~ Presentation By Group 9

About The Company:

- American Multinational Technology company.
- Founded by Larry Page and Sergey Bin in 1998.
- Key Areas: AI, Search Engine, Quantum Computing, etc.
- Net Worth $320 Billion (2022) and known as one of the most powerful companies.

History:
- Developed as search algorithm known as “BackRub” in 1996.
- The domain google.com was registered on September 15, 1997.
- First Initial public offering in 2004.
- In 2015 Google became the main Subsidiary company of the holding company Alphabet.
Google Applications
Commonly Used
COMPENSATION MANAGEMENT
BY GROUP 9 (SECTION B)
Introduction to Compensation Management
Compensation is what employees receive (financial as well as
non-financial rewards) in exchange for their contribution to the
organization.

Compensation management is the systematic

approach to establishing and administering
employee pay and benefits. It encompasses all
forms of financial and non-financial rewards
provided to employees in exchange for their
work.
Compensation Philosophy
Science + Dollars: Google
doesn't guess, they analyze.
Years of research and employee
feedback fuel their
compensation decisions,
ensuring fair and competitive
pay. They aim for the top of the
pack, recently boosting salaries
by 10%. But they know money
isn't everything.
Investing in Stars: Top
performers shine bright at
Google. Merit-based bonuses
and equity grants recognize and
reward those who drive the
company forward. It's not just
about today, it's about building a
future with the best talent.
Compensation Philosophy
Work Should Be Fun: Forget
stuffy cubicles. Google's
offices are full of perks and
unexpected delights, from on-
site gyms and nap pods to
gourmet meals and game
rooms. They believe a happy
employee is a productive
employee.
Beyond the Paycheck: It's not
just about the bottom line.
Google understands that good
work deserves good vibes.
They invest in their people's
well-being and satisfaction,
creating a work environment
that fosters loyalty and
engagement.
Introduction to
Compensation
Management at Google
Compensation management at Google is a key aspect of the company's human
resources strategy. It encompasses the policies, practices, and systems
implemented to reward employees for their contributions. The compensation
structure is designed to attract, retain, and motivate top talent while ensuring
fairness and transparency. Google's approach to compensation management
reflects its commitment to creating a positive employee experience and fostering
a culture of innovation and excellence.

by Meetali Jain
 Importance of Compensation Management in
Attracting and Retaining Talent
1 Attracting Top Talent
Effective compensation management is crucial for attracting high-potential
candidates. Competitive and appealing compensation packages can serve
as a powerful incentive for talented individuals to join the organization.
2 Retaining Key Employees
By offering attractive and fair compensation packages, organizations can
retain their valuable employees, reducing turnover rates and maintaining
a stable and skilled workforce.
3 Motivating Performance
Well-structured compensation plans can motivate employees to perform at
their best, aligning their efforts with the organization's objectives and values.
4 Recognizing and Rewarding Performance
Employing a performance-based compensation framework enables
Businesses to reward initiative, ingenuity, and extraordinary outcomes.
Enhancing Employee Satisfaction and Happiness
5
creating a positive and satisfying work environment for marketing
professionals. Feeling valued and fairly compensated for their
efforts enhances employee satisfaction and happiness.
6 Driving Performance and Results
A well-designed compensation and benefits program can serve
as a catalyst for driving marketing team performance and
achieving exceptional results.
Key Components of Google's
Compensation Strategy
Competitive Base Salary
Google emphasizes competitive base
salaries that reflect employees' roles,
expertise, and market standards. The
company conducts regular reviews to
ensure that compensation remains
competitive.
Comprehensive Benefits
In addition to monetary compensation,
Google offers a comprehensive benefits
package that includes health, wellness,
retirement, and other valuable perks to
support employees' well-being and work-
life balance.

Performance-Based Rewards
Google implements performance-based reward systems to recognize and incentivize outstanding
individual and team achievements, fostering a culture of excellence and contribution.
Base Salary and Benefits at Google
Competitive Base
Salaries
Google's base salaries are
market-driven and tailored to
individual roles, qualifications,
and geographic locations. The
company aims to ensure that
employees are fairly
compensated for their expertise
and contributions.
Comprehensive Benefits
Package
Google offers a wide range of
benefits, including health,
dental, and vision coverage,
retirement plans, paid time off,
and other wellness programs to
support employees in various
aspects of their lives.
Additional Perks
Besides traditional benefits,
Google provides unique perks
such as on-site healthcare, free
meals, fitness centers, and
generous parental leave,
enriching the overall employee
experience.
Performance-Based Bonuses and
Incentives
1 Merit-Based Bonuses
Google acknowledges exceptional
performance through merit-based
bonuses, providing tangible and
meaningful rewards for individuals who
consistently exceed expectations.
2 Recognition Programs
The company's recognition programs
celebrate outstanding contributions,
often with monetary incentives or non-
monetary rewards, reinforcing a culture
of appreciation and excellence.

3 Profit Sharing
Google's profit-sharing initiatives allow employees to benefit from the company's success,
aligning their efforts with the organization's prosperity and long-term sustainability.
Stock Options and Equity Compensation
Stock Options
Google provides stock options to eligible
employees, allowing them to purchase company
stock at a predetermined price, aligning their
financial interests with the long-term performance
and growth of the organization.
Equity Grants
Equity compensation, through grants and awards,
offers employees ownership stakes in Google,
fostering a sense of ownership, commitment, and
shared success in the company's performance.
 Unveiling the Nexus: Performance
Evaluation Techniques and Criteria

360 DEGREE GOOGLEGEIST UPWARD FEEDBACK MONTHLY

FEEDBACK ENGAGEMENT SURVEY PERFORMANCE
SURVEY CHECK-INS
 Peer feedback is  Subordinates have
sought for input on  Annual survey given direct opportunity to  Employees meet
strengths, to all employees rate their managers monthly with their
weaknesses, and where they are asked managers for regular
contributions to to rate their managers  Supervisor evaluation check-ins
specific projects and life at Google survey
 Facilitate open
 Gain a more well-  Allows leaders to  Reverses the communication
rounded sense of how manage and monitor traditional manager- between employees
their work is trends as well as to to-employee feedback and managers
perceived make comparisons flow.
Employee Perks and Benefits Beyond
Compensation
Wellness Programs
Google invests in extensive
wellness programs, including
fitness classes, mental health
support, and wellness
coaching, promoting holistic
well-being and employee
satisfaction.
Professional
Development
The company offers ample
opportunities for
professional growth, from
continued education stipends
to mentorship programs,
nurturing employees' career
advancement and skill
enhancement.
Community
Engagement
Google encourages
community involvement and
volunteering, providing paid
volunteer time, donation
matching, and community
impact grants, fostering a
culture of social
responsibility and empathy.
Conclusion and Key Takeaways
Employee-Centric Culture of Competitive
Approach Excellence Advantage
Google's compensation The company's Google's comprehensive
management reflects an compensation strategies compensation packages
employee-centric approach, contribute to fostering a and innovative perks
prioritizing fair and culture of excellence, provide the company with
appealing rewards, performance, and shared a competitive edge in
comprehensive benefits, success, aligning attracting, retaining, and
and a supportive work employees' efforts with the motivating top talent,
environment to enhance organization's long-term contributing to its overall
employee satisfaction and goals and values. success and growth.
well-being.

- Anmol Bhasin,2