TOPIC 1: INTRODUCTION

Subtopic 1: General Description

Google is an American multinational corporation specializing in Internet-related services and products. These include search, cloud computing, software, and online advertising technologies. Most of its profits are derived from AdWords. Larry Page and Sergey Brin founded Google while they were Ph.D. students at Stanford University. Together they own about 16 percent of its shares. They incorporated Google as a privately held company on September 4, 1998. An initial public offering followed on August 19, 2004. Its mission statement from the outset was "to organize the world's information and make it universally accessible and useful", and its unofficial slogan was "Don't be evil". In 2006 Google moved to headquarters in Mountain View, California, nicknamed the Googleplex.

Rapid growth since incorporation has triggered a chain of products, acquisitions and partnerships beyond Google's core search engine. It offers online productivity software including email (Gmail), an office suite (Google Drive), and social networking (Google+). Desktop products include applications for web browsing, organizing and editing photos, and instant messaging. The company leads the development of the Android mobile operating system and the browser-only Chrome OSfor a netbook known as a Chromebook. Google has moved increasingly into communications hardware: it partners with major electronics manufacturers in production of its high-end Nexus devices and acquired Motorola Mobility in May 2012In 2012, a fiber-optic infrastructure was installed in Kansas City to facilitate a Google Fiber broadband service.

The corporation has been estimated to run more than one million servers in data centers around the world and to process over one billion search request sand about 24 petabytes of user-generated data each day20In December 2013 Alexa listed google.com as the most visited website in the world. Numerous Google sites in other languages figure in the top one hundred, as do several other Google-owned sites such as YouTube and BloggerIts market dominance has led to criticism of the company over issues such as copyright, censorship, and privacy.

TOPIC 1: INTRODUCTION
Subtopic 2: History
Google began in January 1996 as a research project by Larry Page and Sergey Brin when they were both PhD students at Stanford University in Stanford, California. While conventional search engines ranked results by counting how many times the search terms appeared on the page, the two theorized about a better system that analyzed the relationships between websites. They called this new technology PageRank; it determined a website's relevance by the number of pages, and the importance of those pages, that linked back to the original site. A small search engine called "RankDex" from IDD Information Services designed by Robin Li was, since 1996, already exploring a similar strategy for site scoring and page ranking. The technology in RankDex would be patented and used later when Li founded Baidu in China.

Page and Brin originally nicknamed their new search engine "BackRub", because the system checked backlinks to estimate the importance of a site. Eventually, they changed the name to Google, originating from a misspelling of the word "googol the number one followed by one hundred zeros, which was picked to signify that the search engine was intended to provide large quantities of information. In May 2011, the number of monthly unique visitors to Google surpassed one billion for the first time, an 8.4 percent increase from May 2010 (931 million). In January 2013, Google announced it had earned $50 billion in annual revenue for the year of 2012. This marked the first time the company had reached this feat, topping their 2011 total of $38 billion.

TOPIC 1: INTRODUCTION
Subtopic 3: Google Inc. Missions and Beliefs
Googles mission is to organize the worlds information and make it universally accessible and useful. An (official) unofficial mission statement for Google was included in the companys 2004 IP O prospectus, backed up by the explanation, "We believe strongly that in the long term, we will be better served as shareholders and in all other ways by a company that does good things for the world even if we forgo some short term gains.

Founder Larry Page had this to say about the unofficial Google mission... "We have a mantra: don't be evil, which is to do the best things we know how for our users, for our customers, for everyone. So I think if we were known for that, it would be a wonderful thin g.

In addition to its mission statement, Googles founders crafted a document in the early years of the companys existence, which outlines the beliefs of the founders. These beliefs are referred to as Ten Things We Know to Be True, and they are still embraced by the founders and the Google employees today. These Google Beliefs are: Focus on the user and all else will follow. - Since the beginning, weve focused on providing the best user experience possible. Its best to do one thing really, really well. - We do search. Fast is better than slow. - We know your time is valuable, so when youre seeking an answer on the web you want it right awayand we aim to please. Democracy on the web works. - Google search works because it relies on the millions of individuals posting links on websites to help determine which other sites offer content of value. You dont need to be at your desk to need an answer. - The world is increasingly mobile: people want access to information wherever they are, whenever they need it. You can make money without doing evil. Theres always more information out there. - Once wed indexed more of the HTML pages on the Internet than any other search service, our engineers turned their attention to information that was not as readily accessible.

The need for information crosses all borders. - Our company was founded in California, but our mission is to facilitate access to information for the entire world, and in every language.

You can be serious without a suit. - Our founders built Google around the idea that work should be challenging, and the challenge should be fun.

