HR STRATEGY AT

GOOGLE, APPLE,
NAFIA Abderrahmane
WALMART
BENLARBI Anass
TOUROUGUI Yassine
ABACHE Oumaima
BENICH Mihad
HR STRATEGY
STRATEGY
The generic strategy of Google based on Michael Porter’s model is differentiation, meaning that the company offers
products to everyone around the world.

The HR strategy of Google must be aligned with the core strategy of the company in order to achieve its goals.

The core strength of Google is its employees.

Google’s HR Policy is based around:
• Hiring the best talent
• Make them work hard and long
• Manage to keep them at Google for a long time

Google takes part on various people programs in order to support the expansion of the growing workforce of google
across different countries. These programs are conducted to promote Google’s employer brand and to also deal with
cultural diversity across the nations.
STRATEGY

Google approches Strategic Human Ressource in 4 different axes :

• People (Diversity and inclusion, personal attributes, compensation based on performance, flexible work
schedule to nurture and preserve talents)
• Culture (The company is commited to its style, norms , values, as well as its beliefs that all should be strictly
followed)
• Systems (Human ressources are supported by a workforce database critical to the steps of compensation and
legal procedures)
• Organisation (Moral principles and practices that motivate employees are based on cross-functional structure
of the organisation)
SELECTION

• Google is not a company like the others and its iconoclastic and demanding recruitment strategy
can certainly not be applied to all companies, nor to all candidate profiles
 SELECTION

Four interviews await the candidate. Pass the phone screenings

Pass the phone screenings : The interview lasts 30 to 60 minutes
depending on the role.
For technical roles : you may be asked to complete a take home
coding project.
For non technical roles : Case-based questions related to the role.
How “would you improve Google Maps”, or “If you could
Detect the Googleness
implement a new feature for Gmail, what would it be?”.
Detect the googleness: Google looks for a hard-to-name quality,
verifying the technical skills.
Pass the hiring committee reviews : The idea is that a single
hiring manager isn’t necessarily motivated to wait or search for the
Pass the hiring committee
very best candidate. Especially as a search drags on, the hiring reviews
manager is eager to fill the position. But making a quick hire to
satisfy a short-term need is not a long-term solution for an
organization. 
Pass the executive reviews and get the offer : The offer list Pass the executive reviews and
awaits final reviews from an executive get the offer
compensation
The main element of google’s compensation are the same of other company’s it’s include the salary
various benefits, bonuses

The first element is salary; google always tries to have increased salaries compared to its competitors
and also google wants to become a leader in the salary matter through the salary increases.
The average salary of a Google employee is $ 128,000 €/year, or around $10,700 per month.

the second element; is related to the workplace because google seeks to reward its employees in a
continuous way Google believes that if the working conditions of its employees are as favorable as
possible, they will focus on their work. (Google offers to their employee a free lunch also a free
transport; laundry service; The company also operates a concierge service for employees who need to run
errands; maternity and paternity leave for new parents.

The third element is bonuses and rewards; Many companies give bonuses when the profit margins
improve. The idea is that bonuses promote teamwork.
compensation

The performance bonus

It’s related to the performance of the employee and also the job position
Google provide a new method is the stock options it means that salary can have the choice to become one of the
shareholders

Collective Bonuses
These bonuses are awarded periodically to all Google employees, based on the various bonus programs 
PERFORMANCE EVALUATION

What is a performance appraisal system?

The performance appraisal based on a management system and work by objectives
lessening at all degrees of a business.
What makes a performance appraisal effective?
Skilled managers look after employee’s performance throughout the year, providing
positive recognition, necessary training, and feedback to address problem areas.
PERFORMANCE EVALUATION

What is google performance appraisal?

Google does not evaluate its employee’s salary assessment, they are separated from employee
reviews, the program conducts annual reviews in November, while salary discussions take place a
month later. This encourages the desire to improve the company instead of a motivation fueled
only by money. Providing continuous feedback, setting goals and key results, and motivating
employees with appropriate rewards all make Google one of the best companies in terms of
employee satisfaction.
Google use ORC program from intel, they adopt it to evaluate, set objectives and structure the
work, teams and individuals.
HR DEVELOPEMENT

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

such as organizational analysis, work analysis, and cost-benefit analysis.

