[BBMM302 - HUMAN RESOURCE MANAGEMENT] GROUP REPORT HRM PRACTICES AT - Page 1 It has been voted as Fortune Magazines. its" people" in terms of the best practices of HRM in the work place. 'Best company to work for' and is committed to be so every year. The have addressed the social as well as the psychological aspects of an employees organisational needs and at the same time addressed their personal needs as well.EXECUTIVE SUMMARY Google is one of the top technological and innovative companies in the world and they have done this though the successful implementation of its business and corporate strategies and delivering outstanding results for shareholders and other stakeholders in the organisation. This report aims to identify the purpose of three primary HRM activities namely. Recruitment. Then we identify the best practices of these HRM functions at Google and finally analyse the practices and determine whether they are being fulfilled in a right and legal manner. Google has done everything and more for its organisation and its most valuable asset. It is important for organisations to ensure its HRM and HRD activities align with it organisations vision. Selection and Retention. mission and strategy and every once in a while organisations need to assess whether the right path is being followed. An analysis into the report will set a clear picture on how Google fulfils its strategic and HRM purposes. Training and Development and Reward Management. Page 2 . Vision.Company Background 4 GOOGLE .CONTENTS EXECUTIVE SUMMARY 2 GOOGLE . Mission and Business Strategy 4 IDENTIFICATION OF VARIOUS HR FUNCTIONS/ACTIVITIES 4 ANALYSIS OF VARIOUS HR FUNCTIONS/ACTIVITIES 7 CONCLUSIONS 8 RECOMMENDATIONS 9 REFERENCES 10 Page 3 . com. Whereas. They Page 4 . 2017) PURPOSE OF VARIOUS HR FUNCTIONS/ACTIVITIES "HRM can be simply defined as the convergence of three factors – human beings. email. Google understands the need to hire people with different perspectives in the workplace and most importantly provide all kinds of personal and professional experience from their lives. software and cloud computing. It is essential to establish that the HRM activities and the organisational goals are aligned. Strategy The primary business strategy of Google is to deliver analytical insights that are used by leaders to innovate.com. 2017).Vision. photo and video organising etc. investments. 1992). Selection and Retention of Employees." (Nankervis. 2017) Strategic HRM on the other hand can be defined as "the pattern of planned human resource deployments and activities intended to enable an organisation to achieve its goals" (Wright and McMahan. For this reason the organisation should have all the necessary skills. 2017). knowledge and other resources at their disposal to meet the strategic needs of the organisation. 2017). • Recruitment. Google's strategy is designed to anticipate and successfully execute any programs which are essential for Google's short and long term growth. Mission Google's mission statement is "to organise the world's information and make it universally accessible and useful. This includes identifying acquisitions. As a part of the company's new strategy it had formed a new parent company Alphabet Inc. 2017). 2017). The primary purpose of recruitment is to find the maximum number of applicants which are deemed eligible and provide the opportunity to the best applicants that are suitable for fulfilling that particular organisational role. 2017). The company has over 70 office in 50 countries.GOOGLE -Company Background Google is a multinational technological company based in the United States that specialises in various internet based services such as search engine. (AHRI. (Google. It is essential for an organisation to have an effective recruitment strategy in place so that the most qualified people are hired to achieve organisational goals and increase organisational effectiveness. online advertising. productivity platforms. (Careers.900 employees working for it. GOOGLE . resources and management – where human beings have the actual and potential resources (knowledge.google." (Google. (AHRI. Mission and Business Strategy Vision Google's vision statement is to "provide access to the world's information in one click.(AHRI." (Google. to make the core business more cleaner and accountable (Google.e fair and equitable selection activities. the primary purpose of selection is to ensure that only the best people are hired for the role using the right process. Recruitment is one of the fundamentals of HR Processes. navigation. skills and capabilities) that can be harnessed through effective management techniques to achieve short. As of 2016 Google had 69.com. 2017). i.and long-term organisational goals as well as personal needs. strategy for product monetisation and finally developing business partners in countries like Africa and India which are major emerging markets in today's world economy. The company was founded in mid 1990s by its co founders Larry Page and Sergey Brin.com.com. he is sent for the executive review. Once an agreement is formed on the candidate. This is calculated by keeping in mind the salaries being offered by various other firms for similar positions. directors who assess the potential of the candidate based on experience and reviews feedback from face-to-face interviews and does thorough resume checks. • This is followed by an on-site interview with about 3-5 people. (AHRI.understand the importance of team work and are committed to hiring contentious people as a result (google. Workshops. This particular branch is handled by HRD professionals in the workplace and the primary purpose of such activities is to ensure that employers are committed and dedicated to learning and development and that its employees are possessed with the necessary skills and knowledge needed to achieve their job and organisational goals in this competitive and continuously changing external environment. 1992) HR Managers utilise various effective methods for training and development through programs such as OTJ Training. Development on the other hand is "a long-term process designed to enhance potential and effectiveness. These last for approximately 35-45 minutes with each person and is one of the most important links in the recruitment chain. • The compensation committee determines what would be an appropriate remuneration for the vacant job position. These scores are processed by the recruiter. 2017). • Then a phone screen interview takes place and that takes care of the necessary housekeeping. • Next the feedback is provided by the person interviewing the candidate as per the standard format and a numerical rating is assigned to each candidate. Google is to hiring only the most passionate and curious individuals which have an unmatched desire to learn.com. often from planned study and experience. 2017). the impact of the hiring is considered on the firms future and it is passed on to the compensation committee.au. coaching and mentoring. 2003) Page 5 . abilities and knowledge. to gain a deeper understanding of your skills. It aims to improve job performance in a direct way. • The potential candidates for the part are then reviewed by the hiring committee which comprises of senior managers. • Hiring the right candidate is very important for Google. This comprises of face-to-face sessions with the manager. The resumes are kept on file in case you do not get selected now and a future opening comes up. through learning. fellow colleagues etc. skills and attitudes necessary to perform job-related tasks." (Truelove." (Gansberghe. short courses and also compliance training. Feedback is also collected with current and former colleagues to determine whether the candidate is a fit for the role. Training can be defined as "Training endeavours to impart knowledge. Such a comprehensive recruitment program suggests that Google is very serious about who they employ and consider the people working for them as their biggest asset. The process involved in the recruitment and selection of the candidates at Google is as follows - • First the recruiter screens the application to make sure that all the technical and experiential requirements are met by the applicant. taking into consideration the scores of other candidates fit for the role. At the executive review. It is also defined as the growth or realisation of a person’s ability. • Next one of the higher executive reviews the employment offer and decides on whether to proceed or not. They want people who are ready to take on fresh challenges head on and value the team work they put in alongside other members of the workplace. an offer is extended to the applicant. once considered favourable. • Training and Developing Employees. The main aim of this is to access your technical abilities and your level of motivation. • Once the top executive of the firm reviews the candidate. Through the process of one-on-one coaching.It is essential for organisations to align it T&D needs with its organisational goals and objectives. . It is a meditation program that helps people relate with themselves and helps the organisational culture as well.com. There are several types of rewards with the basic types being . particularly in the engineering culture. This involves appropriate needs analysis from the ground up. they come up with a whole variety of career options for individuals. 2017). (AHRI. proper working conditions. Appraisals done by the HR department at Google are an indication of the employees potential and are a clear indication of the performance of employees and indicate any interest the employees may have in future job positions. 2017). mission and most importantly its culture. Extrinsic rewards are usually the basic needs such as pay. Through job analysis. Career development is a major thing at Google. One of the most transforming programs is the "Search Inside Yourself" program. These are the primary purposes of a proper reward management system. They match the need of the organisation by filling vacancies on a combination of employee performance appraisals and interviews.Increase in employee motivation through career and knowledge development. Google also identifies and provides career opportunities through the process of job analysis and coaching. The basis of career development programs are the company's annual appraisals. 2017) Some of the benefits of T&D are . provide valuable equity to the organisation and most importantly strengthen the employer-employee psychological contract. The most important thing for an organisation to do when designing any T&D activities is to first determine what the "purpose" of that activity is and how does it help the organisational goals and objectives.Succession planning and talent management. Proper reward management strategies are essential to support the organisations strategic goals as these help with the motivation and retention of employees. The organisation should link its T&D activities to its business objectives. These appraisals are a way for the HR department to discuss future development opportunities for the employee. vision. On the other hand intrinsic rewards fulfil the higher needs of the employees such as Page 6 . This benefits the HR performance at all the various levels of the organisation including job. the coaches can identify what career paths the employee can have with the organisation. safety.Improvement in business performance. .extrinsic and intrinsic.com. (Hrwale. team and organisational level. • Reward Management Reward management is the process by which organisations design a strategy and policy which aims to reward its people in a fair and equitable manner which is directly related to how valuable they are to the organisation. Google has a technique of individual-organisation matching (Panmore. fair treatment. it can be said that Google is going everything it can to make sure that their people. This way the candidate feels valued. Another way to look at this may be that once psychological and the safety and security needs of the employees are met. This is what has made them one of the most loved companies year over year (Fortune. Holiday offers are given to employees along with regular salary increases. an experience like no other when you work with the best minds of the business. Google's HR boss. Almost every employee is involved in recruiting and selection and this is a part of their job description. Lazio Bock believes that the best way to hire the best employees are by setting up an uncompromisable high standard for recruitment by finding the right candidates. poor mentoring and a very lengthy hiring process. It then puts checks in place to assess the candidates on an objective basis for selection and finally gives its employees a reason to join the company (Feloni. this is just the tip of the iceberg. industry best death benefits. 2017). exceptional parental leave for when you have your first new born. Selection and Retention of Employees. Google also provides legal benefits for its employees. Another concern was that employees were not allowed to own any of their developments made during their time at Google and that Google had the ownership of the intellectual rights for any technology or service developed during their employment. free fitness and gym class and the opportunity to keep learning (Careers. To some extent it can also be said that even though Google does everything right in terms of the recruitment and selection of employees. They also provide the opportunity to pursue your passions in your work time. Google has become highly competitive with its rewards and compensation programs over the years. it can be said that Google is doing everything it can to find and select the right people for the job.com. they want to fulfil their self-esteem and self-actualisation needs. 