Managing Human Resources at Google Essay

Google Inc. is an American multinational corporation which provides Internet-related products and services, including internet search, cloud computing, software product and advertising technologies. Founders Larry Page and Sergey Brin met at Stanford University in 1995. By 1996, they had built a search engine (initi all(prenominal)y called BackRub) that used links to determine the importance of individual tissuepages. Larry and Sergey named the search engine they built Google, a play on the cry googol, the mathematical term for a 1 followed by 100 zeros. Google Inc. was innate(p) in 1998, when Sun co-founder Andy Bechtolsheim wrote a check for $100,000 to that entitywhich until then didnt exist. Google has been estimated to operate on over one million servers in info centers around the world, and transition over one billion search requests and about twenty-four petabytes of user-generated data e actually day.Google is a high-energy, fast paced puzzle out environment. While the dress engrave might be casual the company suck ups and retains some(prenominal) of the b repairest minds in the technology industry. There is a scat hard, play hard atmosphere. Most dissembleers at Google have base salaries that are on the tear down end of blueprint for the markets they operate in. The base salaries are supplemented by stock options, challenging work and extensive benefits. In addition to the normal health and welfare benefits that larger companies offer, Google provides its employees with other benefits bid Health care for employee and his family, plus on-the-spot(prenominal) medico and dental care at furnish, vacation days and holidays, flexible work hours, maternity and parental leave, plus tonic moms and dads are able to cost up to $500 for take-out meals during the first four weeks that they are home with their new baby and Google Child Care Center, just five minutes from Google headquarters in Mountain View. opposite benefits that Google offer s to its employees are Fuel Efficiency fomite Incentive Program, employee discounts and onsite dry cleaning, plus a coin-free laundry room in the Mountain View office.Google has principles, Ten things we know to be true1. charge on the user and all else will follow.2. Its disclose to do one thing really, really fountainhead.3. Fast is better than slow.4. Democracy on the web works.5. You hold dressedt bespeak to be at your desk to request an answer.6. You can make money without doing evil.7. Theres always to a greater extent information out in that location.8. The need for information crosses all b grades.9. You can be serious without a suit.10. Great just isnt good enough. or so of Googles products are mesh Search search billions of web pages Google plate a browser built for speed, simplicity and security Mobile acquire Google products on your bustling Image Search search for images on the web News Search thousands of news stories Drive Create, share and keep all your stuff in one place Translate Instantly metamorphose text web pages, and files between over 50 languages Groups Create mail lists and discussion groups Blog Search Find blogs on your favorite topics student Search scholarly pages Alerts Get email updates on the topics of your choice edictTop Google Inc. competitorsYahoo Inc. Company ProfileYahoo wants to spread some cheer to Internet users around the world. Its network of websites offers news, entertainment, and shopping, as well as search results powered by Microsofts Bing. Yahoo generates well-nigh of its gross through providing search and display advertising to Web operations in three categories Communications & Communities (including Yahoo Mail, Yahoo Groups, and Flickr), Search and Marketplaces (Yahoo Search), and Media (Yahoo Homepage, Yahoo Finance). Other revenues tot from fee-based services such(prenominal) as premium e-mail royalties, licenses, and mobile products and broadband Internet access. Yaho o publishes content in about 45 languages and in 60 countries, regions, and territories.MSN Company ProfileMSN, a part of Microsofts Online Services Division, is a leading provider of Internet content and services. Its msn.com Web approach provides a wide extend of news, information, and entertainment content, as well as online shopping and a search service powered by Bing, Microsofts search engine product. MSN to a fault offers communications services such as its MSN Instant Messenger and the Web-based e-mail service Hotmail. totally total, the MSN portal draws an audience of more than 100 million calendar monthly users in the US. Its orbicular r individually includes some 50 country-specific sites in about 20 languages.Managing humanity Resource in Google Managing piece Resources has become vital eventor for the boldnesss in spite of appearance the modern and fast-paced line of reasoning environment. The unique contest of HR plane section is to ensure that the employee s are motivate and committed to the organization with the complete fair play and honesty. HR practices at Google named People Operations, which is tropeed to underline the fact that it is not a mere administrative function, just ensures to build a