Analysis Of Google's Human Resource Practices

The SHRM takes care of a compelling human resource planning wherein the human capital is appropriately overseen alongside the advancement of professional process capacities. The HRM supervisor ensures that the HR systems are well coordinated with the business methodologies overall. The point of SHRM is to have an accord between the shareholders, the employees and the business methodologies. Hence a HRM supervisor should design the HR techniques remembering individuals and thinking about the wants of the considerable number of individuals who are straightforwardly or in a roundabout way identified with the association. “Google” has set up a representative focused culture at whose center is employee’s empowerment. The HR work is a key accomplice at “Google” and it has concentrated on profiting the organizations center activities by hiring and retaining just the best. Aside from “Google's” technological abilities, innovation and effective HR is the reason that it has obtained so much achievement and distinction. It varies from others companies as far as its attention on employees and employee’s happiness. It favors capacity over experience and contracts just the most intelligent individuals.

“Google” is an American multinational technology company headquartered in California that specializes in Internet-related services and products, which include online advertising technologies, search engine, cloud computing, software, and hardware. “Google” was founded in 1998 by Larry Page and Sergey Brin while they were Ph.D. students at Stanford University in California in 1998, September 4. Sundar Pichai was appointed CEO of Google in 2015, replacing Larry Page who became the CEO of Alphabet, “Google’s” parent company. The famous search engine was started with the mission of: - “To Organize the world’s information and make it universally accessible and useful”. It is known for its unique culture and human resource policies “Google” is acknowledged as an innovator and best employer. “Google” was awarded as “best company to work for” by Fortune magazine. “Google” is a part of knowledge base industry where human resources are considered as one of the most important determinant of success and growth. “Google’s” philosophy - “Work should be challenging and fun to do”. Human resources practices are run by the name “people operations” to give the feeling that it is not a part of administrative function. Each employee is a considered as an integral part of the organization, which inculcates the feeling of belongingness in employees. It also induces creativity in them.

“Google” believes that employees should focus on things that they love the most both outside and inside the organization. Their main is to ultimately make their employees a better person by working at their organization.

“Google” evaluates performances regularly and the performance evaluation is a part of their open conversation and feedback system is an integral part of equation. They believe their employees are valuable to them and incentives are a way of expressing it.

“Google” lays a great emphasis on the family members of their employees. The company believes “family is an important part, so they are important to the company too”. They have various plans to help them at various stages of life. Recruitment at “Google”

Stacy Sullivan, Google’s human resource director strives continuously to create creative and lucrative approaches and restructuring the tools of recruitment.

“Google” has a very healthy recruitment ratio i.e. 1:14. One recruiter is appointed for every 14 employees. This induces more concentration on individuals.

Google believes in hiring smart individuals who are high in team spirit and knows how to get things done. They are majorly looking for four things, namely:

1. Leadership
2. Role- related knowledge
3. How you think
4. “Googleyness”.

The major drawbacks of the candidates are calculated through an algorithm which evaluates the potential success of candidates (it is a methodology based on merits scored academic grades, degree from top institutes, past industry experience, subjective interview results. Performance evaluation process

“Google” lays great emphasis on rewarding the strong performances. To support this methodology “Google” has designed a compensation programmed called “pay-for-performance”. It also offers training for underperformers to overcome low performance.

“Google” provides various on-the-job training sessions. These sessions are guided by higher officials. Classroom lectures and meetings by famous industry professionals. According to company’s annual report analysis an average “Google’s” employee induces a revenue of worth “$1 million”. This results in “Google” to “leverage its workforce”. Henceforth boosting morale of employee.

Office Dynamics

“Google’s” office has well calculated aesthetics. It is a perfect environment to induce creativity and interaction. The office provides” colors, lighting and shared room locations”. The workplace offered by “Google” is considered as the most creative one.

“Google” Way

One of the preliminary challenges that “Google” had to resolve was to inspire their employees to innovate. To get innovative products into “Google” was either buy innovation happening all round the world or to help their employees innovate things for them. “Google” chose the other way around. They hired the best people who can be relied up on for investing. “Google” trusts its employees and gives them ample time to come up with results. It does not just lie with invention alone, “Google” also helps its employees turn their innovation make it into the mere reality of production. The Innovator can withhold the patient and become a partner in production with “Google”. This way the innovator reaps the benefits of his own innovation by from the production and manufacturing. “Google” Cafes Collaboration of interests along with people who got skills, is what “Google” Cafes achieved. One person might have had a brilliant idea, but he might be struggling to find success. Having interest and idea does not mean he has the skills, right? “Google” Cafes made it possible for people in their professional sphere to interact with the people around, could be people from different department or another profession all together. Their main objective of “Google” Cafes was “to encourage interactions with in and across the teams to spark conversations about work as well as play.” “Google” succeeded the best in achieving their objective of “Google” Cafes. They also allow 20% of the weekly working time of the employees to be spent on the projects that they want to work on.