Assignment on Google HRM practice

HRM 501
Human Resource Management

Prepared for
Omar Faruq
Assistant Professor
Department of Business Administration

Prepared by
Yesmin Akter
2016- 1-95-093

East West University

1. What do you think of the idea of Google correlating personal traits from the
employees answers on the survey to their performance, and then using that as the
basis for screening job candidates? In other words, Is It or Is it not a good idea and
please explain your answer

Yes it is a good idea. Google requires certain common traits like employees have to be from
the best universities, super bright, hard-working, team oriented, diverse interests, flexible
and maintain a work-life balance. If those traits are used for short listing during the initial
screening process then the time taken to select the right candidates can be reduced.

The idea of Google correlating personal traits from the existing employees is not a bad idea.
However, it will help to some extent only and this process will not fully justify for initial
screening process.

Googles Hiring Mantra is rather than search for one particular skill set, they hire Smart
workers having different skills set. Google hire process inclusive of determining the person
have the skill set and experience potential to do the Job from background standpoint in
addition to academics and credentials.

Job candidates have to pass through various tests / interviews conducted over phone / at
Job site. Using or correlating personal traits from the employees answers may give very
basic information in initial screening process and cannot be 100% yard stick for screening
process.
2. The benefits that Google pays obviously represent an enormous expense. Based on
what you know about Google and what you read in this book, how would you defend
all these benefits if you are making a presentation to the security analysts who were
analyzing Googles performance?

Google is a 24-hour operation and the engineers and others frequently pull all-nighters to
complete their projects. Also, working at Google requires a special set of traits, for instance
they need to attract people who are super bright, love to work, have fun, can handle stress
and who also have outside interests and flexibility. For attracting the right kind of talent
and retaining them, the company needs to provide a company needs to provide a package
of services and financial benefits that helps its employees maintain an acceptable work-life
balance.

Google strives to have the fastest, most reliable search engine on the web and in order to
accomplish this; Google has to hire employees that are the best in their technological field.
Google rewards their employee's hard work with an extremely relaxed workplace that
encourages creativity.

Google understands that their employee's have active lives outside of the workplace and
they encourage their employees to bring those parts of their lives into the Google employee
community. It is this sort of culture that creates individuals that have the desire and the
motivation to stay with a company.

For attracting the right kind of talent and retaining them, the company needs to provide a
package of services and financial benefits that helps its employees maintain an acceptable
work-life balance.
3. If you want to hire the brightest people around, how would you go about recruiting
and selecting them?

a. Go to the best universities/ campus recruitments

b. Poach from competitors
c. Referrals (incentive plans for existing employees)

4. To support its growth and expansion strategy, Google wants (among other traits)
people who are super bright, and who work hard, often round the clock and who are
flexible and maintain a decent work-life balance. List five specific HR policies or
practices that you think Google has implemented or should implement to support its
strategy, and explain your answer.

1) Google Has Changed Work Itself with 20% Time

The key element of changing the work so that the work itself becomes a critical
attraction and retention force and driver of innovation and motivation is what Google
calls 20% work. There is no concrete definition of what 20% work means, but
generally for professional jobs it means that the employee works the equivalent of one-
day-a-week on their own researching individually selected projects that the company
funds and supports.

2) Human resource Practices:

A flat organization, a lack of hierarchy, a collaborative environment--to keep these as
continue to grow and spread them and filtrate them into their new offices around the
world.

3) More money up front

Approximately 1,000 Google employees were benefitted in 2004, when the company's
high-profile initial stock offering made them instant millionaires.

4) Giving a taste of the culture

 Everyone at the company seems to really enjoy what they do, and people sincerely
believe that they can make a difference. It is extremely motivating to show up each day
to the office knowing that their work will be seen by millions of people.

5) The Worlds First Recruiting Culture

Google has accomplished something that no other corporation has ever accomplished.
In less than a handful of years, they have developed what can only be categorized as a
recruiting machine.

5. What sorts of factors do you think Google will have to take into consideration as it
tries transferring its culture and reward systems and ways of doing business to its
operations abroad?

a. International Laws
b. International taxation issues
c. Cultural differences
d. Differences for not being able to provide same kind of benefits

In addition to the above, highly skilled and trained personnel from Google culture to be
posted at abroad to establish the core values and culture right from the scratch.
6. Given the sorts of values and culture Google cherishes, briefly describe four
specific activities you suggest they pursue during new employee orientation

1. Orient all new employees consistently through the use of an orientation

checklist, employee handbook and orientation program to indulge in to Google
culture

2. Communicate pride in the company by introducing new employee by sending

email, giving welcome kit to new employee etc.

3. Encourage communication, and a sense of importance, by inviting new employees

to have coffee or lunch with the senior management.

4. Reduce the stress of starting a new job by pairing new employees with a more
senior or experienced team member that can help coach them through the first few
weeks on the job.