Great just isnt good enough. - We see being great at something as a starting point, not an endpoint.

Google is a very good company that applies good ethics in its operation system. Most of the services made are completely free to their users, in general. If there is any paid service of Google, it is mainly AdWords and AdSense: its famous advertisement system that advertises company and corporate organizations across the world anywhere on Google pages. When Google acquired Youtube on 2006, the advertisement of Google continues to be placed on Youtube as well. Surprisingly, the Youtube acquiring plan by Google is so successful and now, Google is becoming the main search engine chosen by people worldwide as well as acquiring Youtube, main online video sharing site visited by people worldwide since a decade ago.

TOPIC 2: COMPANY ANALYSIS

Subtopic 1: Human Resource Planning and Recruitment
At Google Inc., only those who are qualified enough are chosen. Being an employee of Google means a huge chance of being successful. Google only chooses the best among the best from all leading universities in the world such as Stanford University, Oxford University, Yale University and some other. If any candidates are interviewed for a job at Google, the candidates doesnt expecting the person making the hiring decision to be the prospective boss. That is why Google is known as the Silicon Valley giant for its attractive workplace benefits whimsical office culture, uses panels of varied employees not potential direct supervisors or peers to handle the worker selection process. First, a small group of existing Google employees will interview the candidates. Then a second committee will review all materials about the applicants, including those they submitted on their own behalf as well as the interviewer feedback. But thats not the only way Google shaped the whole process of recruitment. Google often use interviews (but the number of interviews are limit to certain number) approach where candidates have to undergo many interviews during the recruitment process. Normally, the decision is made after four (4) interviews made to determine whether the interview is a good fit for a position or not. The interview and live-training mainly test the confidence, business strategies and activities planning made by the respective candidates. Data are also used by Google to conclude the hiring process of fresh graduates. To analyze candidates responsiveness and creativity, Google also has a shadow interviewer which functioned as training to conduct interviews for future job seekers and that persons analysis is not included in the decision-making process of recruitment, but will be used for future planning and suitable positions available tailored according the candidates creative side. The recruitment of Google always catches peoples interests. There are about three (3) millions applicant sent to Google prior recruitment for positions take place. The Google will screen all of them, leaving no applicants behind. So, everyone will get the fair share of screening process. It will take about 90 people just to get the screening process done. Once the screening process is done, the potential candidates will go through some interviews as mentioned above, problem-solving activities, products innovations and also becoming customer service assistant to see the interaction between the employee and customers across the globe. It is quite hard however for candidates to shire through as there are lots of candidates to be compete with, but those who act and think different will always get the positions, mostly.

Google loves analytics so much. They use algorithms to monitor everything they do and document the data well. They are taking the results seriously when it comes to recruitment. Google has undergone lots of changes in how it recruits people to the company. Another interesting part of human resource planning worth mentioning is that, Google is increasing hiring candidates who have no formal education. This method is proved by an observation made which are 14% of Google employees are having no college background. The company is shifting towards behavioral interviews that will emphasis the candidates own experience.

Google has also simplified the interview and decision-making process by shortening the time takes to make the hiring and recruitment decisions. Previously, it takes about six (6) months to get the job done from application to hiring, but now it has been shortened to a month and a half. Google recruiters tend to take a proactive approach, hunting out candidates through background searches such as Internet searches, social media (Facebook and Twitter) and CV databases. Some applicants are also using job application strategy of delivering these necessary qualities in social media, rather than the official Googles career portal itself.

TOPIC 2: COMPANY ANALYSIS

Subtopic 2: Selection
Google is worldwide brands that are known as well in the social network. Every question and answer about things that we want to know is all in the Google. But do we think how they select the employees to manage the systems and the management of the Google that are can bring them a successful like nowadays. As a company that are known well they have to carefully to select their employees to maintain their reputations and expectation of the user of Google.

How the Google hire employees? Google is looking for someone who can be their next Googler or Noogler, that are someone who are good for the role and good for Google and good at lots of things. People who can move quickly around and love big challenges. They cant have a specialist in just one particular area and they need the people that are good for Google not just for right now but for the long term. This is the core how they hire an employees at the Google. For getting hire in the Google Company, it involves a first conversation with a recruiter, a phone interview and an onside interview at one of our offices. The Google Company is looking for the smart, team-oriented people who can get things done. When people been interview, it likely been interview with five googlers, and they are looking for four things that are leadership, role-related knowledge, how we think and googleyness.

