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Google’s Human Resources

Updated June 27, 2021
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Google’s Human Resources essay

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The Start of Google

The rise of Google is one of an American dream. The company was founded by two college students by the name of Larry Page and Sergey Brin. These two men attended the Stanford University in the late 90s. The successful story of Google can be traced back to 1995. It is said that the two men had opposing views on just about everything but despite the odds fostered a partnership. Their goal was to make a universal search engine were one could find vast amounts of information quickly.

The men named this search engine Backrub which was later change to what we all know now as Google. Google is a clever play on the term googol, a mathematical equivalence of 1 followed by 100 zeroes. This was a representation of how massive the men strived to build this search engine. Eventually the men’s project began gaining publicity and interest among investors and the academic community.

Sun co-founder Andy Bechtolsheim cut Brin and Page each a $100,000 check. The men used this money to move to an office space in a garage in Menlo Park, California. This space consisted of a ping pong table, blue carpet, and large computer monitors. Finally, Google gained enough capital and support to grow to be the largest globally used search engine. Moving from the garage to the Google headquarters. Google still strives to share technology and information across the globe while holding true to their core values that the company was founded on (From the Garage).

What is Human Resource Management

The beginning of Human Resource Management techniques can be dated back to 2000BC-1500BC when empires were choosing their rulers. This is when the Chinese empires would use basic employee screening techniques and Greeks used apprenticeship techniques. Since the BC era Human Resource Management (HRM) techniques have come a long way. The first time that the world had seen a resemblance to what we would consider out HRM now is the early 1900s.

During this time the HRM workers were not called HRM workers and were focused on the wellbeing of the workers. They were seen more as a keeper of the peace and justice within the workplace. Then, in the mid 1900s the workforce shifted to a more administrative\personnel approach to HRM. This meant focusing more on items such as training and recruitment rather than employee welfare. Then came the late 1900s. This is when the term Human Resource Management was first introduced. This is also the beginning of the modern day strategic planning associated with HRM (Tubey et al., 2015).

All companies have an HR department. This department is a complex department responsible for: hiring, training and development, recruitment, creating an inclusive environment, benefits and payroll, etc… The HR department creates and implements a well thought out strategic plan that covers all of the above categories. HR is to keep not only the good of the company but the good of each employee in mind. HR is there to serve the employees and be a link for the employees and admin.

Development and Human Resources Strategic Plan

All companies need a good strategic plan; this is also essential for the Human Resources department.

Diversity and Multiculturalism

Diversity and Multiculturalism is an essential factor for any organization and a significant focus for any Human Resources department. Diversity is the difference between individuals. These differences can vary between race, age, ethnicity, gender, sexual orientation, etc…. Multiculturalism is a bit different than diversity. Multiculturalism is defined as inclusiveness, understanding, respect, and realizing the societal power struggle. The diversity and inclusive environment can determine the success and culture of a company.

The importance and impact that diversity and multiculturalism has on a company can be seen with the Rent-A-Car enterprise. This is an example of a company who puts diversity at the forefront and is reaping the benefits. Rent-A-Car took the extra mile to increase and retain diversity within the company, not just check off a box. The company constructed a “diversity scorecard,” this card is a 25-page handbook that the managers use to measure diversity within the work place.

The goal of the handbook is to ensure that diversity is built into the culture not just a policy. The company employment rates as of 2012 consisted of 40% women and 36% minorities. After the focus on diversity, the implementation of the diversity scorecard, and diversity and multiculturalism training the company began to see drastic change and growth. The company has received diversity recognition and awards for their efforts, the company has grown exponentially with a total of 360 branches.

An employee survey was administered that revealed that 84% of employees were satisfied and felt they were able to grow within the company, while having a clear career path. Not to mention the increase in customer satisfaction that the company has received (Lafever-Ayer, 2013). The company attributes their success to the diverse and happy environment that the company has created.

Google’s Human Resource Department does a phenomenal job at creating a diverse and inclusive environment for their employees and customers. The three categories that Google focuses on and thrives in is gender, intersectionality, and sexual orientation. Data from 2018 revealed that around 33% of Google employees identified as women, around 53% of Google employees identified as a race other than Caucasian, and around 9% identify as being a part of the LGBTQ+ community. Compared to the societal average these numbers are beyond impressive.

