Google Case Study for Human Resource Management Gary Dessler

Dessler Case Study: Google

1. Google conducted a survey to all their employee in order to identify if there are traits from employees that correlate with Google’s success. In the survey, employees responded to series of question relating toxaboutx300xvariables.

The survey team then compared the answers given against 30xorx40 job performance factors they keep for their employee. The survey helps Google to screen and evaluate their candidates based on the important traits before the decision of hiring can be done.

In my opinion, it is indeed a good idea because Google’s interview process has becoming very intensive that they need to simplify it by comparing employee personal traits and their performance factors. By using the data from their own employees that they have kept for years, Google manage to prove that there is correlation between personal traits and job performance.

2. Since Google is a 24-hourxoperation, the work involves not only long hours but can also be very intense. Therefore, it is important for Google to have a good compensation package for their employees.

Among the benefits that Google offers are annual all-expense-paid ski trip, free shuttles equipped with Wi-Fi to pick up and drop off employees, unlimited sick days, and most important of all, the free gourmet meals and snacks.

The significant amount of investment made by Google in employee benefits is meant to contribute to the company overall performance. Google believes they need to provide a package of financial benefits that support the hectic lifestyle from working which in return helps their employees to maintain a work-life balance. With such a great reward packages, not only Google manage to attract and retain top talents, the benefits also lead to employee’s satisfaction and motivation, thus becoming more productive for the organization.

3. Job and recruiting site Glassdoor, announced Google as one of the top 25 winners of the Best Places to Work in 2019 while Forbes Magazine has listed Google as 100 Best Companies to Work for the past few years. Those recognitions have in a way strengthen Google’s image as one of the dream places to work at.

However, not all companies have the same strength and reputation like Google to attract the brightest talent around to work with them. Therefore, those companies must double their efforts in order to hire those people. Recruitment process and planning can include:

1. Developing accurate job descriptions - it should include the skill sets and personality traits needed to ensure the job can be done in addition to relevant experience.

1. Casting a wide net of applications – use various ways to pool the applicants in order to get more potential candidates for the job - internet, newspaper, walk-in interview.

1. Going to the best universities for recruitment – universities’ career open day.

1. Evaluating potential candidates by using a proven assessment tool – it will provide understanding whether the candidate is introverted or extroverted, and emotionally stable or insecure.

1. Hire external recruiting services agencies or headhunters.

4. As one of the top companies in the world, there is no doubt that Google’s HR policies and practices are among the best and anyone would dream to work with company like Google. Some examples of HR practices that have been implemented by Google include:

1. Through selection processes and recruitment practices;
2. Good total compensation package to attract and retain employees;
3. Flexible policies and complete facilities to accommodate the workplace environment;
4. Reliable system to monitor performance that provide employees with valuable feedback for career growth; and
5. Ability to instill a positive working culture to motivate employee to perform better.

5. Google wants to provide same benefits and nurture the same Google culture in the countries as they grow and expand continuously. However, in order to do so, there are few challenges that Google has to consider such as:

1. Demand from the international market;
2. International laws and taxation issues;
3. Government rules and regulations of that country;
4. People’s preferences – some people are less materialistic and prefer more time on their own rather than working in long hours and thus, the incentive rewards offered may not be as effective;
5. Differences in culture – flexible working environment may not be accepted in different cultures; and
6. Cost of living in other countries – gap in the cost of living around the world may hinder Google aspiration to provide the same benefit across the board.  

6. Google successful is not guaranteed by hiring the right employees alone. The onboarding program or orientation process for new employee is important to ensure that all employees understand Google’s culture and values. Below are examples of activities that could be included in the onboarding or orientation program: