Google´s HRM

22.05.2010 Asha Wayah

- Google -

A Unique Approach to HR Management

Johannes Gutenberg Universität MainzSeminar: Business English SS 10


1 THE COMPANY: GOOGLE

GOOGLE´s CULTURE

Flat hierarchy each employee has several responsibilities in different departments

Hiring Policy Preference of ability over experience Multilingual company environment

Recreation along with work


PHILOSOPHY

1. Focus on the user and else will follow2. You don not need to be at your desk to

need an answer3. You can make money without going evil

DON´T BE EVIL!4. There is always more information out

there 5. You can be serious without a suit6. Great just is not good enough

1 THE COMPANY: GOOGLE


2 HR Management

2007 2008


GOAL: Recruiting the Best

Principle: Hire only the Best!

hiring difficult without doctorate/master's degree

reason:

candidates may be promoted several times overqualified academic qualification reveal a candidate's psychological profile

(good training, intelligence, passion, motivation) strong of character rational thought over improvisation

2 HR Management


RECRUTING MACHINE:

hiring the best high cost time

in 2000 and 2001 many companies laid off IT employee large applicant pool

in 2005: 350 employees out of 5000 worked in recruiting ratio of 1 to 14 by the end of 2006: 9000 employees

figures show importance to Google

2 HR Management


HOW DOES THE RECRUITING FACTORY WORK?

New Recruiting Paradigm: temporary staff vs. constant staff

recruiting adjust database searching and university (network)

(Summer of CODE contest) employees recruit co-workers recruiter specialization: technical people,

mangers, overseas narrow sector of candidates lengthy interviews containing mainly technical

questions

2 HR Management


THE 20 % RULE

extrinsic motivators: bonuses, raises, changed responsibilities Bill Gates:

“No great programmer is sitting there saying: I am going to make a bunch of money or I am going to sell a

hundreds of copies.” Google intrinsic motivation main motivation: development of quality software Google developed a new cooperate environment:

split work hours: 80% for assigned projects and 20% for personal research

2 HR Management


ADVANTAGES OF THE 20 % RULE

spare time no excuses form executives because of time especially attractive to young graduates who want to preserve

some autonomy they enjoyed at UNI productivity growth: engineers are motivated to work faster in

order to free up their personal creative time employees explain in 5 sentence how they used their time the

week before

2 HR Management


PEER REVIEW – COWORKERS as JUDGES

innovations, innovations… a team with a prospective project presents project to co-

workers from another department to review peer review committee of co-workers meets frequently to decide whether to adopt new projects

high level coworkers achievement create a parallel hierarchy based on a person's reputation for

technical expertise

2 HR Management


GOOGLE: A WORK PARADISE?

Joseph Weizenbaum about hackers and gamblers“ for whom nothing exists but roulette ……who scarcely

notice what goes on around them, being interested in nothing else, who do nothing but play from morning till night and would probably continue all night nonstop, if they could.”

Hackers are known for keeping irregular schedule and working for long stretches without watching the clock

2 HR Management


WORKS CITED

http://www.google.com/corporate/

http://money.cnn.com/magazines/fortune/bestcompanies/2010/full_list/

STRATEGIEN - Vorbild Google - Innovation: Wie die einzigartige Verknupfung von Technologie und Strategie den Internetriesen zum Beispiel fur Management im 21. Jahrhundert macht. / Bala Iyer ; Thomas H Davenport. 2008

The Google Way: How one company is revolutionizing management as we know it; Bernard Girad



http://money.cnn.com/magazines/fortune/bestcompanies/2010/full_list/

Google´s HRM

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