...Compensation Pratice: Google Compensation Practice Tiyauna Walden Lezlie Banks Compensation Management February 5, 2013 Abstract Google operates on having competitive pay amongst its competitors. As well as being paying at the highest levels within its markets. With Google making the decision to invest all of this money into its employees a lot of time and research had to be put into the investment. Although, the time and research was thought out there are always pros and cons to the decision. The company can be positively impacted and or negatively impacted. As well, as the employees themselves. Introduction All organizations have a compensation plan, written or unwritten, formal or informal. For some organizations, the purpose of that plan may be merely to meet compliance requirements. For other organizations, the goal of the compensation plan may be to attract qualified employees, to retain those employees, and to motivate employees to direct their efforts towards achieving the goals of the organization. Regardless of the goal, size and complexity of a compensation plan, there are generally many easily-identified elements to any compensation plan. Before an organization actually develops a compensation plan, there are several questions that need to be answered. Taking the time to consider and answer these questions will make the both the process of developing and administering a compensation plan much easier and will result in the development of a compensation...
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...Compensation Management(BUS 409)Dr. Antony J. JacobStrayer University2/3/2013 Google Inc. is an American multinational corporation that provides Internet-related products and services, including internet search, cloud computing, and software and advertising technologies. It is the world’s 36th -largest company measured by market capitalization. The company was founded in 1998 by Larry Page and Sergey Brin. Larry and Sergey met at Stanford University in 1995. By 1996, they had built a search engine (initially called BackRub) that used links to determine the importance of individual webpages. Larry and Sergey named the search engine they built “Google,” a play on the word “googol,” the mathematical term for a 1 followed by 100 zeros. Google provides a variety of services for people and businesses. They provide a variety of tools to help businesses of all kinds succeed on and off the web. Their advertising programs, which range from simple text ads to rich media ads, help businesses find customers, and help publishers make money off of their content. They also provide cloud computing tools for businesses to save money and help organizations be more productive. Google also builds products that make the web better. With products like Chrome and Android, Google makes it simpler and faster for people to do what they want to online. Google’s mission is to organize the world’s information and make it universally accessible and useful. When it comes to Google’s compensation...
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...set up the systems that enable people to imitate your competitor),and not good substitutes ( cannot match committed and talented employees who are well trained and highly motivated.). Therefore, managing human resources effectively has become an essential element to the success of organization. There are several important HRM practices that should support the organization’s business strategy: analysis and design of work, HR planning, recruiting, selection, training and development, compensation, performance management, and employee relations. An organization has great performs when all of these practices are managed well. Google is the best company to work for in 2012 with two million candidates applying to work there each .There are many factors to help Google become the biggest brand name in the world and a dream- house of many workers today, and managing human resources is one of these. This essay will discuss three practices: Recruiting, Training and Development, and Compensation that Google implemented to organization to add economic value and create a high...
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...responsibility to formulate and implementing the career development plan, but they need to receive support from the organization in doing so. Google’s approach as a corporation leaves it up to the employees to knows what what’s out there and available to them for a successful career path. Self-reliance and the urgency is the approach Google would like to see in its employees an opportunistic attitude that will drive an individual approach towards his or her successful career path. Some of the development tools that Google offers are GoogleEDU. GoogleEDU, “the search engine’s two-year-old learning and leadership development program, offers classes for new managers and executives to help them adjust to the Google culture and manage Google’s staff in a professional manner. This is a formalizing learning opportunity that teaches employees what they need to know to keep productive and allows creativity. The development tool also, enhances each employee's current performance and increases support in the overall business strategy. Google has also implemented Project Oxygen in an effort to analyze why people leave Google. People typically leave a google for one of four reasons, or a combination of them. The first is that they don’t feel a connection to the mission of the company, or sense that their work matters. The second is that they don’t really like or respect their co-workers. The third is they have a terrible boss — and this was the biggest variable. Lastly, poor career development...
