A

PROJECT REPORT
ON
ORGANISATIONAL BEHAVIOUR
IN
DELOITTE

A Project Report submitted in the partial fulfillment of the requirement

For the award of Degree of

BACHELOR OF BUSINESS ADMINISTRATION

Submitted By

M.MANASWINI (HT .No. 120124091)

Under the guidance of

Mr.K.VENKATESHWARLU(Ph.D)
Assistant Professor

DEPARTMENT OF COMMERCE & BUSINESS MANAGEMENT

CHAITANYA (DEEMED TO BE UNIVERSITY)

KISHANPURA, HANAMKONDA (Dist). T.S. INDIA -506 001
 (2020-22)
DECLARATION

I, M.MANASWINI Pursuing B.B.A. from CHAITANYA (DEEMED TO BE UNIVERSITY),

Hanamkonda, hereby declare that the project titled “ORGANISATIONAL BEHAVIOUR IN
DELOITTE” done is a bonafied work done by me and is not submitted to any other university
or published any time before, Project work is for partial fulfillment of the requirements for the
award of Master of Business administration during the academic year 20202022.

Place:
Date: M.MANASWINI
(HT .No. 120124091)
 ACKNOWLEDGEMENT

I am thankful to honorable chancellor Dr. CH.V.PURUSHOTTHAM REDDY for

giving me the opportunity to study in CHAITANYA (DEEMED TO BE UNIVERSITY).

I express my gratitude to my Dean Administration. Prof. S. KAVITHA for giving

permission to do the project with the selected organization.

I would like to express my immense pleasure and satisfaction in expressing thanks to my

Head of the Department Prof. P. RAJENDER, faculty of management and also other faculty
members who have given their valuable guidance

I express my sincere gratitude to Mr. K.VENKATESHWARLU my Project Supervisor

in guiding me to complete my project work successfully.

I take this opportunity to extend my profound thanks and deep sense of gratitude to the authorities
of “DELOITTE” for giving me the opportunity to undertake this project work in their esteemed
organization.

I am also thankful to all those who have incidentally helped me, through their valued
guidance, co-operation and unstinted support during the course of my project.

Thank you,

M.MANASWINI
(HT .No. 120124091)
 CONTENTS

CHAPTER TOPIC PAGE NO.

CHAPTER I INTRODUCTION 1 - 13

COMPANY PROFILE
CHAPTER II 14-29

DATA ANALYSIS AND

CHAPTER III 30-40
INTERPRETATION

CONCLUSIONS
CHAPTER IV 41-42
AND SUGGESTIONS

APPENDIX QUESTIONNAIRES AND 43-47

BIBLIOGRAPHY
CHAPTER 1 INTRODUCTION
WHAT IS ORAGANISATIONAL BEHAVIOUR AND THE TYPES OF
ORGANISATIONAL BEHAVIOUR?
Organisational Behaviour tries to understand human behaviour in the organization.
OB is a part of total management but plays a very important role in every area of
management and has been accepted by all the people concerned. The mangers now
understand that to make their organization more effective, they have to understand
and predict the human behaviour in the organization.

organizational behaviour is the study and application of knowledge about

how people act within organizations. It is human tool for the human benefit.
It applies broadly to behaviour of people in all type of organization such as
business, government, schools, etc.
According to L.M PRASAD , “organisational behaviour can be defined as the
study and application of knowledge about human behaviour related to other
elements of an organisation such as structure, technology and social systems”.
 
Stephen P. Robbins : “Organisation Behaviour is a field of study that
investigates the impact that individualsknowledge toward improving an
organisation’s effectiveness.”

Recruitment methods can be classified into three types such as:

1) Direct Method
 2) Indirect Method
3) Third-Party

Direct method:

In this method, the representatives of the organisation are sent to the potential candidates in the
educational and training institutes. They establish contacts with the candidates seeking jobs.
These representatives work in cooperation with placement cells in the institutions Persons
pursuing management; engineering, medical etc. programmes are mostly picked up in this
manner.

Sometimes, some employer firms establish direct contact with the professors and solicit
information about students with excellent academic records. Sending the recruiter to the
conventions, seminars, setting up exhibits at fairs and using mobile office to go to the desired
centers are some other methods used to establish direct contact with the job seekers.

Indirect method:
Indirect methods include advertisements in news papers, on the radio and television, in
professional journals, technical magazines etc.

This method is useful when:

(i) Organisation does not find suitable candidates to be promoted to fill up the higher posts
(ii) When the organisation wants to reach out to a vast territory, and
(iii) When organisation wants to fill up scientific, professional and technical posts.
The experience suggests that the higher the position to be filled up in the organisation, or the skill
sought by the more sophisticated one, the more widely dispersed advertisement is likely to be
used to reach to many suitable candidates.
Sometimes, many organisations go for what is referred to as blind advertisement in which only
Box No. is given and the identity of the organisation is not disclosed. However, organisations
with regional or national repute do not usually use blind advertisements for obvious reasons.
While placing an advertisement to reach to the potential candidates, the following three
points need to be borne in mind:

1. First, to visualise the type of the applicant one is trying to recruit.

2. Second, to write out a list of the advantages the job will offer
3. Third, to decide where to run the advertisement, i.e., newspaper with local, state, nation-wide
and international reach or circulation.