strong employee-employer relationship. Google is well-known as a great employer and majority of its identification has come as a result of HR programs and ideas. however there are some gaps in the HR practices of Google. Recruitment and Selection routineGoogle place great speech pattern in how they attract and hire the very best endowment. Google take hiring very seriously and make consensus based decisions. However, to the highest degree all candidate at Google commented on its slow screening, recruiting, and interview act upon. several(prenominal) posts suggest that hiring process in Google is very long, time-consuming and annoying. roughly examples from up-to-date employee of Google are Google actually celebrates its hiring process, as if its ruthless inefficiency and interminable duration were a sure proof of thoroughness, a badge of honor. Perhaps it is thorough.But I would be willing to wager that Microsofts hiring process, which takes a fraction of the time, does not result in a lower-skilled workforce or result in a higher rate of attrition. The interview process was very coalesce They had me slated as a Windows Developer for some reason, to eachone on my interview loop wondered why. I flubbed my first coding pretty bad but afterward that it was fire up that no-one on my interview loop had enough experience or familiarity to level me. On the other hand they figured that out and docket a follow on interview with the head of the Kirkland office who asked tenable and pertinent questions. Also I was move that Google seemed to be proud that they didnt communicate from one interviewer to the next at Microsoft it was a good chance to square up more appropriate interviewers, etc. if a person se emed misstated. Oh well, I thought my interview and hiring process was an anomaly. Hiring process takes from one to four month and it is inconvenient for applicants however it is necessary from stock work outance view.In order to hire new employee trouble should approve head count also staff can only be hired into approved positions. All new positions must pass through the respective budget approvals for each area. Obviously, recruitment at Google is not the responsibility only of the HR team. The need to hire the right mass permeates across the organization, becoming the outlook of every employee, turning Google into a recruiting machine. My experience actually in Aug. 2004 when I was interviewing for a sales position in the Seattle office was the typical 13+ interviews, including a day trip to MV where I was told that someone would take me to eat and instead she a bidk me in a conf. room and interviewed me.So I terminate up not eating at all that day until I returned to th e airport at 4pm. However, I passed my interviews with flying colors and was surprised 3 weeks later when I still hadnt heard from my recruiter about the results of the hiring deputation meeting. There are a lot of similar complains about hiring process and interviews which give us the conclusion that Googles hiring process is time-consuming, both for employees and for Google. Some of the current employees mentioned also that Microsoft procedure is much better. interim Employees Google HR rarely gives permanent jobs immediately and prefers to recruit temporary and contract employees. Googles emphasis on attracting youngsters might reduce its ability to get experience recruiters. other problem of HRM in Google is the inability to track the on-job performance of the new hires. dispute of branchGoogle has done a remarkable job in growing from a small private company to a big organization with 15.000 employers in a few years. However Google face the continual argufy of being able to handle successfully its open and fun-filled work culture. As the company grows it is difficult to provide the same financial and other incentives for its employees. Googles Human resource chief has said that the runaway success of the invasive internet company is generating its own set of people management problems. yet Google HR has a trouble in recruitment talented locals in its South Asian operations.The nobbleage of web development, skills and knowledge of JavaScript and Ajax, the web design technology Google Map- and the short supply of middle managers become a challenge for HR department. The diversification of the HR functions such as salaries in these countries is some other gap in the HR management. I was hired to work in Googles Singapore office. I found out very pronto that Google International is not the same as Google-US. The offered pay was way too low to survive in Singapore, so I left after I got another job offer that I felt was better for me. I really do b elieve that Google is doing some important work with humanitarian mapping projects and digitizing libraries. But for me, I felt that Googles frequent image did not match its actions in the work place, and that some of the things they did were not very Googly.Working conditions and environment The nature of work at Google undergoes unvaried changes, hence few employees are able to achieve the task for what they were ab initio hires. It is also opined that this whitethorn hinder the performance management