An Analysis of Google's Talent Management Practices and Strategies

This report provides a comprehensive analysis of Google's global talent management practices, focusing on how the company attracts, retains, and develops its diverse workforce. The introduction defines key concepts and sets the context for the analysis, highlighting the importance of talent management in a global environment. The report examines Google's performance management system, including the use of 360-degree feedback, and its international training and development programs. It explores how Google motivates employees, addresses their needs, and fosters an innovative work culture. The report also discusses the challenges Google faces in recruiting and retaining talent in a competitive market. The theoretical background provides insights into performance management, international training and development, and motivation theories. Finally, the report offers managerial implications and recommendations for improving the effectiveness of Google's talent management practices, concluding with a summary of the findings and references.

Google and Its Talent Management Practices
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Contents
Introduction.................................................................................................................................................3
Definition of Key Concepts......................................................................................................................3
Putting the topic in context.....................................................................................................................3
Research Question & Essay Structure......................................................................................................4
Contextual Background...............................................................................................................................4
Theoretical Background...............................................................................................................................5
Subsection 1: Performance management Redefined..............................................................................5
Subsection 2: International Training and Development..........................................................................7
Managerial Implications / Recommendations.............................................................................................8
Implication 1............................................................................................................................................8
Implication 2............................................................................................................................................9
Conclusion.................................................................................................................................................10
References.................................................................................................................................................12
Appendix...................................................................................................................................................14
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Introduction
Definition of Key Concepts
The companies operating in a global environment faces largely the challenge of recruiting
and maintaining a diverse and skilled set of employee base for carrying out effectively their
operations in a multicultural environment. The businesses nowadays are placing large emphasis
on seeking global growth for maintaining their distinct competitive position at an international
level and achieving global expansion (Tarique & Schuler, 2010). The global companies need to
place higher importance on talent management for meeting the diverse needs and requirements
of their employee base and achieving the determined goals and objectives.
In this context, the global talent management people includes all the activities that are
undertaken by the human resource managers of a multinational companies in attracting,
selecting, developing and retaining the best employees for meeting adequately its diverse
strategic roles (Collings & Mellahi, 2009). The notion of global talent management is becoming
highly important as businesses are seeking to expand in a global context. As such, they thus have
to face issues regarding the selection of right individuals who can adequately manage their global
projects and respond to customer needs on a global scale. The issue of global talent management
can be described as a critical International Human Resource Management (IHRM) issue that has
been faced by many multinational companies in present.
Putting the topic in context
In this context, this essay particularly addresses the issue of global talent management
faced by the multinational company of ‘Google’ an American multinational technology
corporation involved in providing internet related services and products such as online
advertisement, search engine, cloud computing, software and hardware. It has attained a distinct
competitive position in the internet software and computer hardware industry owing to its
innovative technology products and services. It is known to be one of the biggest technology
companies along with Apple and Facebook. The company carries out its operations worldwide
and as such maintains huge workforce diversity for addressing the global needs of customers
(Farndale, Scullion & Sparrow, 2010). Google is recognized to be one of the most reputable
companies around the world for recruiting and retaining the best talent around the world. It has
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adopted the best talent management practices that have enabled it to develop an innovative work
culture where employees are inspired and motivated to think creatively and achieve the
company’s goals and objectives.
Google success is largely attributed to its efficient HR practices that drives innovation
and technological development and fosters the company’s core operations. It emphasizes on
hiring the best in class people who possess the efficiency in carrying out its core operations and
improves their performances by focusing on attaining employee empowerment (Schuler, Jackson
& Tarique, 2011). Google is also facing significant challenges due to presence of increased
competition in the online technology market to attract and retain best candidates from around the
world. However, but yet it is putting the best HRM (Human Resource Management Practices) for
ensuring effective global talent management within its workplace.