Third-Party method:
These include the use of private employment agencies, management consultants, professional
bodies/associations, employee referral/recommendations, voluntary organisations, trade unions,
data banks, labour contractors etc., to establish contact with the job- seekers.
Now, a question arises: which particular method is to be used to recruit employees in the
organisation? The answer to it is that it will depend on the policy of the particular firm, the
position of the labour supply, the Government regulations in this regard and agreements with
labour organisations. Notwithstanding, the best recruitment method is to look first within the
organisation.

Employment Exchanges

As per the law, for certain job vacancies, it is mandatory that the organization provides details to
the employment exchange. Employment exchange is a government entity, where the details of
the job seekers are stored and given to the employers for filling the vacant positions. This
external recruitment is helpful in hiring for unskilled, semi-skilled, and skilled workers.

Employment Agencies

Employment agencies are a good external source of recruitment. Employment agencies are run
by various sectors like private, public, or government. It provides unskilled, semi-skilled and
skilled resources as per the requirements of the organization. These agencies hold a database of
qualified candidates and organizations can use their services at a cost.

Advertisements

Advertisements are the most popular and very much preferred source of external source of
recruitment. The job vacancy is announced through various print and electronic media with a
specific job description and specifications of the requirements. Using advertisements is the best
way to source candidates in a short span and it offers an efficient way of screening the
candidates’ specific requirements.

Let’s take an example. Assume that there is a Sales Company called XYZ Ltd which has got a
new project of selling a product in a short span of time, as the competition is very high. In this
scenario, choosing the specific recruitment plays a vital role. Here the ideal type of recruitment
which should be chosen is Advertisement.

Advertisement is the best suitable practice for this kind of hiring, because a large volume of
hiring in a short span can be done through Advertisement only. Advertisement is one of the
costliest way to recruit candidates, but when time and number are important, then advertisement
is the best source of recruitment.

Professional Associations

Professional associations can help an organization in hiring professional, technical, and

managerial personnel, however they specialize in sourcing mid-level and top-level resources.
There are many professional associations that act as a bridge between the organizations and the
job-seekers.

Campus Recruitment
Campus recruitment is an external source of recruitment, where the educational institutions such
as colleges and universities offers opportunities for hiring students. In this process, the
organizations visit technical, management, and professional institutions for recruiting students
directly for the new positions.

Word of Mouth Advertising

Word of mouth is an intangible way of sourcing the candidates for filling up the vacant positions.
There are many reputed organizations with good image in the market. Such organizations only
need a word-of-mouth advertising regarding a job vacancy to attract a large number of
candidates.

Pros and Cons of External Sources of Recruitment

External sources of recruitment, i.e., hiring employees outside an organization, has both its
benefits and drawbacks. The benefits are as follows −

• It encourages new opportunities for job seekers.

• Organization branding increases through external sources.
• There will be no biasing or partiality between the employees.
• The scope for selecting the right candidate is more, because of the large number
candidates appearing.

The disadvantages of recruiting through external sources are as follows −

• This process consumes more time, as the selection process is very lengthy.
• The cost incurred is very high when compared to recruiting through internal sources.
• External candidates demand more remuneration and benefits.

To conclude, the HR department should be flexible enough to choose between internal or

external methods of recruitment, depending upon the requirement of the organization.
The many sources of recruitment are as follows:
A TYPICAL SELECTION PROCESS OF A COMPANY SHOWN IN THE BELOW
DIAGRAM
The steps in the selection process are as follows:

• Preliminary Interview

This is a very general and basic interview conducted so as to eliminate the candidates who
are completely unfit to work in the organisation. This leaves the organisation with a pool of
potentially fit employees to fill their vacancies.

• Receiving Applications

Potential employees apply for a job by sending applications to the organisation. The
application gives the interviewers information about the candidates like their bio-data, work
experience, hobbies and interests.

• Screening Applications

Once the applications are received, they are screened by a special screening committee who
choose candidates from the applications to call for an interview. Applicants may be selected
on special criteria like qualifications, work experience etc.

• Employment Tests

Before an organisation decides a suitable job for any individual, they have to gauge their
talents and skills. This is done through various employment tests like intelligence tests,
aptitude tests, proficiency tests, personality tests etc.

• Employment Interview

The next step in the selection process is the employee interview. Employment interviews are
done to identify a candidate’s skill set and ability to work in an organisation in detail.
 Purpose of an employment interview is to find out the suitability of the candidate and to
give him an idea about the work profile and what is expected of the potential employee. An
employment interview is critical for the selection of the right people for the right jobs.

• Checking References

The person who gives the reference of a potential employee is also a very important source
of information. The referee can provide info about the person’s capabilities, experience in
the previous companies and leadership and managerial skills. The information provided by
the referee is meant to kept confidential with the HR department.