Program Design. Google’s HR management uses a combination of the relational model and the results-
oriented approach for training program design.

Delivery. Google’s human resource management delivers training programs in various ways, such as
discussions, simulations and on-the-job training.
HR STRATEGY
STRATEGY

• Walmart has established a competitive advantage in costs utilizing a low cost strategy.

• Wal-Mart’s strategy is simply put: ‘to provide value for its customer’s hard earned money’

• Walmart is a true example of effective large-scale human ressource management as the business
counts millions of employees worldwide.
STRATEGY

• The HR strategy is to focus Wal-Mart’s employees to do everything they possibly can to hold
down costs… and they do. Whenever Wal-Mart is successful in lowering its expenses, it passes
those savings along to its customers in the form of lower prices putting even more pressure on its
competitors. 

• The successful management of business risks at Wal-Mart is reliant upon the success of people.
Wal-Mart’s leaders credit their employees around the world who make the difference every day
by achieving sales goals, serving customers, controlling expenses, and by doing so they help
to eliminate business risks.
SELECTION

• Walmart typically conducts two job interviews.

• the candidate's performance in the first interview generally determines whether he or she would be called for
the second
• The questions that will be asked in the second interview are almost the same as the first, but they are a bit
tricky and not as superficial
SELECTION

• Walmart interview questions can be a bit tricky. For example, they may include
• Do you disagree with a policy at your previous workplace?""Have you tried to change that policy
• Have you ever faced a difficult situation? And how did you handle it?"
COMPENSATION SYSTEM

BASIC PAY
• Walmart is known for low prices and low wages
• the company’s minimum hourly wage is $7.25 per hour
• The company try to enhance the wage to be 10 $ per hour
• The retribution is depend on the performance of the employee and their position
Benefits
• The Walmart company have several benefits
• The first benefit is the stock purchase plan with company plan
• Good health insurance (include, among others, a vision plan, dental plan, life insurance, accidental death &
dismemberment insurance, and accident insurance. These benefits address the human resource management
goal of employee retention.)
COMPENSATION SYSTEM

Incentives
• Walmart offers many incentives for its workers. 
• The optional APU credits are also incentives to motivate workers to improve their knowledge, skills and
abilities
• Walmart employees can improve their performance and plan a long-term career though continuing education
with APU.
Bonuses
• Bonuses at Walmart it’s depend on the job position
PERFORMANCE EVALUATION

Performance management has changed a lot over the years. Currently, performance management includes
feedback with employee benefits, regular coaching support, and artificial intelligence to increase productivity
and create an enabling work environment for employees.
PERFORMANCE EVALUATION

• Use a performance evaluation blueprint, including how customer service, productivity, and win rates should
be delivered.
• The company's performance standards emphasize the effectiveness of operational processes, the productivity
of company processes, supply chain efficiency, customer service quality, and sales force effectiveness. Based
on established plans, performance calibration is performed to help managers conduct fair and honest
performance evaluations.
• Sales teams are calibrated to be average or below average based on sales volume, customer service is
calibrated based on customer feedback and repeat purchases, while supervisors and top management are
calibrated on a scale of 1 to 10, with 1 being underperforming and 10 being excellent.
Post Performance measurement data to improve productivity and achieve short- and long-term business goals
PERFORMANCE EVALUATION

Post Performance measurement data to improve productivity and achieve short- and long-term business goals

Strength and weaknesses

Strength Weaknesses
Nature of Operations Lawsuits
Robust Information Systems High turnover rate
A vast range of products in the market Lack of uniqueness
International Operations Negative public image
Cost leadership approach
HR DEVOLEPEMENT

In this area, Walmart uses needs analysis to determine how jobs fit employees, and how these jobs fit the business
environment.
For example, needs analysis is used to determine how workers’ needs are satisfied.
Technological knowledge for example: cashier with a new technologie
HR STRATEGY
STRATEGY

• Working at Apple, the personnel must “think outside the box” vigorously and continuously.
Apple employees always have their own creative “space”, so they can build and improve their
products every day.

