Solution of Google Inc.

Case Study

Question-01: What do you think of the idea of Google correlating personal traits from the
employee’s answers on the survey to their performance, and then using that as the basis for
screening job candidates? In other words, is it or is it not a good idea? Please explain your
answer;

Answer:

The idea of Google correlating personal traits from the employee’s answer are arduous as
well as strategic to articulate the job specification and job description of potential candidate
and requires astute endeavor while depicting the final requirement. Jotting down the
personnel requirement based on inference and assertions culled from existing employee may
be fruitful if proper method has been adopted with some strategic consideration. The reasons
which substantiate the importance of data fetched from surveying employees are written
below-

 Employee know the in and out of the jobs into which he is undergoing his duties and
responsibilities. Thus he/she is pretty sagacious about the task which are critical and
frequent in nature; impairment of which might bring complete hash of the job; and
diligence which are recommended to penetrate these tasks.
 There are some technical and conceptual skills required in different stage of
exhaustion of assignment like- An iOS-based program developer must have holistic
idea about hardware configurations as well as system compositions to became
successful in apps development. Idea about These technical and conceptual skills
which excel the performance may be solicited from existing employee in an
impeccable way.
 There are some ancillary duties and personnel trait that doesn’t directly influence the
performance but make it resilient indirectly. For example – habit of keeping notes and
doing extra will not directly influence project / assignment but ensure excellency and
flawlessness. Existing employees are informed about such types of complementary
trait of performance. Work style means way of doing task and types of challenged are
dynamic and ever-changing process. The tweaks and changes that are confronted by
existing employee in Google are taken into consideration while pointing high
performance trait; which will retrofit with the changes.

Using internal sources to portray requirement to whittle down unfit candidate from
recruitment pool will be effective; contingent to some strategic consideration-

 Proper methodology has been applied while eliciting information from subsisting
employees. Sample selection should be scientific and rational so that inference stirs
from sample will represent traits which will stimulate the future performance.
 Google also should infuse its future vision while setting requirement or cut off point
while recruiting. Labor market condition should be synthesized with recruitment plan,
process and selection criteria. Department and environment in which new candidate
should and parties with whom the employee must deal with are prominent
consideration while selecting new candidate.
Question-02: The benefits that Google pays obviously represent an enormous expense.
Based on what you know about Google and what you read in this book, how would you
defend all these benefits if you are making a presentation to the security analysts who were
analyzing Google’s performance?

Answer:

The benefits that Google pays obviously represent an enormous expense, based on our case
situation about Google the benefits will be-

●●● Google is a 24-hour operation and the engineers and others frequently pull all-nighters
to complete their projects. Also, working at Google requires a special set of traits, for
instance they need to attract people who are super bright, love to work, have fun, can handle
stress and who also have outside interests and flexibility. For attracting the right kind of talent
and retaining them, the company needs to provide a company needs to provide a package of
services and financial benefits that helps its employees maintain an acceptable work-life
balance.

●●● Google strives to have the fastest, most reliable search engine on the web and in order to
accomplish this. Google has to hire employees that are the best in their technological field.
Google rewards their employee's hard work with an extremely relaxed workplace that
encourages creativity.

●●● Google understands that their employees have active lives outside of the workplace and
they encourage their employees to bring those parts of their lives into the Google employee
community. It is this sort of culture that creates individuals that have the desire and the
motivation to stay with a company.

For attracting the right kind of talent and retaining them, the company needs to provide a
package of services and financial benefits that helps its employees maintain an acceptable
work-life balance.
Question-03: If you want to hire the brightest people around, how would you go about
recruiting and selecting them?

Answer:

If we want to hire the brightest people around, the process of recruiting and selecting them is
known as three step procedure. The three steps include-

Step-01: Poach from Competitors- In recruiting terms, “poaching” is a dramatic way to say
hiring current or former employees from a competitor or similar company. You have open
roles that call for certain experience and knowledge and a person who already works in your
industry likely has the attributes you’re looking for. While a person’s loyalty to their
employer is an admirable quality, it’s not required by any means. Professionals are allowed to
choose where they want to work and when it’s time to move on to a new job. Everyone wants
to progress in their career and pursue opportunities that can change their life for the better.
You should certainly strive to retain great talent and help them grow with your company but
you won’t always have a senior position available for someone to move up to or align with
their personal timeline.

Step-02: Referrals and Incentive Plans for Existing Employees- Employee referral
campaigns are a very important recruiting option. Here the employer posts announcements of
openings and requests for referrals on its website, bulletin boards, and/or wallboards. It often
offers prizes or cash awards for referrals that lead to hiring. Incentives vary greatly by
company, with cash, gift certificates, trips, and even cars being awarded. The value of
incentives ranges from $250 to more than $25,000 (for executive positions) with the most
common range being about $1000 - $2500 according to a survey by World at Work.
Employers often believe that accessing the social networks of the current staff can be more
cost-effective than other recruiting techniques, including the use of executive recruitment
services. Some research indicates that incentive programs yield a higher quality employee
and enhance retention of staff.

Step-03: Go to The Best Universities or Campus Recruitments- Sending an employer’s

representatives to college campuses to prescreen and create an applicant pool from the
graduating class, an important source of management trainees and professional and technical
employees. To determine if the candidate is worthy of further consideration, to attract good
candidates. In terms of definition, campus recruitment refers to the process where large
companies look forward to filling certain of their vacant positions by employing students or
freshers from various campuses. With the number of millennials and freshers increasing at an
exponential rate, conducting campus recruitment and hiring fresh talent has become an
inexplicable part of most company’s hiring procedure. Campus recruitment has always been
associated with large corporations who look for candidates in a bulk.
Question-04: To support its growth and expansion strategy, Google wants (among other
traits) people who are super bright, and who work hard, often round the clock and who are
flexible and maintain a decent work-life balance. List five specific HR policies or practices
that you think Google has implemented or should implement to support its strategy, and
explain your answer?