 Medical Examination

The medical exam is also a very important step in the selection process. Medical exams help
the employers know if any of the potential candidates are physically and mentally fit to
perform their duties in their jobs. A good system of medical checkups ensures that the
employee standards of health are higher and there are fewer cases of absenteeism, accidents
and employee turnover.

 Final Selection and Appointment Letter

This is the final step in the selection process. After the candidate has successfully passed all
written tests, interviews and medical examination, the employee is sent or emailed an
appointment letter, confirming his selection to the job. The appointment letter contains all
the details of the job like working hours, salary, leave allowance etc. Often, employees are
hired on a conditional basis where they are hired permanently after the employees are
satisfied with their performance.

Importance of the Selection Process

1. Proper selection and placement of employees lead to growth and development of the
company. The company can similarly, only be as good as the capabilities of its employees.
2. The hiring of talented and skilled employees results in the swift achievement of company
goals.
 3. Industrial accidents will drastically reduce in numbers when the right technical staff is
employed for the right jobs.
4. When people get jobs they are good at, it creates a sense of satisfaction with them and thus
their work efficiency and quality improves.
5. People who are satisfied with their jobs often tend to have high morale and motivation to
perform better.

NEED OF THE STUDY

The systematic efforts taken to select the individuals for jobs show the importance of employee
selection. How well an employee is matched to a job effects the amount and quality of the work.

The wrong choice of a vocation or improper Job placement can result in wasted time for the
employee, who could be getting useful experience in moving in the suitable field. In addition to
poor placement can result in the unhappy individual or even in the dismissal of the employee.

OBJECTIVES

The main objective of the project is to study the presence of Recruitment and Selection
process at GOOGLE

The objectives realized by understanding the factors:

 To study the sources of recruitment used by Google

 To understand the selection process and the satisfaction levels of the candidates towards
the selection process
 To understand the performance of the candidates in the selection process by the manager
 To analyze the techniques and methods adopted in the selection process

METHODOLOGY:

Area of study: The area of study was conducted in Google office Hyderabad Telangana

Sample size: The selection sample is randomly collected from the entire department which
consists of 30 employees.
Data Collection: It is mainly collected from primary and secondary sources

Primary sources:

 Questionnaire was used to collect information from the candidates  Personal interviews
with the employees were conducted.

Secondary sources:

 Websites
 Organization manuals
 Books
 Journals
 Informal discussion

Tools of analysis:

Percentage method was used for statistical analysis

SCOPE OF THE STUDY:

The study is an attempt to gain insight of the Recruitment and selection policy of the company.
The majority of the sample compromised of the technical employees in the organization. All the
employees were not covered in the study due to the technical constrains of the project trainee.

LIMITATIONS:

In the understanding of the study some problems were encountered such as:

 The scope of the study was limited to middle and senior level management only
 The respondents were not readily available and the data was collected based on the
convenience of the respondents
 Some responses of the employees have influence of the organization
  There was a delay in the collection of data as they were busy  The sample size was
nominal to that point.

CHAPTERAZATION SCHEME:

CHAPTER-1:

This chapter includes the introduction of the study, scope of the study, limitations of the study,
objectives of the study, methodology.

CHAPTER-2:

This chapter includes the company profile.

CHAPTER-3:

This chapter includes data analysis & interpretation.

CHAPTER-4:

This chapter includes conclusions & suggestions

ANNEXURE

Questionnaire
Bibliography

CHAPTER 2
COMPANY PROFILE
PROFILE OF THE COMPANY

Google was founded by Larry Page and Sergey Brin while they were students at Stanford
University. The company was officially launched in September 1998 in a friend’s garage. In one
of the most anticipated Initial Public Offerings (IPO) Google raised $1.67 billion in August of
2004. Today, Google has over 12,000 employees in offices throughout the world.

Sundar Pichai, in full Pichai Sundararajan, (born July 12, 1972, Madras [now
Chennai], Tamil Nadu, India), Indian-born American executive who was CEO of both Google,
Inc. (2015– ), and its holding company, Alphabet Inc. (2019– )

MISSION STATEMENT: Our mission is to organise the world’s information and make it
universally accessible and useful.

GOOGLE HAS A WIDE LIST OF PRODUCTS AND OFFERS MANY JOB

OPPORTUNITIES ACROSS THE WORLD SOME OF THE POPULAR PRODUCTS OF
GOOGLE ARE MENTIONED IN THE BELOW DIAGRAM

Working culture in google

1. Employees are an integral part of the Google family.

Google employs thousands of people every year. They create an environment where the
employees feel included and part of a community is not an easy task but Google has done it
successfully. Google’s work place makes employees feel that they are working for a cause and a
change.

Google's culture is a leading example of a healthy work environment. The employees in google
are given the latest technology and are deeply involved in solving the world's huge problems
with the best possible use of technology.

The company maintains a transparency amongst the employees and shares all possible
information and also promotes the idea of “Uncomfortably exciting”.
2. Innovation
Google mainly follows the rule of "Think 10x" for innovation. The following rule focuses on
improving a product by ten times rather than 10%. The company also uses the "soft opening"
approach to collect the customer’s feedback on their new launches and then innovate their
products based on customers' reviews.

