company is operational in most of the countries of the world in the present times (Google, 2018). The company as per a 2017 statistics has around 73,992 employees in different parts of the world (Google, 2018).

“Measuring Talent, Identifying Talent and Retaining Talent”    

The concept of talent can be defined as the natural skills as well as the aptitude of an individual (Ghosh et al., 2013). In the opinion of many people talent forms an important attribute of the character of the various individuals and it is required in every walk of life for the performance of the various kinds of jobs as well as tasks in the most effective manner (Ghosh et al., 2013). In the particular context of the business world the concept of talent forms a very important attribute. Therefore, the primary focus of the various business organizations in the present times is to have the right kind of talent in the right place at the right situation (Bode, Singh & Rogan, 2015). Furthermore, it is seen that in the resent times the various business organizations not only try to attract the kind of talented people to their business organizations but also try to retain them. In the opinion of Collings & Mellahi, (2009), “Success for a business is dependent on the organizations ability to attract, develop and retain ’talent’. Utilizing the humans within an organization can maximize the competitive advantage of an organization”. It is significant to note that in the present times various scholars have tried to measure the talent of the people and it is a reflection of this that various kinds of talent management tests are used by the various business organizations during the process of recruitment. It is a reflection of this that the company Google used to have various kinds of skills test and brainteaser to access the kind of talent which the individuals who appeared for the process of interview (Sutton, 2014). In addition to these, the various business organizations in the present times also use various kinds of psychometric tests as well as competency tests for the effective measurement of the talents of the candidates who have appeared for the interview (Bode, Singh & Rogan, 2015).

The identification of talent is another significant factor which the various business organizations take into consideration in the present times (Cloutier et al., 2015). It is significant to note that during the various kinds of interviews and recruitment sessions the primary focus of the various business organizations is on finding out the individuals with the maximum amount of talent (Cloutier et al., 2015). Therefore, with this primary purpose the various business organizations take the help of various innovative kinds of interviews in a bid to find out the level of the talent of the individuals who are appearing for the process of the interview as almost all the business organizations in the present times try to recruit the individuals with the maximum talent (Laddha et al., 2012). Thus, in the present times various kinds of interviews have emerged like structured interviews, semi-structured interviews and unstructured interviews with the inherent purpose of finding out the individuals with the maximum talent. Furthermore, in addition to these, the various business organizations in the present times also take the help of various kinds of behavioral interviews as well as situational interviews in a bid to get the candidates with the maximum potential (Laddha et al., 2012). Therefore, with this particular inherent aim the company Google used to ask various kinds of brainteasers and also check the average university grades of the candidates who used to appear for the interview process to get selected to work for their organization (Sutton, 2014). In addition to these the various kinds of situational questions asked by the various interviewers during the selection process are also a reflection of the inherent desire of the business organization to recruit the people with the maximum talent.

The retention of the talented individuals within a particular business organization is one of the significant aspects which the various business organizations need to take into consideration in the present times (Terera & Ngirande, 2014). It is a reflection of this that the various business organizations in the present times take the help of various kinds of innovate methods in a bid to retain the talents employees within the framework of the organization (Terera & Ngirande, 2014). Therefore, with this particular purpose in view the business organizations in the present times offer various kinds of rewards as well as recognition to the employees. The various kinds of rewards provided by the business organizations not only enhances the satisfaction level of the employees towards their job but also helps the organization concerned to motivate the employees concerned to perform in a much better manner (James & Mathew, 2012). It is significant to note that this is one of the most commonly used techniques by means of which the various business organizations try to retain the talented employees related to them. The company Google also uses the same kind of strategies in a bid not only to retain the talented individuals belonging to them but also to provide them with better kind of job as well as economic opportunities (Sutton, 2014). It is significant to note that the focus of the majority of the business organizations in the present times is on the concept of employee retention as the business organizations have already invested a considerable amount of resources on the training as well as the development of the employees and therefore if the employees leaves the business organization then that would be a considerable loss for the concerned organization (James & Mathew, 2012).