2017). 2009). the backbone of the organisation are recruited and selected and retained. and also the high level of bureaucracy. bringing your pets to work. the main reasons that Google employees leave is low pay relative to other rival firms. 2011). Employees are also given remuneration in the form of bonuses if their referral gets hired successfully. there are tests for high standards and a comprehensive chain ensures that nothing is overlooked. a few years back it was believed that google did not do enough to retain its employees after a certain period of time (Arrington. Apart from the perks offered by the management such as unlimited gourmet food and snacks at no cost. Google also provides its executives with regular profit sharing and stock ownership programs to motivate them to work hard help in increasing the value of the stock. getting your laundry done when you are at work. The reason why this is successful is that there is a right communication from the very beginning of the recruitment process followed by no compromises of any sort and agreement along the entire recruitment chain.google. free massages. According to some ex employees. personal development and respect. Trust me. Even though the criticisms are right to some extent. Whether you are a Googler or an Ex-Googler you always have support of your alumni.self-esteem. Analysing Google's hiring process. ANALYSIS OF VARIOUS HR FUNCTIONS/ACTIVITIES • Recruitment. Page 7 . com. Through programs such as Peer Bonus. it also provides free language classes in case it employees want to relocate to a different country. and annual bonuses are among other things that are important part of the Google's commitment to fulfil its employees needs and in turn accomplish its organisational goals along with the perks specified above. Employee surveys have indicated that the trading programs are successful and also the primary purpose that Google does these programs is to retain its talented employees. This is applicable to the many training programs offered by Google as mentioned above.com. The friendly and casual atmosphere is encouraged along with a desire to learn. Though a thorough needs analysis.2-0. This is done through the learning outcomes of the trainees. Programs such as 'EngEDU' and 'GoogleEDU' (Google. Google's organisational culture has played a strong part in aligning its goals with its training and development activities. Google has the proper algorithms and processes in place to evaluate its training program. Google triggers the employees learning mechanisms and the results oriented model ensures that the program is successful. These are instant bonuses that help the employee feel he is valued amongst his peers and recognised for it. Over the years they have improved the recruiting process through feedback and this has proven successful for them. There is a combination of relational and results-oriented model approach for the trading programs designed. As far as training and development of its employees is considered. CONCLUSION You can clearly see that Google's recruitment. and Google is doing this successfully. promotions. The senior management also provides Spot Bonuses and these are aimed to go "above and beyond" the daily routines of the employees. As is with any successful training and development program. 2012). These are a recognition for an employees affective commitment to the organisation (Google. • Reward Management Google is doing everything it can to help fulfil its employees psychological. 2017) Holiday gifts. safety and security needs. Page 8 . Google is doing everything to train and develop its employees in a manner that suits the organisational goals and needs. 2017). where a fellow Googler nominates another peer for a bonus. are aimed to do that and it is the process through which learning is formalised for managers and top executives. There is no communication gap in between the junior employees and top management executives.4% of the million applications it receives each year indicates how serious they are about recruiting and retaking the best talent. Google's HR department identifies any gaps in the current and future needs and designs programs accordingly. Personality development opportunities are infinite and so are the coaching and mentorship opportunities (Walker. By the implementation of a training program.• Training and Developing Employees. selection and retention is clearly in line with their organisational goals. and their KSA's in their new roles. Now that Google has established itself in every part of the world. The fact that Google hires only 0. Google has been increasing the fusion of innovation and human resources to achieve its organisational goals. Google is successfully fulfilling the psychological contract by providing its employees whatever they need to improve organisation performance and make sure that the the workplace is valued and enjoyed by the employees. Though the reasons for this may have varied at the time. RECOMMENDATIONS Over the years. Google has changed the way it manages its HRM practices and this has proved beneficial for the company. its "people" to its competitors. It's flat and decentralised organisational structure ensure a more comfortable training and development environment. Though one thing that needs to be addressed here is that Google has had a lot of negative publicity around 5-6 years ago when it had key employees leaving the organisation and join rivals.Over the years they have improved their training and development activities and have made their work a better place for current and future employees. The fact that they have a 80/20 rule where an employee needs to take 20% of his time away from the organisations work and use it to pursue his passions. now it is vey clear that employees need recognition. Nothing motivates the human soul more than employee recognition and this is one area that Google can improve on so that it does not lose any of it valuable and precious assets. Page 9 . Year over year its HRM purposes have been fulfilled in terms of its organisation wide practice of there functions. com.businessinsider. 2017].com/google-way-motivating-employees/ [Accessed 28 Apr. D. 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