Google's HR policies focus on attracting and retaining top talent. They develop algorithms to predict which employees may leave and tailor retention solutions. Google also uses predictive modeling to improve workforce planning and avoid people management issues. The company emphasizes hands-on learning over traditional classes and encourages discovery and learning from failures. Google's interview process evaluates candidates on leadership, knowledge, thinking abilities, and 'Googleyness'. It offers competitive benefits like unlimited sick leave and on-site services to create a productive yet enjoyable work environment.

1. GOOGLE’S -: HUMAN RESOURCE
MANAGEMENT AND ITS HR POLICIES
PRESENTED BY-:
Jairaj Singh
Aayushi Bais
Ayushi Jain
GUIDED BY -:
DR. PRACHI SHARMA

2. Introduction
• Founders
Sergey Brin Lary Page
• Founded in 1998
• Headquarters at Mount View, California
• Google started in January, 1996 as a research project at Stanford University,
by Ph.D. candidates Larry Page and Sergey Brin when they were 24 years
old and 23 years old respectively
• The name Google was an accident. A spelling mistake made by the original
founders who thought they were going for “Googol”

3. WHAT IS Google ?
• Google is an American multinational corporation specializing in
Internet- related services and products.
• These include online advertising technologies, search, cloud
computing, and software.

4. Human Resource Management
Human Resource Management (HRM, or simply HR) is a function in
organizations designed
• to maximize employee performance
• And proper optimum utilisation of human resources

5. Google’s HR Policies

6. HR Policies
1
• Google belongs to the knowledge-based industry where
human resources have become the single most important
determinant of success and growth.
2
• Knowledge-based workers demand a different type of work
environment and leadership development programmes.
3
• As a result Human Resource Management(HRM) plays a
vital role in managing human resource as it involves multi-
task responsibility

7. Contd.
• Companies want to create both an appealing environment to attract and retain employees
and make people feel they belong.
• Therefore they provide benefit packages which include medical insurance, life insurance,
child care, flexible work schedules, global travel assistance, accident insurance, etc.
• Employee recognition programs to enhance employee motivation, satisfaction, and
employee productivity and improve organisational performance
• This results in healthy and high-performance workplace solutions which help in
improving productivity

8. Techniques
1. The Pi Lab
 To determine the most effective approaches for managing people and maintaining
productive environment
 Employees need creative ways to think about productivity, performance and employee
development
 The Pi lab has a collection of industrial and organizational psychologists , decision scientists
and sociologist have their mission to conduct innovative research for the betterment of their
employees
 The lab even improved employee health by reducing the calorie intake of its employees at
their eating facilities by relying on scientific data and experiments (by simply reducing the
size of the plates).

10. A Retention Algorithm
• Google developed a mathematical algorithm to proactively and
successfully predict which employees are most likely to become
a retention problem.
• This approach allows management to act before it’s too late and it
further allows retention solutions to be personalized.

11. Predictive Modeling
• People Management develops predictive models and uses ‘what if’
analysis to continually improve their forecasts of upcoming people
management problems and opportunities.
• It also uses analytics to produce more effective workforce planning,
which is essential in a rapidly growing and changing firm.

12. An Effective Hiring Algorithm
• Google developed an algorithm for predicting which candidates
had the highest probability of succeeding after they are hired.
• It is also unique in its strategic approach to hiring because its hiring
decisions are made by a group in order to prevent individual hiring
managers from hiring people for their own short-term needs.

13. Increasing Discovery and Learning
• Rather than focusing on traditional classroom learning, the
emphasis is on hands-on learning.
• The vast majority of people learn through ‘on the job’ learning.
• Google has increased discovery and learning through project
rotations, learning from failures, and even through inviting
people like Al Gore, and Lady Gaga, to speak to their
employees.

14. Tools for Recruitment
• College recruitment : Google hires a large number of PhDs on the premise that they
enjoy exploring areas that no one else has explored so for this they a developed a
network of direct relationship with over 350 professors at major schools
• Also Google has an outstanding internship program that has a very high conversion rate
to permanent hires.
• Professional networking : it also uses networking groups like LinkedIn and other live
professional events to recruit top performers
• Recruiters training : extensive recruiter training prior to starting
It has successfully implemented
the standard best practice tools
for recruiting functions.

15. Interview Process
Google says, “We’re looking for smart, team-
oriented people who can get things done. When
you interview at Google, you’ll likely interview
with four or five Googlers. They’re looking for
four things”
Leader
ship
Role
related
knowledge
How
you
think
Googleyn
ess

16. Also, Perks and Benefits
Monetary
• 27 days of paid time off after one year of employment
• 18 weeks of additional paid time off post maternity leave; new
fathers can take 7 weeks off
• Fuel Efficiency Vehicle Incentive Program provides a
$5,000 rebate to employees purchasing hybrid cars

17. Non monetary
• Unlimited Sick Leave
• On‐site Medical and dental facilities, oil change and car wash, courier,
fitness center, banking center, free breakfast, lunch and dinner on a
daily basis
• Annual on‐site Health Fair offering free testing services, including
eye exams and cholesterol testing
• Free flu shots

18. GOOGLE , in short
• HR functions and policies align with business model and vision makes Google the most exciting
young technology company to workfor
• Healthy work-life balance is motivating people
• "I trust the people I work for, have pride in what I do, and enjoy the people Iwork with”
• Trust is “written” on the psychological contract
• Good employment relations, employee relations
• High Employee involvement
• More likely engage in discretionary behavior
• Positive Organizational citizenship behavior
• High job satisfaction and commitment, even self-motivated

20. Googleplex
• Google's original and largestcorporate campus

21. Google’s Office
Toencourage
creativity and
interaction among
employees,
Google’s office is
designed so as to
provide colours,
lighting, and shared
room locations.
Google’s workplace is
different from the
other organisations and
is touted to be the
most creative one.