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Google uses mainly 4 stages in Training and Developing their employees.
This are as follow:
Need analysis: This involves conducting a need assessment, Organizational analysis, work analysis and cost benefit analysis (task analysis) to check if their is a need for training and who or what needs training. Need assessment is the first step into any training program and in a case of new employees seeking job at the firm. Google uses organizational analysis to  analyze this by checking the applicants CV (curriculum vitae) to see if they posses the required quality the firm requires and also perform an  interview session for applicants to further asses the applicants quality to know qualities the applicants have for the vacancy. Google also has a really nice new employee orientation. This consist of the usual HR and other things, but also there are other good and informative classes that enlighten you more about Google’s infrastructure and culture. There are also cases in which existing employees are not performing as required in the field. It is the job of the employees immediate supervisor to notice this and help by first analyzing the problem and If there is a need for training? Then the supervisor or human resource manager will determine what type of training is need how to go about it. There are also two trainings for managers. One is for Googlers who become managers and the other is for managers who become Googlers. Googlers can be a full time Google corporation employee and/or a regular or habitual user of google search engine. When there is an economic change, the the organization may need to change some things. Just to know if employees have the required knowledge and skill to execute the work. To come up with procedures, supervisors observe employees completing their tasks. This helps differentiate between employees who perform well on their job from those that lack the needed requirement of the job. Google uses the cost benefit analysis to determine the cost of training and the benefits of the training. This helps human resource managers to use this information to maximize the benefits the company gets from the training program.
Google also offer an internship program for hiring which has to do with applications working in groups or individually depending on the job requirements in relation to organization goal(s). Google give tasks that are related to the job or on the job training depending on which is most suitable for applicants in relation to the company requirements. There are lots of ways google train their employees but one of them is the codelab. Google codelabs walk you through creating a simple example program using the technology you’re trying to learn. Even some of the in person classes are basically just walking through the codelabs with an instructor there to take questions. There is a strong emphasis on peer mentorship so it’s easy to ask anyone questions. You actually help people get promoted by asking them questions.

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Program design: Google uses both relational model and the results-oriented approach for designing a training program. The relational model mainly looks at the organizations relationship with its workers. Google maintains a very good internal relations to help employee involvement in process of creativity and innovation. The results-oriented approach emphasizes more on the outcomes of the training. For example, in introducing and executing a training program, Google uses the results-oriented approach to assist employees learning. The relational model increases relations among trainees and employees, and the results-oriented approach makes sure that the company’s human resources are effective and efficient. The training program is designed to be user friendly for the trainers consisting of steps and activities a trainee have to go through or pass before their performance can be evaluated in line with company requirements and goals. Google has an effective program design as them ensure trainees are motivated to work and they spend a lot on providing facilities that support learning and transfer of training as they get over two million applicants a year and hire several thousands. Google is well known to be more selective than most companies and higher institution like Harvard and Yale.

Delivery. Google performs training programs in a different ways, such as simulations, on  the job training and interaction. Interacting helps Google to ensure and keep meaningful communications having to do with employees. With important communications relating to the job, training programs benefit through high rate of feedback from the trainees and this helps to know if the training is good or needs adjustment. Google also uses simulations to ensure innovative and creative feedback. Simulations help increase the degree of autonomy of Google’s employees in order to understand the details of projects, work tasks,  and good and services. Google’s human resource management uses on the job training to increase the transfer of information and knowledge to new employees or interns. Many of the interns are usually taken into Google’s organization. Google ensures transfer of training through self management by having the right trainer(s) for the right trainee(s) and also they make sure the environment is suitable for training program. This helps easy communication between trainees and instructors since the person offering training is experienced in the field and knows about it.

Evaluation. Google in most times uses summative purpose and descriptive purposes to evaluate training programs. The summative purpose is to know how effective the program is in order to help develop human resources and it is done after the training or program has been completed. The descriptive purpose used to evaluate trainees and employees is to know the effects of the training on trainees and employees based on known or hypothesized standards. The company’s human resource management makes use of different form of evaluation like trainees learning and reactions, and the outcome of training programs in relation to the changes in human resource qualities like skills, abilities and knowledge. Google also uses task scores and grades to evaluate the effectiveness of a training program. For example an employee gets 40 out of 100 in its first task and start increasing in second and third task till he or she gets 100 in its final task. This shows that the transfer of training is effective and efficient and applicant is understanding the training. 


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