Introducing the concept of talent measurement, talent identification and talent retention
The variation in the discipline of psychology, which deals with the application of theoretical and practical knowledge of psychology in the work environment, is known as organizational psychology (Landy& Conte, 2016). The success of the organization is dependent on the improvement of employee productivity, motivation, job satisfaction and occupational safety and health, which can be treated by organizational psychology. The United Kingdom recognizes the professional organizational psychologists as occupational psychologists (Mertens, 2014). There are 9 protected titles in UK out of waste occupational psychology lies within the regulation of practitioners’ psychologists by the Health and Care Professions Council(Forest et al., 2011).. The main objective of the occupational or organisational psychologist is to associate with the human resource managers and participate in the selection procedures of employees for that particular organization (Dollard & Bakker, 2010). The aim of this paper is to assess psychology behind measurement of talent identification of talent and development and retention of those talents to maintain the efficiency of the workforce in the organisation. Development of technology and globalisation has rendered the importance of employee retention in every multinational business corporation. Critical evaluation of employee retention techniques used by Google LLC corporate will be evaluated in the paper which at present in order to stay at the vanguard of the industry has been focusing on identifying appropriate talent and expertise which would effectively demonstrate success in the organization.
Introducing the concept of talent measurement, talent identification and talent retention
Any organization is dependent on the natural ability of its workforce to provide efficient productivity. It is the responsibility of the organisation to extract talent and recruit them based on their natural ability to mix with the workforce and add to the success rate of the organisation. It is also the duty of the organisation officials to attract develop and retain those talented employees for the betterment of the organisation and obtain competitive advantage over other organisations in the market (Nijs et al., 2014). It is beneficial for an organisation to include a variety of talented employees in their workforce to enhance the cultural proficiency and diversity in the workforce (Hu& Pu, 2011). It is important to identify the pivotal positions in the organisation that would suit a particular employee with a particular talent. Selection of a particular talent from a pool of choices and evaluating the best fit for the organisation is very important to maintain the efficiency of the organisation (Furnham, 2012). Development of vast and diverse human resource hierarchy is important so as to include diversity in the organisation. It has to be kept in mind that talent is not a physically measurable entity, therefore psychological testing methods are utilised to ensure that the selected candidate is best for that particular organisation (Dries, 2013).
Selection methods of employees according to their talent
There are various kinds of selection methods of employees according to their talent light structured interview unstructured interviews and semi structured interviews. Structured interviews are of two types; behavioural interview that reflects the potential behaviour from the employee in future and situational interview that determine the intentions of the employee in future (Patterson et al., 2012). Unstructured interviews are usually done as a part of a casual conversation (Doody& Noonan, 2013). Semi structured interview is a technique that includes a set of open ended questions as well as thematic questionnaire that would evaluate the efficiency of the employee (McIntosh& Morse, 2015). Google with improved-screening recruitment procedures has managed to sustain enhanced brand recognition. The procedures applied by the organization to evaluate relevant proficiency are reliant to the concept of algorithm to make predictions regarding the chances of candidates to succeed the interview (Furnham, 2012). Furthermore, leadership expertise has been considered as another significant factor for the selecting procedure.
Cognitive bias is a part of the selection procedure composed by an organisation. There are several preconceived that is attributed to the liars towards a particular ability or prime focus of the employee and is preferred over others. This kind of cognitive bias is based on previous references and expertise of the human resource management. There are also different kinds of psychometric tests that can be used in the selection methods to evaluate the characteristic features of that particular candidate. There are two variations of the psychometric tests like maximum performance evaluation test which considers the cognitive and sensory motor ability of the candidates as well as typical performance that measures a circle preconceived interest and values expected from the employee (Toplak, West& Stanovich, 2013). Evaluation of biographical data is also another method which is used to select particular candidate from a pool of talent. The final approach to selection methods is the Assessment Centre which applies a more generalized overview of the evaluation and identification of talent from a potential candidate. This technique utilizes a vast array of tasks and methods which are given to a potential candidate and if they succeed satisfactorily then they are selected for the organisation. It has to be kept in mind that the assessment of the potential candidates must be fair and reliant on the fair practices which are taken into account before recruitment.