3. Google's workplace is fun.

Google work place consists a wide variety of amenities for the employees from professional
hairdressers to gym and swimming pools, from essential nap pods to on-site fitness and wellness
centers, from video games to football and ping pong.
Google also provides complimentary lunch and dinner to its employees. It has created a fun and
innovative working environment which helps in increasing the team efficiency, improving
productivity and they have created a formal corporate environment rather than a boring cubicle
spaces and dull meeting rooms.
Google offices also have a pet policy in which you can bring your pets to your office.

4. Not a typical corporate culture

Google followed the culture of learning and knowledge sharing from the beginning.

The company trust that learning is the right of every employee and it thinks itself as the
companies responsibility. There is a employee to employee network known as “Googler to
Googler” which runs 80% of its tracked training in employees. This g2g network consists of
more than 6000 employees. The trainers of this community help their peers by teaching
professional skills( leadership, public speaking, and negotiation), providing 1:1 mentorship, and
preparing learning materials. Which helps in the overall development of the employees.

5. Google advocates flexibility

Today, in 2021, Google has 139,995 employees and more than 70 offices in 50 countries.

Google has released a new tool to its employees to estimate the benefits and pay of remote work.
Sundar Pichai, CEO of google has proposed in his email to all his employees to move to a hybrid
work week where most googlers spend approximately three days in the office and two days
wherever they work best.

Flexible schedules allow employees to explore creative ideas and give freedom to work from a
preferable environment. Because in the end, it's the people who make a company great. And
Google knows it well.

Google and its hiring needs

Every year, Google receives over one million resumes and applications. Only 4,000-6000
applicants will actually be hired — that’s less than a 1% hiring rate. With over 60,000 employees
spread across 70 offices in 40 countries, there has to be set measures when it comes to bringing
people into the company. Years of practice and experimentation have allowed Google to narrow
their acquisition of the best talent to a near science.
Hiring managers at Google used to spend 10 hours a week on recruiting and top executives
would dedicate a full day to it. Google wanted to make this process more efficient and through
extensive research, experimentation, consultation, note taking, and note revisiting, they’ve found
their winning formula.

With this, they have cut 10 hours into 1.5 hours a week accomplishing the same amount of
work for recruiting.

It sounds like a dream but it wasn’t one that came easy. Years of work went into making that
time slash and process possible. That said, it’s important to remember that the work Google put
into their hiring process may not all directly apply to you and your company either. The
strategies they have uncovered, while all great, are applicable to the needs of Google, the pace at
which Google is growing, and the profiles that Google is looking for.

GOOGLE ON HOW THEY HIRE

“Set a high bar for quality. Before you start recruiting, decide what attributes you want and
define as a group what great looks like. A good rule of thumb is to hire only people who are
better than you. Do not compromise. Ever.” That’s what Laszlo Bock, Google’s SVP for People
Operations, uses as a guiding principle for recruiting.

With his years of experience and success in recruiting, Bock has an eye for strategies that work
and those that should be tossed. Many companies often deploy misleading questions like how
many golf balls would it take to fill an Olympic swimming pool which supposedly gauge the
candidate’s ability to think creatively and under pressure. In reality, Bock says “They don’t
predict anything. They serve primarily to make the interviewer feel smart.” It will definitely not
uncover a gold star employee.

The success rate of a recruiter also comes into question. Bock says that no one is good at hiring.
A revisiting of tens of thousands of job interview footage allowed Google to come to that
conclusion. “We found zero relationship [between good employees and their hiring
responsibles],” he said. “It’s a complete random mess…. Rather than having each interviewer
just make stuff up,” Bock says, the company makes use of a consistent rubric to assess
candidates. This made the company realize that a strict recruitment process
withuncompromisingly high standards is what would filter the cream of the crop. After this, the
applicant pool is significantly narrowed and one of the main tasks of the recruiter would then be
to sift through the best of the best and find a Googler.

“Before you start recruiting, decide what attributes you want and define as a group what great
looks like,” says Bock, “Include subordinates and peers in the interviews, make sure interviewers
write good notes, and have an unbiased group of people make the actual hiring decision.”
Google used to be the Ivy of companies and accepted only the top performing applicants with
school credentials that shined off their resumes but today, they look further beyond GPAs. “After
two or three years, your ability to perform at Google is completely unrelated to how you
performed when you were in school, because the skills you required in college are very different.
You’re also fundamentally a different person. You learn and grow, you think about things
differently.”

GOOGLE ON PICKING THE BEST PEOPLE

The reason why Google is among the best, if not the best, place to work is because they invest in
operations, products, services, acquisitions and in the quality of the people they bring in.
Ultimately, these people are the driving force of the company.
Bock has four principles that he believes will help even the smallest teams become much better
at hiring:

1. Set an uncompromisable high standard

If you enter the recruitment game knowing what you want and not settling for less, your pool of
candidates will sort themselves out. Google’s fallout rate is insanely high, yes, but their high
standards leaves them with only the applicants that have the strongest qualifications,
determination, and potential.

