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Comparative Analysis Of The Human Resource Models Of Google And Facebook.

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The world is in the information age. According to a study conducted by an international firm known as Upbeat Research, the app sector will be worth £ 45 billion to the economy of Britain by the end of 2030 (Puneet, 2013). As the process of digitization takes wider dominance in the current society, classical business models and approaches, especially when it comes to the management of human resource and top talent, in particular, are gradually being forsaken and replaced. The information age is defined as the stage in humanity whereby economies shift its focus from industrialization to rely on information and computerization to drive various components, such as coordination of programs, services, and projects, provision of employment, generation of revenue, amongst others. As such, technology-based businesses have capitalized on the opportunities of increased demand for their products and services to boost their annual revenues. They are undergoing continuous levels of transformation in their business approaches while adopting a sense of information-intensive management practices, aligning information technology and business strategy, so as to sustain and grow their relevance in the industry. This analysis aims to evaluate the form and nature of competition in the world of technology, specifically focusing on the comparative analysis of the human resource models of Google and Facebook.

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Google Background Information

Google is a multinational company based in America, which specializes in the provision of Internet-based services and products, such as cloud computing services, technologies, hardware, software, and search. The company’s two co-founders, namely Brin Sergey and Page Larry during their student years at the Stanford University (Puneet, 2013). They were interested in starting a search engine company that would help individuals to locate items on the Internet within the shortest time possible (Reisinger, 2012). As such, the website has brought about transformations to the way in which information is continuously processed on the web. The analysis revealed that the most important sites were ranked at the top of their list while less valuable ones came at the bottom. Having discovered a pattern, they customized the format by manipulating features and that is how Google was birthed.

The production process of Google commenced in March 1996 as a joint research project titled The Digital Library Project, at Stanford University where the two founders were completing a Ph.D. degree. Concurrently, Larry was thinking about his thesis topic in a writing that entailed evaluating the mathematical structure of the internet and how graphical illustrations could be used to present the information (Puneet, 2013). After getting his tutor’s approval to proceed with the project, he embarked on investigating how people could get information in the World Wide Web (WWW) within the shortest time possible (Reisinger, 2012). With the aid of his partner, they came up with what is called the PageRank Algorithm, a system whose purpose was to measure the value of target web pages by focusing on the level of activity and the number of visitors (Reisinger, 2012).

Mission and Goals (Business Model)

Google’s vision and mission statements play an instrumental role in supporting its organizational structure and culture towards the attainment of goals and objectives. Consequently, the two help to demonstrate the capacity and objectivity of the company in terms of where it desires to be in the future. According to Lombardo (2017), the company has always stuck to its vision and mission statements as illustrated by its high corporate success since its establishment. Its vision and mission statement is to organize all the world’s data in a way that makes them easier to access in the most valuable way for users (Reisinger, 2012). It also has an informal motto of avoiding evil practices and outcomes (Lombardo, 2017). The statement has helped to define its main purpose and area of specialty so that all the stakeholders, especially the human resource are aware of what is expected of them by the top management. Puneet (2013) begs to differ by stating that it is poorly constructed since it does not provide additional information aside from the purpose of the company. First of all, it does not mention all the nine components under its dealership (which are self-concept, philosophy, technology, customers, the survival instinct, public image concern, and the value for its employees, but identifies only 2 of them. The mission statement reveals a high sense of customer value and always ensure that they are always satisfied (Reisinger, 2012).

Consequently, Google’s business idea is built upon the idea of expecting and tackling the challenge in a fun way, and this helps to explain its success in the corporate world of America. What is more, it has a strong organizational culture that ensures a sharp focus on customers when it comes to the provision of online service (Reisinger, 2012).

Business model of Google

Google is the number one search engine in the world that is more recognized than any other search engine globally. In fact, people have gone to the extent of googling information rather than conducting scholarly studies. The company is known to have the best business plans, which leads to the best innovations in the company. Statistics have shown that Google generates over $20 billion annually and its main revenue comes from the advertising through its search engine, which is the most popular (Reisinger, 2012). Google uses the strategy of placing ads on millions of websites. Advertising through Google is the best way any institution, company or organization can market itself considering the fact that Google is used by over 15 billion people daily(Reisinger, 2012).