Nevertheless, in the light of the current marketing competition, the companies and organisations and now focusing on retention of employees to maintain the efficiency of their work force. There are different techniques that can measure the performance of the employees after the selection of the candidate and standardise performance enhancing techniques which can be useful to develop the professional competence of the employee (Kompaso& Sridevi, M. S. 2010). The two approaches to measure performance in the workforce quantity and quality. Quality of the performance is measured by the number of productivity customer and customer retention capability provided by the employees. Measurement of quality amongst the employees can be measured by the level of customer satisfaction quality of the report assignment and sustainability of the marketing materials as well as quality of the product manufactured by the organisation. It is important to identify the goal set by the organisation to the employees, define the objectives for them to follow, continuously monitor the performance and progress of the workforce, evaluation of the performance of employees, providing valid feedback based on those evaluative techniques and providing performance appraisal to deserved candidates (James& Mathew, 2012). Adhering to these objectives can help improve the workforce efficacy and provide better production in business profit to the organisation.
Measurement of performance in the workforce
By creating an effective talent management strategy Google ensures innovation that is ever-present. The company conducts ‘stand up’ meetings in order to drive creativity within the short period. Its talent management strategy creates a difference by providing employees with a unique corporate culture that further stimulate and motivates them by consistently inducting them to improve and develop productive leadership techniques within the employees.
It is also identify to meet the expectations of the employees and arrange for trainings necessary to perform particular task from time to time. This provides the organisation with an opportunity to develop and increase the efficacy of the workforce and maintain the marketing position of the organisation. It is important to encourage the psychology of learning amongst the workforce which can help conditioning the mind of the employees towards achieving goals and increasing the performance throughout their career (Clark & Mayer, 2016). This would ensure retention of talented individuals in the organisation. Retaining the efficacy and the current workforce is important to maintain the game of profitability and market position in the organisation. In the modern era the increase of opportunity in the business industry provides a threat to the organisations to retain their employee and inhibit the decrease in the efficacy of the workforce.
Google recognized as the world’s leading search engine has achieved notable accomplishment by effectively shifting their principles and conventions in their process of recruitment and management. The company is posited around the expertise and competence to gather and leverage talent, skills of exceptional technologies and entrepreneurs (Sonenshein, 2010). Several benefits bestowed upon the Google employees have acquired individual concentration regarding their distinctiveness, appeal along with comprehensive medical plans include dental and optical care along with fertility treatment have also been viewed as crucial factors for the increased rate of employee retention within the company.
It is important to measure the current talent and abilities of the employees and encourage them when necessary various kinds of reward mechanisms can be adopted to enhance efficacy of the workforce in the present organisation. Employee satisfaction can be achieved by motivating the employees in the right path and encourage social learning training informal learning transfer of learning and conditioning those ideas to maintain the competence (Sandhya& Kumar, 2011).
Brief overview of the company Google
In the year 1998 Larry Page and Sergey Brin co-founded the company, we know as Google LLC today (Google, 2018). Google is considered one of the most successful business organisations across the globe which is widely used by consumers with using internet. Google is American origin multinational Technology based organisation that a specialised in utilisation of Internet Services and associated products including advertisement of Technologies sold online maintenance of an Internet based search engine computation based on cloud storage along with Software and Hardware Technologies. The company has been successful in keeping record of the changes in the technology industry and keeps up with the innovations offered with the use of internet services to the consumers (Google, 2018). The success rate of the company is dependent on the usability of the consumers for searching internet data bases about a particular subject matter and Google is the most widely used search engine in the world. The company changed gradually and expanded its market into the Software and Hardware Technologies and developed innovations ideas and arranged mergers and acquisitions that benefited to expand the Horizon of the organisation. The company is launching new technologies every year and other than the search engine the most popularly used software applications are Google Chrome, Google images, Google mail, Google Drive and Google Docs et cetera (Google, 2018). According to the Forbes magazine Google is the third largest company in the world to derive revenue annually (Forbes, 2018). The company is among the 100 most visited websites in the world in current times. There are about 73,992 employees as a part of the workforce of the organisation as per the statistical report provided by Google on 2017.
Google LLC – brief overview
Identifying issues experienced by Google prior to introducing strategies
Google in recent times has been facing incompetence to effectively advance beyond domain of search or advertising as a business that is regarded as a direct outcomes of the homogenous commercial tradition and culture whereby it has established and further aimed to maintain through its process of talent acquisition. The rapid transformation in selection procedures has reportedly triggered the process that has been applied by the company (Job, 2010). Google identified huge gaps and issues in recognizing talents when they evaluated their procedure of data and information management that played a significant characteristic in the company. Questions related to unorthodox subjects asked during the interview process proved to be irrelevant to the job role and designation stated for the candidates. Therefore, the importance of structured behaviour interview measures has been identified to produce desired productivity to the organization. Another critical criterion identified by Google while evaluating the altered talent recruitment or talent identification process is the assessing the gradation system of candidates from university placements. The data gathered from this system resulted to be distinct and unrelated to the concrete and actual job performance thus proved to be less effective and crucial aspect in its recruitment procedure.