2. Find candidates among your own people

Google does it’s hiring internally. On occasion they will make use of third party recruiting firms
when they build new teams or expand in new, unfamiliar territory. For the most part, however,
they’ve found success in finding their own people. When you have 60,000 employees who are
considered the best in their fields, they are bound to have like-minded and similarly incredible
networks that you definitely want to tap into.

3. Make use of the entire team, not just HR Large companies like Google can afford to delegate
hiring to an entire team or department.
Smaller companies aren’t so lucky and the burden usually falls to one or two people. Make use of
the rest of the team—borrow a couple of hours from
BD or Marketing to help with interviews and get a fresh set of ears and opinions. This
collaboration also comes in handy when gauging the candidate’s fit with the company.

4. Give candidates a compelling reason to join your company

Google’s former SVP for Products, Jonathan
Rosenberg, used to keep 200 employees resume on file.

“If a candidate was on the fence about joining Google, Jonathan would simply give them the
stack and say: ‘You get to work with these people,’” Bock says. The applicant would then sift
through the pile of employees—from the inventor of JavaScript to Olypmic athletes—the
strategy would always seal the deal. Brock says, “Make clear why the work you are doing
matters, and let the candidate experience the astounding people they will get to work with.”

GOOGLE AND THEIR HIRING PROCESS

It’s not that different from how other companies probably recruit, but it is a rigorous process. The
lengthy but thorough process is to make sure they hire someone no less than brilliant and
promising, someone who will make an impact to the company (and the world).
1. Recruiter Screen
The recruiter looks through every resume to find a potential fit.

2. Phone Screen
The recruiter then contacts a potential candidate, explains the process, and let’s them know what
to expect.

3. On-site Interview
The on-site interview will be with a panel of 4-5 people for 45 minutes each. If they are
interviewing for a technical role, they will be asked tosolve a technical problem in real-time, and
quizzed about unconventional questions.
4. Interview Feedback
Each interviewer submits their individual feedback in a standard format about the candidate and
assigns a numerical ranking to the candidate. A search is done to match the candidate’s resume to
an employee’s resume based on school or companies. An email will be sent to that matched
employee asking for an opinion on that candidate.

5. Hiring Committee

The hiring committee reviews all the feedback as well as the resume and experience. Independent
hiring committees are made up of Googlers at various levels of the company to review your
candidate packet. For detail on what actually happens during a Hiring Committee meeting, see
http://qr.ae/RFWpii

6. Executive Review
Senior level management reviews every offer.

7. Compensation Committee
The committee that determines the appropriate compensation for the offer.

8. Final Executive Review

The top executive reviews the employment offers before they are extended to the candidate.

9. The Offer

The recruiter will notify the candidate of the offer and will explain the details of the offer.

GOOGLE ON QUESTIONSTHEY ASK AND WHY

Recruiting for Google is not completely rocket science. They still undergo the same processes
most companies go through and ask the same questions you might have already been asking.
However, every company can have its unique sets of interview questions, and here are some of
them:
“Tell me about a time you had to deal with a difficult manager? What did you do?” This
question will help you see how a candidate handles difficult situations and pressure in the office,
how they overcame the challenges, and how they improved themselves during or after the
situation.

“How would you go about setting up flu vaccination stations across Google campuses… and
then how would you expand internationally?”

This is a scenario-based question, and the purpose of it is to find out how a candidate thinks, how
they would they gather data, and how they would move through this process to get them to a
solution.

“What is your favorite Google product? What would you change?”

This question will determine how knowledgeable a candidate is with the products you are selling.
It is also a way for you to see how creative or innovative a candidate is when he/she suggests
changes to a product.

“If you have 90% of the market-share, how would you grow your business?”
This question will show you the entrepreneurial, sales and marketing skills of the candidate. This
will also show you how the candidate would approach the situation, and the kind of steps they’ll
take to make a business grow given the huge budget.

“What makes you GOOGLEY?”

This is basically a cultural fit question Google asks their candidates to see if they fit well in the
organization. It is a chance for the candidate to let his/her personality shine, at which the recruiter
finds hints of their personality and work ethic based on their answers.
GOOGLE CAREERS
Administrative Business Partner, People Operations
• Google
• In-office:
Bengaluru, Karnataka, India
• Hyderabad, Telangana, India

Note: By applying to this position you will have an opportunity to share your preferred working
location from the following:
Bengaluru, Karnataka, India; Hyderabad, Telangana, India.
Qualifications
Minimum qualifications:

• Bachelor's degree or equivalent practical experience.

• 5 years of experience working in administration.

Preferred qualifications:

• 1 year of experience working in direct executive support.

