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Question-01: What do you think of the idea of Google correlating personal traits from the employee’sanswers on the survey to their
performance, and then using that as the basis for screening jobcandidates? In other words, is it or is it not a good idea? Please explain
your answer;

Answer:

The idea of Google correlating personal traits from the employee’s answer are arduous as well as strategic to articulate the job
specification and job description of potential candidate and requires astute endeavor while depicting the final requirement. Jotting down
the personnel requirement based on inference and assertions culled from existing employee may be fruitful if proper method has been
adopted with some strategic consideration. The reasons which substantiate the importance of data fetched from surveying employees
are written below-

·Employee know the in and out of the jobs into which he is undergoing his duties and responsibilities. Thus he/she is pretty
sagacious about the task which are critical and frequent in nature; impairment of which might bring complete hash of the job;
anddiligence which are recommended to penetrate these tasks.

· There are some technical and conceptual skills required in different stage of exhaustion ofassignment like-An iOS-based
program developer must have holistic idea about hardwareconfigurations as well as system compositions to became successful
in apps development.Idea about These technical and conceptual skills which excel the performance may besolicited from
existing employee in an impeccable way.

· There are some ancillary duties and personnel trait that doesn’t directly influence theperformance but make it resilient
indirectly. For example – habit of keeping notes anddoing extra will not directly influence project / assignment but ensure
excellency andflawlessness. Existing employees are informed about such types of complementary trait ofperformance.Work
style means way of doing task and types of challenged are dynamic and ever-changing process. The tweaks and changes that
are confronted by existing employee in Google aretaken into consideration while pointing high performance trait; which will
retrofit with thechanges.

Using internal sources to portray requirement to whittle down unfit candidate fromrecruitment pool will be effective; contingent to some
strategic consideration-

ü Proper methodology has been applied while eliciting information from subsisting employees.Sample selection should be
scientific and rational so that inference stirs from sample will represent traits which will stimulate the future performance.

ü Google also should infuse its future vision while setting requirement or cut off pointwhile recruiting.Labor market condition
should be synthesized with recruitmentplan, process and selection criteria. Department and environment in which new
candidate should and parties with whom the employee must deal with are prominent consideration while selecting new
candidate.

Question-02: The benefits that Google pays obviously represent an enormous expense. Based on what youknow about Google and what
you read in this book, how would you defend all these benefits if youare making a presentation to the security analysts who were
analyzing Google’s performance?

Answer:

The benefits that Google pays obviously represent an enormous expense, based on our case situation about Google the benefits will be-

●●● Google a 24-hour operation and the engineers and others frequently pull all-nighters to completetheir projects. Also, working at
is

Google requires a special set of traits, for instance they need to attractpeople who are super bright, love to work, have fun, can handle
stress and who also have outsideinterests and flexibility. For attracting the right kind of talent and retaining them, the company needsto
provide a company needs to provide a package of services and financial benefits that helps itsemployees maintain an acceptable work-
life balance.

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

●●● Google understands that their employees have active lives outside of the workplace and theyencourage their employees to bring
those parts of their lives into the Google employee community. Itis this sort of culture that creates individuals that have the desire and the
motivation to stay with acompany.

For attracting the right kind of talent and retaining them, the company needs to provide a package ofservices and financial benefits that
helps its employees maintain an acceptable work-life balance.

Question-03: If you want to hire the brightest people around, how would you go about recruiting and selecting them?

Answer:

Ifwe want to hire the brightest people around, the process of recruiting and selecting them is known as three step procedure. The three
steps include-

Step-01: Poach from Competitors- In recruiting terms, “poaching” a dramatic way to say hiring current or former employees from a
is

competitor or similar company. You have open roles that call for certain experience and knowledge and a person who already works in
your industry likely has the attributes you’re looking for.While a person’s loyalty to their employer is an admirable quality, it’s not required
by any means. Professionals are allowed to choose where they want to work and when it’s time to move on to a new job. Everyone
wants to progress in their career and pursue opportunities that can change their life for the better. You should certainly strive to retain
great talent and help them grow with your company but you won’t always have a senior position available for someone to move up to or
align with their personal timeline.

Step-02: Referrals and Incentive Plans for Existing Employees- Employee referral campaigns are a very important recruiting option. Here
the employer posts announcements of openings and requests for referrals on its website, bulletin boards, and/or wallboards. It often
offers prizes or cash awards for referrals that lead to hiring.Incentives vary greatly by company, with cash, gift certificates, trips, and even
cars being awarded. The value of incentives ranges from $250 to more than $25,000 (for executive positions) with the most common
range being about $1000 - $2500 according to a survey by WorldatWork.Employers often believe that accessing the social networks of
the current staff can be more cost-effective than other recruiting techniques, including the use of executive recruitment services. Some
research indicates that incentive programs yield a higher quality employee and enhance retention of staff.

Step-03: Go to The Best Universities or Campus Recruitments- Sending an employer’s representatives to college campuses to prescreen
and create an applicant pool from the graduating class, an important source of management trainees and professional and technical
employees.To determine if the candidate is worthy of further consideration,to attract good candidates. In terms of definition, campus
recruitment refers to the process where large companies look forward to filling certain of their vacant positions by employing students or
freshers from various campuses. With the number of millennials and freshers increasing at an exponential rate, conducting campus
recruitment and hiring fresh talent has become an inexplicable part of most company’s hiring procedure.Campus recruitment has always
been associated with large corporations who look for candidates in a bulk.