Firstly is a leadership. In this type hey can know the employees are flexed different muscles in different situations in order to mobilize a team. This might be by asserting a leadership role at work or an organization, or by helping a team succeed when the employees werent officially appointed as the leader. Secondly is Role-Related Knowledge. Google Company also looking for people who are have a variety of strengths and passions, its not just isolated skill sets. They also want to make sure that the employees to have the experience and the background that will set the employees up for success in the employees roles. And for the engineering candidates in particular, Google Company is looking to check out your coding skills and the technical areas of expertise. This is useful for the user that has some problems with the engineering and Google Company can use their expertise for answer the questions that are been question by the users.

Third is how the candidates think. This is important to the Google company the select the employees, because the employees sometime they will decide their own decisions. Is must consider that this is a core requirement of the employees that are will be selected. The Google Company is less concerned about grades and transcripts and more interested in how the candidates think. They are likely to ask some role-related questions that are provided insight into how the candidates solve the problems that are being use question by the user of Google. The Google Company like the to see the how the candidate way to tackle the problems presented and the candidate will dont get hung up on nailing the right answer.

The last thing that the Google Company looks is the Googleyness. This requirement is more to the candidate that are known well the about anything what are happen in the surrounding them. They always look for the signs around the candidates c omfort with ambiguity. This requirement is core to the Google Company because Google is known well company in the social network. And every question and answer the users will look in the Google. This requirement will be secure the reputations of the Google Company.

After that how the Google decide to select the candidates that are choose to be working in the Google Company? The candidates that are will be chosen must have right roles that are requiring from the Google Company. Before they select the candidates to be their employees in the Google Company, they will collect the feedback from multiples Googlers. In the Google Company, the candidates will be working with different groups of Goggles, across many teams and time zone. To give the candidates experiences, Google Company will give their chance to work with their teammate that are people that are been work in the Company many years that are can potentially can guide the candidates and help they to collaborates and fit in at Google overall. They also will be independent committees of Googlers help us were hiring for the long term. This is will review the feedback from all of the interviews. This committee is responsible for ensuring their employees hiring process is fair and that were holding true to the company standards as their grow.

The Google Company believe that if they hire the great people in the company and involve them with the intensively in the Company hiring process, they can get the more great people. The often spent a lots of time making their hiring process as efficient as possible is to reducing time to-hire and increasing their communications to their candidates. While them involving Googlers in its process does take longer, they are believed that its worth.

TOPIC 2: COMPANY ANALYSIS

Subtopic 3: Training and Development
Training and development at Google is significantly different than other companies across the globe. At Google, they are using employee-to-employee learning approach to train their new employees about how the business operates, the solutions to problems and of course, the scope of the job. This one-on-one approach among the employees is called Googler to Googler. This approach basically places employees from across departments into teaching roles that would otherwise be filled by the Human Resource department or as Google calls it, People Operations. The employees from across departments will teach about management, orientation and soft skills that should be acquired to all people work in Google environment.

Karen May as a Head of Human Resource says that giving employees teaching roles makes learning part of the way employees work together rather than something Human Resource Department is making them do. Employees whose managers took a course about having better career conversations, for instance, reported that those conversations are significantly improved. While other companies are spending more money than ever reskilling their employees, overall training spending take a lot of cost resources making the company to reduce or cut costs in other line of work such as production and management. That way, the company will become unproductive and the efficiency of company operation will also reduce. Besides that approach, Google also teaches employees to search inside yourself. The program is designed to teach emotional intelligence through meditation. That is why in Google workplace, there will be some sort of sleep pod, where employees can use during lunchtime to reduce their stress level and wake up fresh. Working at Google might be stressful for some people as employees at Google are coming from fast-paced fields and already accustomed to demanding bosses and long hours, but the training and development program will take care of that. Google will teach their employees to be productive in everything they do. For example, all services such as restaurant, caf (Starbucks) at Google workplace is free. This is extremely a wow factor that can boost employees moods, time and money savings and also improve workers productivity as the lunchtime is practically flexible.

Plus, rather than train a new manager in how the Google performance evaluation process works as soon as they are hired, they will instead receive the training just before performance reviews begin. If a manager is taking on a new team member who is transferring from a Google office in a different location, he or she will receive an email as a remainder that a new employee have said it is helpful when managers introduce them to others in the office or review the teams goals with the new employee.

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Google also assign promising young product managers career and management coaches who would teach them on how to negotiate better salaries, improve slides and presentation skills, or talk through the reasons why someone should or shouldnt leave to found a start -up. This kind of program adds employees value in it and thus improves employees loyalty towards Google. This training and development objective is literally, they are working hard to get the right people, and hence we want them to reach their full potential.

