Study Guide
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. We will reward and treat them well.” Larry Page and Sergey Brin, Founders of Google
1. Introduction Managing human resources effectively has become vital to
organizations within the modern and fast‐paced business environment (Caldwell, Chatman, & O'Reilly,1990). Human Resources specialists are
more important in business strategies today where market is dynamic and changeable.
1.1.
Objectives of the study
To analyze HRM technique and methods To analyze how employees help a company in differentiating itself from its competitors To analyze how companies attract the best -knowledge workers and retain employees in a competitive environment To analyze the innovative HR practices and the 'Best Place to W ork For' culture at Google To analyze the future implications of Google‟s HR practices in the long run
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2. 2.1.
Google.com Background of the Company
Source: http://www.google.com/
Google (illustrations of the company web site presented in Appendix 1 ) is a company that was conceptualized in a dorm room by two Stanford University college students, 24-year-old Larry Page (Larry) and 23 year old Serg ey Brin (Brin), in 1996 (Iyer &Davenport, 2008) and has morphed into one of the greatest technological powerhouses in operation today. It then diversifies into
e-mail, online mapping, office productivity, social networking, and video sharing services. Google was registered in September 1998. It had less than 20 employees and was answering 10,000 search queries each day. A year later, the number increased to 60 million queries a day (company website). Till 1999, Google had no system for generating significant revenues. The company made some money by licensing the search service to other
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. We will reward and treat them well.” Larry Page and Sergey Brin, Founders of Google
1. Introduction Managing human resources effectively has become vital to
organizations within the modern and fast‐paced business environment (Caldwell, Chatman, & O'Reilly,1990). Human Resources specialists are
more important in business strategies today where market is dynamic and changeable.
1.1.
Objectives of the study
To analyze HRM technique and methods To analyze how employees help a company in differentiating itself from its competitors To analyze how companies attract the best -knowledge workers and retain employees in a competitive environment To analyze the innovative HR practices and the 'Best Place to W ork For' culture at Google To analyze the future implications of Google‟s HR practices in the long run
2
2. 2.1.
Google.com Background of the Company
Source: http://www.google.com/
Google (illustrations of the company web site presented in Appendix 1 ) is a company that was conceptualized in a dorm room by two Stanford University college students, 24-year-old Larry Page (Larry) and 23 year old Serg ey Brin (Brin), in 1996 (Iyer &Davenport, 2008) and has morphed into one of the greatest technological powerhouses in operation today. It then diversifies into
e-mail, online mapping, office productivity, social networking, and video sharing services. Google was registered in September 1998. It had less than 20 employees and was answering 10,000 search queries each day. A year later, the number increased to 60 million queries a day (company website). Till 1999, Google had no system for generating significant revenues. The company made some money by licensing the search service to other
References: Caldwell, D. E, Chatman, J. A., & O 'Reilly, C. A. (1990). Building organizational commitment: A multifirm study. Journal of Occupational Psychology, 63, 245-261. (1999). Deal, T. & Kennedy, A. (1982). Corporate cultures. Reading, MA: Addison-Wesley. Business Administration, University of South Carolina Aiken, Aik en, SC 29801 (2008) Pettigrew, A.M. (1979). On studying organizational cultures. Administrative Science Quarterly , 24, 570-581. Josey. How Google Searches For Talent”, Business week, 11 th April 2005 Issue 3928, p52-52. Ravlin, E. C., & Meglino, B. M. (1987). Issues in work values measurement. In W. C. Frederick (Ed.), Research in corporate social performance and policy (9 1 ed.), (153-183). Greenwich, CT: JAI Press, Inc. Schein, E. H. (1985). Organizational culture and leadership. San Francisco: jossey -Bass. Schein, E. H. (1990). Organizational culture. American Psychologist, 43 (2), 109-119. Sim, H. P., Szilagyi, A. D., Ed McKemey, D. R. (1976). Antecedents of work -related expectancies. Academy of Management journal, 19, 547-559.