HR Planning Process Resource: Strategic Planning HR Planning: Linking Process & Figure 2.1 Chapter 2 Managing Human Resources Choose a company familiar. Explain integration HR planning process strategic process employees company. HR Planning Process: Google

Google has become a successful organization because of its unique ability to leverage its HR policies to grow its business. Although its famous slogan is 'don't be evil,' Google does not offer its famously extensive employee benefits packages, spanning from comprehensive healthcare to free food at its cafeterias, simply to be 'nice.' Rather, it is part of a calculated strategy to attract the best people and to leverage employees' capabilities to the maximum degree for the organization. As an information-based technology company, it could be said that Google 'is' its people. Its main strength lies in coming up with new ideas. "What they have done better than anyone else is to develop the world's first 'recruiting culture'...What that means is that recruiting and the need for it permeates the entire organization" (Sullivan 2005).

Google invests...

"Google recruitment has a ratio of 1 recruiter for every 14 employees (14:1). That ratio surpasses the previous record of 65:1, held by Cisco during the first war for talent in the late '90s" and its recruiting budget exceeds that of almost any other major corporation (Sullivan 2005). Its recruiting process is also "famously difficult" from the prospective employee's point-of-view (Charlton 2005). It is not unusual for candidates to have to suffer through double-digit numbers of interviews "while those with sound work experience have been turned down due to having less than perfect college grades" (Charlton 2005).
Google uses the quality of the work culture to attract employees, as part of its 'advertising' strategy. "HR director Stacy Sullivan, and the leadership team at Google have literally crafted every professional job and workplace element so that all employees are: working on interesting work; learning continuously; constantly challenged to do more; [and] feeling that they are adding value" (Sullivan 2005). Employees who wish to be challenged, who want work that is not simply…