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...This paper will discuss Google Inc. (name of MNE) concerning globalization and its HRM strategies. Google Inc. is an American multinational corporation that provides Internet-related products and services, including internet search, cloud computing, and software and advertising technologies. The company was founded in 1998 by Larry Page and Sergey Brin. Larry and Sergey met at Stanford University in 1995. By 1996, they had built a search engine (initially called BackRub) that used links to determine the importance of individual webpages. Larry and Sergey named the search engine they built “Google,” a play on the word “googol,” the mathematical term for a 1 followed by 100 zeros. HRM Function There are several factors that affect the HRM of Google Inc. Some of these are discussed in the succeeding paragraphs. Globalization impacts the company in the following ways: The first impact of globalization is Google provides a variety of services for people and businesses. They provide a variety of tools to help businesses of all kinds succeed on and off the web. Their advertising programs, which range from simple text ads to rich media ads, help businesses find customers, and help publishers make money off of their content. They also provide cloud computing tools for businesses that save money and help organizations be more productive. Google builds products that makes the web better. With products like Chrome and Android, Google makes it simpler and faster...
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...competitors and brings quality & loyal workers who are committed and passionate about the success of their organization. In order to understand the concepts and HRM strategies/practices learned in lectures better, I have chosen the company that has ranked 1st on ‘100 Best Companies to Work For’ list of Fortune (a well-known international business magazine) for 2007, 2008 and 2012. , based in Mountain View, California, Google is the world's most popular search engine. The company started out of a garage in 1998, has generated wealth faster than any company in history and now dominates the worlds’ information industry. Currently, Google has more than 30,000 employees worldwide is not just known for its innovative breakthroughs in the technology industry, but is also known for innovative human resources (HR) policies. Google is an icon of success among Internet companies. A survey conducted by Business Week magazine showed that Google was the most sought after company by college students, MBAs, women, engineers, and diverse individuals. As of 2008, Google receives...
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...1. Company Profile: The purpose of this outline is to analyze the strategies that Google uses to motivate employees to work at the expected level of performance. Larry Page and Sergey Brin, two Stanford University graduate students, formed Google in 1998. They came up with Google to organize the world’s information and make it universally accessible and useful (“Company”). Through innovation and creativity Google has continued its success. As Google continues to grow it tries to retain a small company feel and creative workspace, which helps the company continue to succeed. 2. Company Background and Stats: a. Major Products and Services: Google is one of the largest internet search engines which provides maps, images, news, shopping, social networking, translations, advertising space, and Droid products. b. Number of Employees: 32,467 (Total full time)(“Mergent”). c. Annual Revenue: 37,905,000,000 (“Mergent”) 3. Observable Components of Company Motivation Strategy: d. Component 1: Google’s Compensation Motivation. Google employees receive individually tailored compensation packages. With the custom pay packages, employees receive competitive salaries, and get to choose from a wide variety of benefits to create compensation packages that are tailored to each employee’s personal needs and wants (“Benefits”). This idea behind compensation is good motivation because it makes employees feel that their inputs are worth the outputs they receive...
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...and a proxy statement for Google Inc. Source: Google Inc. SEC Filings, Form 10-K, http://www.sec.gov/Archives/edgar/data/1288776/000119312513028362/d452134d10k.htm Google Inc. SEC Filings, proxy statement, http://www.sec.gov/Archives/edgar/data/1288776/000119312512222158/d320628ddef14a.htm Conclusion: As a group we learned a lot throughout the process of this project.One of the most important things that we, as a group, learned from the project is how to read and comprehend both a 10-K form and a proxy statement. If we wanted to invest in a certain company, we would be able to pull up the 10-K form and assess how the company performed in its last fiscal year. For example one member learned what is the par value of the stock, and with that he can compare the current market value of stock with the par value of stock. He also learned that the EPS can be used to calculate the company’s profit. One member learned how to apply book knowledge to a practical situation, and felt that one day this will benefit them in the future.We could make an educated decision on whether or not to invest, which could potentially save us a bit of money, but hopefully aid us in making profitable investments. Also, it was a great experience working in a group setting. If one member had a difficult time answering a question, it was nice to be able to turn to a team member and work through the problem together. I. Background information Name of the company: Google Inc. (10-K, cover page). ...