Question-04: To support its growth and expansion strategy, Google wants (among other traits) people who aresuper bright, and who
work hard, often round the clock and who are flexible and maintain a decentwork-life balance. List five specific HR policies or practices
that you think Google has implementedor should implement to support its strategy, and explain your answer?

Answer:

The five HR policies or practices that we think Google has implemented or should implement to support its strategy is written below:

Ø Google Has Changed Work Itself with “20% Time”:

The key element of changing the work so that the work itself becomes a critical attraction andretention 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 jobsit means that the employee works the equivalent of one-day-a-week on their own
researchingindividually selected projects that the company funds and supports.

Ø 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.

Ø More money up front:

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

Ø Giving a taste of the culture:

Everyone at the company seems to really enjoy what they do, and people sincerely believethat 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.

Ø The World’s First Recruiting Culture:

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

At last we can say, to support its growth and expansion strategy, Google wants people who are super bright, and who work hard, often
round the clock and who are flexible and maintain a decent work-life balance.

Question-05: 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?

Answer:

The factors we think Google will have to take into consideration are written below-

1. International Laws- There are some international laws Google has to follow as it tries transferring its culture and reward
system and ways of doing business to its operations abroad. The international laws Google take into are written below:

v Labour and Employment Law;

v International Trade compliance Import/Export, Sanctions and Corruptions;

v Corporate Structure for Doing Business;

v Intellectual Property;

v Termination of the Business;

2.Cultural Differences- It is important to be aware of cultural differences of different countries, on the other, it is also hard to be
aware of every single aspect of each country’s organizational culture. Therefore, you should be aware of the key factors that
have a direct impact on business. These are written below:

v Cross-Cultural Challenges;

v Gaining Benefits from Cultural Differences such as Communication Style;

v Differences in Negotiating Styles;

v Etiquette in The Workplace and Maintain Hierarchy in The Organization;

3. International Taxation Issues- A multinational corporation invariably derives income not only from domestic sources but also
foreign sources. The imposition of two taxing systems, namely the worldwideincome tax system and the territorial income tax
system, is problematic because a company can alwaysshift income from one country to another so that it will always be
considered foreign-sourced income. The income from a host country becomes tax-free in a home country. The main issues are:

v Double Taxation System;

v Territorial Taxation System;

v World Wide Income Tax System;

4. Differences for not Being Able to Provide Same Kind of Benefits- The benefits are written below:

v Workers Compensation Package;

v Employer Health Insurance Requirements;

v Employer Paid Holidays Based on Leave Act;

In addition to highly skilled and trained personnel from Google culture to be posted at abroad toestablish the core values and culture
right from the scratch.

Question-06: Given the sorts of values and culture Google cherishes, briefly describe four specific activitiesyou suggest they pursue
during new employee orientation?

Answer:

The sorts of values and cultures Google cherishes for their candidate selection. Let’s describe the four specific activities we think Google
pursue during new employee orientation which includes:

ü Orient all new employees consistently through the use of an orientation checklist, employee handbook and orientation
program to indulge in to Google culture- New employees to your company can be welcomed with an orientation program that
makes them feel at ease and like they're a part of the team. Orientation programs vary depending on the industry, the
management style and the overall company culture. Your orientation program can provide employees with a proper
introduction to your company, what's expected and where they fit in to overall goals.

ü Communicate pride in the company by introducing new employee by sending email, giving welcome kit to new employee
etc.- Start welcoming your new employee before they arrive. The more your new hire knows about your company and your
plans for their first few weeks at work, the less nervous they’ll be for their first day. Check in with them before they start and let
them know how to prepare and what to expect.An employee welcome package or “fact sheet” is a simple gesture that can go a
long way. It can include all the normal HR paperwork, company policies, employee handbook and stationery, but it’s a good
idea to customize it to fit your new employee’s role.

ü Encourage communication, and a sense of importance, by inviting new employees to have coffee or lunch with the senior
management- One of the main duties of every business owner or a leader is to maintain good relations with all of the company’s
members: customers, suppliers, business partners, and most importantly employees. However, it is sometimes challenging to
get to know well all of your workers and listen carefully to their ideas and concerns. Creating a great company culture can help
to improve this situation. A unique tradition fosters building bridges between employees and employers.In this way you can
strengthen the communication process at the workplace.

ü 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- Starting a new job can be exciting, but it can also be very stressful and
overwhelming. Project managers who are new to an organization have the essential skillsets to succeed in their new roles, but
they are unfamiliar with their new coworkers and the company's’ culture and business processes. Assigning a workplace buddy
who can help ease the transition into their new roles can be very beneficial for all involved, especially during the onboarding
process.Implementing a buddy system in your work environment not only provides benefits for the new employee, but also it
can be valuable to your organization.

So, we think by using above four activities Google orients new employee’s which they pursue to attract new candidates for better future
of the Google platform.

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