Identifying Gaps: Google, INC.

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  • First, using the required template, conduct a SWOT analysis for Google’s HR, identifying their internal strengths and weaknesses, along with the external opportunities and threats (Note: Assumptions may need to be made based on company background available).
  • Next, identify your organization’s top 3-5 business strategies (assumptions and critical thinking will need to be used).
  • Conduct an HR Gap Analysis and identify what HR strategies are in place to support the key 3-5 strategies of Google. In contrasting current HR strategies against the key strategies of that organization, gaps will likely be identified.
  • Since strategies are rarely made public, since competitors would find that very helpful to them, you will need to make assumptions about what they are, and you can do this based on the company’s website and their 10-k Form (https://www.sec.gov/edgar/searchedgar/companysearch.html).
    Note: To find a particular company’s Form 10-K filings, use the Company Search for the SEC’s EDGAR database. On the returned listing of filings for the company, enter “10-K” in the Filing Type box near the top of the page to filter for only Forms 10-K that have been filed.
  • These gaps in HR strategies are needed to support the company’s planned direction as depicted in their key strategies, and will, together with the findings of the SWOT analysis, become the new HR strategies in the next HR Operating Plan.
  • Discuss the HR SWOT and Gap analyses and present each as a Matrix in the Appendix:
    • Appendix A: 1-page Gap Analysis Matrix as a Table with 3 columns (Organizational Strategies written as strategies, HR Strategies also written as strategies, and HR Gaps). within that discussion which you refer to. *A strategy is written as a single sentence with an action verb showing movement (e.g., to improve, to increase, to implement, etc.). Discussion occurs only in the paper, not in the Matrix.
    • Appendix B: 1-page 4-Quadrant HR SWOT Analysis using the provided Template addressing Internal HR strengths and weaknesses, and external opportunities and threats. * Discussion occurs only in the paper, not in the Matrix. This Gap Analysis Matrix will become an Appendix (Appendix A) in your final Human Resources Operating Plan.HR SWOT Analysis: MUST DO’s and HOW TO’s

      Here are the Guidelines: This HR SWOT Analysis Matrix document provided is the format you MUST use in recording the HR Strengths, Weaknesses, Opportunities and Threats for your chosen organization’s HR Department. *You CANNOT alter any aspect of this matrix, i.e., so do not leave out any labels, do not change language, do not add language, etc., because this is the business standard that is used.

      Important Notes:

      · The strengths and weaknesses focus on the internal factors that arise within an organization, e.g., strong or weak leadership, low/high turnover, stellar reputation (or not), employee loyalty, competitive compensation packages (or not), litigation (lots or none), succession plan in place (or not), abundant talent (or not), etc .

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      · The opportunities and threats focus on the external factors that occur/originate outside of an organization but impact it in some way, e.g., the economy, federal mandates, pending legislation, business climate, completion, etc.

      · List as many elements as you can in each of the 4 categories, since these are key to planning, and in planning, you need to capture as much as you can as dat