Research Question & Essay Structure
The present essay, in this regard, aims to carry out significant analysis of the
effectiveness of the global talent management practices of Google. The overall research carried
out in the essay is carried out in the context of addressing the following question ‘does global
talent management practices adopted by Google are effective enough to recruit and manage the
huge workforce diversity within the workplace’. This is carried out by the implementation of
relevant theoretical concepts and topics that seeks to analyses the research questions developed
in detail. It also applies the theoretical constructs identified to the context of the selected
company and developing recommendations for its human resource managers to improve the
effectiveness of the global talent management practices. Lastly, it summarizes the overall
findings generated from the research in the conclusion section.
Contextual Background
Google’s training program covers a vast range of effective employee training programs.
In addition to this, Google’s also has a performance management system in order to maximize
human resource capabilities. The training programs at the organization are evaluated on a regular
basis so that human resource needs can be me on time (Collings, Scullion & Caligiuri, 2018).
Google pay much attention to performance planning and this includes various dimensions of
human resource management such as customer service, communication, support for diversity etc.
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the innovative work culture drives commitment from the employees to perform best. The key
areas which are analyzed are the talent management practices which are adopted by Google in
order to achieve effective workforce.
In order to have a better understanding of the talent management practices of Goggle its
performance management aspect is analyzed as a major theoretical concept. 360 degree feedback
is also analyzed as the same is applied in the organization for performance review. 360 degree
feedback is quite effective in understanding the performance of employees from various aspects.
The next major theoretical concept that is analyzed in this context is international training,
development and careers. This includes examining of goal setting theory that holds high
relevance in motivating employees through clear goals and feedback and empowering them to
undergo regular training and development for achieving the stated goals. In the context of the
essay the goal setting theory is also analyzed. Goal setting and need theory are an important
motivation theory and this is used in Google to motivate the employees. (Collings, Mellahi and
Cascio, 2017). There are certain issues that Google is facing which are also discussed in the
essay. Google is facing issues related to recruiting and retaining its employees. Apart from this
the new management challenges are also there which are bothering Google.
Theoretical Background
The employee training program at Google is quite effective; in addition to this the
performance management techniques are also quite effective to maximize the human resource
capabilities. The organization applies needs analysis in an effective manner so that training and
development program can be designed efficiently (Schweyer, 2010). The key to success here is
the continuous evaluation of human resource needs. The performance management practices are
well tuned with the performance planning objectives of the human resource management of the
organization. However the company is also facing problems related to performance.
Subsection 1: Performance management Redefined
The concept of performance management has gained strong attention in order to improve
results in the wake of economic challenges. Various organizations are working and improving
their internal performances in order to gain competitive edge over their competitors.
Performance management has been defined as systematic application of processes which are
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aimed at optimizing performance. In a traditional manner, performance management was earlier
viewed as the responsibility of immediate supervisor however due to the presence of different
organizational challenges everyone can now take their own responsibility to manage their work
and performance (Collings, Scullion & Caligiuri, 2018). Nowadays performance management
theories are receiving increased attention by the organization around the world. Google is a
multinational technology company. The organization has gone through many transformations,
however one thing has remained constant and that is its commitment towards its employee
satisfaction and engagement. One of the important factors that have played an important role in
its success is its carefully constructed performance management system (Effron & Ort, 2018).
Google’s human resource department has attracted and hired smart personnel which are
efficiently contributing their share in the success of the organization. Performance review is
another important aspect in Google.
Performance review is customized in Google and that has gained high benefits to the
organization. Google has abolished numerical rating and has replaced the same with five point
scale. The managers at the organization take a look at the final review in order to prevent
biasness. Google the world giant software corporation emphasizes on 360 degree appraisal, in
which employees are evaluated by their peers, managers and other subordinates. 360 degree
performance appraisal is a multi source performance assessment tool that includes feedback from
all who are affected by the performance of an individual. The feedback received from this tool is
often used to plan training and development criteria of an individual. In addition to this the
results from this feedback is also helpful in taking administrative decisions such as increased
remain salary or promotion. In Google, 360 degree feedback method is used to plan out training
and development aspect so that employees can remain competitive and perform efficiently
(Lombardo, 2017).
