This PowerPoint template document contains information about Google and Yahoo's human resource practices. It discusses Google's founders, products, benefits for employees like free meals and gyms onsite. It also describes Yahoo's origins at Stanford University and focuses on their recruiting, selection process with technical tests and interviews, and compensation strategy including individual target awards and bonus pools. HR practices at both companies aim to attract and retain top talent through competitive pay, benefits, and flexible work environments emphasizing fun and creativity.

1. PowerPoint Template

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Members
Sandra
Ms.Farhana Mitu
Senior Lecturer.
Uttara University.
Submitted To:
Jahid Hussain.
Mehidi Hasan Hridoy.
Jakia Sultana.
Submitted By:
Rahat Mian.
Umme Habiba.

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Google
 Google is an American multinational corporation specializing in Internet-related
services
and products.
Introduction
 Products And Services:
• search Engine
• online advertising
• cloud computing
• Productivity software
and Most of its profits are derived from AdWords
 Founders: Larry Page and Sergey Brin. Founded in 1998

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Google
 “The goal is to strip away everything that gets in our employees’
 “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 cleani
ng, commuting buses – just about anything a hardworking employee might want.
”
Eric Schmidt, CEO Google
Benefits of working

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Google
 The company provides high salaries, together with comprehensive incentive
s and nonconventional benefits.
At the workplace
 comprehensive incentives to attract high qualified smart and innovative E
mployees
 Casual dress everyday
 Flexible hours for nearly every processional employees
 Work & play are not mutually excluive

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Google
HR Policies:
 Google belongs to the knowledge-based industry where human resources have bec
ome the single
most important determinant of success and growth
 Knowledge-based workers demand a different type of work environment and le
adership development programs
 As a result Human Resource Management(HRM) plays a vital role in managing human
it involves multitask responsibility
 Companies want to create both an appealing environment to attract and retain employe
and make people feel they belong
 Employee recognition programs to enhance employee motivation, satisfaction, and
employee productivity and improve organizational performance

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Google
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 pro
duction processes
• such as the manufacture of Chrome cast
 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 foreca
sts of human resource needs.

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Google
Job Analysis and design :
• Flexibility in design to address human needs.
• Interconnected matrix organizational structure.
• More emphasized on optimizing human resource management activities

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Google
RECRUITMENT,SELECTION AND RETENTION
• Googles human resource management has various sources and use different methods for recr
 Internal source: Company use promotion ,transfers, trainees or interns as the main inter
ment sources for HR needs.
 External source: Include educational institutions and respondent to job advertisements.

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Google
SELECTION :
 The most significant criteria used for the selection of applicants are smartness ,creati
for excellence and alignment with the organization .
 Company does not use work experience as a major criterion for selection .
 Criteria are based on the firms goal of maximization innovation to its broad differentiatio
 In General the company’s selection process involves background checks ,preliminary scre
on-the job test, and interviews..

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Google
RETENTION:
 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
 googles HRM uses coaching and monitoring to retain and develop employees with
leadership potential

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Google
Employee Training
 Compensation packages are competitive and above average .
 There are four steps which Google train their employees
1) Need Analysis
2) Program Design
3) Delivery
4) Evaluating

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Google
Compensation Strategy
 Fuel Efficiency Vehicle Incentive Program provides a $5,000 rebate to
employees purchasing hybrid cars
 27 days of paid time off after one year of employment
 18 weeks of additional paid time off post maternity leave; new fathers ca
n take 7 weeks off
 Monetary Value:

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Google
 Non-Monetary Value:
Compensation Strategy
 Annual on site Health Fair offering free testing services, including eye
exams and cholesterol testing
 Unlimited Sick Leave
 On site Medical and dental facilities, oil change and car wash, courier, fit
ness center, banking center, free breakfast, lunch and dinner on a daily
basis

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Yahoo
Introduction:
 Yahoo! Started from Stanford University.
 founded in January 1994 by Jerry Yang and David Filo, who were Electrical Engi
neering graduate students - created a website named "Jerry and David's Guide to
the World Wide Web“
 In April 1994, Jerry and David's Guide to the World Wide Web was renamed "Yahoo!".
 Companies want to create both an appealing environment to attract and retain employ
and make people feel they belong
 Employee recognition programs to enhance employee motivation, satisfaction, and
employee productivity and improve organizational performance

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Yahoo
Recruiting:
 One of the Largest global Internet companies
• So not many places to find people with bigger or better experience
• Need to identify & hire foundation skills & attributes
• Train People on specifics of surfing & production
 Fun & Cool Place brand recognition
• Lots of Unsolicited Resumes which don’t fit
 Higher Risk/Higher Reward environment
• Cultural fit

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Yahoo
Selection Process:
 Techies:
• Written test (MCQ)
• Technical personal interviews (2-4 rounds)
• Programming test (online)
 Non –Techies:
• Written Test (MCQ)
• Technical interviews
• HR Interview
• HR Interview

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Yahoo
Compensation Strategy
• Individual Target Awards will be aggregated to determine the Company’s target
bonus pool (the “Target Bonus Pool”) for the applicable fiscal year.
• A target cash bonus award (“Target Award”) will be established for each
Participant
 EIP Bonus Pool Funding
 Target Awards
• If the Operating Income equals or exceeds the Operating Income Target, the
EIP Bonus Pool will be funded at 100% of the Target Bonus Pool

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Yahoo
Compensation StrategyCompensation Strategy
 Pros
Benefits (free food), shuttle, pay, life-work balance
 Cons
Products still need to be advertised to gain traffic.
Poor Mission& Vision
 For every 1% (or fraction thereof) that the Operating Income exceeds the Operating Income Target,
the EIP Bonus Pool will be funded at an additional equal percentage of the Target Bonus Pool
 For every 1% (or fraction thereof) that the Operating Income is less than the Operating Income Targe
t, the EIP Bonus Pool will be decreased by an amount equal to 2.5 times that percentage of the Target
Bonus Pool

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Any Question?
Have
You
Any
Question
???

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The End
Nomore Today…Bye!

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Insert your text

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