Analyzing Facebook’s Employee Benefits (including healthcare and following the Family & Medical Leave Act (paid time off) and how the way Facebook treats employees describe their Team Culture
- The purpose of the case paper is to have you conduct a thorough analyses by applying HR organizational concepts to an actual company that your team has access to.
- conduct an analysis of your organization HR practice in regards to Facebook
Another recommendation GCS should implement would be to review their training and development plan that they offer to new recruits of the firm. Currently, the new consultants will progress through a basic scheme starting with being a Telecanvasser for six weeks, this involves “phoning up clients to ask if they have any vacancies” (King, Chung & Hunter, 2014). The employee would then progress through the organisation in order to reach the goal of being a recruitment consultant, which is likely to take 3 to 9 months. Even though, GCS hire employees that they believe to possess traits that make a successful consultant and provide basic training for the first 3 to 9 months. Once the employee’s reaches the goal of being “a recruitment consultant” and has autonomy over their work, GCS no longer provides a training scheme to allow the individual to continuously develop. This proves to be a problem for GCS and their value proposition, operational excellence, as the business environment is dynamic, therefore constantly changing, in order to stay competitive, they will need to provide their staff with extensive training that is up-to-date and relevant for the consultants. This will increase their knowledge and skill base allowing GCS be more likely to achieve their business goals, increase the overall performance of the firm and more likely to receive repeat business as clients will have trust in the consultants. Therefore, allowing the staff to have an opportunity to perform and excel within their role. All of which allows GCS to gain competitive advantage within the market. This can help the company achieve the overall organisational goal of “keeping the top performing consultants motivated” (King, Chung & Hunter, 2014). Implementing this recommendation will fit in with the strategic-fit approach that the firm has adopted, it will allow the firm to be achieve their business and HR goals, this aligns with the vertical fit of the strategic approach. In addition, investing time and money into the employee’s, this will increase their motivation and ability for their job and GCS, meaning that consultants will feel more valued and more likely to stay committed to the firm, this will contribute to the horizontal fit and alignment between the HR practices. The final recommendation for GCS would be to change their performance management system (PMS) currently in place. GCS currently “evaluate performance” of their rec>GET ANSWER