Introduction to Facebook
Facebook is an online social and network platform with American decent that was launched in 2004 and has expanded globally becoming the most popular and largest social media site. The corporation was founded by Mark Zuckerberg, who is also the CEO alongside some other colleagues. However, through the focus of the firm in the mission and vision, it has led in the global online social networking markets.
“To give people the power to share and make the world more open and connected (Facebook, 2017).” The corporate mission statement of Facebook is determining the techniques that can be used in growing and developing the company, which are the strategies used to achieve the vision.
“People use Facebook to stay connected with friends and family, to discover what is going on in the world, and to share and express what matters to them (Facebook, 2017).” Facebook’s vision statement is used in describing the business conditions in the organization is likely to achieve.
Organizational structure of Facebook
Facebook has one of the rapidly growing virtual platforms has encountered various challenges in connecting with the top managers and employees due to the HR delivery structure used in the organization. However, such a challenge is likely to be received in any expanding team or company due to an increased size that limits the connection between workers. Besides, the company has developed various mechanisms to address the issue through the establishment of working groups of ten members. Such a consideration has influenced the connection between its members as suggested by Lori Goler, the people's vice president to improve the organizational culture. Such a strategy has assisted in balancing its global growth and sticking to its core values and missions to realize success. Nevertheless, in promoting the role of HR and delivery structures at Facebook, various tenets were suggested by Goler. For example, being focused on the mission has helped its workers to enhance the culture of success, which will help the Facebook users in developing a community. The community instead will be built by the products offered by Facebook (Facebook, 2017). As well, the build a strong community, the recruitment process and interviewing of potential Facebook employees should be factored in to help in promoting organizational culture and mission since they add to the value of the company. Such notions have been supported by one of the longest serving former worker after CEO Mark Zuckerberg, Kevin Colleran. Colleran indicated that Facebook was experiencing a tremendous growth both in a number of users and revenues while working on maintaining its culture across the board.
Type of HR service delivery and the traditional model
Facebook has demonstrated significance its HR structure by playing around with the strength of the employees through exit interviews and personal assessments. Such a move is critical to understanding the feelings of the employees about their assignments and establishing new methods that can assist in improving their present state. On such a note, Goler commented that the differences people employees that stay for a longer duration to the ones that take short-time before quitting are the decision on playing about individual strengths. More so, workers who contribute to the best of their abilities are likely to enjoy their stay at Facebook, which adds to the accomplishment of the overall mission of the organization. Besides, through self-assessments, the HR managers will realize the weaknesses of different individuals that help in acknowledging their downfalls in event of occurrence. From such a move, Facebook is evident to embrace failures of its workers that create a culture of consolidation.
The communication structure at Facebook is open for feedbacks that have assisted in enhancing success when something needs to be done or improved. Furthermore, Facebook is dedicated to supporting the life of its employees outside of work, which indicates its responsiveness at different stages of life, like parental and bereavement leave when necessary. Much more, Zuckerberg has maintained the authenticity as the CEO, which has enabled the workers to feel connected to the boss, perform better and realize personal satisfaction. On the same note, the humanity of the CEO has various impacts on the contribution of the workforce in the different teams since they can perceive his transparency and warm in his position.
Ulrich’s three-legged stool model of HR function
In the model, the demonstration and organization of human resource functions is implemented by Facebook due to its large size that can be divided into three sections. For example, the shared service activities with the customer call center in the organization that helps in providing administrative support to management. As well, Facebook has business partners that help in coordinating activities and initiation of change management processes. Further, the different centers of expertise in Facebook ensure technical assistance to the firm. In such a case, the three-legged approach is vital in the formation of Facebook’s corporate HR team. Meanwhile, expect the employees to take initiatives can be used in gauging the level of connection or withdrawal in the organization since enthusiastic ones will figure out how to accomplish the goals on their own. In such a regard, the autonomy level in the company will assist in reminding employees the value of their efforts in the organization (Mejia, 2017). For example, Zuckerberg reminds the employees in an interview that working at Facebook do not require a given level of experience but rather a personal contribution in the realization of company's goals and objectives. Therefore, Facebook has devised various methods of enhancing the performance of their workers through increasing connection with the boss to deliver on their roles.
Factors shaping the HR delivery structure
In efforts to ensure success in accomplishing the Facebook's goals and objectives, the HR department has a significant role in enhancing strategies to the organizational expectations. In such a case, Mark Zuckerberg can blame the HR professionals as a barrier to the acquisition of competent workers in the company due to an uninformed decision made during interviews and recruitment processes. From such a note, it is significant that the HR team should recognize factors that affect their ability to deliver efficient towards the success of the organization. Some of the factors responsible for shaping the HR delivery structure include;
Structure and Technology
The rapid development in technology has significantly contributed to the growth of the Facebook in terms of revenue collection and number of users. However, implementation of modern technology has presented a challenge to HR department through the development of work and life conflicts in the technical teams. In such a provision, HR managers have found it hard in determining whether the employee is at work or working from home through devices, like laptops, tablets, pagers among others. Besides, high-tech savvy makes it challenging for HR teams to develop mechanisms that can enhance effectiveness in delivery by maintaining a proper balance between social and work life.
