Something's man was never

meant to know. For everything

else,
There’s GOOGLE
 Company Profile
Google was founded by Larry Page and Sergey Brin while they
were students at Stanford University. The company was officially
launched in September, 1998 in a friend’s garage.

Google currently has 6500 employees in USA, and more than

10000 employees across the globe.

It has its presence across the globe like in USA, Europe, Middle
east, Africa, Asia Pacific, etc

Almost 2230 jobs are generated by Google yearly

On an average 11,45,000 applications are received by Google

yearly.
Contd…….
Google is named from the word ‘Googol’ a mathematical term for 1 followed by
100 zeros, this speaks of Google's Mission: to organize the world's information
and make it universally accessible and useful.

Googlers take Pride in being regarded as Geeks.

 Organizational Goal and Vision
 The work culture and employee empowerment
philosophy at Google was apparent from the
day the company was launched in 1998.
 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.
 The HR Department, in its alignment with the
business strategy of trying to attract the best
minds across the globe to work for Google, has
since always aimed to become the strategic
partner to the business operations
 Google’s Philosophy
 Focus on the user and all else will follow
 It's best to do one thing really, really well.
 Fast is better than slow.
 Democracy on the web works.
 You don't need to be at your desk to need an
answer.
 You can make money without doing evil.
 There's always more information out there.
 The need for information crosses all borders.
 You can be serious without a suit.
 Great just isn't good enough.
 Company Culture
 Google is a high-energy, fast paced work
environment. While the dress code might be
“casual” the company attracts and retains some
of the brightest minds in the technology
industry.
 There is a work hard, play hard atmosphere.
 Googlers, Nooglers and Xooglers.
 Headquarters at Mountain view, California is
named as Goolgeplex.
 Every employee is a hands-on contributor and
everyone wears several hats.
…………continued
 ‘Diversity is Our Business’
 At Google, they don’t just accept difference—
we thrive on it. They celebrate it. And they
support it, for the benefit of their employees,
their products and the community.
 Google strives to be a local company in every
country in which they operate.
 Human Resource
Planning At Google
HR as a Strategic Partner for Business

 Not merely trying But actually delivering the

BEST solution forms the HR basis at Google.
 People Build Careers
 Freedom
 Work Content
 Empowering Googlers
 HR policies reviewed every 1-3 years
 Change is synonymous to Google.
 Hiring Process At Google

“We don’t just want you to have a great job.

We want you to have a great life. We
provide you with everything you need to
be productive and happy on and off the
clock.”
 Detect talents in its infancy
 Challenging interviews and selection
 Speed up the on boarding process
 Criteria of Selection
 Bachelors degree preferred with a strong
academic record
 At least 10 years or HR experience.
 A proven leader.
 Proven analytical and influential skills
 Versatility, flexibility, and ability to work within

constantly changing priorities with enthusiasm.

• Extraordinary communications.
Training And Development At Google
 Sales Training-
 based on job profile
 problem solving techniques
 time management skills

 Soft skills Training- based on working profile,

Google believes that soft skills such as Cultural
Sensitivity, Business Etiquette and good
Communication Skills make a greater impact
on clients
 Diversity Recruiting Training At Google – The
Diversity training is designed to ensure
googlers have the awareness, skills and
knowledge to build and retain the workforce to
fuel Google globally. Google diversity
education programs includes all aspects
surrounding employment that aim to create a
culture of inclusion with a focus on improving
recruitment strategies.
 Innovation

Google’s great human capital management practices

which it credits towards the company success.
Practices include-
a)Building innovation into job description.
b)Employees follow a 70/20/10 model
c)Eliminating friction at every turn
d)Cultivating a taste for failure.
e)Google’s Recruitment process
f)Supporting inspiration with data-making extensive
and aggressive use of data and testing to support
ideas.
Compensation
 Compensation Structure
 Innovative Stock Option
 Unlimited Sick Leave
 Health Care Facilities
 Online Auction For ESOP
 Fuel Efficiency vehicle incentive program.
 Employee Discounts
 A Child Care Centre
 Additional paid time-off
 Maternity and paternal leave
 Adoption Assistance
BENCHMARKING
 Benchmarking
Benchmark is done based on :
 Best-in-class companies,
 Determining how the best-in-class achieved.
 Use the information on the basis of

company’s targets, strategies, and

implementation.
Best Strategic HR
practices
Google institutes quarterly company‐wide
strategy sessions

regular in‐house “whiteboard”

surveys blogging tool culture

TGIFs PDP child’s life

 TSO

Code of Conduct

best work/life balance

continuous learning

high value on the opinions

greenhouse gas emissions

Swot Analysis
 Strengths
 Brand name-number one search engine
 reliable and user friendly
 It has a ‘market cap’ of $185.61 billion
 Considered among top 10 brands in the U.S
 reputation by its popularity
 low operation cost of products and services
 strong professional networking
 Weaknesses
 dependent mostly on search based advertising
 risk of facing dead ends for the users
 lack of focus in the service of search engine
 link-based ranking tech. mostly didn’t work on
actual traffic analysis
 weak presence regarding the social-networking space
 Opportunities
 vast opportunities for reaching new segments and for
new contents.
 Easy expert search
 Using higher value content on the web
 increase its overall ad spending online.
 enhance by having new acquisitions
 increase the internet usage
 Threats
 can lose control over the indexing policy.
 Library services becoming less visible.
 Users ending up not getting to the institutional
subscription.
 disappearance of informational skills.
 Competition from firms like Yahoo, MSN.
 Legal trials
 Privacy issues regarding content ownership
 Product Life Cycle of

The Product Life Cycle (PLC) describes the stages a new

product idea goes through from beginning to end.  The PLC is
divided into five major stages:

 Product development
 Introduction
 Growth
 Maturity
 Decline
 Market Introduction Stage
 Initial costs: They brought in a total initial investment of
almost $1 million.
 Sales volume low: It was still in beta, was answering 10000
search queries each day.
 No/little competition: Yahoo was the market leader. In a short
span of time, Google became the best search engine by eating
into the market share of Yahoo and other players. Google had
an edge over others.
 Demand has to be created:
 Superior search technology, PageRank Algorithm to rank
web pages.
 The introduction of their first 35 language versions
Cont…
 Customers have to be prompted to try the product :
 Associated with various popular websites to incorporate
itself as their customized search engine.
 Focus on user-friendliness for its popularity.
 The product sold itself to the customers.
 By offering free search services to schools, universities,
and other educational institutions worldwide.
Contd…….
 Growth Stage
Costs reduced due to economies of scale
Sales volume increases significantly
 Maturity Stage

Google’s techniques
 Decline Stage
Case Study
Life at Google – The
Microsoftie Perspective
Analysis
Hiring process: Long process

Hierarchy : Poor mentoring

Compensation:
Not at par with the competitors
Disappearing fringe benefits

Career development

Attrition rate: Google is considered to have a

very low attrition rate even in the high-job-
hopping Indian IT space
Optimistic Employees
 Those of us who failed to thrive at Google are
faced with some pretty serious questions about
ourselves. Just seeing that other people ran
into the same issues is a huge relief. Google is
supposed to be some kind of Nirvana, so if you
can’t be happy there how will you ever be
happy? It’s supposed to be the ultimate font of
technical resources, so if you can’t be
productive there how will you ever be
productive?.
THANK YOU FOR

ing By: Bhavya

Gunjan kumari
Shweta
WITH US Richa
Vaibhavi
Vasudha