Google's HR policy - Recruitment, Selection, Empowerment and Motivation Managing people - Perspective of Google
This is published only as a guideline as to how to tackle assignments in this area. Hope you'll stop by taking an idea and won't plagiarize. After-all it's your studies that'll be affected by how much effort you put in.
Google, the world’s most popular search engine and home to many other online services such as Gmail was developed in 1996 by Larry Page and Sergey Brin as a research project for Stanford Digital Library Project. The project which was originally called “Backrub” was done as an exploration of mathematical properties of the Worldwide Web. The project launched through the Stanford website in 1997 and by late 1997 the new domain google.com was registered and Google Inc. was formed on September 4th, 1998. Although both founders rejected the idea of advertising funded search engines model they both changed their minds and allowed simple text ads later. The search engine was well accepted by the public and was seen by many as the future of the web. Its technology allowed it to easily surpass the competitors such as Yahoo & AOL.com and was an achievement given that it operated on finance of $100,000 offered by co-founder of Sun Microsystems, Andy Bechtolsheim. In 1999, a further $25 million of equity was sold on the market and the company moved to the complex in Mountain View, California which is now called the Googleplex. In 2000, they introduced a technique of advertising associated with search keywords which gave birth to Adsense, their main revenue stream. The following analysis evaluates Google’s business model, its culture, how its base resource of HR is used in achieving organizational goals and the implications which might pose threats to the firm in the future.
EVALUATION OF GOOGLE’S ORGANIZATIONAL CULTURE
In modern business world, organizational culture does play a dominant part in the success of any business. It is extremely important to understand how modern businesses adopt strategies to attract the best in the business. This work brings out how Google Inc. succeeded in attracting and retaining employees with the organization by having an innovative organizational culture. Google is said to be one of the very few companies that had a great blend with technological innovation and strong managerial values. Google was selected as the best company to work by fortune in 2008. The Cultural Web (Johnson, 1988) of Google is dominated by this basic paradigm of managerial flexibility, team-working and innovativeness. Google earned its reputation as one of the most fruitful internet switch on companies and in 2003 Google went on to become the most chosen search engine among the internet users due to its accuracy and speed. Google always had the edge over its competitors not only on technology but on the ability to attract the best employees. During the late 1990s the world went through a technological boom which was known as the dotcom boom. At a time where almost all big tech companies experienced an employee turnover, Google was the only company that did not face a similar crisis. These stories of success allow Google to be placed in the employees mind which spars loyalty and attachment to the company. To begin with it is important to understand the fact that Google’s removal of any unnecessary managerial hierarchies and this gave Google’s engineers the freedom to work. However on the other hand some are not pleased with this culture and they argue otherwise. They say that Google’s culture is too informal which could result in chaos among both employees and customers. Further they argue that the management structure lacks in unity of command at the top. This organizational structure and control system acts as unique features of Google culture which allows innovations to take place without any barriers. Google’s global...