1. Google’s performance planning efforts address different dimensions of its human resource management, including customer service, communication, support for diversity, and problem solving abilities. Google’s performance appraisal programs also use variables corresponding to these dimensions. For example, the company’s HRM evaluates employees’ performance in internal communications and problem-solving activities to decide on performance management approaches.
   
   Link to Corporate Objectives. Google’s performance management practices are directly linked to corporate objectives for human resource management because they ensure that employees remain capable of supporting the firm’s business activities. For instance, the emphasis on diversity supports diverse ideas, which lead to higher rates of innovation. Innovation is part of Google’s corporate objectives. 
2. Also, the emphasis on problem-solving abilities ensures that the human resources are satisfactory in developing Google’s organizational resilience. Measurements and Standards. Google’s HR management uses different sets of measurements and standards for its performance management practices in different areas of human resources. The firm uses individual measurements of ethical conduct and contributions to innovation and quality of output. Google’s human resource management also uses team variables like collaboration level. Creativity is also an important measure of the performance of the firm’s human resources because creative employees contribute more to Google’s innovative culture. The company maintains high standards for all of these measures and always emphasizes excellence in employees.
   
   Performance Interviews. Google’s human resource management conducts performance interviews that address concerns about individual performance and team performance. The individual performance interviews cover the knowledge, skills, abilities, and other attributes of employees. The team performance interviews cover how employees perform as part of project teams in Google. Note that the company forms and disbands teams for different purposes and projects. The interviews are also structured and unstructured, formal and informal. Google’s HRM uses unstructured and informal interviews in the fun meeting places, such as the coffee and snack areas of its offices.
   
   Performance Problems. Google’s human resource management is usually concerned about performance problems in the areas of quality of work and work behaviours. In terms of quality of work, some red flags for HR managers are errors and ineffective work techniques. In terms of work behaviours, Google’s HR managers are concerned about negativism, power struggles, and tardiness or delays.
   
   Source: http://panmore.com/google-hrm-training-performance-management
   
   QUESTION 2 (20 Marks)
   
   Businesses that effectively take the training of their employees seriously, will realise a sustainable competitive advantage. With reference to the article and relevant theory, discuss and justify the relevance of Training Needs Analysis (TNA) in a business environment. Advise the management of Google on performing Training-Needs Analysis to realise a high Return on Investment (ROI) from their training and development initiatives.

Answer rating: 100% (QA)

Training Needs Analysis TNA is a systematic process used by organizations to identify and address gaps in employee skills knowledge and competencies and to determine the training and development initi... View the full answer