Google: Human Resource Management, Innovation, and Organizational Culture

In this document we will discuss about Human Resource Management, Innovation, and Organizational Culture and below are the summary points of this document:- Google is a renowned search engine company with a global presence and a focus on innovation. The human resource management practices at Google contribute to its success and positive work culture. Google fosters a flexible and learning-oriented environment, promoting idea sharing and collaboration among employees.

Running Head: GOOGLE 0
Management

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Contents
Introduction...........................................................................................................................................4
Context of Google..................................................................................................................................4
Human resource management within the Google organization............................................................5
Employee training in Google organization.........................................................................................6
Performance management practices at Google................................................................................7
Organization culture of Google.............................................................................................................8
Types of Google organizational culture and its features...................................................................8
Recommendations...............................................................................................................................11
Conclusion...........................................................................................................................................11
Appendices..........................................................................................................................................12
References...........................................................................................................................................14

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Introduction
In recent time, human resource management has become essential in the 21st century.
Google has proved it very well by undertaking several innovations and training programs for
employees. Google is one of the well-known search engine companies all over the world. It
caters to the worldwide audience. It approximately serving 40 countries all over the world
and opened around 70 offices. It provides cloud based as well as several internet services for
professional, individual, and business use (Duhigg, 2016). Currently, it has reached to the
position of best through the help of highly skilled and motivated workforce. Google is such a
well-known organization through operating its services well. In the first section of the report,
discussion is also carried on the context of Google. With the help of effective Human
resource management team, it brings out best and positive result. Therefore, the discussion
held on human resource management activities in the Google. Besides this, it also has flexible
and learning culture that is making the best place to work for employees (Noe, Hollenbeck,
Gerhart & Wright, 2017). How it is making the effective culture or place to work has been
highlighted in the report. The discussion ends by providing several recommendations for
Google to grow further.
Context of Google
Larry Page and Sergery Brin founded Google Company in the year 1998. It has now
become the world’s most famous web search engine. In the recent year, this search engine
has proved to be successful in several countries. In Google organization, the daily
organizational life is quite different and thrives an informal culture. It portrays the
organizational culture unique and comfortable. Innovation is the essential pillar of
organizational culture. Google culture is also very much comfortable in the sharing of ideas,
knowledge, opinions, as well as thoughts with one another is very unique working
environment (Smithson, 2018). Every employee of the company is a unique and significant
contributor in the success of organization. Brin and Sergey also plays an important part in
making the Google innovative and successful in very few years. Company culture is also
designed in such a way that fosters the employees to give their maximum contribution in the

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organization (Blattner & Walter, 2015). Besides this, it also has attractive, extraordinary, and
fun loving workplace environment for the employees.
Google simply engage its employees by applying the adaptive culture in the
organization. Due to its core competency in the search engine technology, it has responded
well to the changing needs of customer by expanding in the mobile market. In Google, all the
employees properly identify, analyse, and seek out all the opportunities that will help in
improving the organizational performance (Brooks, 2018). Google has the objective to help
the people all over the world. The organizational culture of Google also provides the huge
importance of transparency and trust by having informal corporate environment. It forms the
ethical code of conduct by establishing a foundation for proper and honest decision-making.
It has also stated the guiding principles for its advertising practices as well as programs. It is
the essential component because it is the place from its major revenue comes.
Google Organizational culture puts the great significance of transparency and trust by
having the flexible and innovative working environment. It has become the strong point in
the Google organization (Timms et al, 2015). Google has also set the guiding principle for its
advertising practices as well as programs. It is the essential activity because from this only it
generates revenue. In addition, trust of users is the strong point for the success of Google
(Mas-Machuca, Berbegal-Mirabent & Alegre, 2016). In addition to this, the cultural features
of Google also put emphasis on the enhancement of employee performance. Whenever
employees face any problem, it motivates its employees to solve in a better way.
Human resource management within the Google organization
Human resource management is essential in the today’s 21 century. Google has
effectively proved this by establishing an employee centred culture. When there is situation to
make the employees happy, Google believes in giving its best. Human resource management
practices also cover the effective performance management as well as employee training
program in order to maximise capabilities of its employees. Training programs of Google is
also regularly evaluated in order to ensure that they are meeting human resource needs or not.
Besides this, Google also has effective human resource management practices by including
performance planning (Kumar, 2014).