This means that the advert will reach a huge population of the world, and just in case the company or institution is an international one, then you will have numerous advantages in terms of the market. To add on that Google has become synonymous with the web search. Google uses the best technology, which relies on the computer algorithms so as to accurately and successfully determine the search position (Reisinger, 2012). Statistically, it considers 500 million types of variables and over 1 billion terms (Reisinger, 2012). It then ranks it to the best and the most common to what you have searched. It also gives the best speed and efficiency during the search hence making it the most reliable search engine in the world (Puneet, 2013). Google has also gone a mile forward to develop the Google AdSense program, which targets the results to give certain advertisements related to the search; this gives right advertisement to the right market. AdWord is an additional program for the Adsense, which is more advanced because it targets the advertising to the most qualified ones (Reisinger, 2012).

Market Share

Currently, the Google market share globally stands at 80.52%, which means that Google is way much far as compared to any search engine (Reisinger, 2012). This can be seen by the fact that in the latest ranking where Bing came second and not even close to Google with a small market share of 6.92% (Reisinger, 2012). Despite the fact that Google has a big market share, there has been a considerable drop in Europe having a drop of about 10% this year and losing it to their competitors, such as Bing, who, on the other hand for the very first time hit their mark to 20% of the market share in Europe, which means people are starting to less use Google and turning towards Bing (Reisinger, 2012). In the United Northern and Southern America, over 85% of people use Google. In African, it is the most popular with a record of 94% of the population using Google (Lombardo, 2017).

Financial Health

Despite the still competition in the technology industry, Google has been able to maintain relatively high returns that are a boost when it comes to its shareholder relationship. Matsangau (2015) provides that despite looming competition, it has managed to maintain a consistent revenue growth, contrary to common belief in media houses that the firm has been experienced slowed the pace of growth. Matsangau (2015) asserts that Google’s revenue growth has been 20% according to the results of the previous financial year. In addition, its year-to-year growth in revenue has been consistent, a matter that is commended by analysts considering the fact that its closest rival, Facebook, has stepped up efforts to claim more market share in territories that formerly belonged to Google (Reisinger, 2012).

In one internet series, Puneet (2013) carried out a discussion titled Why Investors Punished Facebook’s Stock Despite Strong Growth, that categorically evaluated Facebook’s actions of striving to take new market shares away from Google (Reisinger, 2012). Accordingly, Google has been able to offset such competition by using its strong financial health to make investments and step up advertising strategies (Reisinger, 2012). It means that the success rate of the company cannot be doubted by shareholders and other investors. Aside from a dominating presence in online advertising and the search business in the United States and around the world, the technology firm has become a major asset in Wall Street, a factor that is attributed to its consistent and strong profits (Reisinger, 2012). The highest stock price rise for the company has been $ 700 per share with a market capitalization of more than $ 300 billion (Reisinger, 2012). Currently, its financial health reflects that of the shrinking world economy, such that its share price stands at $ 315 per share with a market capitalization of $ 99 billion. Imperatively, during this time, Matsangau (2015) had already predicted that there would be a declining pattern in general consumption across all industries.

Philosophy on Corporate Talent Management

Google is considered one of the companies with effective and innovative human resource management, especially in the realm of attracting and retaining top talent in the industry. It means that its corporate success is supported by the high quality of its human resource since its human resource management matrix always advocates for excellence and smartness amongst the workforce (Reisinger, 2012). The model (of human resource) also encompasses techniques, methods, and strategies that have undergone a strict and careful selection process when it comes to the selection, recruitment, and retention of the members of staff. The company has a customized retention program that aims to ensure that the best employees stick to the company for as long as possible. There are also predetermined programs whose purpose is to attract top talent in the industry and that are why the company was considered as the best place to work for according to a 2015 study (Reisinger, 2012).

A look at the human resource management practices reveals that the company combines both internal and external processes of recruitment to ensure that its human resource is adequate and effective. Google makes use of transfers, promotions, training programs for interns, and others to furnish its human resource needs with the best individuals (Reisinger, 2012). On the other hand, respondents to job advertisements and scouting for talent in educational institutions feature as some of the main external techniques in its human resource model. A great proportion of its employment adverts is contained in the Careers Section on its website (Reisinger, 2012). The use of such recruitment sources ensures that there is a consistent and continuous influx of workers who are highly qualified, whilst also matching the capabilities of the workforce with the human resource needs of the organization (Reisinger, 2012).