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TOPIC 2: COMPANY ANALYSIS

Subtopic 4: Performance Evaluation

From what we been study about human resource management at Google Company we can evaluate the Google Companies is successful in the management of the human resource. No doubt that Google Company is the # Most Valuable firm by Using Employees.

Evaluation of the Google employee evaluation is about intelligent virtual Agent. Google Company is requiring this people to lead the Company in the future. This type of the people will be useful at the hotline and at the customers-services that are provided by Google Company. Google is known well as a web search engine that most-used search engine on the World Wide Web. And their handling more than three billion searches each day. The requirement to search for the intelligent virtual agent is to make the Google stronger as a place that searcher will search for something that they want to know. And also they want to make sure that they are will sustain to be a no 1 web search in the social networking with the emergence of sites of other web search at social networking such as Baidu and Soso.com in china, Naver.com and Daum Communication in South Korea, Yandex in Russia, Seznam.Cz in Czech Republic, Yahoo! In Japan, Taiwan and The United State, and Bing.

Google Employee Evaluation not only sees at the intelligent of the virtual, they also see how they in the real work also. From this they will see the employee skills of the leaderships. Leadership is a process of social influence in which one person can enlist the aid and support of others in to accomplish of a common task. Because in the sometime they will be going to decide the solution, that why Google evaluation they want to have the employee have a skill of the leadership to make the Google always sustain as web search king at the social media. Google also want to make the selected employee to experiences that how they will handle the people doing work. This requirement is important to be evaluate by the evaluator of the Google Company, is one of the measurement in the selected employees. Google companies are very focuses in these criteria its shown that the candidates or employees can do the jobs or not. Google is well known by the user of the social network and their performances in doing the work are been expected. They why they are try to maintain and improvise the performances of the work in the Company.

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Google also Evaluate people who are can think outside the box. They are need more of their employees that are can thinks outside the box, when they have more the employees have this criteria, they can easily improvise their management as well. And they also want the creative ideas from the employees. The people who are having these kinds of criteria are a creative people. They have lots of ideas and they are also can be the critical thinker. This will be advantage for the company if theyre having this kind of the employees.

They also evaluate the employees at the increasing discovery and learning. Google need employees rather than focusing on the traditional classroom learning, the emphasis is on hands-on learning. Google wants someone is known well about their surrounding and everything for to be their Googler. Its clearly Google ant someone who are self -directed continuous learning and the ability to adapt the key competencies at the Google Company.

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TOPIC 2: COMPANY ANALYSIS

Subtopic 5: Occupational Safety and Health
Google INC. is a worldwide company been known for all around the world. As a big company, they take care of their worker safety and health. They already made a lot of training for the worker all around the company, for example training for fire emergency exits or also known as fire drill. There is many facilities been provided by Google INC. Google INC. also does a campaign about green for good, which is the campaign is about zero-carbon quest. It shows that Google INC. care about their worker health. Beside from that, Google INC. manages to buy buses that cost $800,000 luxury double-decker one of 73 buses that Google INC. owns. With that, the worker can go to work with the Google buses.

Even though Google INC. is one of the most successful companies, but they also need to follow the safety law following the region of the company. Google INC. must protect the safety, health and welfare of people engaged in work or employment. The goals of occupational safety and health programs include fostering a safe and healthy work environment. This may also protect co-workers, family members, employers, customers, and many others who might be affected by the workplace environment.

Google INC. known as one of corporation that specializing in Internet-related services and products. These include search, cloud computing, software, and online advertising technologies. To relate Google INC. with the safety at work, mostly it can be relate with mechanical hazard. It also can be including in manufacturing, mining, construction and agriculture, and can be dangerous to worker. Many machines involve moving parts, sharp edges, hot surfaces and other hazards with the potential to crush, burn, cut, shear, stab or otherwise strike or wound worker if used unsafely. Various safety measures exist to minimize these hazards, including lockout-tag out procedure for machine maintenance and roll over protection systems for vehicles.

According to the United States Bureau of Labor Statistic, machine related injuries were responsible for 170 cases required days away from work in 2008. More than a quarter of these cases required more than 31 days spent away from work. The same year, machines were primary or secondary source of over 600 work-related fatalities. Machines are also often involved directly in worker deaths and injuries, such as in cases, which a worker slips and falls, possibly upon a sharp or pointed object. The transportation sector bears many risks for the health commercial drivers, too, for example from the vibration, long period sitting, work stress and exhaustion.

