...cannot be imitated (recruiting people who can do precisely the same thing and 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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...of a global recession and downturn across industries as economies around the world are globally connected and interdependent. An organization with performance driven HR planning and development practices distinguish itself from 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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...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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...A TERM PAPER ON , HR at Google SUBMITTED TO: SUBMITTED BY: Prof. Smitha Roll No 2,12,22,32. “Our employees, who call themselves Googlers, are everything. We hope to recruit many more in the future. We will reward and treat them well.” Larry Page and Sergey Brin, Founders of Google 1. Introduction Managing human resources effectively has become vital to organizations within the modern and fastpaced business environment (Caldwell, Chatman, & O'Reilly,1990). Human Resources specialists are more important in business strategies today where market is dynamic and changeable. 2.1. Objectives of the study To analyze HRM technique and methods To analyze how employees help a company in differentiating itself from its competitors To analyze how companies attract the best-knowledge workers and retain employees in a competitive environment To analyze the innovative HR practices and the 'Best Place to Work For' culture at Google To analyze the future implications of Google‟s HR practices in the long run 2. Google.com 3.2. Background of the Company Source: http://www.google.com/ Source: http://www.google.com/ Google (illustrations of the company web site presented in Appendix 1 ) is a company that was...
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...Company Motivational Profile Google is a company which was formed in 1998 by two men; Sergey Brin and Larry Page. The search engine was named “Google” after a similar word “googol” which means a number “1” followed by “100” zeros, meaning “a lot” of information. The two men shared one mission which was to organize information on the internet, making it so everyone could access, making it more useful overtime. When Google.com was formed in 1998, it was basically a search engine which allowed people to search for basic information. Today’s Google.com offers a much broader selection of services which can be found through their search engine. Google also offers many services along with its famous search engine such as Google Maps, You-Tube, Google Apps, Google Earth, Gmail, Google Calendar and Google Docs which are all programs designed to help users find information more efficiently. Google also earns profits through advertising; from displaying text ads for mobile advertising to large and small companies as well. Google first came to light with their first advertising program in 2000 called Ad Words, which was a program that allowed people to see how ads can be useful. Currently, the company is involved into display advertising which is growing rapidly due to products such as their Google Display Network, comprised of over 1 million partnered websites including other Google-owned websites such as YouTube. Google has recently posted a third-quarter revenue of $7.20...
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...HR department, it's possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization. Ads by Google Google Apps For Work Get Custom Email For Your Domain, Storage & More At Only $5/User/Mth.apps.google.com Recruitment The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions. Recruiters who work in-house -- as opposed to companies that provide recruiting and staffing services -- play a key role in developing the employer's workforce. They advertise job postings, source candidates, screen applicants, conduct preliminary interviews and coordinate hiring efforts with managers responsible for making the final selection of candidates. Safety Workplace safety is an important factor. Under the Occupational Safety and Health Act of 1970, employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety training and maintain federally mandated logs for workplace injury and fatality reporting. In addition, HR safety and risk specialists often work closely with HR benefits specialists to manage the company's workers compensation issues. Employee Relations In a unionized work environment, the employee and labor relations functions of HR may be combined and handled by one specialist or be entirely separate...
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...Expectancy Theory---------------------------------------------------------------4 2.4. Three needs theory--------------------------------------------------------------4 3. Hiring practice in Google-----------------------------------5 4. Job design in Google-----------------------------------------6 5. Many questions on hiring practice and job design in Google--------------------------6 6. Practical implications-----------------------7 7. Conclusion--------------------7 8. Reference list---------------------8 Executive summary Google is a successful company among employees and IT industry that vast candidates want to join into Google and become a ‘Googler’ (Page & Brin, 2012). Based on its success, it is obvious that there are many unique strategies implemented in Google. For example, motivational company value, rigorous hiring practices and autonomic job design principles. This report attempts to explore these main tactics behind Google’s success. Besides, it also analyses many motivational theories to evaluate Google’s practices. While all information within this report has come from vast resources, ranging from academic journals and books, the lack of academic investigations such as survey etc. has to be recognised on analysis of practice of Google. 1. Introduction The known Google was set up in September 1998 by its founders Larry Page and Sergey Brin who created an epoch-making search engine for people and even changed the world...