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Employee training in Google organization
Need analysis- Human resource management in Google uses several types of needs analysis
such as work analysis, organizational analysis, and cost benefit analysis. Organisational
analysis in Google identifies the need of human resource depending on the current situation
of firm. For example- at the time of development of new products as well as investment in
any new business, Google ensures the organizational analysis for determining the
requirement of human resource (Donaldson, 2013). As compare to this, work analysis
determines the definite requirement in order to fulfil the work task. It applies the work
analysis on its new jobs. It also applies it when organizational restructuring situation occurs.
Cost benefit analysis on the other hand determine the expediency of training activities and
programs. The main objective of Google through this training program is to increase the
benefit that can be achieved.
Program design- HR management of Google uses combination of result-oriental approach as
well as relational model for the design for training program. Relational model of Google put
emphasis on the relationship of company with its staff members (Mcgregor, 2015). In this
way, Google manages to maintain the positive relations internally in order to foster the
participation of employees in innovative and creative processes. As compare to this, result
oriented approach of company put emphasis on the outcomes of training. For example- at the
time of implementation of training program, Google make use of this approach so to facilitate
employee learning. In this way, relational model of company give major emphasis on the
relations among employees. On the other hand, result oriented approach of Google ensures
the human resource of Google is effective (Clark & Mayer, 2016).
Delivery- human resource management of Google delivers the training in several ways such
as simulation, discussion and on-the-job training. Discussion benefits the organization to
maintain open and rich communication among the staff members and management (Graen &
Grace, 2015). Through the help of such discussion, training programs also get benefits in the
form of feedback from trainees. Google make use of simulation in order to facilitate the
creative response. It also helps in empowering the employees of Google to understand the
details of work project, tasks as well as products. At last, Google human resource
management uses on the job training for maximising the transfer of knowledge to new interns
or hire. It believes that whenever new employees join the organization, they require some
knowledge regarding the work of employees. Therefore, assisting them with the training will
prove to be fruitful for the employees.

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Evaluation- Google also has descriptive and summative purposes for evaluating the training
programs. The purpose of summative is to determine the efficacy of program in order to
develop the human resource. As compare to this, descriptive purpose of the assessment is to
know the effects of training on employees. In Google, human resource management also uses
several evaluation measures such as reaction of trainees and their learning, results of training
program in terms of modification in human resource skills, abilities and knowledge.
Performance management practices at Google
Performance planning- Efforts of performance planning in Google assist in addressing the
countless dimensions of its human resource management including communication, customer
service, diversity support as well as abilities of problem solving. Performance appraisal
programs of Google also make use of variables parallel to these proportions. For example-
Human resource management of Google evaluates the employee’s performance in
communicating internally and activities of performance activities for deciding the approaches
of performance management.
Link to corporate objective- Performance management practices of Google has direct link
with the corporate objective of human resource management. It is because it ensures the
employees always remain capable of assisting the business activities of firm. For example-
the focus on diversity at company helps in bringing innovation. Therefore, innovation is also
a part of Google’s corporate objective. The concentration on the problem-solving abilities
helps in ensuring that human resource are satisfactory in order to develop the organizational
resilience (Kratzer, Meissner & Roud, 2017).
Measurements and standards- HR management of Google uses the various sets of standards
and measurement for its practices of performance management in varied areas of human
resource. Google uses the individual measurement of ethical conduct as well as contributes to
the quality of output and innovation. Human resource management also sues the team
variables such as collaboration level.
Performance interviews- Human resource management of Google conducts the performance
review that helps in addressing the concerns about team as well as individual performance.
The performance interview of individual covers the employee’s skills, knowledge, abilities,
and some other attributes. As compare to this, team performance interview covers how

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employee will perform in the group projects of Google. It is because skilled employees are
the main strength of Google organisation to deliver better services. The interviews in Google
are unstructured, structured, informal as well as formal. In the fun meeting places Google,
human resource management uses the unstructured and informal interviews.
Performance problem- Human resource management of Google is mostly concerned about
the performance problems in areas of work behaviour and quality of work. In terms of the
work behaviour, HR manager of Google is concerned about the power struggles, negativism,
delays and tardiness. In terms of the quality of work, some of the red flags of HR manager are
ineffective and inappropriate of the work techniques.
Organization culture of Google
The culture of Google organization is said to be the driving force that pushes the
Company to continue its leadership in the online advertisement industries and information
technology. The corporate culture of Google helps in motivating its employees to share the
information in order to support innovation. Therefore, innovation is such a factor that enables
the Google to maintain its competitive advantage over all other technological businesses such
as Facebook, Apple, Amazon, IBM, Microsoft, Twitter, Intel, and Snapchat (Sadri & Lees,
2011). Through the corporate culture, Google ensures the workforce is competent as well as
skilled to address the needs of business. The organization actively and appropriately develops
its cultural strengths through several measures such as management support and personalized
leadership. The organization culture of Google is applied to maintain the innovation and
creativity. Its culture also put emphasis on the enhancement of employee’s performance. For
example- whenever any problem occurs on the side of customers, culture of Google
motivates worker to think strategically and out of the box and take innovative ideas.
Types of Google organizational culture and its features
It is true that Google has a culture of innovation. Google also put emphasises on the
significance of openness among all the employees in order to promote the innovative mind-
set. This innovation also applies to the Google in order to compete with several industries.
Some of the characteristic that define the corporate culture of Google are:
 Openness: this characteristic refers to the sharing of information among all the
employees of Google. The main objective of company in promoting openness is to encourage
the distribution of valued knowledge that will support the innovation in company. For

