Human Resource Strategy of Google Company and Edward Jones - Essay Example

Human Resource Strategy Google Company Google is a well-known global search engine and operates on different segments. Products and services offered by Google Company are useful around the world. This company has a mission that is to organize world information and make it universally accessible (Latif, 2014). In the history of this company, the year 2012 marks its successful year. During this year, its earning was recorded to be over billions of profit, and this was due to the fact that the company operates in different segments. Edward Jones on the other hand is a company based in St Louis and is currently ranked number 4 among the overall 100 bestcompanies that are regarded as best to workforce (EdwardJones, 2015). The mission of Edward Jones Company is to help individuals reach their long-term financial goals. Edward Jones Company is providing services like financial consultations and advices in the field of investment, stocks, mutual funds, and fixed-income investments. The company also provides complimentary portfolio review in accounting services. Basic education is also provided to the customers in terms of knowledge on savings. Their team of advisors also assists in portfolio management and objective advice to the people (EdwardJones, 2015). Edward Jones is different from google in that the latter is moving widespread and has large customer base. They provide affordable services such as investments and withdrawal without payment of tax (EdwardJones, 2015). They have also digitalized their operations and can operate online. However, google is more diverse in terms of services they provide as compared to Edward Jones. Google also deal with platforms and operating systems among other services. Apart from the daily loads of information they deliver to consumers, the Google company also had developed Android technology from the alliance of 75 technologies and by theuse of Android technology, developers can create various applications for their mobiles (Latif, 2014). The use of Android technology reaps for the Google Company 2.8 million. The use of Android technology has also enabled Google Company to continue providing an extensive range of services and products inform of innovations and significant experiences. For example, Google chrome is specially designed for users who would like to spend most of their time online in websites. Chrome is a new approach to operating system (Latif, 2014). Google is far much larger in size as compared to Edward Jones. This can be told by the diversity of services they offer and their consumer base. Google has worldwide consumer base. Edward Jones has not reached that level. In terms of profit, the most important section for Google Company is the advertisement segment. It is estimated that the company generates over 87% of revenue from advertisements (Latif, 2014). Over the past few years, the growth of revenue has been coming from the ads and texts that are run across the web. These ads are responsible for the provision of information to the users whenever they google things of their interests. In terms of the consumers of Google products, the company serves customers whose numbers are estimated to be over 80 million globally (Latif, 2014). Edward jones companyon the other hand has got a very intensive development program that comprise of one-on-one training, one-on-one training knowledge e and mentoring program in the real world. In the business sector, the company is making a lot of profits. Their profit increased by 14% in 2014 and also, the net revenue increased by 11%. The assets under the companys management also increased by 10%. This is a record that has never been achieved before by the company (Greg, 2015). In terms of the companys culture, Google is a high energy and fast-paced work environment (Kuntze&Matulich, 2010). The company employees, known as Googlers, work hard and have fun at the same time. The company uses its corporate culture and climate to create an informal and value added environment. In their offices, work spaces are full of individuality and with relaxed atmosphere without dress code or daily formal meetings. The employee can play games, and this makes their generation of workers feel free like they are still in campus rather than being in the office (Kuntze&Matulich, 2010). The company inculcates the culture that it is not about money rather than it is their lifestyle that molds innovative superiority over the competition (Kuntze&Matulich, 2010). Google is an example of a company that is working towards changing the world by fostering teamwork and good environment for creativity. This has instilled the feeling of pride among the employees, and they are proud to be part of the company and the Google brand. As co-founder Sergey Brien says, it is the innovative employee that forms the bedrock of the companys culture. The employees Resource Group provide meaningful feedback on the companys human resource programs and policies. These programs provide opportunities for employees to grow in capacity (Kuntze&Matulich, 2010). Edward Jones Company also boasts of various staffs related cooperation’s and networks that have enabled them to succeed.Employees at Edward Jones are given the freedom to run their professional practice while helping clients to achieve their personal and financial goals (Greg, 2015). This puts the company among the most respected and reputable financial service firm. The company believes in the ability as opposed to seniority. This means that once one becomes a financial advisor by the company, the ultimate promotion and rewards are determined by individuals performance and not years of service. The company believes that one is at his/her best when in control of the career. Human Resource Strategies Proposed for the Companies Human resource is treated as one of the most valuable resource in companies of today (Cania, 2014). Human resource management is the most significant of all competitive resource because, people use these assets in organizations to create competitiveness and to realize business objectives. Organizations are always seeking to create much competition among themselves in terms of customers, more sales, more market access and many more. In order to keep up with the set vision, mission, and goals, companies must put in place suitable human resource strategies that can guarantee a real competitive edge in the market (Cania, 2014). The following are three main human resource strategies that are recommended for these companies in their need to remain competitive and relevant in the market. Understanding employee’s expectations As the first human resource strategy, the two companies must understand the expectation of their employees (Cania, 2014). The realization of employees expectation will foster desired behavior of the employees within the organization. The desired outcome as a result of employees management in an organization workforce management are cooperation with managers, cooperation with fellow employees, commitment and satisfaction, the presence of attitude among other outcomes. All these outcomes are valuable information that can be used to create a labor force with the ability to stand competitive in the market (Cania, (2014). Creation of Culture of Performance The second human strategy is to create the overall culture of high performance. This is where individuals and teams take responsibilities for the continuous business improvement and competition. Management performance can be conveyed as the approximation of individuals objectives of employees with the objectives of the organization provided that the employee is supporting the values and cultures of the organization (Cania, 2014). As a result, the organization can gain competition in the market. With every employee oriented towards the organizations culture and values better results can be achieved through team work and all these add up to the competitiveness of the business organization. Perfection of the Art of Managing People for Better Delivery The third strategy an organization can use to remain competitive is the improvement of performances through the management of people (Cania, 2014). The business organization needs to employ better management of the human resource in order to guarantee competitiveness in the business sphere. When goals and objectives of the organization have been achieved, then all that can be translated to better performance, and hence competitiveness is maintained. As to how the organizations can individually manage their human resource will depend on the structure and the nature of the organizations (Cania, 2014). The organization must ensure that the theoretical part of training employees receive are translated into action at work. Recommendations Both Google and Edward Jones companies are operating in the competitive world and the above human resource strategies can be key to their survival in the business. Edward Jones, being a consultation based company relies much on the individual output of every employee. Managing the employees to get better services from them, creation of an organization culture and collective evaluation and understanding of employees’ expectations are key to their success. Google Company will also have to foster an organization culture for team work purposes, the company will also have to manage the employees well to get maximum of their creativity. All these in addition to expectations analysis, the companies can remain potentially competitive. References Cania, L. (2014). The Impact of Strategic Human Resource Management on Organizational Performance.Economia. Seria Management, 17(2), 373-383. Greg, E. (2015, January 15). Edward Jones hitsrecordprofit, namesnewpartners. Retrieved from St. Louis Business Journal: http://www.bizjournals.com/stlouis/news/2015/01/15/edward-jones-hits-record-profit-names-new-partners.html Latif, M. (2014). The Financial Performance Analysis of Google Inc. V/S Industry Technology. Research Journal of Finance and Accounting, 5(17), 103-109. Kuntze, R., &Matulich, E. (2010). Google: searchingforvalue. Journal of Case Research in Business and Economics, 2, 1-10. Read More