• Experience with calendar management, high-volume travel scheduling and booking, and
budgeting of events.
• Ability to adhere to an expectation of complete confidentiality on all business matters.
• Ability to effectively communicate and collaborate with a diverse range of people and
job functions.
• Ability to manage multiple priorities simultaneously.
• Excellent organizational skills, with demonstrated attention to detail.
About the job
As an Administrative Business Partner, you're at the heart of your team's business operations and
activities and the soul that keeps your team moving forward. You anticipate the needs of your
managers and team members and help them stay focused on their projects by resolving
operational and administrative issues before they arise. You move quickly with the changing
environment and are up to date with the latest Google products and services. You also use that
knowledge to strategically support your team's projects. In addition to being organized and
analytical, you possess the strong business judgment and communication skills needed to interact
with a variety of people and job functions.

Administrative jobs at Google are staffed by organized and dependable people driven by a
common company goal: to help us accomplish great things. Working behind the scenes, we make
a significant impact on the people we support as well as on Google users around the world. We're
adept at leading and managing a variety of simultaneous projects, which requires the particular
talent of being able to communicate effectively with all levels of the organization.

Responsibilities

• Perform administrative tasks (e.g., manage calendars, book travel, scheduling facilities
and equipment, oversee budget management, etc.).
• Take initiative to improve processes and procedures with little or no guidance.
• Serve as a lead of small projects.
• Organize logistics for a variety of team offsites and events.

Customer Onboarding Manager, Customer Success, Google Cloud

• Google
• In-office:

Bengaluru, Karnataka, India

Qualifications
Minimum qualifications:

• Bachelor's degree in Business, Technical, or a related field, or equivalent practical

experience.
 • Experience building, supporting, or migrating public cloud workloads in the enterprise
space.

Preferred qualifications:

• 10 years of experience in a related Engineering field, or equivalent work experience

showing client service and/or management consulting.
• Experience with program management, enterprise technology implementation, strategy
development, and customer advocacy.
• Experience with core system administration tools, basic networking protocols, and
Cloud security and compliance.
• Effective cross-functional project management, communication, and stakeholder
management skills.

About the job

The Google Cloud Platform team helps customers transform and build what's next for their
business — all with technology built in the cloud. Our products are engineered for security,
reliability and scalability, running the full stack from infrastructure to applications to devices and
hardware. Our teams are dedicated to helping our customers — developers, small and large
businesses, educational institutions and government agencies — see the benefits of our
technology come to life. As part of an entrepreneurial team in this rapidly growing business, you
will play a key role in understanding the needs of our customers and help shape the future of
businesses of all sizes use technology to connect with customers, employees and partners.

As a Google Cloud Customer Onboarding Manager, you will be part of a team responsible for
the execution of our process to onboard customers into Google Cloud. You will define the steps
required to guide customers through the onboarding process and be a part of a global team to
execute on this effort. You will work cross-functionally with Customer Success, Support, Sales,
and other organizations within Google Cloud to ensure a unified customer onboarding
experience.
Google Cloud accelerates organizations’ ability to digitally transform their business with the best
infrastructure, platform, industry solutions and expertise. We deliver enterprise-grade solutions
that leverage Google’s cutting-edge technology – all on the cleanest cloud in the industry.
Customers in more than 200 countries and territories turn to Google Cloud as their trusted
partner to enable growth and solve their most critical business problems.
Responsibilities

• Lead onboarding engagements for select enterprise and public sector customers to Google
Cloud Platform.
• Develop onboarding programs that can be customized based on unique vertical and
horizontal needs of customers.
• Work cross-functionally with customer success, professional services, engineering, and
product teams to deliver customer onboarding and provide product roadmaps and feature
improvements related to the onboarding process.
• Provide technical guidance to customers during the onboarding process, including core
services related to billing, organizational node, cloud identity, and basic connectivity.
• Foster and develop key relationships with English and SEA-language-speaking partners
in Singapore/assigned region(s)
GOOGLE CLIEN
Rick Harshman, managing director, Asia Pacific, Google Cloud, has revealed that several Indian
companies have selected Google Cloud.
Ashok Leyland, Calcutta Electric Supply Corporation (CESC), Dainik Bhaskar, Dalmia Cement,
DTDC, Delhivery.com, GoIbibo, Reliance Entertainment – Digital, Royal Enfield, Air Vistara,
Tata Sky, Walnut and Hike Messenger have selected Google Cloud as their technology platform.
Hike’s entire messaging application and network, as well as all front-end traffic, is running on
Google Cloud.

Google Cloud has completed the migration, which took place earlier this year, over a 90 day
period. Since the migration to Google Cloud, Hike has seen a 25-30 percent reduction in latency,
improving the overall user experience on their platform. Google Cloud is also allowing Hike to
scale with efficiency and greatly reduce their go to market time and effort.
Globally, Airbus, Coca Cola, Colgate, Home Depot, HSBC and Philips, among others, are
running on Google Cloud platform.

Global partners of Google Cloud are Accenture, Citrix, Deloitte, Intel, Intuit, Nutanix, Pivotal,
PwC, RedHat and SAP, among many others.

