The organization that was chosen for analysis of organizational performance is one of the most famous IT companies, Google. Our company can build capability from people based on an efficient corporate culture that is developed by HRs and strong leaders. In volatility, uncertainty, complexity, and ambiguity (VUCA) World, we can sustain the organizational performance of Google by supporting vision, understanding, clarity, and agility. These “answers” to VUCA World are suggested by Bob Johansen, the past president of the Institute of the Future. An HR system can maximize employees’ potential by enhancing consistency in activities, credibility, and transparency that staff needs to expand its skills and future opportunities.
Managers of our company can use KSAO and various competency models to guide employees in their career development within the company and distribution assignments for people to ensure that the company extracts the most out of its employees’ performance. HR Priorities of the company, according to one of the HRs, are the following: plan headcount demand, increase the equality within the organization, enhance innovative work culture.
The HR policy that sustains the priorities of Google is aligned with the company strategy by analyzing what the needs of our company are, what will be the future investments and projects, how the company will change. The main focus in the HR function is to align new IT trends with internal HR policies of hiring and developing people. To measure the value of our employees and their engagement, we use surveys and metrics, such as turnover rate, referral percentage, and the number of employees’ KPIs.