JABATAN PERDANGANGAN

PRINCIPLE OF MANAGEMENT
DPB10023
SESI 2 2021/2022
DPR1A
PROBLEM SCENARIO

LECTURER: PUAN HAJAH FAIZATUL

NAME NO MATRICS
PUVENESWARI A/P KALISSALBAN 15DPR21F2013

GAYATRI A/P SASI BALAN 15DPR21F2021

NUR KHAIRINA BALQIS BINTI 15DPR21F2033
QUSAIRI
NUR FAIZAH BINTI LATIF 15DPR21F2031
1. IDENTIFY THE ISSUES THAT SURROUNDED THE HUMAN RESOURCE
DEPARTMENT OF GOOGLE
The identity of the issues surrounding Google's Human Resources Deportation and
the issues surrounding Google's Human Resources Department is increasingly
attracting and acquiring highly talented and highly skilled individuals from around the
world, the company considers it the source of a severe dilemma. In addition, the
number of applications if received from thousands of job seekers from all over the
world.Use skills tests and behavioral assessments during the inilial stage of the hiring
process, and defermine what molivates Top Talent. For some new hires, it may mean
a larger paycheck, but for most employees, it means development opportunities,
Alexible working condilions, management responsibilities, greafer aufonomy, a better
job title or even the chance to do good in the world.
 2. EXPLAIN THE TECHNIQUES USES BY GOOGLE IN ITS:

A) RECRUITMENT PROCESS
Google’s HR function has to handle a major responsibility and therefore its size is also larger
than average. Throughout the various stages from hiring to performance management,
Google cares for equity and believes in providing each Googler with equal chances of growth
and development. The rewards for good performance are quite big and there is a downside to
being an under-performer. Its payment strategy is based on the pay for performance scheme.
360 degree feedback is used for performance review and reviewers can be selected from all
across the organization. It is not just your seniors but your subordinates too can be a part of
your review team. So that people can perform at their best, Google’s leaders have taken care
of a few important things
 A person is assigned to a task he is interested in.
 Everyone can learn continuously.
 Challenges are there for everyone.
 Everyone feels being recognized for his contribution.
Innovation is the norm at Google, followed in every aspect of business including performance
management. However, the recruitment process is not so straightforward. Instead, the
applicants have to be through a lengthy and complicated process. The budget for recruitment
at Google is also high. Productivity matters at Google and so there is a lot of investment
behind hiring each new employee. It tests several things before recruiting. To some, it may
appear too complicated but then things are complicated inside technology companies and it is
also why their turnover rates are higher compared to other industries. Surviving the pressure
is not possible for everyone and in this sense Google is not wasting money by spending on
recruitment. The way Google does it has also become a lesson for other players in the
industry.
Recruitment is not only the HR function’s job, but the entire organisation is somehow
involved. Another key focus of Google’s recruitment strategy is diversity. It has partnered
several organizations to make its selection process a success and to bring a highly diverse
workforce together. Diversity is not just an HR concern, instead something visible in all
aspects of Google’s business. Google itself notes, “There’s no one kind of Googler, so we’re
always looking for people who can bring new perspectives and life experiences to our teams.
If you’re looking for a place that values your curiosity, passion, and desire to learn, if you’re
seeking colleagues who are big thinkers eager to take on fresh challenges as a team, then
you’re a future Googler”. Google has created an efficient recruitment system composed of
skilled people. The recruitment team has members in roles like recruiting research analysts,
candidate developers, process coordinators, candidate screeners and several others. Handling
such a high number of applications as Google receives each year is not an easy task and
requires a lot of planning and coordination
B) SELECTION PROCESS
Selection process is decided to focus on the distinct behavioural characteristic and
personalities that separate Google employees from any other employees in other known
companies.After that,focus on the academic qualifications and technical experiences of the
applicants personality,creativity,leadership capacities,innovative and non-conventional ways
of thinking and the applicants overall exposure to the world.The academic qualifications and
the intensive job experience just came in as the second priorities of the company in choosing
the best candidates for any open positions.The secret to being selected as a Google employee
is that one has to think a lot like an “engineer”.Apparently,Google expects its employees to
be highly quantitative and highly analytical as well as highly capable of dealing with too
much data all at the same time.During the interviews,an applicant must also be able to
demonstrate his skills or capacity by writing codes,intelligently analyzing case studies and
brain teasers,and solving algorithmic problems on the spot.Also,Google is searching for
applicants who are highly practical and are capable of making something out of nothing that
people can make use of.
2.Explain the techniques used by Google in its:
c) Interview process
STEP 1
In interview process there are several roles this is includes product
management,software engineering,product marketing, and other keys Google
hires.The first step in interview process is recruiter phone screening rounds a
Google recruiter will call you for a personal conversation.This phone screen is
an initial evaluation to know your background and behavioral suitability.The
recuiter will ask questions about personal background and work background,
and get into some technical questions.You may also be asked to solve coding
problems on the spot to know the capability.Purpose of this is to get to know
who you are.If the recruiter approves you will go further.
STEP 2
Google hiring manager will call you once you are done with recruiter
screening.This conversation will go more depth.This will be better if yu are
ready to answer for why you are fit for this role.Technical applicants are
usually asked you to solve coding problems using phone.Google’s phone
screening is challenging and lasts 30 to 60 minutes.

