Staffing the HR Department

Staffing the HR Department
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Introduction
Human resource management oversees all the activities and programs that are related to the workforce in an organization. Some of the functions of the department include staffing, compensation and benefits packages as well as defining jobs in a company. Most companies are using the human resources as a competitive strategy to increase profitability, market share and customer loyalty. Notably, labor productivity and efficiency are critical in cutting recruitment costs and enhancing company performance. For companies with the efficient human resource, there is low resignation, labor turnover and absenteeism. There is also a high level of engagement between the workers and the managers in company with excellent HR departments. It is therefore essential for firms to ensure there is adequate planning on staffing, compensation and job defining. Ultimately, the human resource will contribute to the competitiveness and profitability of the company.
Google Inc. is an American multinational company venturing into internet-based operations with a mission of ensuring availability and accessibility of global information by the consumers. The study on staffing will be based on the Google’s human resource management.
Functions of a Human Resource
The mission of Google Inc. entails organization of information to make it available and useful to people around the world (Google Inc., 2017). With such a vision, the company must rely on the staffing function of the human resources department.

The vision focuses on the global aspect of information, and thus the human resource must ensure the right people hold the right positions in the company (Mantle & Lichty, 2013). It is essential to note matching of jobs with the skills leads to motivation and job satisfaction. Google Inc. ensures that workers perform the tasks they are good at to improve labor productivity and preserve the innovation culture. Besides, efficient staffing is essential in attracting talented workers from other competing companies to Google. Another role of staffing management is the training of the workers to enhance personal and career development. As Innovation Company, Google Inc. requires pushing for continued innovation to meet the changing needs of the consumers. Such an objective can be achieved by applying different types that include on-the-job training, off-the-job training, and online training to ensure workers are competent. The other role of staffing management is the development of human resource plans on various duties such as selection and training of workers to maintain consumer demands.
The second function of the human resources in development as well as the implementation of suitable compensation and packages strategies in a company. Google Inc. has been a pacesetter in the adoption of attractive benefits to it workers as a way of improving motivation, innovation, and productivity in the business (Haberberg & Rieple, 2007). The company also use the compensation and packages to attract talented workers to the organization. Some of the compensation and benefits structure used in Google range from stocks, cash, holiday bonus, the increment in salaries and equity for the high ranking officers. It is critical to note there is need to apply broad structure in compensation to achieve the vision set by the company. For the organization to organize information and make it universally available, it requires motivated workers and goal oriented executives. Therefore, providing the executives with equity ensures they preserve the interests of both the agents and the principals. The other benefit of using both cash and equity in compensation structure is to minimize the agency conflict that results from differing goals of workers and the owners of the capital. Thus, human resource management should focus on aligning the interests of the workers with the organizational goals to promote the growth of a firm in the long run.
Human resources management is mandated with the function of designing jobs to ensure there are conducive working environment and selection of competent workers. In defining a role in the company, the HR sets the qualification for a particular job, experience required, working environment, salaries, and benefits as well as applicable policies. A well-designed position is critical in improving workers’ performance, engagement of the employees and build employees-organization loyalty (Mello, 2014). For the case of Google Inc., there are well-defined roles that require professional qualification and experience. The workers filling such position are trusted with relevant functions. Besides, there is a communication network that links the workers in all designed posts to the organization management. The role of developing jobs is thus essential in forming an organization structure and leadership style adopted in the company. For instance, each level of management is answerable to that above it to ensure efficiency and flow of roles in the business. The managers mandated with defining jobs in a company considers the psychological needs of the workers to promote performance. It should be noted Google Inc. applies diverse resources in creating an effective working environment for all the workers. Overall, designing of jobs is crucial in enabling the organization to meet its objectives as it aligns resources and skills.
Job Description: Compensation and Benefits Manager
As noted in the HR functions, compensation and benefit roles are essential in ensuring the workers are motivated and productive. Thus, the compensation and benefit manager roles entail planning, development, and oversight of all the activities related to the compensation of workers. A significant portion of the manager will be in office as the position is managerial based on data and organization plans.
A bachelor in human resource management and masters degree in business administration is a requirement for the potential aspiring to work as compensation and benefits manager at Google Inc. Besides, the candidate should be certified by International Foundation of Employee Benefit Plans (IFEBP). It critical to note the workforce at Google Inc. is the source from all over the world; therefore, the human resource manager should be conversant with global standards and strategies related to compensation and benefits. Some of the desired skills for the potential candidate include decision making, analytical skills, managerial skills, and people skills. The available position is demanding and critical to the success of Google Inc. as it constitutes a primary role of human resource. Hence, the aspiring candidate should have ten years’ experience in human resources management, with five years in a similar position.
Recruitment and Selection Method
The recruitment for the suitable candidate for the compensation and benefits manager will be based on the interview process. An interview allows the interviewing committee to access different aspects of the candidate. For instance, there is a presentation of scenarios related to the compensation and benefits of the workers to gauge the ability of the candidate to handle the practical situation. The human resource professionals at Google Inc. will have a chance to evaluate a candidate’s personality in an interview, which cannot be attained using resume and online application (Ashraf, 2007). Ultimately, the interviewing board will use the ability and aptitude tests to select the suitable candidate for the available position. The approach is effective as it considers extensive tests such as mechanical ability, general intelligence, numerical ability and verbal ability (Kumar, 2011). Hence, ability and aptitude tests help the managers in measuring a candidate’s suitability based on the demands of the vacant position.
Compensation and Benefit Package
The benefit and compensation package for the new member of human resources will be based on the performance. There will be a basic salary and benefits such as medical coverage, health insurance and company cars. Use of salaries and benefits is essential in retaining talented workers in the organization. The attractive benefits will attract workers from competing companies to join Google Inc. Besides, there will be bonuses, commission and holidays that will be based on performance. The bonuses and commissions that are based on performance are critical in motivating the new staff to meet the set objectives. Notably, the bonus and commission increase with a rising in performance. A combination of salary and bonus promote returns on investment as the benefit is proportional to the achievement of the workers.
Conclusion
Human resource management is an effective competitive strategy and a platform to enhance corporate growth. The HR department contributes profitability of the company by cutting recruitment costs and absenteeism, which adds to labor productivity. Moreover, it promotes workers’ motivation and performance by ensuring the skills are matched with the available jobs. Organizations also leverage on human resource management in personal and career development of the employees. There is organization-employees loyalty that is developed through HR that enable firms to achieve their vision and mission. For instance, Google Inc. integrates the needs of its workers in the human resource plans, which has promoted its competitiveness in internet business.
References
Ashraf, R. M. (2007). Resumes & Interviews: The Art of Winning. Tata McGraw Hill India.
Google Inc. (2017). Google. https://www.google.com/about/our-company/
Haberberg, A., & Rieple, A. (2007). Strategic management: Theory and application. Oxford: Oxford University Press.
Kumar, R. (2011). Human resource management: Strategic analysis text and cases. New Dehli: I.K. International.
Mantle, M. W., & Lichty, R. (2013). Managing the unmanageable: Rules, tools, and insights for managing software people and teams. Upper Saddle River, NJ: Addison-Wesley.
Mello, J. A. (2014). Strategic human resource management. Cengage Learning.