BluePi, Happiest Minds,, Searce, Team Computers, Microland, MediaAgility, Shivaami,

CloudCover and PowerUp Cloud are some of the Indias partners for Google Cloud.
“With the Google Cloud India region going live in Mumbai before the end of this year,
enterprises in India will soon be able to take advantage of the high speeds, low latency and
performance benefits uniquely offered by our Google Cloud Platform services,” Rick Harshman
said.
 CHAPTER 3
DATA ANALYSIS
AND
INTERPRETATION
DATA ANLYSIS AND INTERPRETATION

Stastical Tools Applied: Statistical tools applied in the present study are Bar diagrams, Pie
diagrams, Lines, Histograms, cones, cylinders etc.

1. Analysis about the source of recruitment followed in the selected industries

TABLE-1

Particulars No. of respondents

External 30
Internal 20
Both 100
Total 150
CHART-1

No. of respondents
160
140
120
100
80
60
40
20
0
External Internal Both Total

No. of respondents

Interpretation:

From the above table and graph it is observed that, 30 respondents have accepted that the
company is following external recruitment sources and 20 respondents have accepted their
company is following internal recruitment sources and 100 respondents have expressed that their
company is adopting both internal and external recruitment sources.
 2. Analysis about the attributes taken into preference for recruitment and selection procedure
TABLE-2
Particular No. of Respondents

Experience 25

Qualification 50

Both 72

Other 03

Total 150

CHART-2

No. of respondents
160

140

120

100

80

60

40

20

0
Experience Qualification Both Other Total

No. of respondents

Interpretation:

From the above table and graph it is observed that,25 members expressed that, their company
gives preference to experienced candidates. 50 members expressed that, their company gives
preference to qualified candidates. 72 members expressed that, their company is giving
preference to both experience and qualification candidates and three members are accepted that
their company gives preference to other
 3. Analysis about the main sources of selection in three selected industries
TABLE-3
Particulars No. of respondents
Written Tests 30
Group Discussions 25
Interview 50
All the above 45
Total 150
CHART-3

No. of respondents
160

140

120

100

80

60

40

20

0
Written tests Group discussions Interview All the above Total

No. of respondents

Interpretation:

From the above table it is observed that 30 members of the total respondents have expressed that,
their company is following written tests 25 members of the total respondents have expressed
that, their company is following group discussions,50 members of the total respondents have
expressed that, their company is following interview,45 members of the total respondents have
expressed that, their company is following all the above tests as main source of selection
 4. Analysis about the period of recruitment of your organization
TABLE-4
Particular No. of respondents
Quarterly 0
Half-Yearly 32
Annually 41
When We required 77
Total 150
CHART-4

No. of respondents
160

140

120

100

80

60

40

20

0
Quarterly Half-yearly Anually When we required Total

No. of respondents

Interpretation:

From the above table it is observed that.32members of total respondents have expressed that the
company recruits employees half-yearly,41members of total respondents have expressed that the
company recruit employees annually, and 77 members of total respondents have expressed that
the company recruit employees whenever they required.
 5. Analysis about the kind of recruitment sources were used by organization
TABLE-5
Particulars No. of respondents
Newspaper sources 45
Professional journal & periodicals 10
Campus recruitments 40
Employee referral 30
Consultancies 25
Total 150
CHART-5

No. of respondents
160
140
120
100
80
60
40
20
0
es ls t l s l
rc ca en rra nc
ie
To
ta
ou di tm f e a
s rio ui re ul
t
er pe e cr ee ns
ap s& sr oy o
s p l pu pl C
w na Em
Ne our Ca
m
lj
na
s io
e s
of
Pr

No. of respondents

Interpretation:

From the above bar diagram, we can understand that 45 members of total respondents are
attended the recruitment in their respective organizations is through newspapers, 40 members of
total respondents are attended the recruitment in their respective organizations by campus
recruitment,25 members of total respondents are attended the recruitment in their respective
organizations through consultancies,30 members of total respondents are attended the
recruitment in their respective organizations through employee referral,10 members of total
respondents are attended the recruitment in their respective organizations through professional
journals.

6.Analysis about the stages followed in selection procedure in organization

TABLE-6
Particulars No. of respondents
4 0
5 0
As per Candidates 40
As per the position in organisation 110
Total 150

CHART-6

No. of respondents
160

140

120

100

80

60

40

20

0
4 5 As per candidate As per the position Total
in organisation

No. of respondents
Interpretation:

From the above table and graph, we can observed that,40 members of total respondents
expressed that, the selection process in the organization is done as per the candidate, 110
members of total respondents expressed that, selection process in the organization is done as per
the position in their organization

7.Analysis about the reason for accepting the offer in the organization
TABLE-7
Particulars No. of respondents
Relocation 20
Relation with Employer 15
Decent Salary 50
Opportunities for growth 20
Job security 25
Identification with the company 20
Total 150
CHART-7
 No. of respondents
160

140

120

100

80

60

40

20

0
Relocation Relation with Decent Salary Opportunities Job security Identification Total
Employer for growth with the
company

No. of respondents

Interpretation:

From the above graph, we can understand that 20members of total respondents are selected this
organization for relocation, 15members of total respondents are selected this organization for the
reason of Relationship with employer ,50members of total respondents are selected this
organization for decent salary,25members of total respondents are selected this organization for
security, 20members of total respondents are selected this organization for growth,20members of
total respondents are selected this organization for identification.
 8. Analysis about level of satisfaction with the present recruitment process followed in your
organization
TABLE-8
Particulars No. of respondents
Satisfied 75
Highly Satisfied 30
Dissatisfied 35
Highly dissatisfied 10
Total 150
CHART-8

No. of respondents
160
140
120
100
80
60
40
20
0
Satisfied Highly Satisfied Dissatisfied Highly dissatisfied Total

No. of respondents

Interpretation:

From the above line chart, we can observe that 75 members of total respondents are satisfied
with the present recruitment process followed in their organization 30 members of total
respondents are highly satisfied with the present recruitment process, 35 members of total
respondents are dissatisfied with the present recruitment process, 10 members of total
respondents are highly dissatisfied with the present recruitment process followed in their
organization
 9. Do you agree that a good recruitment policy plays a key factor in the working of an organization
TABLE-9
Particular No. of respondents
Strongly agree 90

Agree 40

Disagree 20

Total 150

CHART-9

No. of respondents
160

140

120

100

80

60

40

20

0
Strongly agree Agree Disagree Total

No. of respondents

Interpretation:

From the above pie chart, we can observe that, 90 members of total respondents are strongly
agreed that the good recruitment policy plays a key factor in the working of an organization .40
members of total respondents are agreed that the good recruitment policy plays a key factor in
the working of an organization 20 members of total respondents disagreed that the good
recruitment policy plays a key factor in the working of an organization.
 10. What kind of the interview did you undergo

TABLE-10
Particulars No. of respondents
Formal and structured Interview 100
Formal and unstructured interview 10
Stress Interview 15
Board Interview 25
Total 150
CHART-10

No. of respondents
160
140
120
100
80
60
40
20
0
w w w w l
ta
vie vie vie vie To
ter ter ter ter
In in In In
ed ed ss ar
d
t ur tur St
re
Bo
c c
s tru s tru
nd un
la d
a an
rm al
Fo rm
Fo

No. of respondents

Interpretation:

From the above table and graph, we can observe that, 100 members of total respondents are
undergone formal and structured interview. 10 members of total respondents are undergone
formal and unstructured interview, 15 members of total respondents are undergone stress
interview, and 25 members of total respondents are undergone board interview.
 CHAPTER 4
FINDINGS, CONCLUSION
AND SUGGESTIONS
CONCLUSION AND SUGGESTIONS

In every organization recruitment and selection plays a vital role. The study reveals that the
recruitment and selection process offered in three selected industries is effective. The HR
manager of the selected industries have to focus on selecting the right persons through other
sources like campus placements, job.com, data banks etc.
The selection is done by evaluating the candidate’s skills, knowledge and abilities which are
highly required to the vacancies in selected industries.
 It is observed that, the selected industries have satisfied all the procedures of recruitment.To
motivate the employees; the selected industries have planned to offer incentives of both
monetary and non monetary .

 It is suggested that the selected industries are advised to follow the existing recruitment and
selection policies in future also

 It is suggested that the selected industries should give equal importance to external sources
like agencies, references and data banks in order to get the desired & required employees .

 It is suggested that the selected industries have to encourage the fresher’s based on their
skills, along with the experienced candidates.

 It is suggested that the selected industries have to adopt latest interview techniques to recruit
prospective employees.
 ANNEXURE

QUESTIONNAIRE

1.Analysis about the source of recruitment followed in the selected industries?

a. external () b. internal () c. both ()

2. Analysis about the attributes taken in to preference for recruitment and selection process?

a.experience () b.qualification ()

c. Both () d.others ()

3. Analysis about the main source of selection in three selected industries?

a. Written test ( ) b.group discussions ( )

c.interview () d.All the above ()

4.Analysis about the period of recruitment of your organization?

a.Quarterly () b.half-yearly ()

c.annually () d.when we required ( )

5.Analysis about the kind of recruitment source were used by organization?

a. newspapers sources ( ) b.professional journals&periodicals ( )

c.campus recruitment ( ) d.employee referral ( ) e.consultancies ( )

6.Analysis about the stages followed in selection procedure in organization?

a.4 () b.5 ( ) c. as per candidate ( )

d. as per the position in organization ( )

7. Analysis about the reason for accepting the offer in the organisation?

a.relocation () b.relation with employer ( )

c.decent salary ( ) d.opportunities for growth ( )

e.job security ( ) f. identification with the company( )

8. Analysis about level of satisfaction with the present recruitment process followed in
your organization?

a.satisfied () b.highly satisfied ()

c.dissatisfied ( ) d.highly dissatisfied ( )

9. Do you agree that a good recruitment policy plays a key factor jn the working of an
organisation?

a.strongly agree ( ) b.agree ( ) c.disagree( )

10.What kind of the interview did you undergo?

 a. formal and structural interview ( ) b.f ormal and unstructured interview ( )

c.stress interview () d.board interview ( )

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