HR FUNCTIONS OF GOOGLE
- 1. HRFunctions IISWBM IHRM(H-31). Name : Suvobroto Banerjee Roll No : 40 MBA : 2017-2019
- 2. Content : Googles HRM 1. HR Planning, Job Analysis & Design 2. Recruitment, Selection, Retention 3. Training, Performance Management 4. Compensation, Career Development
- 3. HR Planning, Job Analysis & Design Human Resource Planning Forecasting : Trend analysis is a quantitative technique that allows the company to predict possible HR demand based on current conditions and changes in the business . Scenario analysis is a qualitative technique involves analyzing different combinations of variables to predict HR demand for each resulting scenario. Surplus & Shortage of Employees: In developing and providing web-based and software products, human resource surplus and shortage are not a significant concern. For production processes, Googles human resource management identifies possible surpluses and shortages through forecasting techniques.
- 4. Balancing Supply and Demand : If demand for web-based/software products and online advertising services increase, Google does not need to commensurately increase its human resources in these business areas because of the digital nature of these products. The company needs to address HR supply and demand in other areas, such as the production and distribution of consumer electronics like Nexus and Chromecast. For these areas, Google uses a flexible strategy where new employees are hired based on forecasts of human resource needs.
- 5. Job Analysis and Design : Job Analysis : Google uses a combination of worker- oriented job analysis methods and work-oriented job analysis methods in research and development, and jobs in product design and manufacturing. Job Description & Specification: The job descriptions and specifications for positions in product development, for instance, significantly differ from the job descriptions and specifications for positions in human resource management.
- 6. Recruitment, Selection, Retention Recruitment : Googles success is based on its high quality human resources. Sources : The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs Direct Method On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements Indirect Method
- 7. Selection Process The most significant criteria used in Googles human resource management for the selection of applicants are smartness, creativity, drive for excellence, and alignment with the organization. The companys selection process involves background checks, preliminary screening, on-the-job tests, and interviews. Googles human resource management uses different procedures and steps for the various positions in the organization.
- 8. Employee Retention Programs Googles compensation packages are the main HRM tool that the company uses for retaining high-quality human resources. The companys compensation packages are competitive and above average. Employees get free meals and other incentives and benefits. The typical design of the companys offices emphasizes fun and creativity, which attract and retain creative and innovative workers. Coaching and mentoring to retain and develop employees with leadership potential.
- 9. Training, Performance Management Employee Training : Needs Analysis: Googles HR management uses different types of needs analysis, such as organizational analysis, work analysis, and cost-benefit analysis. Program Design : The relational model focuses on the relationship of the company with employees to foster creativity and innovativeness . The results-oriented approach focuses on training outcomes. For example, in implementing a training program, Google uses this approach to facilitate employees learning.
- 10. Delivery : Delivers training programs in various ways, such as discussions, simulations and on-the-job training. The companys HRM uses on-the-job training to maximize the transfer of knowledge to new hires or interns Evaluation: The summative purpose is to determine the effectiveness of the program in developing human resources. The descriptive purpose of evaluation is to understand the effects of the training on employees. Google uses evaluation variables , like trainees learning and reactions, and the results of training programs in terms of changes in knowledge, skills, and abilities of employees.
- 11. Performance Management Practices Performance Planning : HRM evaluates employees performance in internal communications and problem- solving activities to decide on performance management approaches. Performance planning efforts address customer service, communication, support for diversity, and problem solving abilities. Link to Corporate Objectives : Emphasis on diversity supports diverse ideas, and problem-solving abilities which lead to higher rates of innovation. Innovation is part of Googles corporate objectives.
- 12. Measurements and Standards : The firm uses individual measurements of ethical conduct and contributions to innovation , creativity and quality of output. It uses team variables like collaboration level. Performance Interviews : Googles HRM uses unstructured and informal interviews in the fun meeting places, such as the coffee and snack areas of its offices. Individual performance interviews and team performance interviews. Performance Problems : Googles HR managers are concerned about negativism, power struggles, and delays.
- 13. Compensation, Career Development Career Development : Individual-Organization Matching: Google approaches for matching individual and organizational needs address person-job fit, person-organization fit, and person- group fit to get maximum human resource performance at the job level, team level, and organizational level. Career Opportunities and Requirements Identification: Job analysis enables HR managers to identify possible career options for individual employees. Google uses coaching as a way of understanding the dynamics involving the individual employee and possible career options within the organization.
- 14. Employee Potential Assessment. Googles human resource management assesses employee potential through interviews, appraisals, and coaching Instituting Career Development Initiatives : During or after appraisals, the companys human resource management informs employees of possible career opportunities. In addition, some career development initiatives taken as the need arises, such as when a new business or product is developed.
- 15. Compensation Strategy The company provides high salaries, together with comprehensive incentives and nonconventional benefits. Provides benefits like medical insurance, retirement pensions, free meals, and free use of exercise equipment. Compensation strategy is to attract highly qualified smart and innovative employees.
- 16. Thank You