Current Job Posting

Head of Android OEM and SOC Partner Engineering

  • Develop and grow our technical relationships with our key SOC partners like Qualcomm, MediaTek, etc. and OEM partners across Greater China.
  • Drive technical implementation of strategic projects with our SOC, OEM partners. e.g., ensure strong adoption and support for upcoming Android release features.
  • Provide direction and lead technical account management efforts across strategic OEM programs and ensure growth of platform and partners. Drive our at scale efforts in growing our partner engagement and growth across the long tail partner ecosystem.
  • Advocate internally for improvements across partner ecosystem and ensure partner and program success.
  • Lead strategic discussion on the Greater China market and manage high performing teams of Technical Account Managers across Mountain View, Greater China region.
  • Qualifications
  • Minimum qualifications:
  • BA/BS in CS/EE/CE or related field or equivalent practical experience.
  • Experience with people management. Experience with coaching and mentoring team members and also managing senior leadership stakeholders.
  • Experience driving cross-functional teams (both internal and external) to deliver a product
  • Experience with computing platforms, hardware (e.g. Consumer Electronic Device development), and partnership (pre-sales and post-sales). Experience handling technical escalations from partners and internal teams.

Preferred qualifications:

  • Experience working with Android, embedded systems, Linux kernel, device driver APIs, chipsets.
  • Strong hands-on knowledge and leadership experience in either product management, software engineering, engineering program management, and/or technical account management.
  • Strong ability to build good relationship with all internal key stakeholders. Passionate about technology and making partners and Google both successful to reach a win-win situation.
  • Demonstrated creative problem-solving approach and strong analytical skills, combined with a strong sense of ownership and a proactive can-do attitude.
  • Excellent communication and project management skills, with a track record of handling multiple customers and streams of work.
  • Able to understand and speak Mandarin and understand Chinese culture (including business culture).

As a Google Engineering Technical Lead, you have not only the technical skills to roll up your sleeves and get your hands dirty on major projects, but you’re also able to manage a team of engineers. You them to grow, optimizing their code while working on your own as well. You have a strong background in software and web technologies, a strong track record in coding, and are highly technically accomplished.

But more than that, you’re a leader. You have the respect of your team, and are able to motivate them to learn new skill sets and to reach their full potential. You’ll help them develop tools and platforms for Ads, monetization, e-commerce, Business Intelligence and smart monitoring. Although you’ll have a team to rely on, you are ultimately the architect behind each of the technical projects you take on, and therefore responsible for determining a project’s plan, implementation, and ultimately, its success.

The Android Partner Engineering team at Google works closely with the Android device ecosystem to extend the boundaries of what can be achieved with the Android platform. Whether working with the world’s largest chipset manufacturers, device manufacturers, ODM’s or carriers, Google’s Android Partner Engineering team helps solve some of the toughest problems in delivering mobile technology that works for everybody. We work with teams throughout Google to develop solutions for strategic partners around the globe. We maintain crucial relationships with and build technical solutions for our long-term partners who are making Android into a world-changing platform.

We are looking for a senior leader to lead our group efforts in growing the Android ecosystem across our partner ecosystem in the Greater China region. The ecosystem partners span SoC’s, top tier OEM’s, strategic project partners and long tail OEMs. We are looking for a strong people leader as well as a thought leader in this space, who can lead teams of Technical Account Managers across Mountain View and Asia in driving our strategic programs across the ecosystem in the Greater China region.

Making the world’s information universally accessible and useful doesn’t stop at the desktop. The Mobile team builds tools to get you the information you need no matter where you are. Android has become the world’s most popular mobile ecosystem, powering billions of devices, from smartphones to tablets, watches to TVs and everything in between. Whether adding to the core Android experience, forging new markets for digital content, creating immersive and portable versions of our products or managing relationships with a global community of developers, the Mobile team is giving you Google on the go.

Responsibilities

Conclusion

The analysis of Google’s organization structure and business approach has provided a glimpse of the nature of competition in the world of technology. As such, Google is one of Facebook’s main opponents and of late the two have indulged in the battle of the market share. Google being the most efficient Search engine has the best market share and the best advertising platform. This means that its target to marketing is so high and the best and an advert can reach over 6 billion people in the world daily. What is more, it has effective human resource strategies that ensure that it attracts only top talent, including a relatively high employee retention rate.

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