STEP 3
The Google hiring process will also involves onside interviews.Google’s onside
interview rounds are now done virtually happens through Google
Hangouts.You will be interviewed by 3 to 5 interviewers at the same time.Most
interviews last arount 40 to 45 minutes.Technical interviews include coding
and system design and technical applications are asked to solve questions.the
interviewers include the teammates,prospective manage,cross-functional
teammates they will give grade to your responses accoding to the rubric
below
STEP 4
Applications may be put through team matching phase.The team matching
process can happen before or after the hiring committee review.If Google
decides you to hire you with joining with teams it will send you information to
teams with open slots available
STEP 5
A hiring committee will determine if you’re good and fit for it.This committee
includes potential team members,managers,and senior managers.This is
anoter structured process.Again the Google interviewers will give standardized
feedback according to scoring rubric.
STEP 6
The final stage of Google interview process seems as top-level executive
reviewing the hiring committee’s recommendations.The executive makes the
final yes or no hiring decisions.The decisions is relayed to the recruiter,who will
contact the candidate two weekd to accept and confirm the position
3)HOW DID GOOGLE RETAIN ITS EMPLOYEE

It is hardly surprising that data is used to inform most choices made at Google, including those
pertaining to human resources. The majority of Google's people management procedures are
governed by people analytics. Nothing is done entirely based on intuition or in line with antiquated HR
regulations from the 1980s or 1990s, which continue to be a problem for many businesses today.
Instead, all of their judgments are based on data. Google has benefited from using a scientific
approach to its hiring operations, from increasing employee retention, workplace collaboration, and
diversity to using algorithms to anticipate the likelihood of success of potential applicants.

The goal of Google is to improve/easily its employees' lives. The business wants its employees to
devote their time to their passions both within and outside of the workplace. Google prioritises the
health and happiness of its employees because happy, pleased employees are better able to create
the outstanding results that consistently help the company reach new heights.

• Compensation packages that reward strong performers

• On-the-job learning
• Training sessions from experienced managers
• Inspirational talks from respected professionals
• Healthy meal options

MANAGEMENT APPROACH

Research and, of course, data are the driving forces behind Google's management approach. The
business regularly evaluates its managers to determine whether they require more mentoring and
training. Google has identified 8 characteristics of highly effective managers as a result of its own
research in this area:

 Be a competent coach
 Don't micromanage your staff; instead, empower them.
 Show concern for the accomplishments and personal welfare of your team members.
 Communicate well and pay attention to your staff.
 Helping your staff advance their career
 Create a team with a clear vision and strategy.
 possess essential technical abilities to assist the team with their advice.
4.SUMMARIZE

After all, employing interns from universities is another notion I can heartily endorse. Because the
majority of university courses include a semester known as an internship, students can apply what
they have learned in class in the real world by working for another organisation. Thus, once students
have completed their courses, managers may assess their efficacy and reliability from their internships
and the companies they worked for.
Finally, I recommend giving everyone an entrance exam. by quizzing them on both the fundamentals
of their jobs and general knowledge. Only those who receive passing marks are permitted to attend the
interview, which might lessen the workload on the human resources department. Additionally, this
makes it simpler for the human resources department to understand their responses to the high order
thinking skill question.