The ever-increasing demand for the services of Google LLC Company has fostered the need for qualified employees in all areas of the company. One way the company seeks to address their future demand is through the hiring of employees, retraining them and outsourcing (Rahab, 2015). As a result of its complex nature, the firm strives to pull high-quality individuals at each and every entry level. Its staff acquisition program and policies are also aimed at providing the firm with the best kind of individual personnel. The Google LLC firm has good relations with top Universities where they train top graduates and attract undergraduate students to help them grow and be competent in regards to the product services in the firm.
The Google LLC Company deals in diverse internet products apart from the three mentioned above, and one of its key challenges in the human resource department has been succession planning and placement of individuals at the right position (Marc, 2013). The nature of the work in the firm is complex and requires potential experts; therefore, the firm will need to attract individuals of high caliber and specifically train them on their products. In regards to this, training should start from fresh university students such that by the time they graduate they should be highly qualified.
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Outsourcing is also an appropriate way for the Google LLC Company to have the highly qualified personnel. There are a couple of ways that the company can outsource for its future demand. The different types of outsourcing are based on functions within the company's weak areas and employee welfare (Academ Lib, 2015). In functions, for example, the employees are outsourced based on how they are able to perform certain tasks that the company is in need of. In regards to lagging areas, the company can hire qualified staffs from the related firm or even rotate performing workers to such areas. The third outsourcing category option for the Google LLC Company is employee benefit where a manager hires employees with special kind of skills from an outside company or even within for a given period with the aim of improving the services in the companies. The company can frequently carry out these processes as a way of improving them. Innovations such as online training can also relieve the company of too much financial spending on the processes (Marc, 2013). The processes should also be frequently audited and monitored with the aim of improving them.
References
Academ Lib, (2015). Miles and Snow's Typology of Defender, Prospector, Analyzer, and Reactor (Links to an external site.) Links to an external site. [Video file]. Retrieved from https://www.youtube.com/watch?v=QdjYoSq_R3g
Marc, D. Sollosy. (2013). A Contemporary Examination of the Miles and Snow Strategic
Typology through the Lenses of Dynamic Capabilities and Ambidexterity. Kennesaw State
University Digital Commons.
Rahab, R. E., Snow, C. C., Meyer, A. D., & Coleman, H. J. (2012). Organizational
strategy, structure, and process. Academy of management review , 3 (3), 546-562.
