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Google Human Resources
- 2. Founding and Origin • Google was founded September 4th, 1998 • Located in Mountainview, CA • Founded by Larry Page and Sergey Brin • Motto: “Don’t be Evil”
- 3. Founding and Origin • Founded by Page and Brin while they were Doctoral students at Stanford • Incorporated the company in 1998 • Still own a majority of the shareholders vote for company, but gave the helm over to new management. • Headquarters called the “Googleplex”
- 4. Founding and History • Google’s creation was made possible by a $100,000 donation by Andy Bechtolsheim • The company is now worth almost $500 Billion and employs almost 60,000 employees. • “Googling” something has become the new term for looking something up on the internet, and no other company in its class rivals the scope and size the company now boasts.
- 6. Outside the Office • Google.org is a recent project founded by the company to show that it is invested not only in its own team, but the world around us. • Google.org helps many causes, including the following: • Improving Computer Science Education and Internet Access • Aiding Refugees • Supporting other non-profit organizations
- 7. Founding and Origin • Google’s rapid growth and employee focused business model helped revolutionize the internet. • With employees allowed to pursue creative outlets within the company, Google now has everything from maps, computers, phones, and more. • Google maintains a philosophy of constant growth that has changed business models across the globe.
- 8. Human Resources Pioneers • Google prides themselves on the freedoms given to their employees, and try to provide a liberating, while productive environment. • Google tries to compete with smaller start ups, by not only offering more money, but equity in the company as well as a unique work environment. • Since many startups attract new talent with buy ins to the company, google tries to similarly compete.
- 9. Human Resource Pioneers • Google’s Chief Culture Officer, Stacy Savides Sullivan, is a strong proponent of the environment the company has created for its employees. • “We found that when we give people freedom, it’s amazing the things they can do.” • This approach has aided Google’s growth, now boasting over 70 offices in over 40 countries.
- 10. Human Resources Pioneers • Google sometimes has trouble assimilating their employees to their culture initially. • Due to the creative style of the company, they tend to hire slower so they can help adjust their new employees. • Goggle pays attention to each of their employees, and boasts very high retention rates for their staff.
- 11. Mazlow’sTheory and Google • Physiological needs are met at Google in many ways. • Staff are allowed to move around freely, and many times work from home. • Food is often provided for the staff to save them money. • The very design of Google offices is meant to put the employee subconsciously at ease.
- 12. Mazlow’sTheory and Google • Google invests strongly in the safety and security of their employees, both physically and mentally. • Google makes sure that the physical needs are met. • Buy in with the company allows for employees to feel secure within their job, and for their financial future.
- 13. Mazlow’sTheory and Google • Continued… • Google has excellent health coverage for its employees. • This allows for employees to save money on insurance, as well as know that they are taken care of if they become ill. • With many young members of the workforce, health coverage is a major issue.
- 14. Mazlow’sTheory and Google • Google attempts its best to create a sense of belonging with their Culture Team • The team creates projects to help grow within the company, while simultaneously, helping the workers build comradery amongst themselves. • The focus on employee attitudes and comfort allows for both a highly motivated, and productive workforce.
- 15. Mazlow’sTheory and Google • Building a friendly environment and comradery with their staff is all important to the Google model. • The staff begins to feel the intimacy and familial bond between coworkers that is stressed throughout Mazlow’s theory. • When employees feel they are part of the team, they will strive to achieve more than they would in an environment in which they do not feel appreciated.
- 16. Mazlow’sTheory and Google • Mazlow’s principle of Esteem within members of an organization is effectively executed by Google’s culture team. • A feeling of importance and belonging is the foundation to Google’s business model, and is what they credit for their astronomical success.The investment the company makes in its employees is what they consider to be the cornerstone of their success.
- 17. Mazlow’sTheory and Google • Google allows for its employees to explore and be creative in how they contribute to the team. • Being allowed to pursue projects to help the company creates a feeling of ownership of the employee’s work. • Self Actualization is incorporated into the model by letting people grow into positions that suit them, or even create new departments around good ideas.
- 18. A look at the innovative designs of Google’s offices Can be seen here at a new location in Dublin.The goal of their designs are to make the offices comfortable for both visitors and staff.
- 19. Conclusion • Google seems to be thoroughly committed to their employees needs, and if not intentionally, Mazlow’s Hierarchy of Needs. • With employee based programs and a dedication to innovation, the peak of this company’s success may still have yet to be seen. • As the company continues to tower over its competitors, it seems that it to will continue to be a standard bearer for years to come.