This presentation is about googles HRM practices and the following topics are covered in this presentation: Introduction(Google's) Job Analysis & Design Recruitment and Selection Training performance Management Compensation and Career Development

1. HR practices in Google
Group Members:-
Hamid Zaheer (023)
M. Rehman(027)
Ahmad Ramin(0
M.Mohsin(024)
Abdul Wajid()
Shagufa Zarif(025)

2. Contents
• Introduction
• Job Analysis & Design
• Recruitment and Selection
• Training
• performance Management
• Compensation and Career Development
• Question Answers

3. Introduction
• 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
Organizational Mission
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

6. Search engine of Google

10. Googleplex
 Google's original and largest corporate
campus
campus garden
Google Mountain View dinosaur 'Stan'

11. Benefits of working at Google
“The goal is to strip away everything that gets in our employees’
way.
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

12. Employees
• 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.

14. Employees choice for working place

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……
• Foosball
• Baby grand piano
• Pool table
• Roller hockey twice a week in the company parking
lot
• Snack Rooms with free snacks foods, fruit, and
beverages
• Free breakfast, lunch, dinner at the employee cafe

18. Profit Per Employee: Google Earns $210K, Yahoo Just $32K

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
with”
• 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
Forecasting
• 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
production processes
• such as the manufacture of Chrome cast

21. Continue
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
ORGANISATIONAL DESIGN
• Flexibility in design to address human needs.
• Interconnected matrix organizational structure.
• More emphasized on optimizing human resource
management activities.

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
specifications.
• The JD and JS for positions in PD, for
instance, significantly differ from the JD and
JS for positions in HRM.

25. RECRUITMENT,SELECTION AND RETENTION
OF GOOGLE
 RECRUITMENT –
Google’s human resource management has
various sources and use different methods for
recruiting people

26. a) Sources
Google’s human resource management uses a
mixture of internal and external recruitment
source to maintain the adequacy of its human
resources.
Internal source:
Company use promotion ,transfers, trainees or
interns as the main internal recruitment sources
for HR needs.
External source:
Include educational institutions and respondent
to job advertisements.

27. Methods
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.

28. SELECTION
 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..

29. RETENTION
 Google’s compensation packages are the main HRM tool
that the company uses for retaining high-quality human
resource .
 Compensation packages are competitive and above
average .
 for example; provide high salaries and wages
 employees get free meal and other incentive and
benefits
 Design of the company’s office emphasizes fun and
creativity which attract and retain creative and
innovative workers
 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
their employees
1) Need Analysis
2) Program Design
3) Delivery
4) Evaluating

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
new jobs.
• 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
program design.
– Relation Model focuses on the relationship of
the company with employees.
– Oriented Approach focuses on training
outcomes

33. Delivery
• 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
and products.
– on-the-job training to maximize the transfer
of knowledge to new hires or interns.

34. Evaluation
• 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
employees.

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
abilities.
 LINK TO COOPERATE OBJECTIVES –
- It ensures that employees remain capable of supporting the firms
business activities.
-the emphasis on diversity supports diverse ideas, higher rates of
innovation
-Innovation, Google’s corporate objective.
- emphasis on problem-solving abilities, Google’s organizational
resilience.

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
employees.

37. Cont…
 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
Google)
- 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
work behavior.
 -red flags for HR managers are errors and ineffective work
techniques.
 - 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 :
 Medical insurance
 Retirement pensions
 free meals
 free use of exercise equipment

40. Moreover
• 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