Hrm - the Google Way

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HUMAN RESOURCE MANAGEMENT – THE GOOGLE WAY

SUBMITTED BY
AKANSHA AGARWAL -100031 DEEPTI HORA - 100016
GAZAL BABEL- 100011
PRIYAM MAHESHWARI-100055
ROHIT NAIR - 100201

CONTENTS

Executive Summary3
Introduction4
Company Overview4
People Operations at Google4
(with the help of Harvard and Guest models)
Standard Recruitment and Selection10
Google India Code Jam11
Recommendations11
References12
Appendix15

EXECUTIVE SUMMARY

HUMAN RESOURCE MANAGEMENT – THE GOOGLE WAY

In this project, we discuss the Human Resource practices at Google Inc. They are known as “PEOPLE OPERATIONS” headed by Laszlo Bock. Googlers(Google employees) work hard, and have fun too. The workforce is diversified with international communities, Gayglers (lesbian, gay, bisexual, and transgender), and Greyglers (Googlers over 40 years).

We have tried to use HRM Models such as “The Harvard Model” and “The Guest Model” which link the current HRM policies of Google with the theoretical aspect of HRM as a subject. The Harvard model throws light on aspects such as situational factors, stakeholder’s interest, HR management choices and decisions, their outcomes and consequences. Whereas the Guest Model throws light on aspects such as HRM practices like hiring, training, appraisals, relations, etc. and also aspects such as behavioural, financial and performance outcomes. In accordance with these models we saw that the success of Google lies in its open policy to accept the employee’s ideas. Google has been able to instil creativity and innovation among its employees.

The next part of the project gives a detailed idea about the standard recruitment and selection process at Google offices all over the world including India. Google conducts the GLAT (Google Lab Aptitude test) to see if the prospective employees are compatible with the work environment. Bringing to light techniques such as the GOOGLE INDIA CODE JAM, through which they hire the best techies from all across India to work for the company. Finally we have given recommendations wherein keeping in mind the drawbacks of some of its practices, we suggest corrective measures.

INTRODUCTION
This report identifies the current HRM policies of Google Inc. The company which had less than 20 employees in 1998 now has over 20000 on its pay rolls. We have evaluated them against the Harvard and Guest model of HRM. Also recruitment and selection procedures have been discussed. Some of them are standard while some unusual concluding with a few recommendations.

COMPANY OVERVIEW
Google is one of the leading internet technology and advertising companies in the world. It flagship product is its internet search engine. It also provides advertising services which is its main source of revenue. Google employees named GOOGLERS, which are now almost 20,000 in numbers. (Datamonitor 2010)

PEOPLE OPERATONS AT GOOGLE
The HRM activities are classified on the basis of the parameters given by the HARVARD MODEL and the GUEST MODEL. Situational factors and Stakeholder interest of the Harvard model and HR practices and Outcomes of the Guest model have been identified w.r.t Google. (Bratton.J and Gold.J 2007) Refer to Appendix for diagrammatic representation. SITUATIONAL FACTORS :

Business strategy and conditions - The mission is to gather the entire world’s information and make it accessible to everyone. At the company data is sacred. Employees are encouraged to voice out inferences from data and not feelings. It is believed that more data equals more knowledge and better decisions. (Hardy.Q 2005). Its informal corporate motto “Don’t be Evil”, reminds Googlers that being ethical is essential. However this can be debated in view of its acceptance of filtering search results in China. Management philosophy...
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