Googles - Training, Performance

Management

Googles human resource management practices cover effective employee training

programs, as well as performance management to maximize human resource capabilities.
The company uses appropriate needs analysis to design training programs aimed at
supporting an innovative workforce. The training programs and their results are regularly
evaluated to ensure that they meet Googles human resource needs. The company also has
finely tuned performance management practices, inclusive of performance planning that
directly address corporate objectives for HRM. However, the company also experiences
performance problems in its human resources. To address this condition, Googles human
resource management uses information about performance problems as basis for improving
performance management practices along with employee training programs.

Employee Training at Google

Needs Analysis. Googles HR management uses different types of needs

analysis, such as organizational analysis, work analysis, and cost-benefit analysis.
Organizational analysis identifies new human resource needs based on the firms
current situation. For example, in developing new products and investing in new
businesses, Google conducts organizational analysis to determine the corresponding
human resource requirements. Work analysis determines the specific requirements
to fulfill work tasks. Google applies work analysis on new jobs, or when an
organizational restructuring has just occurred. Cost-benefit analysis determines the
practicality of training programs and activities. Googles HRM objective in using this
type of analysis is to maximize the benefits achieved through training programs.

Program Design. Googles HR management uses a combination of the relational

model and the results-oriented approach for training program design. The relational
model focuses on the relationship of the company with employees. Google maintains
positive internal relations to foster employee participation in creative and innovative
processes. The results-oriented approach focuses on training outcomes. For
example, in implementing a training program, Google uses this approach to facilitate
employees learning. Thus, the relational model optimizes relations among
employees, while the results-oriented approach ensures that Googles human
resources are effective.

Delivery. Googles human resource management delivers training programs in

various ways, such as discussions, simulations and on-the-job training. Discussions
enable Google to maintain rich communications involving employees. With rich
communications, training programs also benefit through maximum feedback from the
trainees. The company uses simulations to facilitate creative responses. Simulations
empower Googles employees to understand the details of work tasks, projects, and
products. The companys HRM uses on-the-job training to maximize the transfer of
knowledge to new hires or interns. Many of these interns are absorbed into Googles
organization.

Evaluation. Google has summative and descriptive purposes in evaluating training

programs. 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. Googles human resource
management uses evaluation variables like trainees learning and reactions, and the
results of training programs in terms of changes in human resource knowledge,
skills, and abilities.

Googles Performance Management Practices

Performance Planning. Googles performance planning efforts address

different dimensions of its human resource management, including customer service,
communication, support for diversity, and problem solving abilities. Googles
performance appraisal programs also use variables corresponding to these
dimensions. For example, the companys HRM evaluates employees performance in
internal communications and problem-solving activities to decide on performance
management approaches.

Link to Corporate Objectives. Googles performance management practices

are directly linked to corporate objectives for human resource management because
they ensure that employees remain capable of supporting the firms business
activities. For instance, the emphasis on diversity supports diverse ideas, which lead
to higher rates of innovation. Innovation is part of Googles corporate objectives.
Also, the emphasis on problem-solving abilities ensures that the human resources
are satisfactory in developing Googles organizational resilience.

Measurements and Standards. Googles HR management uses different

sets of measurements and standards for its performance management practices in
different areas of human resources. The firm uses individual measurements of
ethical conduct and contributions to innovation and quality of output. Googles
human resource management also uses team variables like collaboration level.
Creativity is also an important measure of the performance of the firms human
resources because creative employees contribute more to Googles innovative
culture. The company maintains high standards for all of these measures and
always emphasizes excellence in employees.

Performance Interviews. Googles human resource management conducts

performance interviews that address concerns about individual performance and
team performance. The individual performance interviews cover knowledge, skills,
abilities and other attributes of employees. The team performance interviews cover
how employees perform as part of project teams in Google. Note that the company
forms and disbands teams for different purposes and projects. The interviews are
also structured and unstructured, formal and informal. Googles HRM uses
unstructured and informal interviews in the fun meeting places, such as the coffee
and snack areas of its offices.

Performance Problems. Googles human resource management is usually

concerned about performance problems in the areas of quality of work and work
behaviors. In terms of quality of work, some red flags for HR managers are errors
and ineffective work techniques. In terms of work behaviors, Googles HR managers
are concerned about negativism, power struggles, and tardiness or delays.