“Problems faced by Google”

The company Google is not only one of the largest ones of the world but also one of the most popular ones of the world and therefore it is natural that the company would require a large workforce to manage the workload in an effective manner. It is significant to note that in the initial days the company Google used to take the help of various kinds of traditional methods for the purpose of interviews as well as interview (Sutton, 2014). The company during the process of the interview used to access the various candidates on the basis of the answers which they used to provide to the brainteasers and the other tricky questions asked by the interviewers (Aruna & Anitha, 2015). Furthermore, the candidates were also selected on the basis of the average of the grades which the concerned used to get in their university as well as colleges. However, it was seen that after the process of recruitment the employees were not being able to perform as per the expectation level of the organization which they had formed depending on the answers provided by the candidates to the brainteasers and other kinds of questions (Sutton, 2014). Therefore, it can be said that the process of selection as well as recruitment used by the company was not in synchronization with the quality of work which the organization was expecting the employees to deliver. Therefore, the company Google was forced to modify its recruitment as well as selection strategies for the recruitment of the new employees. The company therefore at the present moment during the process of selection as well as recruitment takes into consideration the four attributes of the employees like leadership skills, “Role-related knowledge”, “Problem-solving skills” and Googleyness (Sutton, 2014). The concept of “Googleyness” refers to the policy of the company by means of which the company recruits the individuals who have a high level of comfort towards ambiguity, who are not “bias towards actions” and have a very collaborative nature (Sutton, 2014). It is a reflection of this particular new strategy which the organisation uses for the process of recruitment that has enabled the organisation to develop a coherent as well as effective workforce within a very short time.

Evidence

The change in the strategy of the company for the recruitment as well as the selection process was brought about the evidences as well as the practical examples which the company within their own organisation. For example, the company saw that the employees recruited by them on the basis of their level of talent as well as intelligence were not being able to perform as per the “needs and the requirements of the organisation in the most effective manner” (Garner, 2012). Moreover, it was seen that a person who had performed well in the interview tests as well as brainteasers developed a boastful nature and this adversely hampered the not only the work environment but also the performance level of employees in an adverse manner (Sutton, 2014). Therefore, it can be said that the new strategy implemented by the company was in synchronisation with the needs of the company and also was justified by the evidence.

Recommendations

The recruitment as well as the selection process used by the company is a very innovative one and it can be said that the process used by the company is a very one for the concerned company. However, the company can make some more amendments to the strategy in a bid to make their recruitment process a bit more effective. The company can also take some forms of written tests just like the ones used by the company Tesco and others (Taylor, 2014). Furthermore, during the interview process the company can look for the candidates who are more willing to work in the team environment of the company and work in rotational shifts. It is significant to note that the company Google operates on a global basis and therefore it requires the help the of the employees at all times and thus the candidates who are willing to work round the clock would be of added advantage to the organisation.

Benefit

The company following the above mentioned recommendation is likely to gain in a significant manner and it would help it to recruit more talented candidates for the process of their business. Furthermore, the above recommendations are likely to help the company to build an effective team who would be willing to work in rotational shifts as per the needs of the organisation.

“Effectiveness of the recommendations for other organisations”

The above mentioned recommendations would be effective for the other business organisations as well it is seen that in the present times most of the business organisations are operating on a global basis and therefore the above mentioned recommendations would be helpful for them as well.

Conclusion

To conclude, the employees form an important part of the business organisations and therefore the focus of the various business organisations in the present times is on the recruitment of the talented as well as skilled employees. Thus, during the selection and the recruitment process the companies try to analyze the skills as well as the talent of the individuals and offer them jobs on the basis of that. It is a reflection of this that the recruitment process used by the various companies has undergone transformation in the present times. 