360 degree is one of the most comprehensive methods when it comes to employee
appraisal because it gathers feedback from all sources. Google applies this tool quite efficiently
in order to understand the needs and demands of the employees. Google is a giant multinational
which has given employment to millions of people around the world. It has one of the most
diverse workforces so in order to maintain diverse work culture it is important to understand the
requirements of the employees. 360 degree tool provides diverse feedback from various sources
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so that strengths and weakness of employees can be analyzed properly and required training can
be provided. Therefore performance management is a significant aspect in the organizational
efficient working. Performance management is all about the establishing a shared understanding
amongst the employees and top level management as to what is to be achieved and how it is to
be achieved. In addition to this it also helps in managing people that can achieve high goals of
the organization.
Subsection 2: International Training and Development
Training and development plays a quite significant role in the growth and development of
an organization. Training and development is interrelated with the concept of performance
management. It is important for an organization to organize training and development sessions
for its management team and employees on regular basis so that they remain updated about the
changes going on in international business market. Training and development helps in building
its human resources in a proper manner so that they remain motivated for long period of time.
This is turn also enhances the performance and productivity of the employees (Thackwray,
2014). At Google, training and development plays an immense role. Google make sure that their
employees attend training and development sessions on timely basis so that they can remain
competent. Motivation is one of the most significant aspects of training and development
concept. Motivation is an important aspect at Google and this aspect plays a very important role
in the growth and development of the organization. Google ensures that facilities at the
organization should satisfy the needs of the employees.
Need theory here plays an important role; due to diverse workforce the food that is
provided at the organization also holds diversity. Google serves various kinds of cuisine. Apart
from this the organization also has gym which is free of cost for its employees. Google also has
employees that wash their dirty clothes. In addition to this the company also provides cars to its
employees. The basic needs are fulfilled by the organization only. Google believes that when the
basic needs of the employees are catered they can contribute efficiently towards the goals of the
organization (Pratap, 2018). Therefore it is quite important to fulfill the basic need of the staff.
In addition to this, Google treats its employees equally at all levels of the organization. This
aspect defines that equity theory is followed in the organization. Google always tries to avoid
bureaucracy. Google believes that the best ideas come from Google and that is why Google
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encourage its employees to make decisions on their own because the organizations think
employees are its biggest asset (Lombardo, 2017). When the employees are treated equally then
there is no biasness and no sense of competition amongst the employees, rather it helps in
building cordial mutual relationships.
In addition to this expectancy theory is also followed in the organization. The key factor
behind the success of the organization is Google’s incredible perks and incentives. Employees
will remain motivated to that extent which they believe that their efforts will lead to good
performance and this in turn will be rewarded by the management. The work environment is
flexible at the organization. Apart from this employees also get some time for themselves so that
they can pursue their passion. When employees get some time for their own they are rejuvenated
and are more able to perform well. Another motivation theory which is being followed by
Google is goal setting theory (Pratap, 2018). The employees at Google work as a team and every
team works on certain set goals. Employees at Google work as team members and they can talk
to each other quite easily about their goals. Most of the ideas came when employees merely talk.
One team members could do projects with other team members so this shows that at Google
employees had cordial and mutual relations with each other. Google has a flexible environment
and the employees’ works as team towards the common goal. Google has also laid stress on
innovative ideas and one of the best ways to get innovative idea is to have discussion with other
employees
Google is also facing certain issues related to recruiting and retaining employees. It is
quite important for an organization to provide top-notch salary to its employees, the ability to
work on interesting things then it is quite difficult to recruit best and brightest employee
(Lombardo, 2017). Building a corporate culture around the shared values deeper then
personality traits is quite difficult to do and Google did it but it is still facing problem in
recruiting the best employees. Apart from this the employees at Google are being poached away
by its competitors thus it has become quite difficult for the organization to retain its employees.