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...| COMPENSATION POLICIES | Definition, Systems and Applications | Team 4:Sílvia DuarteJoão LimaLuís NetoHussan Shihabi Authors Note:This analysis is being submitted on November the 12th, 2015 for the Human Resources Management taught by Rocio Bonet for the Magellan MBA 2015-2016 program at Porto Business School – Associação EGP Universidade do Porto. | Table of Contents 1. INTRO 3 What is Compensation? 3 2. WHAT INFLUENCES COMPENSATION POLICIES? 3 3. INCENTIVE APPLICATIONS 4 4. EQUITY-BASED COMPENSATION 4 5. EXECUTIVE PENSITION-BENEFIT, WELFARE-BENEFIT AND PERQUISITE PROGRAMS 5 6. CASE APPLICATION: GOOGLE 5 7. CONCLUSION 5 Our assets walk out of the door each evening. We have to make sure that they come back next morning. Narayana Murthy 1. INTRO What is Compensation? Compensation is a methodology to provide monetary value to employees in companies in exchange for work performed. In the case of human resource management, compensation is can be as money and other benefits received by an employee for providing services to his employer. Money and benefits received may be in different forms. A compensation can be divided in four great categories. It can be classified as direct and indirect compensations. As direct method there as cash compensations they can be delivered as guaranteed pay, a fixed monetary reward paid by the company to its employees, the common form is a base salary. Other type of compensation dependent...
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...Salary at Google is relatively high compared to competitors. If we count all kinds of job in Google, the average salary is $56,000, which is secondly highest salary following Yahoo. But if we only consider engineers, the average salary becomes $141,000 and this is the highest one in the industry. Within Google, engineers tend to get more paid than designers. Moreover within the engineers, research engineers get more salary. Google raises employees’ salary not by tenure, but based on their performance. They give 25%~30% of additional bonus to employees per year if they got good results. This pay policy also contributes to active work environment in Google. Google is also well-known for great compensations. The benefits for Google employees can be categorized into 4 areas: Health & Wellness, Retirement & Savings, Time away, and others. First, in terms of health & wellness benefits include basic medical insurance. This also includes dental and vision insurance such as exams, lenses and frames for glasses. Google also provide EAP which includes legal consultations, financial counseling, child care referrals, pet care referrals, and more. They are offering Flex Spending Account Plan to their employees. This plan is literally providing an account for medical purposes. Also there is Short Term Disability Insurance that gives at nearly 100% of take-home pay and if it is exhausted, employees can get Long Term Disability that provides at 60% of take-home pay. There are more benefits...
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...1). This paper will explore how successful total rewards management systems and the correct implementation of it allowed two top companies achieve success. Total rewards management as we know it “encompasses not only compensation and benefits but also personal and professional growth opportunities and a motivating work environment” (Heneman 3). Hoovers.com states that internet search engine giant, Google, historically reports year-after-year revenue and net income growth. The total rewards management system is world renowned and the successful implementation of it is reflected in Google’s financial reports and consistent awards and recognition. The second company under the scope is US based retailer Costco which sells a variety of products from household appliances to bedding and groceries (Datamonitor.com). Costco Wholesale Corporation is often held up as a retailer that does it right, paying well and offering generous benefits according to Ann Zimmerman in her article Costco’s Dilemma: Is Treating Employees Well Unacceptable for a Public-Traded Corporation (Wall Street Journal). The conclusion will be drawn that both Google and Costco’s are leaders in both of their total reward management strategies and the implementation of it. But how? How did Google and Costco get to that point? People in the field of Human Resources recognize the many challenges associated with creating and implementing successful total rewards management strategies. In Implementing Total Rewards Strategies...