Answer:

The five HR policies or practices that we think Google has implemented or should implement
to support its strategy is written below:

 Google Has Changed Work Itself with “20% Time”:

The key element of changing the work so that the work itself becomes a critical
attraction and retention force and driver of innovation and motivation is what Google
calls “20% work.” There is no concrete definition of what 20% work means, but
generally for professional jobs it means that the employee works the equivalent of
one-day-a-week on their own researching individually selected projects that the
company funds and supports.

 Human resource Practices:

A flat organization, a lack of hierarchy, a collaborative environment--to keep these as

continue to grow and spread them and filtrate them into their new offices around the
world.

 More money up front:

Approximately 1,000 Google employees were benefitted in 2004, when the

company's high-profile initial stock offering made them instant millionaires.

 Giving a taste of the culture:

Everyone at the company seems to really enjoy what they do, and people sincerely
believe that they can make a difference. It is extremely motivating to show up each
day to the office knowing that their work will be seen by millions of people.

 The World’s First Recruiting Culture:

Google has accomplished something that no other corporation has ever accomplished.
In less than a handful of years, they have developed what can only be categorized as a
“recruiting machine”.

At last we can say, to support its growth and expansion strategy, Google wants people who
are super bright, and who work hard, often round the clock and who are flexible and maintain
a decent work-life balance.
Question-05: What sorts of factors do you think Google will have to take into consideration
as it tries transferring its culture and reward systems and ways of doing business to its
operations abroad?

Answer:

The factors we think Google will have to take into consideration are written below-

1. International Laws- There are some international laws Google has to follow as it
tries transferring its culture and reward system and ways of doing business to its
operations abroad. The international laws Google take into are written below:

 Labour and Employment Law;

 International Trade compliance Import/Export, Sanctions and
Corruptions;
 Corporate Structure for Doing Business;
 Intellectual Property;
 Termination of the Business;

2. Cultural Differences- It is important to be aware of cultural differences of

different countries, on the other, it is also hard to be aware of every single aspect
of each country’s organizational culture. Therefore, you should be aware of the
key factors that have a direct impact on business. These are written below:

 Cross-Cultural Challenges;
 Gaining Benefits from Cultural Differences such as Communication Style;
 Differences in Negotiating Styles;
 Etiquette in The Workplace and Maintain Hierarchy in The Organization;

3. International Taxation Issues- A multinational corporation invariably derives

income not only from domestic sources but also foreign sources. The imposition
of two taxing systems, namely the worldwide income tax system and the territorial
income tax system, is problematic because a company can always shift income
from one country to another so that it will always be considered foreign-sourced
income. The income from a host country becomes tax-free in a home country. The
main issues are:

 Double Taxation System;

 Territorial Taxation System;
 World Wide Income Tax System;

4. Differences for not Being Able to Provide Same Kind of Benefits- The benefits
are written below:

 Workers Compensation Package;

 Employer Health Insurance Requirements;
 Employer Paid Holidays Based on Leave Act;

In addition to highly skilled and trained personnel from Google culture to be posted at abroad
to establish the core values and culture right from the scratch.
Question-06: Given the sorts of values and culture Google cherishes, briefly describe four
specific activities you suggest they pursue during new employee orientation?

Answer:

The sorts of values and cultures Google cherishes for their candidate selection. Let’s describe
the four specific activities we think Google pursue during new employee orientation which
includes:

 Orient all new employees consistently through the use of an orientation checklist,
employee handbook and orientation program to indulge in to Google culture-
New employees to your company can be welcomed with an orientation program that
makes them feel at ease and like they're a part of the team. Orientation programs vary
depending on the industry, the management style and the overall company culture.
Your orientation program can provide employees with a proper introduction to your
company, what's expected and where they fit in to overall goals.

 Communicate pride in the company by introducing new employee by sending

email, giving welcome kit to new employee etc. - Start welcoming your new
employee before they arrive. The more your new hire knows about your company and
your plans for their first few weeks at work, the less nervous they’ll be for their first
day. Check in with them before they start and let them know how to prepare and what
to expect. An employee welcome package or “fact sheet” is a simple gesture that can
go a long way. It can include all the normal HR paperwork, company policies,
employee handbook and stationery, but it’s a good idea to customize it to fit your new
employee’s role.

 Encourage communication, and a sense of importance, by inviting new

employees to have coffee or lunch with the senior management- One of the main
duties of every business owner or a leader is to maintain good relations with all of
the company’s members: customers, suppliers, business partners, and most
importantly employees. However, it is sometimes challenging to get to know well all
of your workers and listen carefully to their ideas and concerns. Creating a great
company culture can help to improve this situation. A unique tradition fosters
building bridges between employees and employers. In this way you can strengthen
the communication process at the workplace.

 Reduce the stress of starting a new job by pairing new employees with a more
senior or experienced team member that can help coach them through the first
few weeks on the job- Starting a new job can be exciting, but it can also be very
stressful and overwhelming. Project managers who are new to an organization have
the essential skillsets to succeed in their new roles, but they are unfamiliar with their
new coworkers and the company's’ culture and business processes. Assigning a
workplace buddy who can help ease the transition into their new roles can be very
beneficial for all involved, especially during the onboarding process. Implementing
a buddy system in your work environment not only provides benefits for the new
employee, but also it can be valuable to your organization.

So, we think by using above four activities Google orients new employee’s which they
pursue to attract new candidates for better future of the Google platform.