Size of budget
Since the HR department is perceived as non-revenue generating, Facebook is likely to allocate it less budget for its activities. Such a move is likely to negatively affect their contribution towards the success of the organization since inadequacy will be realized during training and recruitment. As well, with little money for the HR group, employee retention will be extremely difficult since they will lack motivation on their performances. Furthermore, Facebook might challenge the HR through budget by deciding to outsource certain practices, like payroll development making the department lose control of the process.
Loyalty of the employee
Employee loyalty is essential in the delivery process of the company, which can be supported by studies on human resource. In such a consideration, it was reported that appreciated workers, recognition for performance, challenging assignments and award of promotions are dependent on the individual contribution and performance in the organization since the best are more likely to maintain their loyalty to the company. Through such a measure, Facebook has shaped its HR team by providing open policies, effective communication patterns, improving staff morale, and developing problem-solving strategies to enhance the commitment of the workers.
Policies to be implemented by Facebook will be based on the opinions and input from the top leaders, like CEO Zuckerberg. Such a move will enhance the demonstrated ability or competence of the HR group in handling given areas, like budgets, finance, operations. However, if the HR is the last to be informed of the implemented policies in the organization, the level of participation or reinforcement might be poor because of the neglect of their decisions in development. In such a case, the HR team will have a negative implication on the employee morale following the implementation process due to senior leadership in the organization.
Industry and Competition
The level of competition that Facebook faces among other social sites affects the ability of the HR team to recruit qualified employees since competitors might offer better or attractive opportunities than them. However, if the company competes fairly, the HR department will have an easy time in the selection of new workers since they will visit the company's website on their own. In such a consideration, Facebook will save on advertisement costs due to the strong reputation built in the social market allows it seek qualified candidates for the vacant positions. On the other hand, the human resource department will be dedicated to developing relevant materials for recruitment and attend public fairs to attract more candidates. Meanwhile, the HR department should develop initiatives for retaining their key employees to enhance delivery on success while avoiding losing them to stiff competitors.
Impacts of implementing new HR models in the organization
Due to the differences in the size, design, and implementation of the HR functions, transformational frameworks should be developed to assist in guiding the future or next generation of HR. for instance, the HR needs to understand the starting point to provide a link between people, business environment, and roles. Such a factor should be proceeded by setting strategic directions for the design and designing of an appropriate infrastructure to support the new structure to be implemented. The assessment of the HR roles and delivery structure has several implications in the organization. However, it is clear that the critical elements in the HR service delivery will remain constant to allow for the realization of the benefits of the implementation of changes. In such a consideration, the HR managers need to develop a vision and be convicted in the establishment of the next generation of employees, which will call for transformation in the functions of the leaders to enhance business success. As well, the leader should be willing to challenge the status quo of Facebook to realize changes in the responsibilities accorded to the HR team and their interaction with the entire organization. Furthermore, for successful change in the HR leadership, new interactions should be established with the HR department, the CEO, senior management, and the employees. Such a move shows the challenge that will be realized in the process of change yet it is essential in the smooth transformation of the HR roles and structure.
Similarly, the governance of the HR team should be clearly defined in the assessment to provide a mechanism for the management of risks and success in the delivery pattern. As well, the system of management should be vital in the formalization of the decisions and clarification of methods under which the HR department operates in the organization. Such a move will enhance the identification of different elements within the HR philosophy, process, and policy to assist in the functionality of various units across the world. Besides, through HR governance, the roles of each person will be defined to delegate responsibilities in decision-making. More so, relying on fact-based decisions is prevalent in the company, which has allowed the HR and other leaders to make proper decisions regarding facts or outcomes as opposed to promises and intuition. In such a way, the HR will be more accountable for their operations and organizational return on investments since they can measure and monitor the ability of different people using value added using data to achieve desirable outcomes. The approach will enhance the development of successful leaders in the organization and prove the relevance of different skills in hiring and promoting individuals to realize organizational goals. Therefore, HR has various implications on the delivery model considering the different thoughts based on facts and functionality to achieve success in the organization.
Recommendation for HR role and structure
Based on the idea that Facebook is powered by people, effective HR strategies should be implemented to enhance its productivity and realization of success. In such a move, HR professionals play a significant role in supporting the organizational direction, which calls for the development of right strategies in the identification of the critical points for driving success in the organization. Such an approach will necessitate for the establishment of a strategic vision to provide a direction of the company's operations and influence employees with the relevant resources to reach the goals. Besides, HR team should review the visions to measure the level of influence of the activities in the realization of objectives based on external and internal; factors that shape its role and structure in delivery. Furthermore, Facebook should consider the demographic patterns of the workforce to enhance the contribution of the employees in the organization since aging population requires more training and retraining that could be costly. However, in studying the population, the HR team should close the gaps that exist in current skills and the need for an experience that could emerge in the future based on the organizational visions through effective training, recruitment, and retention of workers.
Consequently, the HR should encourage the transfer of knowledge between Facebook department since it is vital in ensuring the progression of the company and enhancing efficiency. Such a plan is critical to the organization since it will allow new employees to benefit from the older workers before retire or quit the positions, minimizing loss of essential knowledge within the organization. Therefore, from the recommendations and implications, HR flexibility in role and structure is significant in delivery and success of the Facebook organization.
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