Recruitment and Selection

Recruitment and Selection is one of the attributes that Human Resources is known for. This is one of the most important aspects of a company. As the Chief Administrative Officer at Pinnacle, Ed Wolf, stated in an article, ‘If you don’t hire the right person up front, nothing else works. This system has helped us revise the job descriptions for the positions where we have experienced the most turnover. This results in a more efficient process and has enabled us to identify’ the most qualified candidates for these openings’ (Bergeron, 2011).

Wolf was absolutely correct when giving this statement. Recruitment is the first time that an employer gets to meet the potential candidate. It is important that the company has in mind the specific qualifications and characteristics that they are liking for within an employee. This will ensure success in the selection phase. Poor recruitment and selection can be detrimental to a company.

It can lead to an excessive turnover rate, extreme amounts of money loss, time wasted, and several other business hindrances. Through a survey conducted by the Society of Human Resource Management (SHRM) it concluded the on average companies spend $4,000 on recruiting and between $4,000 and $40,000 per hire. When an individual leaves a company that money invested in hiring that individual is lost (Back, 2020).

Google is globally known as one of the best companies to work for. As for recruiting it is pretty easy for Google. Their reputation alone draws in thousands of applicants a day. Still Google does outside recruiting such as attending large career fairs, having internship opportunities, utilizing social media, and using algorithms to find potential candidates based on search history. As for the selection process Google has got it down to a science. Google only accepts the best and has a 1% hiring rate, meaning their selection process is an extensive one (Kalibrr, 2016).

  1. Step one consists of a recruiter sifting through applications to find potential candidates.
  2. Step two is the phone screen, this is when the recruiter notifies the candidate and explains the process that is to follow.
  3. Step three consists of the interview. The interview is a group of 4-5 individuals that will be putting the interviewee to the test. The candidates are expected to solve technical problems and answer questions.
  4. Step four is the interview feedback stage. The panel will each give their thoughts about the candidate, their abilities, and their knowledge.
  5. Step five is the hiring committee review. A panel of Google employees review and give feedback on the candidate.
  6. Step six consists of an Executive review. This gives one last look at the candidate at an administrative level.
  7. Step seven is the compensation stage. This is then the company decides what benefits and pay the position will receive.
  8. Step eight consists of presenting the package to the executive board.
  9. Step nine, offering the candidate the job.

Google’s selection process is an extensive one but with their reputation and amount of applicants it has to be. They have done an extraordinary job in finding the best talent and potential across the globe. I would say that their process is working and should be used as a model for other companies who strive to hire only the best.

Employee Assessment

Employee assessment is a way for employers to ensure that employees are preforming well and adhering to company guidelines. Employee assessments are also for the employees their selves to see where they need improvement and to grow professionally. There are many different ways to administer an employee evaluation (self-evaluation, peer-evaluation, administrative evaluation, etc…). Evaluations are important for a company to be able to gain information on the efficiency of their company and how well their employees are preforming. The company can use this feedback to make changes and increase efficiency.

In figure two is an example of an employee assessment that was conducted in a building enterprise. There are different categories that the employee is observed in. The different categories allow for a holistic view of the employee and gaining insight to their strengths and weaknesses (Brutu and Mihai, 2017). Using the data collected during the employee assessments the company was able to construct a pie chart shown in figure three.

The chart represents the total scores of the staff’s employee elevations. The pie chart shows that three quarters of the staff is performing above average. This means that the company is running efficiently and the employees are upholding company standards. This is a very good number but the company strived to better those numbers. Using the data collected they decided to increase their training and development programs for the employees. This information and positive change within the company was made possible by employee assessments (Brutu and Mihai, 2017).

Google utilizes several types of employee assessment and evaluation techniques. A few of them include self-assessment, peer assessment and manager assessment, together this is called 360- degree performance appraisal. For self-evaluations Google gives their employees survey like forms to fill out asking about how they rate their success and their experience as an employee. Another form of evaluation is from their peers. Groups of peers are given a person’s work and asked to give constructive criticism. This criticism consists of what the person can do differently and one thing a person needs to stop doing. The last form of employee evaluation includes a manager evaluation.

At Google is the manager receives the scores and critiques form the self and peer evaluation and makes their own evaluation. The manager will evaluate how the individual works with others, accomplishments, behaviors, and attitudes. Then using the data, the manager will discuss what are things the employee can to better to grow and their strengths and weaknesses. Employees seem to be happy with the feedback and evaluation system. This is a perfect way for Google to get a holistic look at an employee this is much more accurate than using just one evaluation system.

Google’s Human Resources essay

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Google’s Human Resources. (2021, Jun 27). Retrieved from https://samploon.com/googles-human-resources/

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