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These problems o ccur in Europe but in other parts of the world the situation even worse. More drivers die in accident due to security defects in vehicles. Long waiting times at borders cause that driver are away from home and family much longer and even increase the risk of HIV infection. Google INC. have many of the equipment that uses electric as a source of energy, electric poses a danger to many workers. Electrical injuries can be divided into four types: fatal electrocution, electric shock, burns, and fall caused by contact with electric energy.

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TOPIC 3: SUMMARIZATION OF ELEMENTS DIFFERENCE OF THE COMPANY

1. Focus on the user and all else will follow. At the starter, Google INC focused on the best user experience. Whether designing a new Internet browser or a new tweak to the look of the home, their focus is to ultimately serve the user. The homepage must be clear and simple so that the pages can load instantly. Every new application or tools been build and the apps will work so well so you dont have consider how they might have designed differently. 2. Its best to do one thing really, really well. With one of the worlds largest research groups focused exclusively on solving search problem, Google. INC keep make an improvement for their services. Our dedication to improving search helps us apply what weve learned to new products, like Gmail and Google Maps.

3. Fast is better than slow. Time is very valuable, so when youre seeking an answer on the web you want it right away. So that you can say, a Google INC goal is to have people leave our website as quickly as possible. By shaving excess bits and bytes from our pages and increasing the efficiency of our serving environment, Google INC keep breaking their own record speed many times over. Whether its a mobile application or Google Chrome, a browser designed to be fast enough for the modern web.

4. Democracy on the web works. Google search works because it relies on the millions of individual posting links on website to help determine which other sites offer content to value. The important web will be rank by the PageRank algorithm, which the sites been voted to be the best sources of information by other pages across the web. 5. You dont need be at your desk to need an answer. The world is increasingly mobile: people want to access to information wherever they are, whenever they need it. So, pioneering new technologies and offering new solution for mobile services that help people all over the globe to do any number of tasks on their phone, from checking email and calendar events, to watching videos, not to mention the several different ways to access Google search on a phone.

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6. You can make money without doing evil. Google is business. The revenue that been generate is derived from offering search technology to companies and from the sale of advertising displayed on our site and on other sites across the web. Hundreds thousands of advertisers worldwide use Adwords to promote their product. 7. Theres always more information out there. Once the data indexed more of the HTML pages on the Internet than any other search service, our engineers turned their attention to information that was not as readily accessible. And our researchers continue looking into ways to bring the entire worlds information to people seeking answers.

8. The need for information crosses all borders. Even though Google base on the California, but their mission is to facilitate access to information for the entire world, and in every language. To that end, Google already expanding their offices in more than 60 countries, maintain more than 180 internet domain, and serve more than half of our results to people living outside the United States.

9. You can be serious without suit. Founders built Google around the idea that works should be challenging, and the challenge should be fun. The great and creative things are more likely happen with the right company culture-and that doesnt just mean lava lamps and rubber balls. Our atmosphere may be casual, but as new ideas emerge in caf line, at a team meeting or at the gym, they are trade, tested and put into practice with dizzying speed-and they may be launch pad for a new project destined for worldwide use. 10. Great just isnt good enough. Through innovation and iteration, aiming that work well and improve upon them in unexpected ways. For example, when one of engineers saw that search worked well for properly spelled words, he wondered how it handled typos. That led him to create intuitive and more helpful spell checker.

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TOPIC 4: CONCLUSION
In conclusion of the review of the Google, no doubt that human resource management is so important to the organization and business to make the company running smoothly, sustainability and profitability for the company. The employees are the assets for the company because they will work to achieve the mission and objective of the company. From this statement that is important to we as an employer to take care about our employees is to make them fells comfortable in workplace and make them feel appraisal work with our company and it will give the motivation to them to work hard for the company. In this conclusion, we will conclude the important of the human resource management in the organization and business. There are have 5 important of human resource management that is recruitment and training, performance appraisals, maintaining work atmosphere, managing disputes and developing public relations.

All of this 5 important of human resource management it will give the big impact to the organization. Like the say by john Ruskin that is the highest reward for work for a persons toil is not what they get for it but what they become by it.

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TOPIC 5: REFERENCE

Bibliography
There are no sources in the current document.

http://articles.washingtonpost.com/2013-09-04/business/41740901_1_job-candidateinterviews http://telcoexec.com/insights/recruitment/item/414-google-recruitment-process http://www.adaptastraining.com/clients/google-case-study http://www.fastcompany.com/3007369/heres-google-perk-any-company-can-imitateemployee-employee-learning

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TOPIC 6: APPENDIX

The Google logo

The Google products

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The Google Headquarters

The Google casual working environment

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The fun side of working at Google

The Google products variation: Gmail, Youtube, Blogger, Google Play and more

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