A Staffing Plan
A staffing plan is an employment strategy that organizations use to manage employees. Staffing plans allow organizations to recruit competent employees who play a collective role in achieving stipulated business goals and objectives. This discussion develops a staffing plan which addresses employee conflicts at Google LLC. A staffing plan would enable Google LLC to address management challenges from a wide pool of employees. Being a multinational corporation, the tech giant has opened numerous Foreign Direct Investments (FDIs). Employee conflicts are common in this organization due to differences in cultural diversity. A staffing plan for the Human Resource Department (HRD) would mitigate current and future employee conflicts of Google LLC.
Google LLC is committed to ensuring that online information is accessible to all people across the globe. The organization has its goals and objectives inclined towards fair access to online information. Google LLC believes that information improves knowledge for online users irrespective of cultural backgrounds (Kennedy et al. 2017). Online information allows users of the internet to access information from remote locations. Google LLC is a tech giant whose pool of employees come from different parts of the world. A staffing plan for the HRD will align with the organization’s goal in different ways. According to the mission statement of Google LLC, internet users should not be discriminated against when accessing online information. Similarly, the HRD should consider a staffing plan which condemns discrimination among employees. Recent developments indicate that senior management of Google LLC discriminates against female employees (Kaliannan, Abraham & Ponnusamy, 2016). A staffing plan should be developed to ensure that such practices are avoided in the future. The staffing plan will ensure that the organization reaches its goals by ensuring equality among employees and clients.
The HRD has a staffing plan which aims at ensuring that Google LLC promotes equality in its employment processes this year. Promoting equality is an important element of success in any profit-making institution. The staffing plan aims at Google LLC by promoting gender and racial or ethnic equality among employees and the market. HRD has its departmental goal inclined towards achieving equality among employees in all branches of the organization. The staffing plan will achieve HRD goals using free and fair recruitment practices. There was an instance when a senior engineer at Google LLC claimed that women are not suitable for technology jobs. This incident condemned the organizational culture of recruiting many male employees at the expense of female applicants (Kennedy et al. 2017). The organization responded to a public outcry that condemned the firm’s executive management for not promoting gender equality. This year’s plan for the HRD is to rectify a public image of recruitment by Google LLC.
There is enough talent in the market for Google LLC’s current and future job openings. The number of female graduates entering the technology industry is increasing every year. Many female graduates are applying for job positions as software developers, big data specialists, forensic experts, and networking officers. The talent available in the labor market can enable the firm’s HRD to promote gender equality in unique ways (Gavigan, Fitzpatrick & Miserendino, 2016). For instance, competent female employees – operate at junior levels – will be considered for promotions to supervisory and managerial positions. There are several factors that will affect Google LLC’s HRD when seeking talented employees in the labor market. For instance, the department will consider the demographics of existing employees. Gender will also play a key role when assigning employees to assignments in a team project. Moreover, talent management will also be key in identifying female applicants with exceptional skills in an advertised job position. Internet accessibility will also be vital as Google LLC job positions will be applied by candidates across the globe.
Current employees of Google LLC possess a wide range of professional skills and technical knowledge of completing assigned roles and responsibilities. For instance, the firm’s HRD notes that female employees have the best communication practices which improve coordination in the firm (Gavigan, Fitzpatrick & Miserendino, 2016). Similarly, female employees are credited for working on multiple tasks within a short period of time aided by multitasking capabilities. Male employees at Google LLC possess enough technical experience to deal with in-depth issues within the information systems of the organization. Google LLC uses a management hierarchy that depicts cross-functional organizational structure. Job titles are developed from job roles and responsibilities assigned to an employee. The organization’s management structure has three main attributes which include; functional-based, product-based, and flatness (Kennedy et al. 2017). The attributes are contrary to the traditional top-down management structure which begins with executive directors at the top and junior officers at the bottom. Job titles at Google LLC are inclined towards promoting creativity and enhancing competence among all employees irrespective of a working position.
Google LLC could consider several factors when developing a staffing plan by the HRD. Firstly, the organization should come up with a recruitment policy that provides equal employment opportunities to both male and female applicants. It has been noted that women employees can perform exemplary just like their male counterparts. However, there are organizations that prefer male candidates as opposed to female applicants due to cultural beliefs. Google LLC should ensure that all of its global branches achieve gender equality through fair employment opportunities. A proportionate number that reflects the need of employees will be considered during recruitment practices. It would be cost-ineffective for Google LLC to over-employ applicants for similar job positions (Kaliannan, Abraham & Ponnusamy, 2016). The HRD should come up with specific and objective job requirements that match roles and responsibilities in the firm. Hiring staff members should take place at a predetermined period of the year when there is mass recruitment for the organization. Such periods provide an organization with the opportunity of implementing HR policies such as gender equality.
The staffing plan at Google LLC will categorize job positions using titles that describe the operational jurisdiction of an employee. For instance, all interns will occupy a category of Developing Professionals who operate in different teams within the organization. The staffing plan will also include a special category for all female employees. The special category will be composed of female employees within the organization. For instance, the staffing plan will develop Mentorship and Leadership programs. Social initiatives at Google LLC will motivate and encourage female employees to participate in technical job roles and responsibilities (Gavigan, Fitzpatrick & Miserendino, 2016). Lastly, job titles will also be based on the seniority of an employee with respect to their scope of operation. Titles of senior engineers and executive managers will be maintained at formal or official levels. However, job titles will be expected not to intimidate employees from effective interaction. This will aid the staffing plan in promoting a socially conducive environment that enhances and improves professionalism at Google LLC.
An effective staffing plan would ensure that Google LLC achieves gender equality in the technology industry. The HRD of the organization should consider recruitment strategies that provide equal employment opportunities to both male and female applicants. Job titles should correspond to the staffing needs of the organization. Staffing needs will improve the culture of professionalism in the recruitment practices of Google LLC. Cultural diversity should be evaluated to determine sources of gender conflicts in contemporary organizations. The staffing plan will benchmark successful initiatives, in other multinational corporations, that promote gender equality.
References
Gavigan, M., Fitzpatrick, T. A., & Miserendino, C. (2016). Effective staffing takes a village: creating the staffing ecosystem. Nursing Economics, 34(2), 58.
Kaliannan, M., Abraham, M., & Ponnusamy, V. (2016). Effective talent management in Malaysian SMES: A proposed framework. The Journal of Developing Areas, 50(5), 393- 401.
Kennedy, T., Rae, M., Sheridan, A., & Valadkhani, A. (2017). Reducing gender wage inequality increases economic prosperity for all: Insights from Australia. Economic Analysis and Policy, 55, 14-24.