• When people are treated well, have a sense of purpose within the company, and have
tangible goals — they’re engaged.

• Apple’s iconic founder Steve Jobs, once said, “It doesn’t make sense to hire smart people and
then tell them what to do; we hire smart people so they can tell us what to do.”
SELECTION

• The candidats go through the strict requirement to be one of the employees of  World’s 2nd largest
information technology company.
• Each applicants need to go through 3 to 4 rounds of interviews, that is if Apple is satisfied with the resumes
you’ve given them. Details of the first interview will be notified to the candidates after about 2 to 4 weeks.
SELECTION
• Applicants will be set in a group setting with about 15 other
candidates.
Group interview • During this interview as well, the candidates will also be present for
several role-play scenarios in which they get to act both as the Apple
employee and as the customer. Each parts of the interview will be
carefully screened, even the interactions between candidates.
• Each candidate who had passed the first one, will be received a call
Interview one on one with phone, They will be asked about their opinion on Apple, about their
interest of job position in Apple, etc. This phone call interview might
the store manager last for 15 minutes

• For the third interview,. It might also be possible that they were told
Interview one on one with not to wear anything formal like shirt and tie, so in conclusion they
might also be evaluated by their clothing. The questions asked in the
the general manager. third interviews would most likely similar to the last 2 interviews
about how they past experience and how to handle certain situations

one on one interview with the • Might be like the past three interviews, some standard questions
head manager/high level manager​ were asked, but it might get to more personalized question about the
past of the candidates. The interview might last for 20 minutes
COMPENSATION SYSTEM

SALARY
• The average estimated annual salary, including base and bonus, at Apple is $143,362, or $68 per hour,
Feel Good in body and mind
• Apple offers a multiple health system including physical and mental health(employees have the option to
access medical professionals from almost anywhere and get free confidential counseling virtual or in person.)
Feel good for your whole family.
• The health plan cover also the family and the new children (well-child exams, childhood immunizations, and
fertility treatments.)
• Apple give to their employee a paid vacation to take care for the family and children , Free guidance)
COMPENSATION SYSTEM

Feel goodfinancially
• Apple give the opportunity for the salary to become one of the shareholders and invest on the stock action
Feel good about giving.
When the employee give his/her time for the volunteer Apple give 25 dollars for each hour and when the employee
give the time and money apple can match your contribution up into 10000 dollars
Feel good about receiving.
• When you become an employee of Apple you have the great promotion on the best product
• Also Apple help you with financial advice and services like ( shooping, pet sitters)
PERFORMANCE

Employee performance is the way they perform their job duties and perform required duties, and is related to
the activity, quality and competence of employees their output. Employee performance is very important to any
company business, but their effectiveness depends on how they perform.
PERFORMANCE

As an overview off how apple use performance management to align individual and organizational objectives.

Planning Coaching Appraisal

PERFORMANCE

• Apple Goals management: organization-centered; Recruitment: qualified and skilled personnel; Incentives: Salary.
• Base salaries:
• higher end of normal for the markets they operate in;
• supplemented by stock options, challenging work and extensive benefits
• Variable pay: high performers are highly rewarded; Benefits: depending on individual performance and number
of years within the company.
• Training and development:
• Training for business-driven needs – personal development category
• General awareness education
• Efficiency program
• Coaching: Mentoring and good leadership.
• Appraisal style:

• 360-degree assessment
• peer assessment
• performance review: annually
HR DEVELOPEMENT

• The Apple Incorporation has undertaken several career development programs tailored towards attracting
and retaining human resource base.
The team provides job compensation structure that supports the organizations as well as individuals’ growth
and development perspectives. The Apple Incorporation also evaluates employees and produce succession
pipe-lines for vital job positions in the organization. In view of Maslow’s hierarchy of needs, management of
the Apple Incorporation always strive to create room for recognition, promotional opportunities and a chance
for career growth . This has boosted self actualization of employees to some extent.
THANK
YOU !