google hr strategy alligned with it business objectives

8/10/2019 Google HR strategy alligned with it Business Objectives

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Google


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The 4E's of Google Strategy

Unlike companies with swarms of MBA's making slides few will cherish,Google has an experimental culture that empowers employees, butultimately defends its core. The approach can be broken down into fourparts.

The first part is 'Earn'. Google makes 95% of its money from advertising.Even though other parts of its business are growing faster, it's not going tochange its focus from its core products to the new projects.

The second part of the strategy involves enticing people to use servicesthat can either deliver ads or collect data to improve targeting. Others fallinto the Expand category where Google seeks to increase internet usage.If you're online more, Google knows it will ultimately benefit. Thatexplains projects like self-driving cars or wifi balloons in Africa.

Finally, Google lets employees experimen t. Some become full-fledgedproducts. Other experiments are "big-bets" on things like solar orinvestments by Google Ventures in promising startups it might somedayingest.


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Recruitment

Questions testing till what extent theemployer can think


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Objectives and Criterias of hiring

1. Brainteasers For years, Google's most famous and feared hiring strategy was asking applicants

questions that were seemingly impossible to answer, like, "How many golf balls canyou fit into an airplane," and "How many gas stations are in Manhattan?" In theory,they were intended to measure potential hires' ability to think analytically. But inpractice, According to Google- They don't predict anything. They serve primarily to

make the interviewer feel smart. 2. In leaders, the most important quality is consistency. The toughest jobs to hire for,,

are leadership positions, because the characteristics Google look for are "moreamorphous and ambiguous" But among these intangible qualities, the most critical isconsistency.

3. GPAs and test scores don't matter. In the past, Google was known for asking potential hires for a copy of their college

transcripts and test scores. They've since given up on that strategy, because, Bocksays, "After two or three years, your ability to perform at Google is completelyunrelated to how you performed when you were in school, because the skills yourequired in college are very different. You're also fundamentally a different person.You learn and grow, you think about things differently."


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How google nurtures Human resources, or People Operations, is a science at Google. Theyre always

testing to find ways to optimize their people, both in terms of happiness andperformance. In fact, almost everything Google does is based off data.

Lunch Tables: If you want employees to meet each other, make the tables long.This will expose them to more people who they can get to know.

Paid Time Off for New Mothers: Google found that women were leaving the

company at twice the rate of everyone else. In particular, this occurred with newmothers. Googles maternity leave plan was 12 weeks paid time off. Laszlo Bockchanged the plan so new mothers could get 5 months paid time off with full payand benefits. They were allowed to split this time up however they want (i.e.taking a few days off before expecting). A 50% reduction in attrition for newmothers.

A warm greeting for new employees: A warm greeting for a new employee turns

out to have a big impact. According to Bock , a manager greeting a new employeewith Hi nice to meet you, youre on my team, were gonna be working togetherand doing a few other things leads to a 15% increase in productivity over thefollowing nine months.
http://www.cbsnews.com/8301-505266_162-57565097/inside-google-workplaces-from-perks-to-nap-pods/http://www.cbsnews.com/8301-505266_162-57565097/inside-google-workplaces-from-perks-to-nap-pods/


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Diner Booths vs. Conference Rooms : Laszlo and his team havefound that diner booths work better than conference rooms forfacilitating creativity. David Radcliffe, the man in charge of creatingthe perfect work environment.

Eric schimdt said - Casual collisions are what we try and create in

the work environment. You cant schedule innovation, you cantschedule idea generation and so when we think our facilitiesaround the world were really looking for little opportunities forengineers or for creative people to come together.

Other Perks - Free breakfast, lunch, and dinner. The organic food is chef-

prepared, Free health and dental, Free haircuts, Free dry cleaning,Subsidized massages, Gyms and swimming pools, Hybrid carsubsidies, Nap pods , Video games, foosball, ping pong, On-sitephysicians, Death Benefits .
http://www.geek.com/articles/gadgets/google-uses-high-tech-nap-pods-to-keep-employees-energized-20100618http://www.forbes.com/sites/meghancasserly/2012/08/08/heres-what-happens-to-google-employees-when-they-die/http://www.forbes.com/sites/meghancasserly/2012/08/08/heres-what-happens-to-google-employees-when-they-die/http://www.geek.com/articles/gadgets/google-uses-high-tech-nap-pods-to-keep-employees-energized-20100618


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Project oxygen

What managers should do data of past 10years

The project set out to analyze the results fromperformance reviews, feedback surveys,nominations for top-manager awards andother available data. Then they correlatedphrases, words, praise and complaints. Theresults were then prioritized by importance


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Google just share the data and helpindividuals, managers and teams to makesense of it. They are not forced into change,they are educated and hope that individualssee what is expected of them and learn.


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Why do people leave their employer? The work is based on testing the belief that

people typically leave a company for one of three

reasons. They dont feel a connection to the mission of the

company, or sense that their work matters They dont really like or respect their co -workers They have a bad boss This being the biggest

variable


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In order of importance the 8 top behaviors of managers are: Be a good coach Empower your team and dont micromanage Express interest in team members success and personal well -being Dont be a sissy: Be productive and results -oriented Be a good communicator and listen to your team Help your employees with career development Have a clear vision and strategy for the team Have key technical skills so you can help advise the team In addition they identified 3 key manager pitfalls:

Have trouble making a transition to the team Lack a consistent approach to performance management and career

development Spend too little time managing and communicating

google hr strategy alligned with it business objectives

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