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example- the corporate culture at Google helps in motivating the employees to interact with
each other many times in order to improve the knowledge. Operation management strategy of
Google mainly supports this trait of culture by facilitating time-to-time interaction. Besides
this, the design of organization culture also helps in enhancing the organization culture
through the encouragement of workers to share their ideas and communicate effectively.
 Innovation- It is also one such critical factor in the culture of Google. Its organization
culture motivates employees in contributing to the innovation of its product and business. For
example- Google always motivate its employees to think in wider sense and discover new
and innovative solutions as per the emerging needs of customer’s presents in international
market. It is true that various political factor influence the Google that involves the several
activities of government (Rowland, 2017). It is able to bring innovation as several
opportunities lies in countries due to stable political condition. Globalization also helps it in
increasing the demand of online advertising. Besides this, it also faces the threat due to state
sponsored online companies. However, it also takes this threat as an opportunity to bring
innovation in the company.
 Excellence- The cultural characteristics of Google put emphasis on achieving the
positive results from the varied areas of Google. The features of Google organizational
culture are properly unified in the “human resource development programs” in order to
appreciate the excellence among all the employees. It also designs several training programs
for motivating the employees and improving their productivity. In this way, it is true that
corporate culture of Google helps in promoting the smartness in staff. It also pushes the
employees to always give their best in every work.
 Hand-on-hand approach- With the help of its corporate culture, it applies the hand-on-
hand approach in its human resource development. This feature put emphasis on the use of
experimental learning in an effective manner to improve the employee’s skills, knowledge, as
well as abilities. All the innovation in the product development affects the Google marketing
mix. As a result, it is becoming the strength of Google organization. This is the way Google
culture enhances the experience of employees including several trainings that contribute to
the employee’s skills.
 Small-Company-family rapport- This cultural feature of Google put emphasis on the
social interaction among all the workers. It can be said that Google organization properly
maintain the warm working environment in which employees are allowed to talk properly as
well as share the ideas one another. This cultural feature also helps it in increasing the morale

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of employees. This factor also helps it in becoming the strength at SWOT analysis of
Google.
As a result, it is clarify that culture of Google organization is truly addressing the needs of
online service business and informational technology. For example- through the cultural
innovation trait, it ensures that all its product satisfy the industry standards. All these factors
also helps in the Google SWOT analysis. Google is now becoming an effective example of
better organizational design. The cultural characteristics of Google also support the
communication as well as sharing of information such as sharing occurs in the controlled
manner (Pakdil & Leonard, 2015).
In addition to this, Google environment is such a fun place that helps the employees to
enjoy their work. With the help of flexibility, perks and environment, Google is manage to
create an innovative and creative work environment. Goole is also able to effectively embrace
the essential element of employees and employer relationship. It shows its true concern to
provide the job satisfaction to all the employees who are working in its organization. Google
culture is such that it is able to attract the people who are high achievers and smart (Pietersen,
2017). The sole purpose of Google is to keep its employees happy and provide them best
organizational culture.

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Recommendations
It is clear that organizational culture of Google properly address the needs of business
deals in online services as well as informational technology. Recently, even though Google
cultural features supports the information sharing and communication. Therefore, it is
recommended to the Google that it can increase the employee’s freedom degree in order to
maximise the efficiency and speed of knowledge. It is recommended for increasing the
innovation rate in the product development process of Google organization. Besides this, it
can also improve the corporate culture by starting various innovative programs that will
directly support the specialized function among the employees as individual. This will
directly help the company in increasing the employee’s skills, knowledge, and abilities for
further innovation. In addition to this, it can also regularly progress the report of its human
resource management team in order to bring more efficiency and smooth functioning in the
organization.
Conclusion
In the limelight of above discussion, it can be concluded that Google is one of the
biggest company of the World. Google has learning as well as flexible working environment
for employees of the organization. It provides several training programs in order to support
the innovative workforce. It is also proved that Google also follow effective performance
management practices that help it in addressing the objective or goal for HRM. In addition to
this, it effectively proves that employees are important asset of the organization. In this way,
it is clear that Google has flexible working environment and effective HRM team in Google.
Due to one of the largest technology business globally, Google is perfect example of the
effective human resource development and organizational design.

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Appendices
PESTLE ANALYSIS
Political factors
1. Globalization presents several
opportunities for Google
2. stable political climate in
several countries also presents
several opportunities for the
company.
Environmental
factors
1. global increase in
environmentalism
2. growing interest of
hte sustainable
business.
Legal factors
in recent time,
regulations are
increasing on online
privacy. It presents
opportunity for the
Google.
Social factors
1. Increase in the
use of social media
is threat for
Google.
2. rise in diveristy
of user is the
opportuntiy for
Google.
Economic factors:
1.economic stability in
the various markets
presents the
opportunity for
Google
2. Rapid growth of
developing countries
Technological factors
1. Growth in the internet
access of deveoping
countries presents
opoortunities for Google.
2. growing adoption of
the mobiel devices

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SWOT
analysis
Strength
1. diverisfied business
2. string image of its
brand
Threats
1. Imitation of
some products
2. Tough
competition
Opportunties
1. can expand the
Google fibre
2. can tap more mobile
users
Weaknesses
1. Strong
dependence on the
internet
2. too less physical
presence

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