Analysis of Google Hr Strategy
Analysis of
Google HR strategy For more information please contact ekaterina@researchoptimizer.com www.researchoptimizer.com
+972549137013
1
“Our employees, who call themselves Googlers, are everything. We hope to recruit many more in the future. W e will reward and treat them well.”
L arry Page and Sergey Brin, Founders of Google
1 . Introduction
M anaging
h uman
r esources
effectively
h as
b ecome
vital
to
organizations w ithin t he m odern and f ast‐ paced b usiness environment
( Caldwell, Chatman, & O'Reilly , 1990 ) .
H uman Resources specialists are
m ore important in business strategies today w here m arket is dynamic and c hangeable .
1 .1.
O bjectives of the study
T o analyze HRM technique and methods
T o analyze how employees help a company in differentiating itself from its c ompetitors
T o analyze how companies attract the best - knowledge workers and retain employees in a competitive environment
T o analyze the innovative HR practices and the 'Best Place to W ork F or' culture at Google
T o analyze the future implications of Google‟s HR practices in the long run
2
2.
2 .1.
G oogle.com
B ackground of the Company
S ource: http://www.google.com/
G oogle ( illustrations of the company web site presented in Appendix 1 ) is a c ompany that was conce ptualized in a dorm room by two Stanford University c ollege students , 2 4- year - old Larry Page (Larry) and 23 year old Serg e y Brin
(Brin) , i n 1996 ( Iyer &Davenport, 2008 ) and has morphed into one of the greatest technological powerhouses in operation today.
I t then diversifies into
e- mail, online mapping, office productivity, social networking, and video sharing s ervices . G oogle was registered in September 1998. It h ad less than 20 employees and was answering 10,000 search queries each day. A year later, t he number increased to 60 million queries a day ( company website) . Till 1999,
G oogle had no system for generating s ignificant revenues. The company made s ome money
Google HR strategy For more information please contact ekaterina@researchoptimizer.com www.researchoptimizer.com
+972549137013
1
“Our employees, who call themselves Googlers, are everything. We hope to recruit many more in the future. W e will reward and treat them well.”
L arry Page and Sergey Brin, Founders of Google
1 . Introduction
M anaging
h uman
r esources
effectively
h as
b ecome
vital
to
organizations w ithin t he m odern and f ast‐ paced b usiness environment
( Caldwell, Chatman, & O'Reilly , 1990 ) .
H uman Resources specialists are
m ore important in business strategies today w here m arket is dynamic and c hangeable .
1 .1.
O bjectives of the study
T o analyze HRM technique and methods
T o analyze how employees help a company in differentiating itself from its c ompetitors
T o analyze how companies attract the best - knowledge workers and retain employees in a competitive environment
T o analyze the innovative HR practices and the 'Best Place to W ork F or' culture at Google
T o analyze the future implications of Google‟s HR practices in the long run
2
2.
2 .1.
G oogle.com
B ackground of the Company
S ource: http://www.google.com/
G oogle ( illustrations of the company web site presented in Appendix 1 ) is a c ompany that was conce ptualized in a dorm room by two Stanford University c ollege students , 2 4- year - old Larry Page (Larry) and 23 year old Serg e y Brin
(Brin) , i n 1996 ( Iyer &Davenport, 2008 ) and has morphed into one of the greatest technological powerhouses in operation today.
I t then diversifies into
e- mail, online mapping, office productivity, social networking, and video sharing s ervices . G oogle was registered in September 1998. It h ad less than 20 employees and was answering 10,000 search queries each day. A year later, t he number increased to 60 million queries a day ( company website) . Till 1999,
G oogle had no system for generating s ignificant revenues. The company made s ome money