ANALYSIS OF GOOGLE 12
Theworld is in the information age. According to a study conducted by aninternational firm known as UpbeatResearch,the app sector will be worth £ 45 billion to the economy of Britainby the end of 2030 (Puneet, 2013). As the process of digitizationtakes wider dominance in the current society, classical businessmodels and approaches are gradually being forsaken and replaced. Thisis especially when it comes to the management of human resource andtop talent,in particular. The information age is defined as the stage inhumanity whereby economies shift focus from industrialization to relyon information and computerization. It is because they aid in drivingvarious components, such as coordination of programs, services, andprojects, provision of employment, generation of revenue, amongstothers. As such, technology-basedbusinesses have capitalized on the opportunities of increased demandfor their products and services to boost their annual revenues. Theyare undergoing continuous levels of transformation in their businessapproacheswhile adopting a sense of information-intensivemanagement practices. They are also aligning information technologyand business strategy to sustain and grow their relevance in theindustry. This analysis aims to evaluate the form and nature ofcompetition in the technology world, specifically focusing on thecomparative analysis of human resource models of Google and Facebook.
Googleis a multinational company based in America, which specializes inproviding Internet-basedservices and products, such as cloud computing services,technologies, hardware, software, and search. The company’s twoco-founders,namely Brin Sergey and Page Larry, and they discovered Google duringtheir student years at the Stanford University (Puneet, 2013). Theywere interested in starting a search engine company that would helpindividuals to locate itemsonthe Internet within the shortest time possible (Reisinger,2012).As such, the website has brought about transformations to the way inwhich information is continuously processedonthe WWW. The analysis revealed that the most important sites wereranked at the top of their list while less valuable ones came at thebottom. Having discovered a pattern, they customized the format bymanipulating features and that is how Google was birthed.
Google’sproduction process commenced in March 1996 as a joint researchproject titled The Digital Library Project. It was done at StanfordUniversity where the two founders were completing a Ph.D.degree. Concurrently, Larry was thinking about his thesis topic in awriting that entailed evaluating the internet’s mathematicalstructure and how graphical illustrations could be used to presentthe information (Puneet, 2013). After getting his tutor’s approvalto proceed with the project, he embarked on investigating how peoplecould get information in the World Wide Web (WWW) within the shortesttime possible (Reisinger,2012).With his partner’s aid, he came up with what is called the PageRankAlgorithm, a system whose purpose was to measure the value of targetweb pages by focusing on the activity level and the visitor number(Reisinger,2012).
Missionand Goals (Business Model)
Google’svision and mission statements play an instrumental role in supportingits organizational structure and culture towards the attainment ofgoals and objectives. Consequently, the two help to demonstrate thecapacity and objectivity of the company in terms of where it desiresto be in the future. According to Lombardo (2017),the company has always stuck to its vision and mission statements asillustrated by its high corporate success since its establishment.Its vision and mission statement is to organize the entire world’sdata in a way that makes it easier to access in the most valuable wayfor 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 purposeand area of specialty so that all the stakeholders, especially thehuman resource, are aware of what is expected of them by the topmanagement. Puneet (2013) begs to differ by stating that it is poorlyconstructed since it does not provide additional information asidefrom the purpose of the company. First of all, it does not mentionall the nine components under its dealership (which are self-concept,philosophy, technology, customers, the survival instinct, publicimage concern, and the value for its employees. There is arepresentation of only 2 items. The mission statement reveals a highsense of customer value and always ensure that they are alwayssatisfied (Reisinger,2012).
Consequently,Google’s business idea is built upon the idea of expecting andtackling the challengein a fun way, and this helps to explain its success in the corporateworld of America. What is more, it has a strong organizationalculture that ensures a sharp focus on customers when it comes to theprovisionof online service (Reisinger,2012).
Businessmodel of Google
Googleis the number one search engine in the world that is more recognizedthan any other search engine globally. In fact,people have gone to the extent of googlinginformation rather than conducting scholarlystudies. Thecompany is knownto have the best business plans, which leads to the best innovationsin the company. Statistics have shown that Google generates over $20billion annually and its main revenue comes from the advertisingthrough its search engine, which is the most popular (Reisinger,2012).Google uses the strategy of placing ads on millions of websites(Puneet, 2013). Advertising through Google is the best way anyinstitution, company or organization can market itself consideringthe fact that Google is used by over 15 billion peopledaily(Reisinger,2012).
Thismeans that the advert will reach a huge population of the world, andjust in case the company or institution is an international one, thenyou will have numerous advantages in terms of the market(Puneet, 2013).To add on that Google has become synonymous with the web search. Ituses the best technology, which relies on the computer algorithms toaccurately and successfully determine the search position (Reisinger,2012).Statistically, it considers 500 million types of variables and over 1billion terms (Reisinger,2012).The firm then ranks it to the best and the most common to what youhave searched. It also gives the best speed and efficiency during thesearch hence making it the most reliable search engine in the world(Puneet, 2013). Google has also gone a mile forward to develop theGoogle AdSense program, which targets the results to give certainadvertisements related to the search. Consequently, this gives rightadvertisement to the right market. AdWord is an additional programfor the Adsense, which is more advanced because it targets theadvertising to the most-qualified ones (Reisinger,2012).
Currently,the Google market share globally stands at 80.52%, which means thatGoogle 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 Bingcame second and not even close to Google with a small market share of6.92% (Reisinger,2012).Despite the fact that Google has a big market share, there has been aconsiderable drop in Europe having a drop of about 10% this year andlosingit to their competitors, such as Bing, who, on the other hand for thevery first time hit their mark to 20% of the market share in Europe.It means people are starting to use Google less and turning towardsBing (Reisinger,2012).In the United Northern and Southern America, over 85% of people useGoogle. In African, it is the most popular with a record of 94% ofthe population using Google (Lombardo, 2017).
