Organization Behavior

&
Human Resource Management

Task: Select any company. Identify and analyze the HR practices followed by the company.

Submitted by :
Mohinee Jain
Monika Gupta
Submitted to: Prachi Verma
Dr Rajdeep Khanuja Sir Rashmi Yeole
Srishti Jain
Swati Jabhulkar
Content
• Introduction of Google
• Organisational Structure
• Organisation Culture
• Industry – HR policies
• HR planning: forecasting
• Surplus & shortage of employee
• Organisational design
• Job description and specification
• Method of job analysis
• Recruitment, selection and retention
• Tools for Recruitment
• Interview process
Introduction

• Google LLC is an American multinational technology company that

specializes in Internet-related services and products, which include 
online advertising technologies, a search engine, cloud computing,
software, and hardware.

• FOUNDER: September 4, 1998; 23 years ago] in Menlo Park, 

California, United States

• FOUNDERS: Larry Page & Sergey Brin

• HEADQUATERS: 1600 Amphitheatre Parkway, Mountain View,

California  U.S.
 Organisational Structure

• Flat Structure

• Non-hierarchical & Cross Functional

• Corporate Transparency
 Organisation Culture

• As we saw in the Type Z US company (Ouchi's Framework).

• Open Culture has been updated.

• In an organisation, there are three concepts that promote the practise of fairness.

• They work on a flexible schedule.

• They also have an option. You can work from home.

• ASPECTS OF CULTURE THAT ARE UNIQUE Lava lights, massage chairs, double rooms, football, Ping-Pong tables, darts,
various video games, social groups, outside seating Customer-responsive Foods, snacks, and beverages that are good for you
Spiritual.
 Industry – HR policies
Human resources have become the single most critical factor of success and development in the knowledge-based business,
which Google is a part of. Knowledge workers require a different work environment as well as leadership development
programmes. As a result, because it entails multi-task responsibility, Human Resource Management (HRM) plays a critical role
in human resource management.
'Work should be challenging, and the challenge should be joyful,' Google is known for its corporate philosophy.
Google places a strong focus on innovation as a means of fostering employee creativity, and each employee is seen as a
contributor to these efforts. It expects every employee to understand how vital they are to Google's success.

What Google Says:

● Our perks are in place to ensure that you are properly cared for. Because your family is important to you, they are also
important to us. We provide a variety of benefit packages and onsite facilities to help you and your loved ones get
through life's ups and downs. Over the course of your life, your interests and requirements change. Similarly, we
examine our benefits on a regular basis and adjust them to the changing demands of our people. Your benefits are an
open dialogue, and your input is a part of the equation, just like everything else at Google. You're important to us, and
our benefits and bonuses reflect that.It's all about breaking down boundaries so Google employees can focus on what
they enjoy doing both inside and outside of the office. They are always on the lookout for new methods to improve our
Googlers' health and happiness. And it doesn't end there; they believe that by working here, you will become a better
person in the long run.
● Over the course of your life, your interests and requirements change. Similarly, we examine our benefits on a regular basis and
adjust them to the changing demands of our people. Your benefits are an open dialogue, and your input is a part of the equation,
just like everything else at Google. You're important to us, and our benefits and bonuses reflect that. Our perks are in place to
ensure that you are properly cared for. Because your family is important to you, they are also important to us. Google provides
a variety of benefit packages and onsite facilities to help you and your loved ones get through life's ups and downs.

● People Operations is the term given to Google's HR operations in order to emphasise that it is not an administrative function.
 
 
 HR planning: forecasting

 Human resource managers at Google use trend analysis and scenario evaluation for forecasting.

 Trend analysis is a quantitative method that lets in the corporation to predict feasible HR needs primarily based
totally on present day situations and modifications within side the business.

 Scenario evaluation is Google's qualitative method for forecasting HR demand. Scenario evaluation includes
studying exclusive combinations of variables to predict HR demand for every ensuing scenario.

 In this way , Google makes use of a aggregate of quantitative and qualitative strategies for forecasting HR
demand.
 Surplus & shortage of employee
 Concerns approximately surplus or scarcity of employees at Google are mostly in the manufacturing process, along with
the manufacture of chrome cast and the provision of the Google fibre internet and cable TV service.

