Google developed acquisition and talent retention strategies to attract and retain top talent. They offer extensive employee benefits like on-site services, fun workspaces that encourage collaboration, and manager evaluations to ensure employee satisfaction. Google also uses predictive modeling and analytics to anticipate workforce needs and improve people management.
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
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
Microsoft’s transformation through the eyes of talent acquisition | Talent Co...LinkedIn Talent Solutions
Chuck Edward, Microsoft
Microsoft’s mission of empowering every person and every organization on the planet to achieve more is grounded in both the world in which we live and the future we strive to create.
To make this a reality, Microsoft is revamping its leadership principles and driving a cultural transformation. Operating on a global scale brings a unique challenge and now more than ever, talent acquisition is at the forefront for Microsoft.
Come learn about the Microsoft journey from “staffing” to Global Talent Acquisition: one where disparate, decentralized teams came together into one cohesive function spanning almost 50 countries around the world. One where it’s not just about filling jobs, but instead sourcing, engaging and converting talent that can change the world.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Google spent the doing what it does best: gathering and analyzing information. It administered surveys, held focus groups, conducted academic research, perused U.S studies, and interviewed and observed employees.
The company figured out what turned employees on and off in terms of rewards and recognition.
Finally they have supported four types of programs:
1- Spot bonus Program.
2- No name program.
3- Peer Bonus.
4- Kudos.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Compensation policy of tata consultancy servicesHumsi Singh
The presentation gives information about compensation policies of the popular TCS. Pay-For-Performance compensation policy is similar to a merit increase because it's based on employee performance. The viewers will be able to understand the concept of compensation management and decision making techniques through this presentation.
Microsoft’s transformation through the eyes of talent acquisition | Talent Co...LinkedIn Talent Solutions
Chuck Edward, Microsoft
Microsoft’s mission of empowering every person and every organization on the planet to achieve more is grounded in both the world in which we live and the future we strive to create.
To make this a reality, Microsoft is revamping its leadership principles and driving a cultural transformation. Operating on a global scale brings a unique challenge and now more than ever, talent acquisition is at the forefront for Microsoft.
Come learn about the Microsoft journey from “staffing” to Global Talent Acquisition: one where disparate, decentralized teams came together into one cohesive function spanning almost 50 countries around the world. One where it’s not just about filling jobs, but instead sourcing, engaging and converting talent that can change the world.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Google spent the doing what it does best: gathering and analyzing information. It administered surveys, held focus groups, conducted academic research, perused U.S studies, and interviewed and observed employees.
The company figured out what turned employees on and off in terms of rewards and recognition.
Finally they have supported four types of programs:
1- Spot bonus Program.
2- No name program.
3- Peer Bonus.
4- Kudos.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Compensation policy of tata consultancy servicesHumsi Singh
The presentation gives information about compensation policies of the popular TCS. Pay-For-Performance compensation policy is similar to a merit increase because it's based on employee performance. The viewers will be able to understand the concept of compensation management and decision making techniques through this presentation.
Google's human resource management uses a mixture of internal and external recruitment sources to maintain the adequacy of its human resources. The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs.
Google’s human resource management practices cover effective employee training programs, as well as performance management to maximize human resource capabilities.
Google’s Performance Management Practices
Employee Training at Google
Google’s HRM: A Look at the Tech Giant’s Strategy, Policies and Practices.
Human capital and its management has become more important than ever in the 21st century. However, very few are ‘good as Google‘ (Parent company – Alphabet) at managing people.
Google Inc the worlds largest and most popular search eng.pdfactivaarts
Google Inc., the worlds largest and most popular search engine company, is also one of the most
sought after companies in the world. Due to the popularity of the company caused by its highly
attractive compensation and benefits packages for its employees, millions of job applications are
constantly received by Google on an annual basis. While other companies envy Google for
attracting and acquiring such highly skilled individuals from all over the world, the company finds it
as a serious cause of dilemma. When Google Inc. topped the ranks for the most popular
companies in the world, it could no longer contain the number of applications it receives from
thousands of job hunters from all over the globe. And since the company aims to hire only the best
employees that fit the organizational culture and standards of Google, the company started
thinking of ways to better improve its recruitment and selection process for its would-be
employees. In an article released in New York Times in 2007, Google Inc shared its non-
traditional, highly creative and unconventional approach of selecting and hiring employees.
