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Bournemouth University
A report on Google Inc.
Managing Performance of Human Resources with
People Resourcing and Development Practices.
Submitted to
Dr Gbola Gbadamosi
Submitted by
4827269
MSc Management with Human Resources
Faculty of Management
2016

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Index Page
Introduction
Human Capital Theory & Performance
Google’s Background
Vision & Mission Statement
Organizational Structure &Culture
Planning, Analysis &Job Design
Recruitment, Selection &Retention
Performance Management &Training
Career Development &Compensation
SWOT Analysis & Recommendations
Comparative analysis
Conclusion
Recommendation
Reference

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Introduction
According to Armstrong (2014) HRM, people and organization, employee behaviour,
well-being, policy and practice are the core component of Human Resource
management.Human Resource goes with some major factors like human resource
management, Strategic human resource management, system and role of HRM,
performance, human capital, knowledge, competency, ethics and CSR.HRM is
influenced by people and organization, employee behaviour, well-being, policy and
practices. But on the other hand HRM influences people resourcing, learning and
development, performance and reward and employee relations.
In present competitive market the key challenge of an organization is the ability to
assure, pay and reward effectively to attract, engage and retain talent and skilful
individuals. Chartered Institute of Personnel and Development (CIPD) in two-day
reward conference searched to the bottom line of this matter and highlighted the
challenges faced by organization for the assessment and evaluation on the impact of
reward- which comes as a part of our concerned issue here in this study as
performance management (Cotton 2011)
Forbes magazine makes a list of 2000 company rank around the world with some
indicator of sales, profit, asset and market value. There are many notable companies
in this list but the flash light has been put on a company with the business of computer
service and that is Google. Some brilliant employees work here amounting in the
number of fifty seven thousand. And for that reason the main theme of performance
management, peoples resourcing and development practices of human resources of
Google is going to be studied here with relevant references.
Human Capital theory & Performance
Study shows that there is a positive relation between the development of human
capital and the performance of organization. It is clarified through study that market
vale depends more on intangible resource than tangible resources and this is the
human capital. Write and Snell (1998) argues that intellectual capital is the main
indicator which influences human, social and organizational capital. The main
resource of Google is the intangible assets which is obviously human capital.
The research of Nahapiet & Ghosal (1998) indicates that intellectual capital is linked
with knowledge and it is dependent upon both in system and people. On the other
hand the linkage of resources in an organization works together into the system and
as a result it creates value for organization as well as customer. That matter is
observed here in the case of Google-means human capital blended with organization
creates a great market value for the company all around the world.

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Goggle’s background
Google means a number starting with prime number (1) and after that million zero (0).
But in Cambridge dictionary google is defined as search engine for surfing on
electronic information.
Google Inc. is an American base multinational technological company specially doing
business in internet related service and product established in 1998, founded by Larry
Page and Sergey Brin, main office in California, USA. The CEO of this company is
Sundar Pichai and the number of employee is almost 57 thousand brilliant people.
According to Forbes Google exists 2nd in worlds most valuable brand, 2nd in America’s
best employer, 2nd in market value, 25th in profit, 39th in global 2000 company list, 47th
in innovative company list, 121st in sales and 200th in assets. Googles sales, profit,
assets and market values are respectively 66, 13, 131, and 367 billion US dollar in
monetary value (LLC 2016).
Now the performance management, peoples resourcing and development practices
of Google’s human resources are going to be discussed with the view of experts.
Vision & Mission Statement
According to Thompson (2015) Google keeps advertised it vision as: To provide
access to the world’s information in one click. And it goes very relevant as because
Google’sone of the most popular products is the search engine and that make people
enable accessing information all around the world.
And the mission statement is to organize the world’s information and to make it
universally accessible and useful to all people. This mission statement indicates four
dimensions- better organization, world’s information, universal accessibility and its
usefulness. And the company uses to organize the information through the proprietary
algorithms or programs. So it can be marked that the company very effectively follows
the mission statements which is very important for running a good business.
Organizational Structure &Culture
Smithson (2015) denotes that Google’s excellence and innovation are derived by the
effectiveness of organizational structure and culture. Being a multi-national company
Google’s structure is not conventional but depends upon the change. And it is the
suggestion of theory that the higher chance of success comes from the strong
bondage between structure and culture of an organization.
Google’s structure goes with function based, product based and flatness. Simply it can
be said that googles functions runs with grouping of employees. For example it can be
said that the company has sales operation team, engineering and design team and
product management team among others. There are also product based grouping