 In growing and presenting web based and software products, human resource surplus and shortage aren't a substantial
concern.

 For the production processes, Google's human resource management identifies feasible surpluses and shortages through
forecasting techniques.

 Such records is used for recruitment and scheduling.

 Organisational design

• The organizational design of Google enables the company to meet the needs and needs of its employees.

• The corporate matrix organizational structure of the firm allows staff managers to easily identify the interactions between
the various parts of the organization and apply this information to process analysis and design processes.

• Thus, the formation of the Google organization helps and enhances human resource management functions, especially in
job analysis and design.
 Job description and specification

• Due to the size of the organization, Google has a wide variety of job descriptions.

• The job descriptions in product development for example, they are very different from job descriptions
and job description positions.
 Method of job analysis

● Google employs a blend of worker-oriented and work-oriented job analysis techniques.

 
● We analyse in positions such as research and development, as well as product design and manufacturing, the corporation
stresses the use of work-oriented job analysis tools.
 
● In tasks that involve considerable interpersonal skills, such as human resource management, Google prioritises worker-
oriented job analysis methodologies.
 
 Recruitment, selection and retention

Recruitment -
● To keep its human resources adequate, Google's human resource management uses a combination of internal and
external recruitment sources.
 
● The company's key internal recruitment sources for HR needs are promotions, transfers, and trainees/interns. External
sources of recruitment at Google, on the other hand, include educational institutions and job applicants.
 
● The majority of these advertisements can be found in Google's Careers section.
 
● The organisation facilitates a constant influx of skilled individuals through these recruitment channels, while matching
these employees' competencies to human resource needs.
Selection -
 
● Smartness, innovation, drive for excellence, and alignment with the organisation are the most important characteristics
employed by Google's human resource management in the selection of applications.
 
● Work experience is not a primary consideration for selection at the organisation.
 
● These standards are based on the company's desire to maximise innovation in order to support its broad differentiation
strategy.
 
● We analyse at Google, multiple techniques are utilised to choose applicants. Background checks, preliminary screening, on-
the-job exams, and interviews are all part of the company's hiring procedure.

● Different procedures and steps are used by Google's human resource management for different jobs inside the company. On-
the-job exams, for example, are commonly utilised for roles that are frequently filled through the absorption of interns and
trainees.
Retention -
 
● Google's remuneration packages are the company's primary HRM tool for maintaining high-quality employees.
 
● The pay packages offered by the organisation are competitive and above average. Google, for example, offers competitive
salary and benefits.
 
● We analyse in Google employees also receive free meals and other incentives and bonuses.
 
● The company's usual workplace design promotes fun and creativity, which attracts and retains creative and imaginative
employees. Coaching and mentoring are used by Google's human resource management to retain and develop individuals
with leadership potential.
 Tools for recruitment 
 
Successfully use the best practice tools for hiring jobs.
 
Google Common Recruitment Tools
 Employee transfers: The Google referral system does not have the industry-leading features, but a strong type of
company with its highly motivated employees makes systemic weaknesses.
 
 College Recruitment: Google hires a large number of PhDs on the basis that they enjoy exploring places that no one has
ever explored. To achieve this, they have developed a network of more direct relationships with more than 350 professors
in major schools. In addition, Google has an outstanding internship program with a very high rate of conversion into
permanent employment.

• Professional network: Google also successfully uses social media groups like LinkedIn and other live professional
events to hire top players.

• Hiring training: Google is one of the few companies in need that has recently been hired. hired to undergo extensive pre-
employment training 
 

 
• Google HR CEO, Stacy Sullivan and the hiring team are constantly developing creative methods and redesigning hiring
tools.
 

• They have developed a simple system that assesses potential candidates' success and helps to address major barriers to
assessment based on grades, qualifications from 'high' schools, prior industry knowledge and interview results.

• Google Employment has a one-on-one recruitment rate for 14 employees that helps them focus more on the individual.
 Interview Process
 
Google says, "We are looking for smart, team-oriented people who can make things happen. If you are negotiating with Google,
you will probably interview four or five Google employees. They want four things."

 Leadership
 Role-related information
 How do you think
 Goodliness
Thank-you