Presented By:

Group 4
Anuja Bhakuni | Anuja Basotia | Lata Santore |
Dakshita Agarwal | Mounika Sai | Srishti Kumar
About the company
● Based in Mountain View, California, Google is the largest and most popular
search engine in the world.
● Google was founded in 1998 by Larry Page and Sergey Brin with the singular aim to
“organise the world’s information and to make it universally accessible and useful”.
● In the (almost) 20 years since it wasfounded the tech giant has become synonymous
with innovation, and has become known for its unique work culture and human
resource policies. It has been named the No.1 “Best Company to Work for” by both
Fortune magazine and the Great Place to Work Institute a total of 9 times.
Organizational
Culture
Google’s organizational culture is a driving force
that pushes the company to continue its leadership
in the information technology and online
advertising industries.

Google’s corporate culture motivates employees to

share information for the purpose of supporting
innovation.

INNOVATION- Innovation is a factor that enables the

company to maintain its competitiveness against
other technology businesses, such as Apple,
Facebook, IBM, Amazon.com, Microsoft, Intel,
Twitter, and Snap Inc. (Snapchat)
Characteristics
that define
Google’s ● Openness
● Innovation
corporate ● Excellence that comes with
smartness
Culture ● Hands on Approach
● Small company-family Rapport
Organizational Structure
cross-functional organizational structure
technically a matrix corporate structure with a
considerable degree of flatness. This flatness is a defining
structural feature that supports the company’s growth
and competitiveness.
Characteristics
of corporate ● Function based
definition
Structure ● Product based
definition
● Flatness
 Google’s Human Resource Planning
Forecasting:- Human resource managers at Google
use trend analysis and scenario analysis for 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 Google’s qualitative technique for

forecasting HR demand. Scenario analysis involves
analyzing different combinations of variables to predict
HR demand for each resulting scenario.

In this way, Google uses a combination of quantitative

and qualitative techniques for forecasting HR demand.
Surplus & Shortage of Employees.
● In developing and providing web-based and software products, human resource surplus
and shortage are not a significant concern.
● Concerns about surplus or shortage of employees at Google are mostly in the production
processes, such as the manufacture of Chromecast and the provision of the Google Fiber
Internet and cable television service.
● For production processes, Google’s human resource management identifies possible
surpluses and shortages through forecasting techniques.
● Thus, the company’s human resource planning includes forecasted surpluses and
shortages of human resources. Such information is used for recruitment and scheduling.
The combination of Google’s HR management approaches for forecasting, identifying
issues with surplus and shortage of employees, and balancing of human resource
supply and demand effectively supports the human resource needs of the firm.

Google uses conventional methods and techniques together with advanced

information systems to analyze human resource data to support human resource
management decisions.
Google’s Recruitment Practice
1. Openness and transparency: Google make
an effort to explain the process and the next
steps, making it clear to the candidate what
is required of them.
2. Simple and standardized: By providing this
clarity for the applicant, Google encourage
candidates to apply in a standardized manner
making it easier to process and evaluate.
3. Achievement and experience focused:
Google is most interested in what you have
done in the past and what experience you
can bring to the team. This is reinforced by
having a separate hiring section for students
and recent graduates.
4. Involve other staff members: Hiring
Committee and Senior leaders are sought
throughout in recruiting the right candidate
for Google
5. Communication with candidates
EMPLOYEE TRAINING AT GOOGLE
● Google employees are given tremendous opportunities to learn and grow
● Professional development opportunities offered to all employees include classes
on individual and team presentation skills, content development, business writing,
executive speaking
● There are 4 steps in training
● Need Analysis
● Program Design
● Delivery
● Evaluation
 ● Organizational analysis :
Organizational analysis identifies
new human resource needs
based on the firm’s current
situation
● Work analysis: Work analysis
Need Analysis determines the specific
requirements to fulfill work tasks
or Google applies work analysis
on new jobs
● Cost benefit: Cost benefit
analysis determines the
practicality of training programs
and activities.
 Google’s HR management uses a
combination of the relational model
and the results-oriented approach for
training program design

Program Design ● Relation Model focuses on the

relationship of the company with
employees
● Oriented Approach focuses on
training outcomes
 Google’s human resource
management delivers training
programs in various ways

● Discussions enable Google to

maintain rich communications
involving employees
Delivery ● Simulations empower Google’s
employees to understand the
details of work tasks projects and
products
● On-the-job training to maximize
the transfer of knowledge to new
hires or interns.
 Google has summative and
descriptive purposes in evaluating
training programs

● Summative purpose is to
Evaluation determine the effectiveness of
the program in developing
● Descriptive purpose of
evaluation is to understand the
effects of the training on
employees.
Career Development at Google
1. Individual-Organization Matching. Google matches individual and
organizational needs by filling positions based on a combination of performance
appraisals and interviews. These appraisals and interviews provide information for
human resource managers to ensure proper fit between employees and the job,
organization, and team.

In this regard, Google’s human resource management’s approaches for matching

individual and organizational needs address person-job fit, person-organization
fit, and person-group fit. These different kinds of fit support maximum human
resource performance at the job level, team level, and organizational level,
respectively.
2. Career Opportunities and Requirements Identification: In relation, Google’s HR
management identifies career opportunities and requirements through a combination
of job analysis and coaching. 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.

3. Employee Potential Assessment: Google’s human resource management assesses

employee potential through interviews, appraisals, and coaching. Appraisals provide
an objective evaluation of the employee’s potential. Interviews and coaching enable
Google’s HR managers to determine the potential effectiveness of employees for
different kinds of jobs. Appraisals indicate how employees are doing in their current
jobs, while the interviews and coaching indicate the employees’ level of interest for
certain jobs and how they could fulfill other jobs at Google.
Instituting Career Development Initiatives.

Some career development initiatives are regularly instituted at Google, while others are
applied as the need arises. Google conducts annual appraisals, which are also used as
basis for career development. During or after appraisals, the company’s human
resource management informs employees of possible career opportunities. In addition,
the firm institutes some career development initiatives as the need arises, such as when
a new business or product is developed. For example, the development of the Google
Fiber business creates new career opportunities, which are presented to the company’s
employees.
Work Life Balance at Google
 “Promoting
flexible schedules and personal Famous Perks:
and professional balance, where
● Flexible time
employees learn how to manage
● Multitasking
their time, multitask and
● Free meals
collaborate.”
● Napping pods
● Gym Membership
The new Mountain View, California
headquarters

● outdoor amphitheatre
● solar-powered tent workspace
● woods surrounding
● cutting edge technology

The more attractive their workplaces

are, the more work their employees
do.
Makings googlers lives easy;

● Bicycles and electric cars

to get staff to meetings
● Gaming centers
● organic gardens and
eco-friendly furnishings
Health and travel:

● on-site physicians, nurses,

medical services
● health care coverage to
keep its employees happy
and healthy
● Travel insurance
● Emergency assistance
 Google encourages employee to
spend 20% of their time pursuing
innovative ideas that they are
passionate about. Products and
applications, such as Google News,
Google Alerts and Google Maps Street
View, have been born from this
principle.
To help with morale, employees are
free to bring their pets to work.

Some Googlers describe that being

able to bring their pets to work keeps
their energy levels up, as well as
bringing joy to other employees.