Despitethe still competition in the technology industry, Google has beenable to maintain relatively high returns that are a boost when itcomes to its shareholder relationship. Matsangau (2015) provides thatdespite looming competition, it has managed to maintain a consistentrevenue growth. This is contrary to common belief in media housesthat the firm has been experienced slowed the paceof growth. Matsangau (2015) further asserts that Google’s revenuegrowth has been 20% according to the results of the previousfinancial year. In addition, its year-to-year growth in revenue hasbeen consistent, a matter that is commended by analysts consideringthe fact that its closest rival, Facebook, has stepped up efforts toclaim more market share in territories that formerly belonged toGoogle (Reisinger,2012).
Inone internet series, Puneet (2013) carried out a discussion titledWhyInvestors Punished Facebook’s Stock Despite Strong Growth(Reisinger,2012). It categorically evaluated Facebook’s actions of striving totake new market shares away from Google (Reisinger,2012).Accordingly, Google has been able to offset such competition by usingits strong financial health to make investments and step upadvertising strategies (Reisinger,2012).It means that the success rate of the company cannot be doubted byshareholders and other investors. Aside from a dominating presence inonline advertising and the search business in the United States andaround the world, the technology firm has become a major asset inWall Street, a factor that is attributed to its consistent and strongprofits (Reisinger,2012).The highest stock price rise for the company has been $ 700 per sharewith a market capitalization of more than $ 300 billion (Reisinger,2012).Currently, its financial health reflects that of the shrinking worldeconomy, such that its share price stands at $ 315 per share with amarket capitalization of $ 99 billion (Puneet, 2013). Imperatively,during this time, Matsangau (2015) had already predicted that therewould be a declining pattern in general consumption across allindustries.
Philosophyon Corporate Talent Management
Googleis considered as one of the companies with effective and innovativehuman resource management, especially in the realm of attracting andretaining top talent in the industry. It means that its corporatesuccess is supported by the high quality of its human resource.According to Puneet (2013), its human resource management matrixalways advocates for excellence and smartness amongst the workforce.The model (of human resource) also encompasses techniques, methods,and strategies that have undergone a strict and careful selectionprocess (Reisinger,2012). The aim is to see to it thatthe selection, recruitment, and retention of the members of staff inadequate and efficient. The company has a customized retentionprogram that aims to ensure that the best employees stick to thecompany for as long as possible. There are also predeterminedprograms whose purpose is to attract top talent in the industry andthat are why the company was considered as the best place to work foraccording to a 2015 study (Reisinger,2012).
Alook at the human resource management practices reveals that thecompany combines both internal and external processes of recruitment(Reisinger,2012). This aids in ensuringthat its human resource is adequate and effective. Google makes useof transfers, promotions, training programs for interns, and othersto furnish its human resource needs with the best individuals(Reisinger,2012).On the other hand, respondents to job advertisements and scouting fortalent in educational institutions feature as some of the mainexternal techniques in its human resource model. A great proportionof its employment adverts iscontained in the Careers Section onits website (Reisinger,2012).The use of such recruitment sources ensuresthat there is a consistent and continuous influx of workers who arehighly qualified, whilst also matching the capabilities of theworkforce with the human resource needs of the organization(Reisinger,2012).
Source:Facebook Careers accessed on 1stApril 2017 from https://www.facebook.com/facebookcareers
Facebook`smission is to give people the power to share, and make the world moreopen and connected. Through our growing family of apps and services,we`re building a different kind of company that helps billions ofpeople around the world connect and share what matters most to them.Whether we`re creating new products or helping a small businessexpand its reach, people at Facebook are builders at heart. Ourglobal teams are constantly iterating, solving problems, and workingtogether to make the world more open and accessible. Connecting theworld takes every one of us—and we`re just getting started.
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Split time nearly evenly between hands-on coding and guiding partners
Collaborate with product engineering teams to build new products and improve existing ones
Write elegant, readable, and well-documented code
Deeply understand the business of your partners, identify problems or opportunities then address them using technology
Deeply understand Facebook technologies including:
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At least 5 years of experience building software products
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Theanalysis of Google’s organization structure and business approachhas provided a glimpse of the nature of competition in the world oftechnology. As such, Google is one of Facebook’s main opponents andof late the two have indulged in the battle of the market share.Google being the most efficient Search engine has the best marketshare and the best advertising platform. This means that its targetwhile marketing is so high, thus effective to the extent that anadvert can reach over 6 billion people in the world daily. What ismore, it has effective human resource strategies that ensure that itattracts only top talent, including a relatively high employeeretention rate.
Reisinger,D. (2012, Jan 13). Google:healthy and Undervalued.Retrieved March 30, 2017, from CNET:https://www.cnet.com/news/google-healthy-and-undervalued/
Puneet,S. (2013, November 24). Googlemaintains its revenue growth despite the threat of Facebook.Retrieved March 30, 2017, from Market Realistic:http://marketrealist.com/2014/11/google-able-maintain-revenue-growth/
Matsangau,E. (2015, June Monday). TheSecrets behind Google`s Talent Retention Success.Retrieved March 30, 2017, fromhttp://www.europeanceo.com/business-and-management/secrets-of-googles-talent-retention-success/
Lombardo,J. (2017, Jan 28). Google`sHRM Practices: Selection, Recruitment, and Retention.Retrieved March 30, 2017, from Panmore http://panmore.com/google-hrm-recruitment-selection-retention