References

Aruna, M., & Anitha, J. (2015). Employee retention enablers: Generation Y employees. SCMS Journal of Indian Management, 12(3), 94. Retieved from https://search.proquest.com/openview/09362190102d0520c943b8de0e97d3c9/1?pq-origsite=gscholar&cbl=546310

Bode, C., Singh, J., & Rogan, M. (2015). Corporate social initiatives and employee retention. Organization Science, 26(6), 1702-1720. Retrieved from https://pubsonline.informs.org/doi/abs/10.1287/orsc.2015.1006

Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The importance of developing strategies for employee retention. Journal of Leadership, Accountability and Ethics, 12(2), 119. Retrieved from https://search.proquest.com/openview/028159d66e5109e0b1feb88a055c816f/1?pq-origsite=gscholar&cbl=39006

Coller, X., Cordero, G., & Echavarren, J. M. (2018). Recruitment and Selection. In Political Power in Spain (pp. 83-102). Palgrave Macmillan, Cham. Retrieved from https://link.springer.com/chapter/10.1007/978-3-319-63826-3_5

Costen, W. M. (2012). Recruitment and selection. The Encyclopedia of Human Resource Management: Short Entries, 379-387. Retrieved from https://onlinelibrary.wiley.com/doi/10.1002/9781118364741.ch74

Forbes Welcome. (2018). Forbes Home. Retrieved from https://www.forbes.com/companies/google/

Garner, E. (2012). Recruitment and Selection. Bookboon. Retrieved from https://books.google.co.in/books?hl=en&lr=&id=CXJhSc6PTTYC&oi=fnd&pg=PA9&dq=recruitment+and+selection&ots=JS2OSkXJtV&sig=KXuqYHvRa2kNzkd2H-eOQjHj1TU#v=onepage&q=recruitment%20and%20selection&f=false

Ghosh, P., Satyawadi, R., Prasad Joshi, J., & Shadman, M. (2013). Who stays with you? Factors predicting employees' intention to stay. International Journal of Organizational Analysis, 21(3), 288-312.Retrieved from https://www.emeraldinsight.com/doi/abs/10.1108/IJOA-Sep-2011-0511

James, L., & Mathew, L. (2012). Employee retention strategies: IT industry. SCMS Journal of Indian Management, 9(3), 79. Retrieved from https://search.proquest.com/openview/d6d01dae2181983b4c69f5bef1265d00/1?pq-origsite=gscholar&cbl=546310

Laddha, A., Singh, R., Gabbad, H., & Gidwani, G. D. (2012). Employee retention: An art to reduce turnover. International Journal of Management Research and Reviews, 2(3), 453. Retrieved from https://search.proquest.com/openview/df7ea8ba257ef468936376067f93955b/1?pq-origsite=gscholar&cbl=2028922

Our company | Google. (2018). Google Home. Retrieved from https://www.google.com/about/our-company/

Sutton, A. (2014). Work psychology in action. Palgrave Macmillan. Retrieved from https://books.google.co.in/books?hl=en&lr=&id=hz4dBQAAQBAJ&oi=fnd&pg=PP1&dq=Sutton,+A.+(2014).+Work+psychology+in+action.+Palgrave+Macmillan.+&ots=8kX2Ct4VGQ&sig=dCWyDv1lX5oxn6DorFCgZgFIMrw#v=onepage&q=Sutton%2C%20A.%20(2014).%20Work%20psychology%20in%20action.%20Palgrave%20Macmillan.&f=false

Taylor, S. (2014). Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), 139-14. Retrieved from https://books.google.co.in/books?hl=en&lr=&id=ogOIAwAAQBAJ&oi=fnd&pg=PA139&dq=recruitment+and+selection&ots=yLsT7zZzbL&sig=DU2eq-dfSARViSj3GYMdve6AjgY#v=onepage&q=recruitment%20and%20selection&f=false

Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and employee retention. Mediterranean Journal of Social Sciences, 5(1), 481. Retrieved from https://www.mcser.org/journal/index.php/mjss/article/view/1925