Initially, the Google management sought the aid of its highly-competent and well-skilled technical
staff in order to find ways to quickly go through and review the millions of applications it stored in
its recruitment database. The Google Inc management also decided to focus on the distinct
behavioural characteristics and personality that separates Google employees from any other
employees in other known companies. It shifted its focus from academic qualifications and
technical experiences to the applicants personality, creativity, leadership capacities, innovative
and nonconventional ways of thinking and the applicants overall exposure to the world. The
academic qualifications and the intensive job experience just came in as second priorities of the
company in choosing the best candidates for any open positions. Since then, the Google Inc
company not only became known for its outstanding and luxurious job compensation and benefits
packages it offers its employees, but also in making use of some of the most powerful recruitment
assessment tools capable of picking the best employees in the world that fit the standards set by
Google. The Google Recruitment Process One of the most notable statements of Eric Schmidt,
the CEO of Google Inc. is that Google invests in people. The main reason why people from
different cultures, have been dreaming of being recruited and hired by Google is that the company
offers possibly the most outstanding job compensation packages any normal employee could ever
enjoy. In order to attract the best employees, Google draws them by the promise of wealth and
luxury, providing their employees with almost everything an employee could possibly need, from
absurdly high compensations to extravagant and luxurious benefits like gourmet food, car wash,
gym, snacks, exercise classes, dry cleaning services, car services, haircuts,.
GOOGLE 2
Google is one of the model companies to work for based on a number of factors including working conditions, salary, an opportunity for advancement and the work involved. Google has proven itself to be an ideal workplace due to the premium that it places on employee happiness. The key to Google’s success as the ideal workplace is the company’s constant innovation and experimentation to create the ideal work place. As a tech giant, Google has been able to achieve its incredible success due to a culture of creativity and innovation. The company also follows the same approach when it comes to managing its human resource (Bock, 2015).
Google is renowned for its unique people culture and talent management practices and policies. The company’s flexible approach to talent management attracts talented employees to the company in addition to keeping its workers satisfied and engaged (Bock, 2015). The company’s exceptional workplace culture and successful evaluation system enable it to retain high performing employees. Google recognizes the significance of a motivated workforce and the importance of flexibility in nurturing creativity and innovation. As a result, the company has invested in spaces that nurture creativity. It also gives the employees adequate time to experiment with their ideas. As a result, the employees are productive and satisfied which is critical to organizational performance.
Google transformative approach towards talent management is driven by the application of data and analytics to inform its people practices and policies. Through effective use of data and analytics, Google is able to leverage on technology to make more accurate decisions in regard to its human resource asset. Google success as a company is based on its ability to mine massive data sets to inform its business model. The company has extended this practice in managing its talent asset through what it has dubbed a people analytics approach. The approach entails the leveraging on big data and machine learning to gain insight into its employees. This is then used as the basis for making people decisions which has enabled Google to gain tremendously in terms of productivity returns (Bock, 2015).
Google’s employee development and training program is another important people policy that has had a significant impact in its organizational outcomes. Google has heavily invested in the training and growth of its workforce through various programs. This include offering its employees job-specific courses that improve their abilities. The company has also implemented a Google-to-Googler model through which employees learn from one another. In addition, the company has nurtured an organizational culture that encourages learning as a way of developing employees. This is vital as it ensures that its workforce is prepared for the various changes in the increasingly competit ...
1Google Organizational Culture, and its Free Amenities .docxhyacinthshackley2629
1
Google Organizational Culture, and its Free Amenities
Google Organizational Culture, and its Free Amenities
Elif Sam
DR. Martin Jackson
BUS 302
Management Concepts
November 2, 2015
Google is an international, publicly traded entity which has the largest and most popular search engines worldwide. Apart from search engine, Google has other ventures like advertising technologies; cloud computing, web app, operating system development and internet analytics (Pride & Ferrell, 2014). Google history dates back to 1995, when two masters’ students; Larry Page and Sergey Brin met at Stanford University. The two partnered in a study project which eventually became the famous Google search engine. Before its inception, some CEO who was approached by the two students was reluctant to adopt the idea, but later the project was accepted and began its operation. Google semblance to the word googol; which means a number comprising of a numeral one followed by a hundred zeroes, made it more acceptable. Google mission statement is “to categorize the world’s information and make it unanimously reachable and helpful.” Google business model is advertisements (Pride & Ferrell, 2014); latest study report revealed that about 96% of Google’s income comes from profitable search engine advertising. Google being the most popular internet service provider in the globe, it is unbelievable that it earns nothing from web browsing, as it offers these services to its users for free. Google makes its revenue from the proceeds got in advertising for advertisers who are targeting the online users. Google facilitate them to create text-based Ads by us of Google Adwords – which is a personalized serve auction advertising plan.When the user clicks these Ads, the advertisers pay Google.
