HR PRACTICES IN GOOGLE
1. Building innovation into job descriptions: '20 percent time'
Technical employees are required to spend 80% of their time on the core search and advertising businesses, and 20% on technical projects of their own choosing."
"Employees' work structure follows a '70/20/10' model,
2. Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature.
3. Letting the market choose: “crowdsourcing” its product strategy
4. Cultivating a taste for failure and chaos Schmidt encourages it: “Please fail very quickly—so that you can try again.. he had praised an executive who made a several-million-dollar blunder: “‘I’m so glad you made this mistake. Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we don’t have any of these mistakes, we’re just not taking enough risk.’”
5. Supporting inspiration with data - making extensive, aggressive use of data and testing to support ideas according to a Harvard case study people aren't allowed to say 'I think' but instead must say 'The data suggest...'
6. Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have they started a company, written a book, won a championship, set a record).
Next, you statistically determine which of these many traits your top performers and most impactful employees' exhibit that differentiates them from bottom performing and average employees.
Finally, you develop an online survey to gather the predictive information from applicants. Then each candidate's biodata survey and resumes are screened electronically and given a score between zero and 100 based on how many of the top performance indicators each candidate possesses.
...e can be spent on any project which is promising and is cool. In fact most of the new products that are launched by Google came out of that 20% rule.
excels in among its industry competitors is its distinctive competencies. They are defined as, “firm-specific strengths that allow a company to achieve superior efficiency, quality innovation, and responsiveness to customers,” (Hill, Jones, Schilling, 2013). Name recognition is one of Google’s strongest distinctive competencies. The word Google has become a synonym for “search” which has increased Google’s status as one of the most widely known search engines on the Internet. Another distinctive competency of Google’s is its human resources department. This refers more to the inner workings of Google, Inc. instead of its customer. Google’s human resources department is in charge of hiring the best engineers and innovative employees who will help grow the company and continue to distinguish it from other companies. Google also makes innovation one of their top public priorities, setting it apart from other competitors who do not provide new services or enhancements to the customers. The fact that Google is so open about everything from their innovative employee policies and benefits to their ever changing technology lets customers be sure they will never fall behind by using any of Google’s products or
The Icarus Paradox is the observed phenomenon of organizations that fail abruptly suddenly after a time of obvious achievement. The Icarus Paradox is that the same thing that had made him fruitful, get away from the jail and fly, is the thing that prompted his destruction. In his carelessness he got to be blinded to threats of flying excessively near the sun. This is what often happens with extremely effective organizations as well; they turn out to be exceptionally fruitful, which makes them overconfident and blind to the risks that threaten their business: Ultimately this may prompt their downfall (Miller, How Exceptional Companies Brings About Theor Own Downfalls,
Reading this book has given me great knowledge and understanding of the very demanding job of a CEO. Lencioni states that “the reason a CEO fails is not only because they fell victim to a temptation but because they refused to let others know of their failure”. The ability to accept failure when you are wrong separates those who succeed and those who fail. “The five temptations of a CEO” is a must read for every aspiring business
...d to projects unrelated to the core business. Googlers are given 10% of their work time to devote to projects that interest them ensuring high motivation based on the fact the staff get paid to work on pet projects. Flexible work time, bonuses, and free lunches are not the only reasons people love to work at Google in addition to the perks, they are constantly challenged to reach new impossible goals and to have fun doing it.
The every changing world of technology has open new doors to our society brining new about new technology from big giant technology company such as Google. Google Inc., created as a search engine by Larry Page and Sergey Brin in 1998. Google a fast growing company concentrating on internet-related service and products. (Google, n.d.) Googles innovation has empowered free thinking coming up creative ideas such as google glass. Google’s innovation has put them in the rankings with high contenders in the high tech arena. Google is still not at the top with Apple but they are not far behind in innovation as they continue to push through in innovation. As stated by Popelka (2013) “Google appears to be on the verge of taking over the tech innovation
Mark Cuban takes it a bit further. He contends that he learnt a lot from his own mistakes and "of those around me. He goes on to say the next crucial point that any entrepreneur should understand about the value of mistake. He says: "I learned what not to do." Now wouldn't it be nice to get a heads-up before you make those business-crippling mistakes?
Google continues to grow and innovate. Google focuses on the user and all else will follow. Since the beginning, they have focused on providing the best user experience possible, and take great care to ensure that they will ultimately serve their customers(Google.com n.d.). In relation to market development and product development the core values “Its best to do one thing really, really well (Google.com n.d.),” fits in with these strategies. “You don’t need to be at your desk to need an answer (Google.com n.d.),” describes Goggle’s innovation to mobile platforms. “The need for information crosses all borders (Google.com n.d.).” Google company has grown and has offices in more then 60 countries, maintaining more then 180 internet domains, and serve more then half of their results to people outside of the United States, and this relates to concentrated growth strategy. “Great just isn’t good enough(Google.com n.d.).” Google continues to strive to reach for better ways of doing things, through innovation and integration, continue to improve things in unexpected ways (Google.com n.d.).
So if you know that you can fail and you are confident anyways you can succeed. Many of our innovations that we have came from people that didn't know they could do something, but they didn’t care and believed they could. For example, without Larry Page and Sergey Brin we wouldn’t have google. We all know that it didn’t just take a couple of hours to create google. Larry and Sergey failed several times in the process of making google; which is now a multi billion dollar business.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
The Google employee follow the 70/20/10 rule where they devote 70% of the day to whichever project has been assigned to them by the managers, 20% of the day to new projects or ideas related to their core projects and 10% to new ideas which they want to pursue irrespective of what they might be. Because of this rule many of Google’s new products and services have been successful as programmers, salesperson and even executives are given enough space to be creative.
Google is a very unique organization within the technology industry. Its primary operation revolves around internet search databases and advertising. Nearly all of its revenue is derived from advertising, and it dominates the internet search market with 70% of worldwide usage (Archer, Dunphy, Carter, Ludwick, Nosack & Qadeer, 2013). This does not mean that it does not offer other products or services though. Nor does it mean that competition isn’t trying to aggressively attack Google’s dominant position. Google’s chief competitors are Apple, Microsoft, and Yahoo!. All four organizations are focused on being the internet related technology frontrunner through a diverse offering of hardware and software that enriches end user experience. Through each of their own targeted areas they work to strengthen their current position while growing into new markets that their competitors may or may not already be entrenched.
As any other company that managed to rise to fame, it was successful due to an exceptional organizational belief and value, Google company is no exception. Google Inc. practices a routine type of working condition for the scalability and its storage solution, managing the large scale application, as well as making a new platform. It is well known that a routine work is more stressful than any other work.
Employee focus (Google has a unique culture and policies to promote innovation. The company strives to employ the most qualified applicants and reward the greatest contributors, in order to promote good performance and facilitate hiring and retention)
Researchers, professionals and others use statistics to prove their claims or findings. Even though statistics are not an absolute fact because the conclusion is mostly drawn from a sample group – representative of a specific population subjected to the research, it is commonly used as the basis of decision making or alternating choices in daily living, studies, works, scientific research, politics and other planning. The inventor of a documentary film called “An inconvenient truth”, Mr. Al Gore, for instance, in his campaign to educate people about the climate change, used statistics to alert people that everyone on earth is polluting the environment and should participate in solving the problem. He collected data from many different countries with an in...