Human resource management practices at google
- 1. Presented by-: Prashant Kumar Shukla 13/ime/036 HRM practices at Google
- 2. Introduction • HR Planning, Job Analysis & Design • Recruitment, Selection, Retention • Compensation, Career Development
- 3. HR Planning, Job Analysis & Design HR PLANNING • Forecasting. Human resource managers at Google use trend analysis and scenario analysis for forecasting. Trend analysis is a quantitative technique that allows the company to predict possible HR demand based on current conditions and changes in the business. Scenario analysis is Google’s qualitative technique for forecasting HR demand. Scenario analysis involves analyzing different combinations of variables to predict HR demand for each resulting scenario. In this way, Google uses a combination of quantitative and qualitative techniques for forecasting HR demand
- 4. Contd. • Surplus & Shortage of Employees. Concerns about surplus or shortage of employees at Google are mostly in the production processes, such as the manufacture of Chromecast and the provision of the Google Fiber Internet and cable television service. In developing and providing web-based and software products, human resource surplus and shortage are not a significant concern. For production processes, Google’s human resource management identifies possible surpluses and shortages through forecasting techniques. Such information is used for recruitment and scheduling.
- 5. Job analysis and design • Organizational Design. Google’s organizational design enables the company to flexibly address human resource needs. The interconnections in the firm’s matrix organizational structure allow human resource managers to easily identify cross-linkages among different parts of the organization and use this information for the processes of job analysis and design. Thus, Google’s organizational design facilitates and optimizes human resource management activities, particularly in job analysis and design.
- 6. Contd. • Job Description & Specification. Because of the large size of the organization, Google has highly varied job descriptions and specifications. The job descriptions and specifications for positions in product development, for instance, significantly differ from the job descriptions and specifications for positions in human resource management.
- 7. Contd. • Methods of Job Analysis. Google uses a combination of worker-oriented job analysis methods and work-oriented job analysis methods. However, the company emphasizes the use of work-oriented job analysis methods in jobs like those in research and development, as well as jobs in product design and manufacturing. Google emphasizes the worker-oriented job analysis methods in jobs that require significant interpersonal skills, such as human resource management positions.
- 8. Recruitment, Selection, Retention • Google uses indirect methods and direct methods of recruitment. The indirect methods are more significant to the company. These indirect methods include advertisements on the company’s website. However, Google’s human resource management also uses direct methods in the form of contacts with potential interns and future employees through academic institutions. This combination of direct and indirect recruitment methods is aligned with the mixture of internal and external recruitment sources to satisfy Google’s human resource requirements.
- 9. Contd. Google’s Employee Retention Programs • Google’s compensation packages are the main HRM tool that the company uses for retaining high-quality human resources. The company’s compensation packages are competitive and above average. For example, Google provides high salaries and wages. In addition, employees get free meals and other incentives and benefits. The typical design of the company’s offices emphasizes fun and creativity, which attract and retain creative and innovative workers. Google’s human resource management uses coaching and mentoring to retain and develop employees with leadership potential.
- 10. Career Development Career Development at Google • Individual-Organization Matching. Google matches individual and organizational needs by filling positions based on a combination of performance appraisals and interviews. These appraisals and interviews provide information for human resource managers to ensure proper fit between employees and the job, organization, and team. In this regard, Google’s human resource management’s approaches for matching individual and organizational needs address person-job fit, person-organization fit, and person-group fit. These different kinds of fit support maximum human resource performance at the job level, team level, and organizational level, respectively.
- 11. Contd. • Career Opportunities and Requirements Identification. In relation, Google’s HR management identifies career opportunities and requirements through a combination of job analysis and coaching. Job analysis enables HR managers to identify possible career options for individual employees. Google uses coaching as a way of understanding the dynamics involving the individual employee and possible career options within the organization. This combination helps HR managers identify requirements for career paths, and how these paths present opportunities for Google’s employees.
- 12. Thank you