function. Some people would agree that running(a) at Google is more exciting, but Google employees are working incredible hours. A 12-hour working day in Google has become a norm, owning to its wide array of employee benefits and perks such us Google Child Care Center, on-site haircut free of charge, swimming pools, dry cleaning services, on-site medical staff etc.A current employee says There was no proper mentoring for 6 months and within 9 months of my tenure my manager was no t happy with my performance, and management always stressed on Putting some Extra try in other words Spending some extra hours this may not be the case at Google-MV but this is what it is in India. If you dont put extra hours then you wont get promoted, no promotion means no salary hike. I liveliness sad about my decision on choosing Google over IBM Small pay, No work, No Team spirit, No Hike in 12 months, No balance between Family Life and work are few things which motivated my move out.In such organization where employers work more that the schedule working hours the relationship and the environment between employers might not be the finest. Employees might lose the balance between work and social behavior and this finally will lead to unfriendly working environment. As presently as I got inside, I had the feeling of being swallowed by a giant borg. Really, I felt like I didnt exist, ceremonial people buzzing around with bandtops. I have been sitting back, surprised at th e level of negativity expressed by those on this thread, and precious to share my very different experience.Recommendations Google has built a culture where a well-chosen elite accommodates flexibility, shifting roles and above all else, urgency. As Google grows in size and strength, it is a challenge to support the pace of introduction and acquit a sense of empowerment to Googles engineers and product managers. In my persuasion the first thing that HR department must take into reflection is the very long duration for recruitment and interview process. Selection of the right candidate is an important function of HRM, but this doesnt mean that interviews and pick procedures must be so time-consumer.HR managers might receive 250 applications for every vacancy. They must compare the qualifications of the applicant with the job description of the vacancy and find the application that fits with the duties of the position, the most suitable. It will be also more competent for both e mployees and Google to reduce the number of interviews from over than 4 to maximum 2 or 3. For the dilemma to hire permanent or temporary employees Human Resource Manager must recognize the benefits that they could gain from permanent staff. With a permanent employee, company will save time in fosterage and gain stability.Permanent employees can also contribute to the growing of the personal credit line as they get more efficient at their jobs through familiarity with the processes. Temporary employees often lack motivation and loyalty to the company due to the short time spent assisting with operations. HR must also encourage innovation and independent initiatives to its employer. It must give them the time and resources to pursue new ideas in order to develop more tools, functions and technology in order to ontogenesis its efficiency and contribute to its succeed. Although providing freedom to engineers might attract talent and encourage innovation, but company should not devia te from its core business strategy which directly affects the revenue.Also in countries that it is difficult to find equal person who can meet companys expectations for the vacancy position, like the example above (South Asia), HR manager can select the most suitable from the applicants and training him to enrich his skills and knowledge. Google might offer a range of benefits and perks but it should be also careful in balancing business and pleasure activities. The promotion and bonus must not combine with overtimes but with performance and skills. Another important factor that HR manager in Google must care is the incarnate and friendly environment in the organization. If they maintain a friendly relationship between employees they will successful growth and increase productivity.Conclusion Managing Human Resources effectively leads to an improved ability to attract and retain qualifies employees who are motivated to perform and the results of having the right employees motivat ed to perform are numerous. They include greater probability, low employee turnover, high product quality, lower production costs and more rapid acceptance and implementation of the corporate strategy. No company in the world but Google offers expensive perks like free food, free fitness center, free barber shop that come to you, free car wash while work, free pool table, games room, lap pools for exercises, volley ball courts, company massagers, free laundry, free doctor on site. A research in 2012 shows that the best company to work for is Google. However Google seems to have a gap in the Human Resource focusing in a range of factors that HR manager must consider and solve them before these become an important impact to its productivity and growth.