Google Case Notes:

This case highlights the human resource management (HR) practices at

Google that
are integral to the companys long-term success. The case illustrates specific
components of Googles HR strategy and also provides insights on some of
the
challenges Google faces as it continues to grow. Specifically the case
explores the
companys benefits, pay, hiring, employee development, and employee
retention
practices. The challenges shared include those related to the need to shift
hiring
practices as a company grows, maintaining a strong company culture, and
internationalization.

Questions:
B-12. What do you think of the idea of Google correlating personal traits
from the
employees 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.
Hiring practices are clearly integral to Googles success. Google depends on
the talent
of its employees to maintain the companys competitiveness and they use
their
selection process to identify the talent that holds the traits that have helped
them
succeed. As the company grows, their intensive interview process has
become difficult
to maintain. Thus, an assessment that can screen candidates based on these
important traits will help effectively evaluate candidates.
However, there are legal implications in using tests in hiring, and thus, the
company
needs to make sure that any test used is reliable and valid. The process of
correlating
the personal traits that the employees reported to their performance
demonstrates the
criterion validity of the traits. Thus, this process is a good idea to help
develop a reliable
and valid test.

B-14. If you wanted to hire the brightest people around, how would you go
about
recruiting and selecting them?
Google has built a reputation as a great place for the brightest people around
to work.
This makes their recruiting process a little easier, but brings them selection
challenges
as they get about one million job applicants a year. Their intensive selection
practices
have shifted over the years to accommodate screening those candidates.
However, other companies may not have the reputation to attract the
brightest and must
make strategic recruitment efforts to hire the brightest people. A larger pool
of
candidates will likely yield the brightest employees. One thing that Google
has done
effectively is that they have established a brand image as an attractive
workplace. Their
benefits and work culture are known for inspiring creativity, and this attracts
the bright
candidates they are seeking.
A company should then use targeted outside sources of candidates to attract
the
brightest people. For example, a company can recruit on top college
campuses, or ask
current employees for referrals.
From a selection perspective, a company can use an assessment tool such as
a
cognitive ability test to select the brightest applicants. A structured interview
process
that asks job-related questions can also help identify the brightest
candidates in the
recruitment pool.

B-15. 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 worklife 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.
There are many HR policies or practices that can support its strategy to grow
and
expand with the support of super-bright, hardworking employees. Some
examples
include:
Workplace policies that support a flexible and supportive work
environment, such
as flexible work hours and convenience services such as on-site cafeterias.
Employee benefits such as paid time-off, comprehensive healthcare
insurance,
and generous retirement benefits that help employees relieve stress.
Recruitment and selection practices that attract and select hard-working
and
smart employees.
Performance management systems that provide employees with valuable
and
developmental feedback.
Base and incentive pay plans that provide appropriate rewards to retain
workers.
B-16. What sorts of factors do you think Google will have to take into
consideration as it
tries transferring its culture and reward systems and way of doing business
to its
operations abroad?
The first challenge Google will face is transferring its company culture to an
international
context. The creative and flexible work environment may not be as accepted
in different
national cultures. Further, incentives and rewards may not be effective in
different
cultural contexts. For example, some cultures are less individualistic than the
U.S., and
thus, our individual incentive awards may not be as effective. Wide variances
in the
cost-of-living around the world also create challenges in establishing
appropriate pay
levels.
B-17. Given the sorts of values and culture Google cherishes, briefly describe
four
specific activities you suggest they pursue during new-employee orientation.
Just hiring the right employees will not ensure Google is successful. The
onboarding or
new-employee orientation process is important to socialize the employee
into the
organizations culture and help them understand what workplace behaviors
will help
them be successful. Given Googles values and culture, the following are
examples of
specific activities that could be included in the new-employee orientation:
A review of Googles policies, including the Employee Handbook, so that
the
employee is aware of the benefits available, such as flexible work schedules.
A tour of the facility so that the new employee knows of all the facilities
and
benefits available.
An introduction to the employees new team and possibly some team-
building
activities to help them begin working with the team.
A review of incentive pay plans or other reward programs so that the
employee
understands what is rewarded.