1. Google - HR Policies 1

2. Presentation Agenda
Introduction
Industry – HR Policies
What Google Says?
Google – HR Policies
Tools for Recruitment
Interview Process
Pay-for-Performance
Google‘s Office
ConclusionGoogle - HR Policies 2

3. Introduction
• With the mission ‘to organise the world’s information and make it universally
accessible and useful’, Google started as a search engine company co-founded by
Larry Page and Sergey Brin on September 7, 1998.
• It is based in Mountain View, California specializes in Internet search and online
advertising.
• It is known for its unique culture and human resource policies and is acknowledged
as an innovator and best employer.
• Fortune Magazine and the Great Place to Work Institute named Google the 2014
“Best Company Work For.” This marks their fifth time at the top of the list.
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4. Industry – HR Policies
Google belongs to the knowledge-based industry
where human resources have become the single
most important determinant of success and growth.
Knowledge-based workers demand a different type
of work environment and leadership development
programmes.
As a result Human Resource Management(HRM)
plays a vital role in managing human resource as it
involves multi-task responsibility.
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5. The persistent problems a companies in this industry face are
attrition, confidentiality and loyalty.
Often talented professionals enjoy high bargaining power due
to their knowledge and skills.
With these challenges, HR managers have to rethink the ways
they manage their employees.
Now, HR managers have to perform a variety of functions. It has
turned out to be a strategic function.
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6. Companies want to create both an appealing environment
to attract and retain employees and make people feel they
belong.
Therefore they provide benefit packages which include
medical insurance, life insurance, child care, flexible work
schedules, global travel assistance, accident insurance, etc.
Employee recognition programs to enhance employee
motivation, satisfaction, and employee productivity and
improve organisational performance.
This results in healthy and high-performance workplace
solutions which help in improving productivity.
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7. What Google Says
Our benefits exist to make sure that you are well taken care of. Your family matters to you, so
they’re important to us, too. We have a number of benefit programs and onsite amenities to
support you and your loved ones through life’s various stages and situations.
Your interests and needs evolve over your lifetime. Likewise, we evaluate our benefits regularly
and adapt them to the needs of our changing population. As with anything at Google, your
benefits are an open conversation and your feedback is a part of the equation. You’re valuable
to us, and our benefits and perks are there to show it.
It’s all about removing barriers so Googlers can focus on the things they love, both inside and
outside of work. We’re constantly searching for unique ways to improve the health and
happiness of our Googlers. And it doesn’t stop there--our hope is that, ultimately, you become
a better person by working here.
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8. Google
Google is renowned for its
corporate philosophies
such as ‘Work should be
challenging and the
challenge should be fun’.
HR practices at Google
work under the name
‘People Operations’, which
is designed to underline
the fact that it is not an
administrative function.
As a part of inducing
employee creativity,
Google emphasises on
innovation and considers
each employee as a
contributor of these
innovation activities. It
expects every employee to
realise that they are an
important part of Google’s
success.
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9. Tools for Recruitment
It has successfully
implemented the standard
best practice tools for
recruiting functions.
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10. Google HR Director, Stacy Sullivan and
the recruiting team continuously
develop creative approaches and
restructure the recruiting tools.
They have developed an algorithm
which evaluates the potential success
of the candidates and helps in
resolving the major drawbacks in the
assessment methodology that rely on
academic grades, degree from ‘top’
schools, prior industry experience and
subjective interview results.
Google recruitment has a ratio of 1
recruiter for every 14 employees
which helps them to concentrate
more on the individuals.
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11. Interview Process
Google says, “We’re looking for smart, team-oriented people
who can get things done. When you interview at Google, you’ll
likely interview with four or five Googlers. They’re looking for
four things”
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Leadership
Role-
Related
Knowledge
How You
Think
Googleyness

12. Pay-for-Performance
Google’s compensation
programme is called ‘pay-for-
performance’ as it focuses on
providing reward for strong
performance as well as training
for overcoming weaknesses for
underperformers.
It emphasize on employee
development through on-the-
job learning, training through
classes by higher officials,
frequent departmental
meetings and lectures of
famous personnel.
The average Google employee
generates more than $1 million
in revenue each year. This helps
Google leverage its workforce
productivity, which in turn
enhances employee morale.
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13. Google’s Office
To encourage
creativity and
interaction among
employees,
Google’s office is
designed so as to
provide colours,
lighting, and shared
room locations.
Google’s workplace
is different from the
other organisations
and is touted to be
the most creative
one.
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23. Conclusion
Google has its offices worldwide and
focuses to establish a balanced
representation of employees. In
addition to hiring the best talent, the
diversity of perspectives, ideas, and
cultures leads to the creation of better
products and services at Google.
This diversity of the employees and
partners serves as the foundation for
the company to serve its diverse
customers and stakeholders all over the
world.
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