advertising in general, as well as Google’s popularity, was reflected in Google’s good financial results. Part of that success, according to analysts, can be traced to a movement in advertising spending from newspapers, magazines, and television to the Internet. For example, newspaper advertising in the United States decreased from $64 billion in 2000 to $20.7 billion in 2011, while global web advertising increased from $6 billion in 2000 to over $72 billion in 2011.
Figure 1: Google Logo
(Source: Google marks 14 years as a public company, 2021)
Google’s human resource management employs a variety of approaches to meet the company’s diverse personnel requirements. The company’s human resource management is confronted with considerable hurdles as a result of its diversification. Nonetheless, several HRM practices are commonly used across Google’s many departments. For example, in human resource planning, Google’s HR managers concentrate on making effective use of forecast data to reduce staff surpluses and shortages and to strike a balance between supply and demand for competent people. Because of the various types of occupations in Google’s various businesses, the company’s job analysis and design methodologies are also diverse.
Google’s organizational structure allows it to respond to human resource needs quickly and effectively. Human resource managers can quickly detect cross-linkages between different parts of the business because of the interconnections in the company’s matrix organizational structure, which they can use in job analysis and design processes.
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