Google attracts and employs types of people who are innovative, team workers, leaders, creative and intelligent people. Anyone can qualify to work at Google, as long as they have a degree. Google human resource department says that they do not consider the GPA of the student so as to hire them as an employee. But they consider the ability of the potential employer to make quick decisions; also they test the interviewees on their capability to deal with the challenging issues of life when they befall them. The culture of the business at Google is the one which promotes innovation and a healthy discount for impossible (Levy, 2011). Google has brought together a team of talented and elegant people from different origins that merge their skills and knowledge hence making Google a number one leading internet service provider in the world. The following qualities are used to define a leader in Google; a leader is a person, who is a good coach, a leader has ability to endorse their squad and do not micromanage. A leader at Google is a person who expresses goodwill in the success of the teammates and their welfare. A leader is industrious and goal oriented, also he or she is a good listener an.
A presentation that throws light on the strategy that companies use when hiring an employee. This presentation is just for student base & for assignments.
Please Note : This is just a presentation & not an in-dept or accurate plan that is originally used by Google.
MANAGING PEOPLE Group Assignment - Examine the success of Google.comTolga Koymen
- Critically evaluate the performance of groups within Googles’ work culture.
- Discuss the concept of empowerment and its relevance to Google.
- Discuss what management problems you and your team foresee that Google faces in the next few years in order to remain competitive.
- Through your research discuss the success/failure of any other organisation which you consider to be similar in structure and managerial philosophy to Google.
2. Google is a multinational public corporation,
it develops and hosts internet based
services and products. Google is one of the
biggest search engines in internet and it
processes a billion searches. Larry Page and
Sergey Brin started Google as their research
project while doing there PhD at Stanford
university in California
The organization recognizes the importance
of talent management for business
continuity. “People and talent are the only
sustainable advantage in the global
knowledge economy”, (Google, 2012). In
addition, the Google has stressed this
throughout the organization. They have
implemented employee retention strategies
into corporate culture and invest heavily to
recruit and retain human capital.
About
3. Acquisition Strategies
Organizations such as Google have continued to develop
acquisition strategies. This can be specifically observed
in their employee benefits package and incentive
programs. Google is known and recognized worldwide
as an organization that cares about its employees. The
extensive programs, offers, and incentives entice many
prospective and potential candidates. Employees while
at work, have the option to play video games, clean
their clothes, or even go swimming.
4. Talent Retention Strategies
• Google has also demonstrated its ability to manage their talent. Not only is
there a well-established and organized HRM, the organization improves the
manager’s ability to manage. The organization isn’t structured in a triangle tier
with managers and supervisors dominating the top. The organizational
structure is horizontal.
• In this manner, the culture does not mandate the employees submit to the
demands of management due to their title. Managers are often nominated
into their position by their peers and their respect is earned by their leadership
qualities and potential.
• In addition Google, “uses employee reviews of managers-similar to instructor
reviews that college students fill out at the end of the semester-to suggest
courses to managers”, (Walker, 2012). This ensures that management is
meeting their objective and HRM to doing what it can to retain its employees.
Employee satisfaction is fundamental to employee retention. Ensuring that
employees have a voice and their needs are being addressed and assist HRM in
talent management.
5. •Google has an extraordinary focus on increasing
collaboration between employees from different
functions.
•It has found that increased innovation comes from
combination of 3 factors- Learning, collaboration and
fun.
•It even tracks the times spent by the employees in
the café lines to maximise collaboration.
Work place Design drives Collaboration
6. Predictive modelling:
People management is forward looking at
Google. As a result, it develops predictive models
and uses “what if” analysis to continually improve
their forecasts of upcoming people management
problems and opportunities. It also uses analytics
to produce more effective workforce planning,
which is essential in a rapidly growing and
changing firm.
Bicycles painted in the corporate
color scheme are available for
free use by any employee
travelling around the Googleplex