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team. Inan example it can be mentioned as group of employees for developing the
Nexus devices. Moreover the company has flatness in organizational structure. For
example a team or group can bypass the middle management to report CEO. One
advantage is that employees can contact and interchange information across the
teams.
In case of culture open, innovation, smart with emphasis on excellence, hands-on and
support small-company-family rapport are mentionable. The openness is influenced
through the matrix organizational structure. Employees feel free in giving their ideas
and opinions especially in innovation. The sentiments of small-company-family make
the employees being just like in home and that obviously accelerate the global
business.
HR Planning, Job Analysis & Design
Lombardo (2015) says that Google’s HR planning, job analysis and design are
diversified and that imposes the main challenge. For example Google’s human
resource managers usually focus on the effective use of forecasting information to do
minimisation in surplus and shortage of its employees and that establishes a balance
between the total supply and demand of the efficient employees.
Forecasting is done through trend analysis and scenario analysis where the first one
is a quantitativetechnique which predicts the possible human resource demand based
on current situation and the second indicates qualitative technique for forecasting that
demand.
In Google surplus and shortage of employee are not so much significant concern as
because it is forecasted through technical method. On the other hand balancing supply
and demand is not much concerning because the nature of products is digital.
Google has the matrix organizational nature and reciprocal relation with all corners for
that reason the company needs not to give emphasis on organizational design. Work-
oriented job design method requires significant interpersonal skills and that is the way
of good team work in Google. Google requires certainnature of all employees like-
smartness and the drive for excellence and that ultimately helps in job description and
specification.

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Recruitment, Selection &Retention
Lambardo (2015) says the Google’s success lies behind the high quality human
resources. Google is one of the best places to work in this planet and this image
indicates popularity, positive perceptions and great value in recruitment, selection and
employee retention.
In case of sources of recruitment Google uses promotions, transfer and the trainees
and interns as the main tools for internal recruitment. And in case of external
recruitment Googles uses it website career section and through the educational
institution that makes Google getting influx of talented workers. Both the direct and
indirect methods are used and that mixture with internal and external recruitment
keeps Google in run always.
Company does not require any experience for job seekers but on the creativity,
smartness, drive for excellence and the attachment with the company. Google provide
high salaries and wages and that is above the average along with free meal and other
incentives and benefits that makes the employee happy to retain over there.
Performance Management&Training
According to Lombardo (2015) Google’s human resources management practices
usually covers on employees’ effective training program and performance
management for maximizing human resources capability. Different types of needs
analyses are done like organizational analysis, work analysis and the cost benefit
analysis. This kind of analysis initiatestraining for developing new product and
investment in new business.
Google uses relational model and result-oriented model to ensure employee learning
and that makes effective employees. Discussion, simulation and on-the-job training
are the delivery method of Google training programs and descriptive and summative
purposes are used in evaluating those training programs.
Communication, customer service, support in diversity and the problem solving ability
are the main tools for performance planning. The performance management practices
are related to corporate objectives.For example the performance management likes
the diverse ideas which bring higher rates of innovation in the company and the
contribution in innovation is key indicator for performance measurement and
standard.An informal interview which is unstructured, infun meeting places with coffee
make performance interviews.Red flag for errors and ineffective work technique and
negativism, power struggle, and tardiness or delay are marked as performance
problem.
Career Development&Compensation