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...HR PRACTICES IN GOOGLE 1. Building innovation into job descriptions: '20 percent time' Technical employees are required to spend 80% of their time on the core search and advertising businesses, and 20% on technical projects of their own choosing." "Employees' work structure follows a '70/20/10' model, 2. Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature. 3. Letting the market choose: “crowdsourcing” its product strategy 4. Cultivating a taste for failure and chaos Schmidt encourages it: “Please fail very quickly—so that you can try again.. he had praised an executive who made a several-million-dollar blunder: “‘I’m so glad you made this mistake. Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we don’t have any of these mistakes, we’re just not taking enough risk.’” 5. Supporting inspiration with data - making extensive, aggressive use of data and testing to support ideas according to a Harvard case study people aren't allowed to say 'I think' but instead must say 'The data suggest...' 6. Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have...
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...Johnson and Kenna Grace and Tonnet Slan Presented to Dr. Glenn Palmer Compensation and Benefits |Bank of America: |April 20, 2014 | What is Compensation? “Compensation represents both the intrinsic and extrinsic rewards employees receive for performing their jobs.” Martocchio, J.J. (2013) A Human Resource Management Approach. Compensation as most know is the hourly or annually paid. Compensation consist more of just hourly or annually pay. Organizations create monetary compensation process to reward their employees for their job performance. Monetary compensation is the core of compensation. A nonmonetary reward includes benefits such as medical insurance, paid time off and other services. Employees receive a base pay for performing their jobs. Base pay is recurring based on the company pay schedule. Companies distribute base pay to their employees in one of two forms: hourly pay or as salary. Employees earn hourly pay for every hour worked and salaries regardless of the number of hours worked. Understanding compensation’s goal in an organization takes understanding the role of HR and how compensation function fits into HR. Compensation Philosophy A compensation philosophy is a formal statement providing information on the company’s position about employee compensation. Compensation philosophies are usually created by the human resources department with feedback...
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...Why Google is a great place to work  Prepared by Ekaterina Miller Instructor: Michael Marcis History Google began in March 1996 as a research project by Larry Page and Sergey Brin. Their goal was “to develop the enabling technologies for a single, integrated and universal digital library." And was funded through the National Science Foundation among other federal agencies. Google has created some very impressive milestones of its time and continues to grow rapidly every day. The name “Google” comes from a mathematical term for the number 1 followed by 100 zero’s. The use of the term reflects their mission to organize a seemingly infinite amount of information on the web. In 1998 Google had made its mark as one off the Top 100 websites. Even at the very beginning they received only the best reviews. They then went on to become the most successful internet company ever. Early in 1999 they struck a deal with Sequoia Capital and Kleiner Perkins for $25 million. In November 1999 Charlie Ayers joined Google as the company’s first chef. In April of 2000. Google announced the MentalPlex program, which envisages the software’s ability to read your mind as you visualize the search results you want. In June of 2000, Google partnered with Yahoo! to become their default search provider. Also in June they announced the first billion URL index, making Google become the world’s largest search engine. In September of 2000 they started offering searches in Chinese, Japanese, and...
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...Date and time: November 29, 5pm Name of the Company under study: GOOGLE, INC (Text pages 712-715) Where Headquartered (city/state): Mountain View, Ca Part I: Comprehensive Case Analysis – Developing HR Business Partner Competencies in this Case Analysis 1.0 Background on your Company (Type the Company’s background in 3 paragraphs.). Tip: See the “about us” or company information portion of the company’s website or other source. Keep track of all your sources. They are to be included in Section 10 of this report. The creation of goggle’s company starts in 1996 between two smart students of Stanford University, Larry Page and Sergey Brin. They first try to understand the importance of web pages for people. Their aim was to find the best and faster way to connect people with all information. The company was founded in September 1998, they offer results from a huge amount of Web pages. The results are based on a proprietary algorithm. Google’s technology for ranking Web pages is called PageRank http://www.hoovers.com/company/Google_Inc/hsrfri-1-1njht4-1njfaq.html The company growth gradually because of the index of the Websites and other online content that they made it accessible through their search engine to everybody who has access to internet. The company offers different types of useful search. Today, Google operates the leading Internet search engine, by offering very precise search results from actually billions of Web pages. The company is...
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