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Google HRM process and practices
22 de May de 2017•0 gostou•12,687 visualizações
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Recrutamento e RH
This presentation is about googles HRM practices and the following topics are covered in this presentation:
Job Analysis & Design
Recruitment and Selection
Compensation and Career Development
1. HR practices in Google
Hamid Zaheer (023)
• Job Analysis & Design
• Recruitment and Selection
• performance Management
• Compensation and Career Development
• Question Answers
• Founders Larry Page, Sergey Brin
• Founded 1998
• CEO Eric Schmidt
• Industry Media and Internet Services
• Headquarters Mountain View, California
• Organizational Google’s Culture Innovation and Creativity
Organize the world's information and make it universally accessible and useful
5. • Google is an American multinational corporation
specializing in Internet-related services and products.
• These include search, cloud computing, software, and
online advertising technologies. Most of its profits are
derived from AdWords
11. Benefits of working at Google
“The goal is to strip away everything that gets in our employees’
We provide a standard package of fringe benefits, but on top of
that are first-class dining facilities, gyms, laundry rooms, massage
rooms, haircuts, carwashes, dry cleaning, commuting buses
– just about anything a hardworking employee might want.”
Eric Schmidt, CEO Google
• As of 2013, Google had 47,756 employees
• Google receives more than 20000 resumes every week
• New employees are called "Nooglers," and are given a
propeller beanie cap to wear on their first Friday.
13. Retention technique
• As a motivation technique, Google uses a policy often
called Innovation Time Off, where Google engineers are
encouraged to spend 20% of their work time on projects
that interest them. Some of Google's newer services,
such as Gmail, Google News, Orkut, and AdSense
originated from these independent endeavors. In a talk
at Stanford University, Marissa Mayer, Google's Vice
President of Search Products and User Experience until
July 2012, showed that half of all new product launches
in the second half of 2005 had originated from the
Innovation Time Off.
15. Bicycles painted in the corporate color scheme are
available for free use by any employee travelling
around the Googleplex
16. Healthy work-life balance
• Flexible work hours, part time
• work options, and telecommuting if the specific job allows
• Workout room with weights
• Locker rooms
• Washers and dryers
• Massage room
• Assorted video games
17. To be continue……
• Baby grand piano
• Pool table
• Roller hockey twice a week in the company parking
• Snack Rooms with free snacks foods, fruit, and
• Free breakfast, lunch, dinner at the employee cafe
19. GOOGLE , in short
• HR functions and policies align with business model and vision makes Google
the most exciting young technology company to work for
• Healthy work-life balance is motivating people
• "I trust the people I work for, have pride in what I do, and enjoy the people I work
• Trust is “written” on the psychological contract
• Good employment relations, employee relations
• High Employee involvement
• More likely engage in discretionary behavior
• Positive Organizational citizenship behavior
• High job satisfaction and commitment, even self-motivated
20. GOOGLE’S HR Planning
• Human resource manager at GOOGLE use
Trend analysis and Scenario analysis.
Surplus & Shortage of Employees
• Concerns about surplus or shortage of
employees at Google are mostly in the
• such as the manufacture of Chrome cast
Balancing Supply and Demand
• Google’s human resource management faces
minimal problems when it comes to balancing
HR supply and demand.
• Nexus and Chrome cast
• Google uses a flexible strategy where new
employees are hired based on forecasts of
human resource needs.
22. Job Analysis and design at Google
• Flexibility in design to address human needs.
• Interconnected matrix organizational structure.
• More emphasized on optimizing human resource
23. METHODS OF JOB ANALYSIS
• Google uses two types of job analysis
depending upon the types of job.
• Worker oriented job analysis.
• Work oriented job analysis.
24. Job Description and Job Specification
• Because of the large size of the organization,
Google has highly varied job descriptions and
• The JD and JS for positions in PD, for
instance, significantly differ from the JD and
JS for positions in HRM.
26. a) Sources
Google’s human resource management uses a
mixture of internal and external recruitment
source to maintain the adequacy of its human
Company use promotion ,transfers, trainees or
interns as the main internal recruitment sources
for HR needs.