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...Resources (MGT 522)Cohort 9January 29, 2011 Comprehensive Cases Google 5. What sorts of factors do you think Google will have to take into considerationas it tries transferring its culture and reward systems and way of doingbusiness to its operations abroad? As the company grows internationally, it also faces the considerable challenge of recruiting and building staff overseas.From my point of view, in Google trying to transfer its culture, reward systems and wayof doing business to its operation abroad, they have to take into consideration towcategories of employees.A. Employees or the members of abroad branch. A company like Google that has beneficiated for a great heterogeneity, cultural, racial,religious, etc., in its U.S. locations, and where the spirit of democracy is a constant, canbe surprising in dealing with the homogeneity presented in many countries, includingEurope and Asia. Even in EU countries members have different policies in terms of remuneration of employees, contracts of employment, vacation days, sick days, firing,laying, labor protection, work condition, work time, etc.- Cultural factors , the basic of values their citizens share, and in the ways these valuesmanifest themselves in the nation’s arts, social programs, politics and way to doingthings. S.Mayson & R. Barret afirm in 2007 that the cultural differences influencehuman resources policies and practices.- Legal and political factors. Legal factors are determinate in...
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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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...Designing Happiness: Emotional Equations to Connect with Customers Mrs. Johanna Espinosa Human Resources Practices at Google in terms of some management perspectives: Exploring the Entrepreneurial Spirit. February 17, 2016 Daniela Dieguez Google has being named one of the best companies worldwide for the last couple of years. The success of Google products and services is mainly because of innovation expected from every employee and 20% time given by the company for this purpose. The company is known for its unique culture and Human Resource policies and is acknowledged as an innovator and best employer. They have developed practices and policies that are ideal for the working environment but without being critic. “Google is organized around the ability to attract and leverage the talent of exceptional technologists and business people. They have been fortunate to recruit many creative, principled and hard-working stars.” With no doubt, Google is the best place to work in. Google’s ability to leverage itself from competitors offers attractive packages, which serves as a pull factor for Google. Some of the benefits include: flexible hours, promote the human talent by providing creative, nurturing environments, free meals and implement more activities concerning the employee’s health yet at the expenses of high returns in investment. Google’s compensation programme rewards strong performance and its training programmes help overcome weaknesses and underperformance of its...
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...business in getting good outcomes by motivating the employees. INTRODUCTION TO ORGANISTION'S CULTURE It can be noticed that now organisation's culture have great importance in the management of human resources for having a growth in corporation or organisations performance and for the better achievements. In many developed countries organisation's culture has been recognised as main source of difference in performance practices. organisation's culture helps us to identify the organisation's beliefs, meanings, values, norms and rituals in which things are done in the organisation. The concept of culture is the environment and executions that organisation develop around their employees working, or to promoted values and statement of beliefs of an organisation (Schein, 2004). In short organisation's culture contains what it has been good at and what has worked in past. these executions and practices are easily accepted by the long term employees often called legends of organisation. these legends helps to new employees to learn things. apart from practices, norms have its own importance within organisation. A norm is a expected behaviour pattern that is part of culture. employees worked according these norms under a organisation. As personality and character shows a person's behaviour similarly, behaviour of a group through the shared norms of organisation shows its culture. The two types of cultures that exists in organisation are visible culture and invisible culture...
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... and the aim is not only to see through the recession, but more importantly4, to ensure employees are still committed to the organization. HR development acts as the mentor5 to its employees – guiding, training and educating them in the way of the industry and the organization. Well trained and competent employees, who are able to showcase themselves and their organization to the customers in a more effective manner, help in increasing customer satisfaction and overall clientele, by adding credibility and reputation to the business. Effective HR planning and development practices6 bring quality and loyal workers who are committed and passionate about the success of their organization. Google Inc., the 9 year old technology service provider based in Mountain View, California, was voted7 the number one Best Company to Work for in America...
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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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...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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