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Managerial Implications / Recommendations
Implication 1
Google the tech giant name has become synonymous with innovation and has also
become famous for its unique and diverse work culture. In addition to this, the human resource
policies have also gained immense applause from organizations around the world. Google has
done a lot in order to maintain job satisfaction of their employees. Apart from this, the
organization has also provided basic facilities to its employees. Still it is dealing with the issue of
recruitment and retention of its employees. Here are certain recommendations which can help the
organization in dealing with the issues properly.
The feedback program at Google is a blend of formal and informal ways, for the purpose
of evaluation of the employee manager’s report and individual reports of an employee are
assessed. The formal system at the organization uses 360 degree appraisal (Robles, 2010). After
analyzing this aspect properly, it is quite evident that Google has space to improve its feedback
system. The organization can make it more stabilized and prearranged. In addition to this, it is
also important that one on one interaction should be encouraged with the managers and
employees so that employees can ask for any doubts about their ratings. It is also important that
feedback should come in some sort of format and provides useful data rather than negative
comments.
Implication 2
Retaining of top and best class employees at Google has become a task for the
organization. the competitors of Google are poaching its employees by giving them more salary
packages and increased rewards. Reward system plays an important role in attracting and
keeping top talent competitive in the ever growing competitive business environment. Google is
facing tough competition from other technological giants such as Facebook, Yahoo and
Microsoft. Google is also paying a huge sum to its current employees, if they refer them to work
in Google (Effron & Ort, 2018).
In addition to this, it is quite significant that Google should consider the system of perks
and incentives to ensure a stable work environment and employee base in future, because in
future after a period of time, the perks and incentives may not result enough employee
commitment, especially when the competitors of Google imitates the organization. it is quite
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important for Google that it should create its reward system in such a way that is hard to imitate
by its competitors. The reward base should provide for a stable base for its employee retention
policy (Effron & Ort, 2018). Google has used its reward system in employee performance
appraisal; in order to increase the salary of the employee etc. the reward system should now
become a strong base for its employee to stay in the organization for long period of time. The
perks and incentives will not remain a point of attraction for employee for long period of time,
thus it is better that Google should merge its perks and incentives with the reward system.
Increasing employee rewards rather than merely offering interesting perks will help in increasing
employee productivity in long run.
The employee relations with their subordinates is quite cordial, however top down
approach should also be included when it comes to discussing critical ideas. At Google
employees’ works in teams and every team set goals and the employees of different teams also
work together and discuss their projects (Selden, 2010). In addition to this, the managers should
maintain cordial and mutual relations with their employees at lower level so that any kind of
issue and discussion with the managers on certain issues can be dealt effectively. It is quite
important for managers to praise their employees who have done a good job in front of whole
staff rather than just providing rating, managers should personally praise the employee this will
in turn increases the motivation of the employee to perform well.
Google should go transparent with its employees in the context of measurement and
compensation. The power of transparency is quite understood by the employees as to who are
measuring their performance and what the criteria that are being analyzed for performance
appraisal (Selden, 2010). Apart from this it is important that employees should be encouraged to
reward one another this will motivate both the employees. Google should create awards for
exceptional team work performance so that other employees should get motivated to achieve that
award. This is turn will increase the productivity and performance of employees. Google should
create a framework of pooling risk vertically that is tying the performance of managers with that
of the team because managers are required to set examples for its team members. In this way the
managers will also become accountable.
