Google Hr Strategy

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The purpose of the project is to give information about Google Company, its organizational culture, its recruitment & selection process, to discuss the concept of empowerment and its relevance to Google, to discuss the management problems that Google faces in the coming years because of growth rate. The information about co-founders of Google is given. Their backgrounds and their experiences about how to create Google are introduced. Since a company’s organizational culture is very important for its success, Google’s organizational culture is deeply examined. Its very different and untraditional organizational culture can attract most talented engineers in IT industry. It is discussed that Google is one of the companies who combines technological innovation with its strong organizational culture. The workplace of Google is explained by some examples. The recruitment & selection process of Google is also provided in details. How Google recruits most talented engineers, whose academic careers and technical qualifications are very strong, is mentioned. When selecting employees among very huge amount of candidates, what kind of questions Google recruitment team asks in interviews are all examined. The empowerment concept is explained and how Google’s empowerment model is illustrated. The roles of manager have been changed because of new waving management thinking. Instead of giving commands and keeping employees under control; sharing information, trusting managers, being concentrated on the company’s goals are being preferred in the concept of empowerment. Some management problems are criticized and the points being not agreed are explained in details.


The founders of Google, Larry Page and Serge Brin studied computer science at Stanford University and they were graduated from the university in 1995 (Google, 2007). Larry and Serge had a summer project about a search engine and they started working for the summer project in January 1996. They desired to develop a technology which could find information from the data available on the internet. The name of their first search engine was “BackRub”. A year later, BackRub had become popular because of its high capability of solving search problems on the internet. After being popular, Larry and Serge tried to develop their technology. They bought one terabyte of memory disks in order to store more data in their database (Google, 2007).

After that, they tried to find partners or investors who were interested in their search engine. David Filo, creator of Yahoo, was interested in their search engine, but he encouraged them to establish their own company instead of signing contract with them (Google, 2007). The other investors Larry and Serge contacted with refused to invest money to their search engine technology. Larry and Serge were not very enthusiastic about creating their own company; however, they had to pay back their debts they used to buy the memory disks. A faculty member of Stanford University introduced Larry and Sergey to Andy Bechtolsheim who is one of the founders of Sun Microsystems. Andy was very impressed from them and decided to give $100,000 to them. Larry and Serge decided to create a corporation named Google Inc. after taking the money, instead of paying back their debts. Larry and Serge decided to use a garage of one of their friends’ house as an office and they opened the office in September 1998. Craig Silverstein, a student from Stanford University, was the first employee they recruited (Google, 2007).

After creating, Google Inc had been one of the most popular internet based companies. It became the most popular search engine all over the world in 2003 because of its technology, speed and precision. Google is not only search engine, but also has different types of products based on search including Google Earth and Google Alerts (Weber, 2008). Google has chosen the way of...
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