1) Apigee DNA
In the company Apigee, which belongs to the silicon valley based company has been acquired by the Google and currently been operated by the Raj Singh and Ravi Chandra who are the Founders since July 2004 within the Santa Clara California USA (Reilly, 2016).
Strength of Apigee’s culture
The company strengths lies in the-:
Weaknesses of Apigee’s culture
HR Management Activities Core Values of Passion, a Bias for Action, and Respect
The Company should have an approach of the people-centric and it should not be of the process-centric approach. The company should think and relate with the working environment and be providing the free right environment, that could purely not be the basis of the people to accomplish the goals. The company culture should be based on the key strengths, that could be based on the learning, having a flexibility role and even be able to attain the openness, respect and fairness (Kosheleva, 2018). The company should aim for the free work-life balance and it is important to have a set of duties and the responsibilities (Hagen, 2017). The company also has the culture weakness and it is necessary to be the focus on the key description that could be based on the employee's activities as the new mandates. The company also shows the strict implementation that could make the employees be part of the corporate culture and to do flexible jobs.
Strategic hiring –The company should be able to hire the tragically, such as by focusing on the people management strategy and even being able to provide the key respect by holding on the values and even to attain the set corporate culture. The company should aim for the process of the new hire and meet on the additional ideas, that could flow the company values. The quality of the skilled workers and the employees can help to create the impacts. The company HR should focus on the core level values and bring in the better command (Gorbatov, 2018).
Diverse workforce– As the company is expanding, the company should focus on the diverse workforce and also aim to provide the key assistance that can make it align with the power of respect and to attain a better workforce. For example, the HR culture has promoted the rich transparent culture, where the employees can co-exist with their skills, diverse nature and provide a better environment. The employees should learn to respect and give respect to others. It can be done through training, mentoring and educating the peers of the importance.
SLA(Service Level Agreement) – The company should focus on providing the key evaluation to the minimum response and even aim to include the practices for all clients. The company SLA should be a policy that can be rich based on the policy and over the individual based (Geimer 2017).
2. The theoretical framework of the company has to adopt the people management practices at the Apigee such as the Path-Goal theory and the below HR strategies.
Path-Goal Theory model.-: As per the model, it is more about how the leaders can influence, can motivate, engage and even provide a better platform that could encourage the followers. The company should provide the goal-oriented approach and their leaders can provide the key influences, motivation paths and even the set of goals, accomplishments and the desired paths (Geimer, 2017). As per the path-goal theory, it is important to have the set of command and even attain the theory of the leadership styles, that could provide a clear path to follow them. The company with the path-goal theory can design and provide a consistent clear path for the future to be followed (Hagen, 2017). As observed, the HR through the brief, path-goal theory can even explain, how the leaders with the set followers can provide the better framework of the goals and the paths, that could be based on the selecting the specific behaviours. It is also essential to choose the free environment, a that could fulfil the needs and the styles, to increase the follower's expectations. The company can aim to provide key success and satisfaction. It is important that the leaders can analyse the aspects of the company, can provide the nature, requirements and even success and satisfaction”. The company HR can focus on the provision of the leaders having the set values, attributes, knowing the company requirements and even aim for the kind of behaviour that can be most suitable and even more motivation to the followers. Each of the company has the leader behaviour and here, the company is affected with the followers’ characteristics, having distinguished task characteristics and even providing the key distinctive features, that can command the defined, instructed and strong policies, and for the followers to increase. It is important to have a supportive leader. And each of the tasks would be as per the ambiguous and unclear. It is important for the followers’ characteristics to be negatively being placed and be in command for the leaders that can walk through the process (Hagen, 2017).
Human resources within the Apigee Company can work for the organization and the company workforce can focus on the various key factors and the key strategizing ways. It is also important for the company HR to focus on the organization workforce such as planning, hiring, recruiting and even placing with the company key tactics. It is also important for the company who are working with the organization to provide key support for the workforce for the organization (Hagen, 2017). It is important to be futuristic and be in command for the HR needs, recruitments and even for the placements, training, and compensation and the overall evaluation, motivation etc. Through the human resource function that company also ensures, that they are placing the rightful fit candidate within the system and even have the value creation activities that could be based on the recent activist. The other new responsibilities would be aimed at the HR managers and would include the key establishing and administering along with holding the employee stock ownership plans. The company HR can even introduce the effective childcare policy and even aim to provide the leadership for managers along with the employees that could even balance work and family.
Ineffective In the case, some of the HR ineffective approaches would be the policies that can be linked to the firm and to provide a strategic overview of the perspective with the cost point of view. It is also important for the HR function to operate well, through the ineffective approaches, the company can experience the fall in the employee productivity rises would lead to a higher loss in customer satisfaction (Naznin, 2016). For the HR to use the appropriate HR skills like motivation, key ideas and even the engrossed tactics can keep the employees engaged and within the organization requirements. It is also the bias and the respect of the actions that could help the HR to follow the core values of passion.
Strategies for the Apigee HR
Geimer, J. L., Zolner, M., & Allen, K. S. (2017). Beyond hr competencies: removing organizational barriers to maximize the strategic effectiveness of HR professionals. Industrial and Organizational Psychology, 10(1), 42.
Gorbatov, S., & Lane, A. (2018). Is HR missing the point on performance feedback. MIT Sloan Management Review, 59(4), 65-71.
Hagen, T., Pollner, F., & Tryggestad, C. (2017). The Future of HR in Oil & Gas. McKinsey Global Institute.
Kosheleva, S., & Bordunos, A. (2018). HRM systems effects as a basis for strategic HR planning. J. Fahed-Sreih (еd.). Human Resource Planning for the 21st Century. London: IntechOpen, 83-102.
Naznin, H., & Hussain, M. A. (2016). Strategic value contribution role of HR. Vision, 20(2), 135-138.
Patel, C., Budhwar, P., Witzemann, A., & Katou, A. (2019). HR outsourcing: The impact on HR's strategic role and remaining in-house HR function. Journal of Business Research, 103, 397-406.
Reilly, P., & Williams, T. (2016). Strategic HR: Building the capability to deliver. CRC Press.
Ritter, J. K., & Sadowski, R. (2020). Die digitale Transformation und ihre Konsequenzen für HR-Leader. In Smart Human Resource Management (pp. 193-209). Springer Gabler, Wiesbaden.
Seijts, G., Crossan, M., & Carleton, E. (2017). Embedding leader character into HR practices to achieve sustained excellence. Organizational Dynamics, 46(1), 30-39.
Sheehan, C., De Cieri, H., Cooper, B., & Shea, T. (2016). Strategic implications of HR role management in a dynamic environment. Personnel Review.
Xing, W., Zhao, Y., & Karimi, H. R. (2017). Convergence analysis on multi-AUV systems with leader-follower architecture. IEEE Access, 5, 853-868.
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