Best hr practices of Google

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. Surplus & Shortage of Employees. Concerns about surplus or shortage of

employees at Google are mostly in the production processes, such as the manufacture of Chrome

cast 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.

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. 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.

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.

Google’s Recruitment Practices

Sources. Google’s human resource management uses a mixture of internal and external

recruitment sources to maintain the adequacy of its human resources. The company uses

promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs.

On the other hand, the external recruitment sources at Google include educational institutions

and respondents to job advertisements. Most of these ads are available through the Careers

section of Google’s website. Through these recruitment sources, the company facilitates a

continuous influx of qualified workers, while matching these employees’ capabilities with

human resource needs. Methods. Considering the combination of internal and external

recruitment sources, 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.

Selection Process at Google

The most significant criteria used in Google’s human resource management for the selection of

applicants are smartness, creativity, drive for excellence, and alignment with the organization.

The company does not use work experience as a major criterion for selection. These criteria are

based on the firm’s goal of maximizing innovation to support its broad differentiation strategy.

There are different processes used for the selection of applicants at Google. However, in general,

the company’s selection process involves background checks, preliminary screening, on-the-job

tests, and interviews. Google’s human resource management uses different procedures and steps

for the various positions in the organization. For instance, on-the-job tests are generally used for

positions that are more frequently filled through absorption of interns and trainees.

Employee Training at Google

Needs Analysis. Google’s HR management uses different types of needs analysis, such as

organizational analysis, work analysis, and cost-benefit analysis. Organizational analysis

identifies new human resource needs based on the firm’s current situation. For example, in

developing new products and investing in new businesses, Google conducts organizational

analysis to determine the corresponding human resource requirements. Work analysis determines

the specific requirements to fulfill work tasks. Google applies work analysis on new jobs, or

when an organizational restructuring has just occurred. Cost-benefit analysis determines the
practicality of training programs and activities. Google’s HRM objective in using this type of

analysis is to maximize the benefits achieved through training programs.

Program Design. Google’s HR management uses a combination of the relational model and the

results-oriented approach for training program design. The relational model focuses on the

relationship of the company with employees. Google maintains positive internal relations to

foster employee participation in creative and innovative processes. The results-oriented approach

focuses on training outcomes. For example, in implementing a training program, Google uses

this approach to facilitate employees’ learning. Thus, the relational model optimizes relations

among employees, while the results-oriented approach ensures that Google’s human resources

are effective.

Delivery. Google’s human resource management delivers training programs in various ways,

such as discussions, simulations and on-the-job training. Discussions enable Google to maintain

rich communications involving employees. With rich communications, training programs also

benefit through maximum feedback from the trainees. The company uses simulations to facilitate

creative responses. Simulations empower Google’s employees to understand the details of work

tasks, projects, and products. The company’s HRM uses on-the-job training to maximize the

transfer of knowledge to new hires or interns. Many of these interns are absorbed into Google’s

organization.

Evaluation. Google has summative and descriptive purposes in evaluating training programs.

The summative purpose is to determine the effectiveness of the program in developing human
resources. The descriptive purpose of evaluation is to understand the effects of the training on

employees. Google’s human resource management uses evaluation variables like trainees’

learning and reactions, and the results of training programs in terms of changes in human

resource knowledge, skills, and abilities.

Google’s Performance Management Practices

Performance Planning. Google’s performance planning efforts address different dimensions of

its human resource management, including customer service, communication, support for

diversity, and problem solving abilities. Google’s performance appraisal programs also use

variables corresponding to these dimensions. For example, the company’s HRM evaluates

employees’ performance in internal communications and problem-solving activities to decide on

performance management approaches.

Link to Corporate Objectives. Google’s performance management practices are directly linked

to corporate objectives for human resource management because they ensure that employees

remain capable of supporting the firm’s business activities. For instance, the emphasis on

diversity supports diverse ideas, which lead to higher rates of innovation. Innovation is part of

Google’s corporate objectives. Also, the emphasis on problem-solving abilities ensures that the

human resources are satisfactory in developing Google’s organizational resilience.

Measurements and Standards. Google’s HR management uses different sets of measurements

and standards for its performance management practices in different areas of human resources.
The firm uses individual measurements of ethical conduct and contributions to innovation and

quality of output. Google’s human resource management also uses team variables like

collaboration level. Creativity is also an important measure of the performance of the firm’s

human resources because creative employees contribute more to Google’s innovative culture.

The company maintains high standards for all of these measures and always emphasizes

excellence in employees.

Performance Interviews. Google’s human resource management conducts performance

interviews that address concerns about individual performance and team performance. The

individual performance interviews cover knowledge, skills, abilities and other attributes of

employees. The team performance interviews cover how employees perform as part of project

teams in Google. Note that the company forms and disbands teams for different purposes and

projects. The interviews are also structured and unstructured, formal and informal. Google’s

HRM uses unstructured and informal interviews in the fun meeting places, such as the coffee and

snack areas of its offices.

Performance Problems. Google’s human resource management is usually concerned about

performance problems in the areas of quality of work and work behaviors. In terms of quality of

work, some red flags for HR managers are errors and ineffective work techniques. In terms of

work behaviors, Google’s HR managers are concerned about negativism, power struggles, and

tardiness or delays.
Google’s Compensation Strategy
Google’s compensation strategy is highly competitive compared to the compensation strategies

of competing firms. The company provides high salaries, together with comprehensive

incentives and nonconventional benefits. Financial and moral incentives are provided. In

addition, the company provides benefits like medical insurance, retirement pensions, free meals,

and free use of exercise equipment. Realistically, Google’s human resource management has

succeeded with regard to the compensation strategy because it effectively attracts highly

qualified smart and excellent employees. People perceive Google as one of the best places to

work.