3. HR Planning, Job Analysis &
Design
• Human Resource Planning
• Forecasting :
• Trend analysis is a quantitative technique that allows the company
to predict possible HR demand based on current conditions and
changes in the business .
• Scenario analysis is a qualitative technique involves analyzing
different combinations of variables to predict HR demand for each
resulting scenario.
• Surplus & Shortage of Employees: In
developing and providing web-based and software products,
human resource surplus and shortage are not a significant concern.
For production processes, Google’s human resource management
identifies possible surpluses and shortages through forecasting
techniques.
4. • Balancing Supply and Demand :
• If demand for web-based/software products and online
advertising services increase, Google does not need to
commensurately increase its human resources in these
business areas because of the digital nature of these
products.
• The company needs to address HR supply and demand in
other areas, such as the production and distribution of
consumer electronics like Nexus and Chromecast.
• For these areas, Google uses a flexible strategy where
new employees are hired based on forecasts of human
resource needs.
5. • Job Analysis and Design :
• Job Analysis : Google uses a combination of worker-
oriented job analysis methods and work-oriented job
analysis methods in research and development, and
jobs in product design and manufacturing.
• Job Description & Specification: The job
descriptions and specifications for positions in product
development, for instance, significantly differ from the
job descriptions and specifications for positions in
human resource management.
6. Recruitment, Selection,
Retention
• Recruitment : Google’s success is based on its high
quality human resources.
• Sources :
• The company uses promotions, transfers, and
trainees/interns as the main internal recruitment
sources for HR needs – Direct Method
• On the other hand, the external recruitment sources at
Google include educational institutions and respondents
to job advertisements – Indirect Method
7. Selection Process
• The most significant criteria used in Google’s human
resource management for the selection of applicants are
smartness, creativity, drive for excellence, and
alignment with the organization.
• The company’s selection process involves background
checks, preliminary screening, on-the-job tests, and
interviews.
• Google’s human resource management uses different
procedures and steps for the various positions in the
organization.
8. Employee Retention Programs
• Google’s compensation packages are the main HRM tool
that the company uses for retaining high-quality human
resources.
• The company’s compensation packages are competitive
and above average.
• Employees get free meals and other incentives and
benefits.
• The typical design of the company’s offices emphasizes
fun and creativity, which attract and retain creative and
innovative workers.
• Coaching and mentoring to retain and develop
employees with leadership potential.
9. Training, Performance
Management
• Employee Training :
• Needs Analysis: Google’s HR management uses
different types of needs analysis, such as organizational
analysis, work analysis, and cost-benefit analysis.
• Program Design : The relational model focuses on
the relationship of the company with employees to
foster creativity and innovativeness .
• The results-oriented approach focuses on training
outcomes. For example, in implementing a training
program, Google uses this approach to facilitate
employees’ learning.
10. • Delivery : Delivers training programs in various ways,
such as discussions, simulations and on-the-job training.
• The company’s HRM uses on-the-job training to
maximize the transfer of knowledge to new hires or
interns
• Evaluation: The summative purpose is to determine
the effectiveness of the program in developing human
resources.
• The descriptive purpose of evaluation is to understand
the effects of the training on employees.
• Google uses evaluation variables , like trainees’ learning
and reactions, and the results of training programs in
terms of changes in knowledge, skills, and abilities of
employees.
11. Performance Management Practices
• Performance Planning : HRM evaluates employees’
performance in internal communications and problem-
solving activities to decide on performance
management approaches.
• Performance planning efforts address customer service,
communication, support for diversity, and problem
solving abilities.
• Link to Corporate Objectives :
• Emphasis on diversity supports diverse ideas, and
problem-solving abilities which lead to higher rates of
innovation. Innovation is part of Google’s corporate
objectives.
12. • Measurements and Standards : The firm uses
individual measurements of ethical conduct and
contributions to innovation , creativity and quality of
output. It uses team variables like collaboration level.
• Performance Interviews : Google’s HRM uses
unstructured and informal interviews in the fun
meeting places, such as the coffee and snack areas of its
offices.
• Individual performance interviews and team
performance interviews.
• Performance Problems : Google’s HR managers are
concerned about negativism, power struggles, and
delays.
13. Compensation, Career
Development
• Career Development :
• Individual-Organization Matching: Google approaches
for matching individual and organizational needs address
person-job fit, person-organization fit, and person-
group fit to get maximum human resource performance
at the job level, team level, and organizational level.
• Career Opportunities and Requirements Identification:
• Job analysis enables HR managers to identify possible
career options for individual employees. Google uses
coaching as a way of understanding the dynamics
involving the individual employee and possible career
options within the organization.
14. • Employee Potential Assessment.
• Google’s human resource management assesses
employee potential through interviews, appraisals, and
coaching
• Instituting Career Development Initiatives :
• During or after appraisals, the company’s human
resource management informs employees of possible
career opportunities.
• In addition, some career development initiatives taken
as the need arises, such as when a new business or
product is developed.
15. Compensation Strategy
• The company provides high salaries, together with
comprehensive incentives and nonconventional
benefits.
• Provides benefits like medical insurance, retirement
pensions, free meals, and free use of exercise
equipment.
• Compensation strategy is to attract highly qualified
smart and innovative employees.