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Conclusion
The businesses nowadays are placing large emphasis on seeking global growth for
maintaining their distinct competitive position at an international level and achieving global
expansion. The global companies need to place higher importance on talent management for
meeting the diverse needs and requirements of their employee base and achieving the determined
goals and objectives. The essay has addressed the issue of global talent management faced by the
multinational company of ‘Google’. The overall research carried out in the essay is carried out in
the context of addressing the following question ‘does global talent management practices
adopted by Google are effective enough to recruit and manage the huge workforce diversity
within the workplace’. This is carried out by the implementation of relevant theoretical concepts
and topics that seeks to analyses the research questions developed in detail. It also applies the
theoretical constructs identified to the context of the selected company and developing
recommendations for its human resource managers to improve the effectiveness of the global
talent management practices. Google’s training program covers a vast range of effective
employee training programs. In addition to this, Google’s also has a performance management
system in order to maximize human resource capabilities. The training programs at the
organization are evaluated on a regular basis so that human resource needs can be me on time.
Google is also facing certain issues related to recruiting and retaining employees. On the basis of
the issues certain recommendations regarding the issue is also provided.
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References
Collings, D.G. & Mellahi, K. (2009). Strategic talent management: A review and research
agenda. Human Resource Management Review, 19(4), pp. 304-313.
Collings, D.G., Mellahi, K. and Cascio, W.F. (2017). The Oxford Handbook of Talent
Management. Oxford University Press.
Collings, D.G., Scullion, H. & Caligiuri, P.M. (2018). Global Talent Management. Routledge.
Effron, M. & Ort, M. (2018). One Page Talent Management, with a New Introduction:
Eliminating Complexity, Adding Value. Harvard Business Press.
Farndale, E., Scullion, H. & Sparrow, P. (2010). The role of the corporate HR function in global
talent management. Journal of World Business, 45(2), pp. 161-168.
Lombardo, J. (2017). Google’s HRM: Training, Performance Management. Retrieved April 12,
2019, from http://panmore.com/google-hrm-training-performance-management
Pratap, A. (2018). Google’s Human Resource Management Strategy. Retrieved April 12, 2019,
from https://notesmatic.com/2017/03/googles-human-resource-management-strategy/
Robles, P. (2010). Google’s troubles recruiting and retaining. Retrieved April 12, 2019, from
https://econsultancy.com/google-s-troubles-recruiting-and-retaining/
Schuler, R.S., Jackson, S.E. & Tarique, I. (2011). Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), pp. 506-516.
Schweyer, A. (2010). Talent Management Systems: Best Practices in Technology Solutions for
Recruitment, Retention and Workforce Planning. John Wiley & Sons.
Selden, B. (2010). Google and the new management challenge. Retrieved April 12, 2019, from
https://www.management-issues.com/opinion/6080/google-and-the-new-management-challenge/
Tarique, I. & Schuler, R.S. (2010). Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of World Business, 45(2), pp. 122-133.
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Thackwray, B. (2014). The effective evaluation of Training and Development in Higher
Education. Routledge
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Appendix
PBL TEMPLATE
FACTS: What do you know?
What are the facts from the
scenario?
IDEAS: What do you think is
interesting or important about
this scenario?
LEARNING: What do you need
to know more about?
Google is a multinational giant
which has given employment large
number of people around the
globe.
The talent management practice
performance management has been
evaluated properly. Performance
management is an important aspect
at Google. In addition to this,
International training and
development is also a significant
concept which is taken care off at
Google.
The reward system of the
organisation is quite good. The
training and development activities
are conducted on regular basis so
that employees at Google remain
competent. The organisation uses
various kinds of motivation
theories for its employees.
Google has diverse workforce and
still it is performing effectively.
This aspect was more interesting.
The performance management at
Google is an interesting aspect
because at Google it is everyone
responsibility to take care of their
performance report card. Training
and development is also one of the
important aspects which have been
given much attention in Google.
Google wants its employees to
remain updated and aware about
the new technological and human
resource advancements so that
they can perform competitively.
It is important to know what other
multinational organisations around
the world are doing and how they
are operating in such a competitive
environment. The performance
management at Google is quite
interesting and it will be quite
good to collect more information
about the same. In addition to this,
training and development is also
one of the important and
interesting features at Google.
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