22.05.2010 Asha Wayah - Google - A Unique Approach to HR Management Johannes Gutenberg Universität Mainz Seminar: Business English SS 10
Nov 18, 2014
22.05.2010 Asha Wayah
- Google -
A Unique Approach to HR Management
Johannes Gutenberg Universität MainzSeminar: Business English SS 10
22.05.2010 Asha Wayah
1 THE COMPANY: GOOGLE
GOOGLE´s CULTURE
Flat hierarchy each employee has several responsibilities in different departments
Hiring Policy Preference of ability over experience Multilingual company environment
Recreation along with work
22.05.2010 Asha Wayah
PHILOSOPHY
1. Focus on the user and else will follow2. You don not need to be at your desk to
need an answer3. You can make money without going evil
DON´T BE EVIL!4. There is always more information out
there 5. You can be serious without a suit6. Great just is not good enough
1 THE COMPANY: GOOGLE
22.05.2010 Asha Wayah
2 HR Management
2007 2008
22.05.2010 Asha Wayah
GOAL: Recruiting the Best
Principle: Hire only the Best!
hiring difficult without doctorate/master's degree
reason:
candidates may be promoted several times overqualified academic qualification reveal a candidate's psychological profile
(good training, intelligence, passion, motivation) strong of character rational thought over improvisation
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22.05.2010 Asha Wayah
RECRUTING MACHINE:
hiring the best high cost time
in 2000 and 2001 many companies laid off IT employee large applicant pool
in 2005: 350 employees out of 5000 worked in recruiting ratio of 1 to 14 by the end of 2006: 9000 employees
figures show importance to Google
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HOW DOES THE RECRUITING FACTORY WORK?
New Recruiting Paradigm: temporary staff vs. constant staff
recruiting adjust database searching and university (network)
(Summer of CODE contest) employees recruit co-workers recruiter specialization: technical people,
mangers, overseas narrow sector of candidates lengthy interviews containing mainly technical
questions
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22.05.2010 Asha Wayah
THE 20 % RULE
extrinsic motivators: bonuses, raises, changed responsibilities Bill Gates:
“No great programmer is sitting there saying: I am going to make a bunch of money or I am going to sell a
hundreds of copies.” Google intrinsic motivation main motivation: development of quality software Google developed a new cooperate environment:
split work hours: 80% for assigned projects and 20% for personal research
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ADVANTAGES OF THE 20 % RULE
spare time no excuses form executives because of time especially attractive to young graduates who want to preserve
some autonomy they enjoyed at UNI productivity growth: engineers are motivated to work faster in
order to free up their personal creative time employees explain in 5 sentence how they used their time the
week before
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PEER REVIEW – COWORKERS as JUDGES
innovations, innovations… a team with a prospective project presents project to co-
workers from another department to review peer review committee of co-workers meets frequently to decide whether to adopt new projects
high level coworkers achievement create a parallel hierarchy based on a person's reputation for
technical expertise
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GOOGLE: A WORK PARADISE?
Joseph Weizenbaum about hackers and gamblers“ for whom nothing exists but roulette ……who scarcely
notice what goes on around them, being interested in nothing else, who do nothing but play from morning till night and would probably continue all night nonstop, if they could.”
Hackers are known for keeping irregular schedule and working for long stretches without watching the clock
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22.05.2010 Asha Wayah
WORKS CITED
http://www.google.com/corporate/
http://money.cnn.com/magazines/fortune/bestcompanies/2010/full_list/
STRATEGIEN - Vorbild Google - Innovation: Wie die einzigartige Verknupfung von Technologie und Strategie den Internetriesen zum Beispiel fur Management im 21. Jahrhundert macht. / Bala Iyer ; Thomas H Davenport. 2008
The Google Way: How one company is revolutionizing management as we know it; Bernard Girad