Talent management practices in Google
- 2. Google is a multinational public corporation, it develops and hosts internet based services and products. Google is one of the biggest search engines in internet and it processes a billion searches. Larry Page and Sergey Brin started Google as their research project while doing there PhD at Stanford university in California The organization recognizes the importance of talent management for business continuity. “People and talent are the only sustainable advantage in the global knowledge economy”, (Google, 2012). In addition, the Google has stressed this throughout the organization. They have implemented employee retention strategies into corporate culture and invest heavily to recruit and retain human capital. About
- 3. Acquisition Strategies Organizations such as Google have continued to develop acquisition strategies. This can be specifically observed in their employee benefits package and incentive programs. Google is known and recognized worldwide as an organization that cares about its employees. The extensive programs, offers, and incentives entice many prospective and potential candidates. Employees while at work, have the option to play video games, clean their clothes, or even go swimming.
- 4. Talent Retention Strategies • Google has also demonstrated its ability to manage their talent. Not only is there a well-established and organized HRM, the organization improves the manager’s ability to manage. The organization isn’t structured in a triangle tier with managers and supervisors dominating the top. The organizational structure is horizontal. • In this manner, the culture does not mandate the employees submit to the demands of management due to their title. Managers are often nominated into their position by their peers and their respect is earned by their leadership qualities and potential. • In addition Google, “uses employee reviews of managers-similar to instructor reviews that college students fill out at the end of the semester-to suggest courses to managers”, (Walker, 2012). This ensures that management is meeting their objective and HRM to doing what it can to retain its employees. Employee satisfaction is fundamental to employee retention. Ensuring that employees have a voice and their needs are being addressed and assist HRM in talent management.
- 5. •Google has an extraordinary focus on increasing collaboration between employees from different functions. •It has found that increased innovation comes from combination of 3 factors- Learning, collaboration and fun. •It even tracks the times spent by the employees in the café lines to maximise collaboration. Work place Design drives Collaboration
- 6. Predictive modelling: People management is forward looking at Google. As a result, it 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. Bicycles painted in the corporate color scheme are available for free use by any employee travelling around the Googleplex
Editor's Notes
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