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    There Are Four Steps Which Google Train Their Employess 1. Need Analysis 2. Program Design 3. Delivery 4. Evaluating

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    Ngân Mỹ
    Google trains its employees using a 4 step process: 1) conducting a needs analysis to determine human resource requirements, 2) designing programs using relational and results-oriented approaches, 3) delivering training through discussions, simulations, and on-the-job training, and 4) evaluating programs for effectiveness in developing employees and understanding the effects of training.

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    There Are Four Steps Which Google Train Their Employess 1. Need Analysis 2. Program Design 3. Delivery 4. Evaluating

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    Ngân Mỹ
    567 views2 pages
    Google trains its employees using a 4 step process: 1) conducting a needs analysis to determine human resource requirements, 2) designing programs using relational and results-oriented approaches, 3) delivering training through discussions, simulations, and on-the-job training, and 4) evaluating programs for effectiveness in developing employees and understanding the effects of training.

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    4steps

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    Google trains its employees using a 4 step process: 1) conducting a needs analysis to determine human resource requirements, 2) designing programs using relational and results-oriented approaches, 3) delivering training through discussions, simulations, and on-the-job training, and 4) evaluating programs for effectiveness in developing employees and understanding the effects of training.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    567 views2 pages

    There Are Four Steps Which Google Train Their Employess 1. Need Analysis 2. Program Design 3. Delivery 4. Evaluating

    Uploaded by

    Ngân Mỹ
    Google trains its employees using a 4 step process: 1) conducting a needs analysis to determine human resource requirements, 2) designing programs using relational and results-oriented approaches, 3) delivering training through discussions, simulations, and on-the-job training, and 4) evaluating programs for effectiveness in developing employees and understanding the effects of training.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
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    There are four steps which google train their employess

    1. Need Analysis
    2. Program Design
    3. Delivery
    4. Evaluating

    1. Need analysis
    Google’s HR management uses different types of needs analysis, such as organizational
    analysis, work analysis, and cost-benefit analysis.
    Organizational analysis identifies new human resource needs based on the firm’s
    current situation. For example, in developing new products and investing in new
    businesses, Google conducts organizational analysis to determine the corresponding
    human resource requirements.
    Work analysis determines the specific requirements to fulfill work tasks. Google
    applies work analysis on new jobs.
    Cost-benefit analysis determines the practicality of training programs and activities.
    Google’s HRM objective in using this type of analysis is to maximize the benefits achieved
    through training programs.

    2. Program Design
    Google’s HR management uses a combination of the relational model and the results-
    oriented approach for training program design.
    The relational model focuses on the relationship of the company with employees.
    Google maintains positive internal relations to foster employee participation in creative and
    innovative processes.
    The results-oriented approach focuses on training outcomes. For example, in
    implementing a training program, Google uses this approach to facilitate employees’
    learning. Thus, the relational model optimizes relations among employees, while the results-
    oriented approach ensures that Google’s human resources are effective.

    3. Delivery
    Google’s human resource management delivers training programs in various ways, such as
    discussions, simulations and on-the-job training.
    Discussions enable Google to maintain rich communications involving employees.
    With rich communications, training programs also benefit through maximum feedback from
    the trainees. The company uses simulations to facilitate creative responses.
    Simulations empower Google’s employees to understand the details of work tasks,
    projects, and products.
    The company’s HRM uses on-the-job training to maximize the transfer of knowledge to
    new hires or interns. Many of these interns are absorbed into Google’s organization.

    4. Evaluation
    Google has summative and descriptive purposes in evaluating training programs.
    The summative purpose is to determine the effectiveness of the program in
    developing human resources.
    The descriptive purpose of evaluation is to understand the effects of the training on
    employees. Google’s human resource management uses evaluation variables like trainees’
    learning and reactions, and the results of training programs in terms of changes in human
    resource knowledge, skills, and abilities.

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