presentation on google inc

8/10/2019 presentation on google inc.

1/29

HARSHITA SRIVASTAVA

Proud to be geeks


2/29

2

Introduction

Founders Larry Page, Sergey Brin

Founded 1998

CEO Eric Schmidt

Industry Media and Internet Services

Headquarters Mountain View, California

OrganizationalMission

Organize the world's information and make ituniversally accessible and useful

OrganizationalGoogles Culture

Innovation and Creativity


3/29

Voted as the best company to work

in America for 2 year years in a rowby employees


4/29


5/29

Leadership style of Google

Eric Schmidt

Get to know your followers

Create new ways to promote your followers

Let your followers own the problems you want them to solve

Allow people to function outside the company hierarchy

Review your team's results by someone they respect

Larry Page and Sergey Brin

Democratic decision-making styles


6/29

Business strategic model


7/29

So,What have the Google

provided forGooglers?


8/29

Benefits of working at Google

The goal is to strip away everything that gets in our employeesway.

We provide a standard package of fringe benefits, but on top of

that are first-class dining facilities, gyms, laundry rooms, massagerooms, haircuts, carwashes, dry cleaning, commuting buses

just about anything a hardworking employee might want.

Eric Schmidt, CEO Google


9/29

So,What does it

exactly Look like@ Workplace?


10/29

At the workplace

Healthy work-life balance Flexible work hours, part

time

work options, and

telecommuting if thespecific job allows

Workout room with weights

Locker rooms

Washers and dryers

Massage room Assorted video games

Foosball

Baby grand piano

Pool table

Roller hockey twice a week in the

company parking lot Snack Rooms with free snacks foods,

fruit, and beverages

Free breakfast, lunch, dinner at the

employee cafe


11/29


12/29

, in short

HR functions and policies align with business model and vision makes Googlethe most exciting young technology company to work for

Healthy work-life balance is motivating people

"I trust the people I work for, have pride in what I do, and enjoy the people Iwork with

Trust is written on the psychological contract

Good employment relations, employee relations High Employee involvement

More likely engage in discretionary behavior Positive Organizational citizenship behavior

High job satisfaction and commitment, even self-motivated


13/29


14/29

Close to the Credit Crunch

? ?


15/29

Why? Assumptions

Economic crisis poses the unique challenge to the HR department.

Save costs

Business effectiveness and efficiency

Corporate/Business strategy changefunctional (HRM) strategychange

Internal supply>demandRedundancy Layoff


16/29

Impacts on The

Googlers/Customers?


17/29

An analysisfrom Google

Official Blog


18/29

4 January 2009, 100 Layoffs

Given the state of the economy, we recognized that we needed fewerpeople focused on hiring...

we need to go further and reduce the overall size of our recruiting

organization by approximately 100 positions.

We know this change will be very difficultfor the people concerned, andwe hope that many of them will be able to find new rolesat Google. Theyhelped build this company, new hire by new hire, and we are enormouslygratefulfor everything they have done.

Laszlo Bock, Vice President, People Operations (2009)


19/29

26 March 2009, 200 Layoffs

So today we have informed Googlers that we plan to reduce the number ofroles within our sales and marketing organizations by just under 200 globally.

The recessionmakes the timing even more difficult for the Googlersconcerned.

We had torestructure our organizations in order to improve oureffectiveness and efficiency as a business.

We will give each person time to try and find another positionat Google,as well as outplacement support, and provide severance packagesforthose who leave the company.

Finally, I would like to take this opportunity to thank everyone affected for allthey have contributed to Google.

Omid Kordestani, Senior VP, Global Sales and Business Development (2009)


20/29

So,

What can we learn

from that?


21/29

In short

No company is obligated to publicly address a round of layoffsor praisetheir axed employeesor express sympathyfor the resulting change orprovide a high-level explanation for the layoffs

Go a long way towardhonoring cut employees and improving

the morale of those that remain

Leadership style: Humanistic, Theory Y leadership

Motivation: Employee involvement

How the psychological contract work in reality


22/29

Suggestions

Deal with redundancy and dismissal

Compensation to retrenched employees

Job reapply

Strengthen management, career designing and planning

Ability and Skills: Training, development and learning

Motivation: Morale and Productivity

Opportunity to participate

Attitude and feelings of job satisfaction and commitment

Line managers


23/29


24/29


25/29

Implications for Google and HRM

Assumptions

Business efficiency and productivity: AMO didnt fully happen

Affect organizational citizenship behavior

Morale of effective team

Potential human capital advantage losses

Affect competitive advantage: Long-term ability to compete

Necessary training or recruitment


26/29

An analysis fromthe News


27/29

Elliot was a valued member of the Google team we wish him well."

We have a deep management pool at Google."

Google spokesman Matt Furman (2008)

Google has denied the a brain drain of talent following

the departure of its communications boss Elliot went to

Facebook (BBC News, 2008).

Brain Drain in the news


28/29

So, Why?BRAIN-DRAIN SITUATION IF IT WAS

DREAM PLACE TO WORK?


29/29

Suggestions

Increase job satisfaction and commitment Lower LTR

Ability: make best use of talents skills or abilities Motivation: pay and rewards, welfare, terms and conditions Opportunities : Career development, challenging enough jobs

Communication for employment relations Training new knowledge workers Improve work-life balance Show respect

Function of line managers

Human resource retention

Gain sustainable competitive advantage as a new media company

presentation on google inc

Documents