HRM PROJECT ON

SUBMITTED BY:
Arvind Singh Mahor 10BM60017
Prabhat Agarwal 10BM60059
Shubham Gupta 10BM60085
GOOGLE’S Corporate Information
Type Public
NASDAQ: GOOG
LSE: GGEA
Founded Menlo Park, California ( Sept 4, 1998)

Founder(s) Sergey Brin, Larry Page

Headquarter Googolplex, Mountain View, California, US

Area Served Worldwide

Key People Eric E. Schmidt (Chairman) & (CEO)
Sergey Brin (Technology President)
Larry Page (Product President)
Industry Internet, Computer Software
Market cap US$ 96.472 Billion – At market close on
Revenue 29.321 Billion US$ (2010)
Operating Income 10.381 Billion US$ (2010)
Net Income 8.505 Billion US$ (2010)

Total assets 57.851 Billion US$ ( 2010)

Total Equity 46.241 Billion US$ (2010)

Employees 24,400 ( 2010)

MISSION OF GOOGLE
Google’s mission is to organize the world‘s information
and make it universally accessible and useful

 The founders, Larry Page and Sergey Brin, wanted to

establish Google as a company that was to be seen as a
company ‘run by the geeks’.
COMPANY’S PERFORMANCE IN LAST 5 YEARS

$35,000

$30,000

$25,000

$20,000

Revenues
$15,000
Expenses

Net Income
$10,000

$5,000

$0
2006 2007 2008 2009 2010
About Google…
Advertising revenues made up 97% of Google revenues in 2008 and
2009, 96% of Google’s revenues in 2010.
Additional revenues from advertising management services to
advertisers, ad agencies, and publishers, as well as licensing Google
enterprise products, search solutions, and web search technology.
Google’s research and development expenses were $2.8 billion, $2.8
billion, and $3.8 billion in 2008, 2009, and 2010, respectively,
which included stock-based compensation expense of $732 million,
$725 million, and $861 million, respectively.
Google is expected to continue to invest in building the employee
and systems infrastructures needed to support the development of
new products and services and to improve existing ones.
ORGANISATION STRUCTURE
 Google follows functional structure with management positions specialized by
value chain activity. These positions are further divided and grouped into regions
of interest that aid the company in managing the breadth of its operations.
Culture@Google
Google’s corporate motto is “Don’t be Evil”, which
reminds its employees the commitment to be ethical .
99% of the employees indicate that, “Management is
honest and ethical in its business practices”.
Internal business practices
Respecting each other,
Protecting confidentiality,
Protecting Google‘s assets
Relations with customers and partners
Unique about Google
From 2006-08, Google was ranked No. 1 on Fortune’s
“100 Best companies to work for” annual ranking.
The Times UK "Top 50 Places Women Want to Work"
(2007, 2008)
It receives nearly 6000 resumes a day.
The average Google employee generates more than
$1 million in revenue each year.
Recruitment and Selection

Recruitment first and foremost step in the overall HR processes.

Each day More than 1300 resumes are received by Google.
Hiring the right people is a key HR philosophy at Google
Median age of employees at Google is 27 years, making it the
youngest workforce across the industry.
 Google hosts many external events throughout the year which
reflect a combination of their excellent recruiting practices
and their awareness of the internal culture they want to maintain.
They are explicitly seeking to attract the kinds of people to the
company who will be successful in their open, collaborative
culture.
 
Google Interviewing Criteria

DO...... Don't.....
 Hire people who are smarter and  Don't hire people you can't learn
more knowledgeable than you are; from or be challenged by.
 Hire people who will add value to  Don't hire people who won't
the product AND Google culture;
 Contribute well to both.
 Hire people who will get things done;
 Don't hire people who just think
 Hire people who are enthusiastic, about problems.
self-motivated, and passionate;
 Don't hire people who just want a
job.
Google Selection Process Outline:
Campus Interview
Employee Referral system
Online Application

Interview process: The Google recruiting process has 3 stages. A

candidate can be rejected or additional info can be requested
at any stage in the process.
Recruiting Yield Pyramid
Candidates hired
2000

Candidates interviewed (15:2) 15,000

Candidates phoned (8:3) 40,000

Leads generated (25:1) 1 Million

Training & Development
• Professional development: team presentation skills, content
development, business writing, executive speaking, delivering
feedback, and management/leadership.
• Free foreign language lessons, including French, Spanish,
Japanese, and Mandarin are also sponsored by Google.
• An Engineering training group provides orientation and
training classes, mentoring, career development, and tutorial
services – all programs built by and for engineers.
• It is mandatory for all employees to undergo T&D sessions for
a minimum of 120 hours/year(industry average 43
hours/year)
Compensation Management

Compensation is the department that sets the parameters for each

major pay element at Google: salaries, bonuses and stock awards
The team ensures that Google pay meets our goal of being highly
competitive with other companies.
The Compensation Manager is responsible for managing a
significant part of Google’s compensation program; for example,
benchmarking processes, bonus planning, option grants, salary
reviews, and sales compensation design. 
 In addition to establishing both initial and ongoing rates of pay
consistent with the Google philosophy, Google also encourage,
recognize and reward outstanding – and astounding – levels of
performance.
JOB TITLE Average annual salary

Software Engineer $97,727

Senior Software Engineer $127,376

Software Engineer In Test $85,386

Software Engineer III $104,837

Product Manager $116,134

Research Engineer (Software) $120,116

Site Reliability Engineer $92,680

Systems Administrator $91,053

Software Engineer Intern - Monthly $6,798/month

Software Engineer II $87,957

Leave Policy
Paid maternity and paternity leave for 18 and 7
weeks(plus new moms and dads are able to expense up
to $500 for take-out meals during the first four weeks
that they are home with their new baby)
A “no tracking of sick days” policy.
 Six weeks paid sabbatical available for every 6 years an
employee works there (537 employees took sabbaticals
last year).
Strategic Initiatives
70/20/10 Rule
Lot of money spent on extensive training and
development
Perks and benefits given to retain the great talents
Employee Resource Groups (ERGs)
THE 70/20/10 RULE

Google allows employees to spend :

 70 percent of their time on the core
business,
 20 percent on related projects, and
 10 percent on unrelated new businesses.
The engineering and design staff make use
of the “free time” to pursue new products
and technologies, but even the top-level
managers adhere to the rule.
 According to Eric Schmidt, employees
spend 70% of time on search and
advertising, 20% on adjacent businesses like
Google News and Google Earth, and 10% on
innovating new things.
List of Google’s benefits include:

Flexi work hours

Casual dress
Stock options
Free drinks and snacks
Three weeks’ vacation during the first year
On-site physician and dental care.
Free recreation
Valet parking for employees
Employee referral bonus program
Near site child care centre
$5,000 assistance if you buy a hybrid
Onsite dry cleaning and free laundry services
Onsite gym to work off all of the snacks
Employee interest groups (formed by Google employees, these are all over the
map and are said to include Buffy fans, cricketers, Nobel prize winners, and a
wine club)
Why is Hiring a major challenge for Google
• Growth of Google
• Growing number of applicants
• Competition
• Resorts to using poaching often resulting in lawsuits
• Heavy expenses to lure workers and retaining them by
offering perks no other organization thinks of providing
• Workforce diversity
(Li-Qun Wei 2006)

Horizontal & Vertical Fit:

Determinants of Fit
Recommendations

To ensure that suitable employee is recruited from vast

pool of candidates.
To deal with competition, Google must ensure better
compensation as compared other better paid
companies.
Dynamic HR (Morris & Calamai 2009)
STRATEGIC INTEGRATION AND ORGANISATIONAL PERFORMANCE
**THANK YOU**