GOOGLE'S HUMAN RESOURCE POLICY

HOW GOOGLE MANAGES THE HUMAN CAPITAL

1. Human resources slide 1 G OOGLE’S -: HUMAN RESOURCE MANAGEMENT AND ITS HR POLICIES PRESENTED BY-: Jairaj Singh Aayushi Bais Ayushi Jain GUIDED BY -: DR. PRACHI SHARMA

2. I n t r o d ucti o n Founders Sergey Brin Lary Page Founded in 1998 Headquarters at Mount View, California Google started in January, 1996 as a research project at Stanford University, by Ph.D. candidates Larry Page and Sergey Brin when they were 24 years old and 23 years old respectively The name Google was an accident. A spelling mistake made by the original founders who thought they were going for “Googol”

3. WHAT IS G o o g l e ? Google is an American multinational corporation specializing in Internet- related services and products. These include online advertising technologies, search, cloud computing, and software .

4. Human Resource Management Human Resource Management ( HRM , or simply HR ) is a function in organizations designed to maximize employee performance And proper optimum utilisation of human resources

5. Google’s HR Policies

6. HR Policies

7. Contd. Companies want to create both an appealing environment to attract and retain employees and make people feel they belong. Therefore they provide benefit packages which include medical insurance, life insurance, child care, flexible work schedules, global travel assistance, accident insurance, etc. Employee recognition programs to enhance employee motivation, satisfaction, and employee productivity and improve organisational performance This results in healthy and high-performance workplace solutions which help in improving productivity

8. Techniques The Pi Lab To determine the most effective approaches for managing people and maintaining productive environment Employees need creative ways to think about productivity, performance and employee development The Pi lab has a collection of industrial and organizational psychologists , decision scientists and sociologist have their mission to conduct innovative research for the betterment of their employees The lab even improved employee health by reducing the calorie intake of its employees at their eating facilities by relying on scientific data and experiments (by simply reducing the size of the plates).

9. A Retention Algorithm Google developed a mathematical algorithm to proactively and successfully predict which employees are most likely to become a retention problem. This approach allows management to act before it’s too late and it further allows retention solutions to be personalized.

10. Predictive Modeling People Management develops predictive models and uses ‘what if’ analysis to continually improve their forecasts of upcoming people management problems and opportunities. It also uses analytics to produce more effective workforce planning, which is essential in a rapidly growing and changing firm.

11. An Effective Hiring Algorithm Google developed an algorithm for predicting which candidates had the highest probability of succeeding after they are hired. It is also unique in its strategic approach to hiring because its hiring decisions are made by a group in order to prevent individual hiring managers from hiring people for their own short-term needs.

12. Increasing Discovery and Learning Rather than focusing on traditional classroom learning, the emphasis is on hands-on learning. The vast majority of people learn through ‘on the job’ learning. Google has increased discovery and learning through project rotations, learning from failures, and even through inviting people like Al Gore, and Lady Gaga, to speak to their employees.

13. Tools for Recruitment College recruitment : Google hires a large number of PhDs on the premise that they enjoy exploring areas that no one else has explored so for this they a developed a network of direct relationship with over 350 professors at major schools Also Google has an outstanding internship program that has a very high conversion rate to permanent hires. Professional networking : it also uses networking groups like LinkedIn and other live professional events to recruit top performers Recruiters training : extensive recruiter training prior to startin g It has successfully implemented the standard best practice tools for recruiting functions .

14. Interview Process Google says, “We’re looking for smart, team-oriented people who can get things done. When you interview at Google, you’ll likely interview with four or five Googlers . They’re looking for four things” Leadership Role related knowledge How you think G oogleyness

15. Also, Perks and Benefits Monetary 27 days of paid time off after one year of employment 18 weeks of additional paid time off post maternity leave; new fathers can take 7 weeks off Fuel Efficiency Vehicle Incentive Program provides a $5,000 rebate to employees purchasing hybrid cars

16. Non monetary Unlimited Sick Leave On‐site Medical and dental facilities, oil change and car wash, courier, fitness center , banking center , free breakfast, lunch and dinner on a daily basis Annual on‐site Health Fair offering free testing services, including eye exams and cholesterol testing Free flu shots

17. G O O G L E , in short HR functions and policies align with business model and vision makes Google the most exciting young technology company to work for Healthy work-life balance is motivating people "I trust the people I work for, have pride in what I do, and enjoy the people I work with” Trust is “written” on the psychological contract Good employment relations, employee relations High Employee involvement More likely engage in discretionary behavior Positive Organizational citizenship behavior High job satisfaction and commitment, even self-motivated

18. Googleplex Google's original and largest corporate campus

19. G o o g l e ’s Office To encourage creativity and interaction among employees, Google’s office is designed so as to provide colours, lighting, and shared room locations. Google’s workplace is different from the other organisations and is touted to be the most creative one.