Oct 31 Readings/Class Notes – MOS (HR Class 2)
Human resource planning, recruitment and selection, culture
Video: Inside the Mind of Google
– Most powerful technology company in the world
– Ambitious, controversial
– Google: quirky, whimsical, inspired. Essential part of the Google 'culture'
Name sounds fun.
– People stay in companies because they can achieve something
– Making work fun for employees is important. Benefits such as free laundry,
food, casual dress etc. Benefits = motivation to keep employees working all
the time. Keeps employees' attention. Unique cultural aspects.
– Created page ranking.
– Hallmark = simplicity. Fast, easy, simple logo, unlike AOL, altavista.– less
– New competition: Bing banding together with Yahoo! To compete against
– Marissa Mayer, formerly of Google hired as CEO of Yahoo! = competitive
Criticisms of Google: too focused on their company, not enough on the real world.
You must care for your human assets just as much as physical aspects such as
machines. People must be in the right spot
What are the company's goals?
What HR-related actions do we need to take to achieve these goals?
Definition (94): elements:
– effective use of labour force
– right place and right time
– ... to help the organization achieve its goals
– The work force is however changing dramatically!
Facts of Canadian Labour
– Over 15% of the workforce is over 55. Why? Recession. Most Canadians are
behind for saving for retirement.
– 50% of the population is in the labour force
– Manufacturing jobs are shrinking
– 21% of the workforce was born elsewhere!
– Labour shortages are predicted in retail, construction and health sectors.
Not many graduates going into these sectors.
– 15% are self-employed – Many people have 2 or more jobs (including successful people)
Planning process (Diagram from textbook)
– Cost of employees is much of the cost of a company, therefore companies
must balance between oversupply and shortage
Results of the planning exercise (pg 96) – information about oversupply and
– Dramatic shifts in composition of labour force require that managers
become more involved and sophisticated.
– Lack of planning can result in financial and non financial impacts on
– Achieving a balance b/w demand and supply of human resources, a
company can achieve market success, a positive culture in the company
and ultimately meet its organizational objectives.
– How to motivate them: planning for training and properly training them:
implementing it into your professional development program.
– Undersupply of employees create unsatisfactory working conditions for the