Talent management, identification and retention in Google
Suggestive data from the provided case study it is evident that the company Google has utilise various kinds of skill test and brain teasing questionnaires in there interview structure two evaluate the talent of a potential candidate in the process of the interview (Job, 2010). Other than that following the footsteps of the company many other organisations have joined in to assess and evaluate their potential candidates from a talent pool by using the same methods as Google and providing unorthodox interview questions to evaluate the critical and analytical thinking skills of the candidate. The company Google focuses to retain their employees by applying motivational and performance enhancing techniques to facilitate the efficacy of their workforce. The company aims to retain the talented workforce by providing state-of-the art job responsibilities and better economic compensation than other organisations (Google, 2018). They also focus on maintaining special benefits according to the needs of the employees in mind to ensure that they do not lose their workforce. Just like other organisations Google also had to ensure and invest large amount of their profits for the training and development of their employees to ensure the better productivity and profit of the company.
Current scenario of the tribulations of Google LLC
Being the largest and of the one of the most sought after companies in the world Google faces the basic problems of being a multinational conglomerate like overload of work pressure in the organization(Forbes, 2018). To manage the workload the company invests in recruiting a large number of people to be a part of a company as a part of their enormous workforce. Previously the company focused on the traditional selection procedures and interview techniques for the selection of their candidates. The selection procedure was done by providing the potential candidate with tricky brain teaser questionnaires that would evaluate their ability of analytical and creative thinking (Job, 2010). The interview questionnaire format adopted by Google was unorthodox and that help them for some time. Next the company started selecting the candidates based on their academic grades and percentage to evaluate their talent. Nevertheless, after a certain point of time the technique stopped working as it did not allow the employers to determine the performance potential of the employees after they have been recruited in the company. It was noted that those selection criteria did not satisfy the answer when the employees could not perform well in the organization. This led to the development and rethinking of the strategies undertaken by the company previously and modified the selection procedure based on the needs of the company (Sonenshein, 2010).
Google’s efforts to solve issues
Currently the company focuses on evaluation of the attributes of potential candidates by assessing their leadership skills knowledge about the job role and responsibilities problem solving skills and application of a new term called “Googleyness”. The term is described as having healthy relationship with ambiguity and dependence on employees who do not have any sort of biased notions for actions and exude nature suggestive of collaborative enthusiasm. This has been proven to be effective and useful for the company to select the suitable candidates for their organisation from a particular talent pool. The company in recent times to solve such persistent issues regarding talent identification has been encouraging ‘scientific’ and methodical approach to assess the criterion based on the leadership, role-centric and problem solving expertise. The company identified the relationship between effective leadership techniques and productive team performance whereby group effort and cooperation has been situated at the centre of their primary operations (Toplak, West& Stanovich, 2013). Google believes that innovation and modernism develops through proper distribution of ideas, knowledge and team performance along with the competence to solve issues that is regarded as a fundamental component in their recent approach of ‘Googleyness’ which the company is looking for in its new recruits.
Conclusion:
The recent change of selection procedure undertaken by Google has brought about satisfactory results for maintaining the efficacy of the workforce in the organisation. It is important to identify the limitations of the governments and selection procedure undertaken by an organisation from time to time and evaluate their mistakes and strategize and new technique. It is pointed out that the initial technique of asking brain teaser questions developed a sort of boastful nature in the candidate and that created a negative impact on the workforce and the work environment as a whole. The development of a synchronised new strategy of selection did provide them with better outcome. However certain improvements can still be made to enhance their selection procedure and recruit more efficient and talented candidates from a generalized population. For example currently Google does not encourage written tests which can be useful to assess the academic skills and knowledge of the potential candidates for the addition of them in the workforce.
The company should encourage rotational shifts in their working environment and select candidates who are comfortable with that sort of setting so as to maintain the flow of work in the organisation. Information it can be mentioned that retention of employees is very important to maintain the efficiency of the workforce of the organisation. Proper encouragement and motivation can help achieving higher goals for a selected organisation like Google.
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