Help me to paraphrase it

Google has proved that it relies upon innovation in every aspect of its business, even in the field of HRM.(4) areas of research are as follows:-

Recruitment & Selection:

• Human resource policies begin from great hirings. The main focus of Googles recruitment policy is to have the right person in the right position. Nowadays, organizations have realized that effective recruiting cannot be done without the use of IT. Organizations now use job portals on the internet to search for the best candidates for the position. The process has been made effective with the use of the internet as many people come to know of the offer and hence increases the probability of hiring efficient employees.
• HR specialists can use advanced tools (i.e. Artificial Intelligence) to screen the resumes and pay attention only to those profiles that strictly match the requirements. This greatly speeds up the search process and helps to find the most suitable candidates. Finally, HR specialists now have access to various online platforms where they can find candidates: Stack Overflow for developers, Quora for managerial positions, etc.
• Employers can present all necessary information related to job, careers and personal development of each employee on portals online. This is a great promotional tool for the organization. Companies use an IT tool for recruiting that analyzes details down to where a potential candidates high priority values are. The HR IT tools not only help hire the best potential but also retain it.

Performance management:

• Googles HR function has to handle a major responsibility and therefore its size is also larger than average. Throughout the various stages from hiring to performance management, Google cares for equity and believes in providing each Googler with equal chances of growth and development.
• The rewards for good performance are quite big and there is a downside to being an under-performer. Its payment strategy is based on the pay for performance scheme. An online tool for 360 degree feedback is used for performance review and reviewers can be selected from all across the organization. It is not just your seniors but your subordinates too can be a part of your review team.

Job Analysis:

Some time ago, HR specialists struggled with endless phone calls, emails, and paperwork. They had to keep dozens of processes and tasks in mind. Now, there are hundreds of available HR tools that are designed specifically to facilitate and optimize the work of HR specialists.

The features of the HR software include:

• Streamlining workflows
• Organization and management of employee data
• Creation of detailed employee records
• Social collaboration
• Management of payroll, vacation, and bonuses

The transition to a digital working environment enables modern HR specialists to perform certain tasks in a faster way and thus, pay more attention to such issues as the satisfaction of the employees, optimization of the recruiting and onboarding processes, employee motivation, etc. Google uses Platforms like LinkedIn to post job vacancies which lets candidates apply to the jobs directly. The advancement of technology means companies can use the latest innovations, such as machine learning to screen resumes and augmented reality to onboard new employees.

HR Development:

• Company branding is an important factor in attracting and retaining employees. Thanks to IT, companies now have an option to build strong online presence and reach numerous potential candidates with minimal effort.
• Google, thorough website branding and design, presence on major marketplaces and online communication all these factors promote direct interaction between a candidate or employee and a company.
• Social media plays a huge role in the companys branding, too. Social platforms became the key source of information, and candidates are most likely to search for a company on LinkedIn than through traditional sources.
• Finally, dont forget the mobile business applications. A mobile application is an amazing way to redesign a companys brand in accordance with the demands and interests of a target audience, and add interactivity to it. IT has greatly expanded not only the talent pool but also the way HR specialists can reach top talent and promote the company online. Information Technology granted HR specialists access to sophisticated analytics, taking their work to a new level.
• Previously, HR specialists had to rely on guesswork and intuition when evaluating the employees, their level of motivation and satisfaction, and the efficiency of HR processes. Now, they can rely on the data and see all the processes and work results reflected in numbers.
• With the help of analytics, HR professionals can track down the candidates journey and see at which point most people reject (or accept) an offer, how many people are involved in the processes, what percent of employees open their emails, and many other important events.
• In this way, HR specialists can make data-driven decisions and use past experience as a base to redesign and optimize current processes.

To conclude, "Human resource management" is an incredibly complex domain that involves many processes. And it often happens that HR specialists spend too much of their precious time on mundane, monotonous activities instead of focusing on more serious issues. The implementation of technology into the HR workflow frees the professionals from a great amount of routine work. The automation of processes eliminates paperwork, speeds up the execution of many tasks, and contributes to more efficient HR performance.