Google prioritizes talent management through strategic recruitment, training, and retention practices. They recruit both internally and externally, valuing intelligence, creativity, and excellence over work experience. Employees receive training through discussions, simulations, and on-the-job experiences. Performance is evaluated based on customer service, communication, diversity, and problem-solving. Compensation includes high salaries and benefits like health insurance to attract and retain top talent.
2. Talent Management
• Talent management is defined as a systematically organized strategic
process that helps in hiring the right talent and develop the best skills
while considering the corporate goals. Therefore, this process involves
identifying talent gaps and vacancies, searching for suitable candidates
and onboarding, developing growth and necessary skills within the
system, training future-oriented expertise, and effective involvement,
retention and motivation for these people to achieve long-term
organizational goals.
• Talent management practices, like all other aspects of work, have
evolved over the years to address people’s unique tendencies and have
changed rapidly in recent years. Strategic talent management is
essential in today’s hyper-changing environment.
3. Recruitment
• Google’s human resources management combines internal and external recruitment
sources to maintain talent adequacy. The company uses promotions, transfers and
internships as its primary source of internal recruitment to meet its staffing needs.
Google’s external job listings, on the other hand, include educational institutions and
respondents to classified ads. Most of these ads are available from the recruitment section
of the Google website. Through these recruitment sources, the company enables a
continuous influx of skilled workers while adapting the skills of these employees according
to the HR needs.
• The most important criteria in Google’s human resource management for selecting
applicants are intelligence, creativity, the pursuit of excellence and association with the
organization. The company does not use work experience as the primary selection
criterion. These criteria are based on the company’s goal of maximizing innovation to
support a wide range of differentiating strategies. Google has various steps to select
applicants. However, generally, a company’s selection process includes preliminary
screening, field tests, background checks and interviews. Google’s HR management uses
different steps and procedures for different positions in the organization. For example, on
the job tests are typically used for positions that are often filled by taking on interns or
trainees.
4. Training and Performance management
• Google’s HR management combines a relational model with a results-oriented approach to
design training programs. The relational model focuses on the relationship between the
company and its employees. Google maintains active internal relationships to encourage
employee participation in creative and innovative processes. The result-oriented approach
focuses on training results. For example, when implementing a training program, Google uses
this approach to make it easier for employees to learn. Therefore, the relational model
optimizes relationships between employees, and a results-oriented approach ensures that
Human Resources of Google are effective.
• Google Human Resources offers training programs in a variety of ways such as discussions,
simulations and on the job training. Discussions help Google maintain good communication
with its employees. Through this communication, the training program also benefits from the
utmost feedback from trainees. The company uses simulations to enable creative answers.
Simulations allow Google employees to understand tasks, projects and product details. The
company uses on the job training to maximize the transfer of knowledge to new employees
and interns. Many of these interns are integrated into Google’s organization.
• Google’s performance plans cover several aspects of HR management, including customer
service, communication, diversity support and problem-solving skills. Performance evaluation
program also uses variables that correspond to these dimensions. For example, a company’s
HRM evaluates an employee’s performance in internal communication and problem solving
activities to determine a performance management approach.
• Google’s performance management practices are directly related to the company’s human
resource management goals so that the employees can continue to support the company’s
business activities. For example, a focus on diversity supports a variety of ideas that speeds
up innovation. Innovation is a part of Google’s corporate goals.
5. Compensation and Benefits
Google’s compensation strategy is very competitive compared to competing firms’
compensation strategies. The company offers not only high salaries, but also a wide
range of incentives and unconventional profits. There are financial and moral
incentives. The company also offers benefits such as health insurance, severance
pay, free meals and free use of exercise equipment. In reality, Google’s human
resource management is successful in terms of compensation strategy because it is
effective in attracting advanced skills, wisdom and talented employees. People
recognize Google as one of the best places to work.
6. Retention
Google’s compensation package is the company’s leading HRM tool for retention of
high quality staff. The company’s compensation package is competitive and above
average. For example, Google offers high salaries and wages. In addition,
employees receive free meals and other incentives and benefits. The typical
design of a company office emphasizes the fun and creativity of attracting and
retaining creative and innovative employees. Human Resource Management of
Google uses coaching and mentoring to retain and develop employees with
leadership potential.