Include educational institutions and respondent
to job advertisements.
Google use indirect methods and direct
methods of recruitment .
Indirect method: more significant to the
company .indirect method include
advertisements on the company’s website.
Direct methods: in the form of contacts with
potential interns and future employees
through academic institutions.
The most significant criteria used for the selection
of applicants are smartness ,creativity, drive for
excellence and alignment with the organization .
Company does not use work experience as a major
criterion for selection .
Criteria are based on the firm’s goal of
maximization innovation to its broad
differentiation strategy .
In General the company’s selection process involves
background checks ,preliminary screening ,on-the-
job test, and interviews..
Google’s compensation packages are the main HRM tool
that the company uses for retaining high-quality human
Compensation packages are competitive and above
for example; provide high salaries and wages
employees get free meal and other incentive and
Design of the company’s office emphasizes fun and
creativity which attract and retain creative and
google’s HRM uses coaching and monitoring to retain
and develop employees with leadership potential.
30. Employee Training at Google
• There are four steps which Google train
1) Need Analysis
2) Program Design
31. Need analysis
• Organizational analysis : Organizational
analysis identifies new human resource
needs based on the firm’s current situation.
• Work analysis: Work analysis determines
the specific requirements to fulfill work
tasks or Google applies work analysis on
• Cost benefit: Cost benefit analysis
determines the practicality of training
programs and activities.
32. Program Design
• Google’s HR management uses a
combination of the relational model and
the results-oriented approach for training
– Relation Model focuses on the relationship of
the company with employees.
– Oriented Approach focuses on training
• Google’s human resource management
delivers training programs in various ways.
– Discussions enable Google to maintain rich
communications involving employees.
– Simulations empower Google’s employees to
understand the details of work tasks projects
– on-the-job training to maximize the transfer
of knowledge to new hires or interns.
• Google has summative and descriptive
purposes in evaluating training programs.
summative purpose is to determine the
effectiveness of the program in developing.
descriptive purpose of evaluation is to
understand the effects of the training on
35. PERFORMANCE MANAGEMENT OF GOOGLE
PERFORMING PLANNING -
-Google performance planning relates different dimensions of its HRM
customer service, communication support for diversity, and problem solving
LINK TO COOPERATE OBJECTIVES –
- It ensures that employees remain capable of supporting the firms
-the emphasis on diversity supports diverse ideas, higher rates of
-Innovation, Google’s corporate objective.
- emphasis on problem-solving abilities, Google’s organizational
36. PERFORMANCE MANAGEMENT OF GOOGLE
Measurement and Standard:
-The firm uses individual measurements of ethical conduct and
contribution to innovation and quality of output.
-creativity, an important measure in performance.
- creative employees contribute more to Google’s innovative culture.
- high standards for all of these measures, emphasizes excellence in
PERFORMANCE INTERVIEWS –
• Google's HRM conducts performance interviews on the basis of :
-a)Individual (knowledge, skills, abilities)
-b)Team (how employees perform as part of project teams in
- Structured Interview and un structured, Formal, informal
-Fun meetings, coffee and snake areas.
38. PERFORMANCE MANAGEMENT OF GOOGLE
PERFORMANCE PROBLEMS –
• -Google's HR is usually concerned about qualities of work and
-red flags for HR managers are errors and ineffective work
- Google’s managers are concerned about negativism, power
struggles and tardiness or delays.
39. Google’s Compensation Strategy
• Google’s compensation strategy is highly
competitive compared to the compensation
strategies of competing firms.
• The company provides benefits, for example :
free use of exercise equipment
• 27 days of paid time off after one year of employment
• Fuel Efficiency Vehicle Incentive Program provides a
$5,000 rebate to employees purchasing hybrid cars
• Unlimited Sick Leave
• On‐site Medical and dental facilities, oil change and car
wash, courier, fitness center, banking center, free breakfast,
lunch and dinner on a daily basis
• Annual on‐site Health Fair offering free testing services,
including eye exams and cholesterol testing
• Free flu shots