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Google tries to match individual and organizational needs by the combination of
performance appraisal and interview. Company allows the individual career
development and coaching is used as a way of dynamic involvement in the company
matters.
The appraisal, interview and coaching assess the potentiality of employee in google.
Some new career development initiatives are regularly taken for career development.
For example Google fibre business creates new scope for the careerdevelopment
within the company.
Google compensation strategy is highly and above the average and realistically
Google makes it differfrom other company in case of high wages and people feel that
as one of the best advantages in Google.
SWOT Analysis & Recommendations
According to Thompson (2015) Google SWOT analysis says that the company has
adequate strength for overcoming the weakness. On the other hand it shows that
Google must perform better for protecting the threats like imitation and competition.
Strong brand image, patented proprietary products, diversified business and large
organizational size are the main strength by which Google is developing day by day.
But the dependence on the internet and minimal physical presence makes google run
in a narrow way in business market. In the developing countries google stay out of
touch to ordinary people those who don’t have internet connections.Google has some
opportunities like to tap more mobile users, expanding Google fibre and market
penetration with consumer electronics like Google’s Nexus devices.
The threat for Google are mentioned as tough competition and imitation of product
where the competitors some other giant like Apple and Yahoo. The SWOT analysis
shows that google has adequate strength to overcome the weaknesses. And recently
company physically opened stores in UK butit has not been continued any more. Lastly
the company mustcome out of the problem of imitation to sustain with innovation which
the real buzzword of Google.
Comparative analysis
In the upper part of this study it is observed that Google has minimum physical
appearance in market but works in the heart of the employees as one of the best
employer. In comparativestudywhen it is scaled with other company like Apple or
Microsoft- it is seen that google works with the soft skill employees like technician or
engineers.
The job retention in Google is better than other companies. So it can be assumed that
the peoples resourcing and development practices in Google is far better than other
contemporary competitors.

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Another matter is that Google‘s employees are more or less happy with the
compensation package offered by the company. These facilities keep Google’s
Employees happier than other companies and that is the part of extrinsic motivation
for the employees. Google does some work with philanthropic view in global poverty,
global public health and climate change and brings some shorts of pleasure in heart
of employees and customer but now in this present context it should be more iconic
activity from the part of an intelligent global company.
Conclusion
Now in the conclusion part it can be decided that whether the managing performance
of human resources in Google is ideal one or not. In this regard it can be assessed
through the company’s vision, mission, recruitment, retention, selection,
compensation, performance management,training, and career development Google
meets the need of its employee up to the mark and that is why the employees
contribute their best to the organization.
Another matter can be drawn in this regard and that is the strength, weakness,
opportunity and threat analysis whether it overcomes the present problem or not. So
in this regard it can be expressed that Google is a company of brilliant people and for
that reason its challenges are not similar like other manufacturer or retailer company.
Rather Google should have own planning to face its demand and needs of brilliant
people. Moreover their market like Google Fibre is still to be used by a large word
population with easy access.
There might have some limitations of this study with appropriate literature searching
and analysing with keen observation upon Google. But in this concluding part is can
be said that on the best intellectual employee retaining company, like Google there
are some more scopes for empirical study for researchers and academicians.
Recommendation
Don’t be Evil is the market slogan of Google working with almost fifty thousand
intelligent people has a lot of reputation now a days. Here in this recommendation part
is obvious to flash spot light on the loop hole from the sense of academic study.
First one is that Google’s offices are located in the developed countries like Europe,
North America and East Asia but it doesn’t have exploration in Asia or Africa where
that human capital can be cheap and promoting.Secondly Google’s should have some
10 year or 20 year future plan to make young generation globally aware that they may
have a chance to work in future. And thirdly a company with 13 billion yearly profits
should have more scope to do for the health and education of unprotected people in
poor countries. As for example One billion people of this world still out the reach of
fresh and hygiene drinking water.
Therefore it shouldn’t be worthy enough of a company with brilliant people to be
mentioned as best in business rather than the Welfare of Humanity. Otherwise we
can’t dream for a better world for Mankind.
Reference

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