美国论文代写：人力资源管理
因此，谷歌人力资源管理的主要动机是帮助员工，使他们能够在各自的技术或产品上不断进步和提高，并在其中发挥出最好的效果。人力资源管理在谷歌中的另一个重要作用是监控不同产品的增长速度以及不同员工如何快速进行相关的技术更改，以获得最佳产品。谷歌人力资源管理的另一个重要特征是开放式问卷。在谷歌的这一特性下，任何与谷歌有关联的公司都有权无障碍地问任何问题。这个问题可能与他们的产品或任何其他问题有关（泰勒等人，1998）。
将员工视为企业家是另一个特征，使谷歌与其他组织相比是不同的组织。谷歌提供的易读性的员工成为公司的所有者。它涉及到从错误中学习的过程。它包括与制定产品战略相关的过程。谷歌的策略处理员工的企业家或业主有助于从员工适当的性能（Harel和tzafrir，1999）。除了工作，雇员也有机会投资于他们所从事的业务领域。这样，员工就可以给公司带来100%的利润。这导致员工一个额外的好处，可以适合于输入上的投资可以帮助和产品修改的评价。
360度反馈是谷歌人力资源管理者内部帮助员工和组织的另一个重要策略（Yeung等人，1991）。这是谷歌公司采用的反馈系统，其目的是为所有特定项目的部分员工进行绩效评估。
美国论文代写：人力资源管理
Thus the primary motive of the HRM at google is to assist the employees so that they can go on becoming better and advanced with respect to their respective technology or product and bring out the best within them. Another important role of HRM in Google is to monitor that how quickly different kinds of product are undergoing growth and how quickly different employees are making the concerned technical changes in order to get the best product. Another important feature introduced by the Google HRM is the open questionnaire. Under this feature of google, any company which is associated with google has a right to ask any kind of questions without any barrier. The question may be related to the anything related to their product or any other issue as well (Taylor et al,1998).
Treating the employees as the entrepreneurs is another feature which makes Google as different organization in comparison to others. Google provide the legibility to its employees to be the owners of the company. It involves the process of learning from the mistakes. It includes the process related to the formulation of the strategies to the creation of the product. The Google’s tactics of treating its employees as the entrepreneurs or the owners helps to get a proper performance from the employees (Harel & Tzafrir, 1999). In addition to work, employees are also given opportunities to investment in the business domain in which they are working. With this, the employee will give 100 percent for the organization as they have to earn the personal gains as well. This leads to an additional benefit as the employees can have the befitted inputs on the investment and can help in the evaluation and the modification of the products.
360 degree feedback is another important strategy adopted by the Google HRM insiders which helps the employees and the organizations (Yeung, et al.,1991). This is the feedback system which has been adopted by Google for the purpose of the performance evaluation of the employees in which the performance appraisal is done by all the people who are the parts of the specific project.
