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Google

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by

May Ponnaset

on 21 November 2014

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Transcript of Google


Members
Papinda Ponnaset
Prathan Bunwarat
Palin Santavanond
Piyapat Attanatkun

Discuss your impression of the reliability and validity of Google’s selection methods.
How is Google's approach to employee benefits more effective than a simple decision to offer the biggest benefits package?
How could Google's approach to management training address the training needs of its non-management employees?
Do you think Google's HR strategy will enable it to maintain a competitive advantage? Why or why not?
Conclusion
Overview
Q&A
Free Healthy Meals
Varied meals: Breakfast, Lunch, and Dinner
Coffee and Juice bars
More convenient and energized

Follow Passion
Extend their time off
Family is given travel insurance and emergency assistance
Three-month leave
Transportation
Buses are available for all employees
Wi-Fi
Dog to work
Dog-day-care
New Parents
Paid leave for new parents
Receive six weeks of paid leave
Mother: 18-week paid leave
Stocks
"Baby Bonding Bucks"
Major Employee's Perks
"PASSION, NOT PERKS"
Gen-Y / Millennial
People who born between the 1982s.2000s
Employment patter contrast with those that came before
Frequently change their job

"money and other necessary benefits"
Question asked by Gen-Y
Who is their boss?
what organisation provides them in the work place?
Is it assessing performance accurately or 360-degree appraisal?
Employees can give each other "message credits" for final performance
Redeemed for a hour

"MOTIVATIONS"
Google's approach to its Googlers
more effective
stay ahead the competitors
Concernment : Culture and atmosphere
fulfillment and satisfaction in what they do
growth and development
Message Credits
Guest Lecturers
updating and bring interesting information
innovators
step 1
recruiter screen
step 2
phone screen
step 3
on site interview
step 4
interview feedback
step 5
hiring committee
step 6
executive review
step 7
compensation committee
step 8
final executive review
step 9
the offer
advantages
disadvantages
appropriate people working on appropriate job
interviews' feedback are evaluated by hiring committee
hiring decisions are made by committee
hiring only the most suitable candidate to fill a job
time consuming
take up a lot of cost
Problem
Project Oxygen
8 management behavior
Solution?
564 32615 26
564 32638 26
564 32701 26
564 32718 26

History
Mission Statement
Google's HR strategy will surely enable them to maintain a competitive advantage as long as the competitors could not imitate it.
Larry Page and Sergey Brin
" Don't be evil "
"To organize the world's information and make it universally accessible and useful"

The main problem for Google back in the early days was that people throughout the company have questioned the value for managers. That skepticism rose from a highly technocratic culture of the company.
Laszlo Bock
(Head of People Ops)
Prasad Setty
(People Analytics)

Google can hire the very best people to do even the most mundane jobs. (Underemployed)
Hard to differentiate
Arrogant engineers
Google's too big (impact)
Middle management is mediocre
Small office space
You can't work remotely
Immature culture
Sometime it's too easy
"Project Oxygen applied the concept of data-driven continuous improvement directly - and successfully - to the soft skills of management."
Observed:
Connections between employee's happiness with manager's score.
"All people decisions at Google are based on data and analytics"
Full transcript