Report on Google's Training Program: Analysis and Recommendations

This report analyzes the training programs that can be developed in Google to address issues such as non-expert employees in technical fields and a lack of teamwork. The report focuses on the IT and customer service departments, suggesting training programs to improve employee technical expertise and customer service skills. It examines performance appraisal methods, including Management by Objective (MBO), and proposes specific training sessions with objectives, content, and delivery methods. The report applies Kirkpatrick’s training model to assess training effectiveness and concludes that while the training addresses specific issues, it may not provide sufficient time for comprehensive development. The report highlights strengths and weaknesses of the performance appraisal and training sessions and provides recommendations for improvements. This report is available on Desklib, a platform offering a range of AI-based study tools and resources, including past papers and solved assignments.

Running head: MANAGEMENT
Management
Name of the student
Name of the university
Author’s note

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Executive Summary
The purpose of the report is to analyse the training programmes that can be developed in Google. The
effectiveness of the training programme and the manner in which issues in Google can be eliminated by
the application of the training programme are considered in the report. It has been seen that in Google
the issues that exist includes the non-expert people in the technical field and the inability to work as a
team. Google can take the training requirement in the IT department as well as the customer service
department into consideration for the development of its employees. Google is a famous multinational
technological company located in California. The research finding show that the technical expertise of
the employees of Google need to be formed and the team work between the employees also need to
take place for the development of the company.

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Table of Contents
1. Introduction.............................................................................................................................................3
2. Findings and analysis...............................................................................................................................4
2.1 Performance appraisal.......................................................................................................................4
2.2 Development of a training programme.............................................................................................5
3. Conclusion...............................................................................................................................................7
Reference....................................................................................................................................................8

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1. Introduction
Google is an American multinational technological company, which specialises in services that
are internet related. Larry Page and Sergey Brin in California set up the company in 1998 ( Google.com,
2019).
The mission of the company is to organise the information of the world and make it accessible
and acceptable universally. The vision is to provide any information about the world in one click
(Google.com, 2019).
The organisational structure of Google is cross-functional which is considered as a matrix
organisational structure with a high degree of flatness (Google.com, 2019).
Figure 1: Organisational structure of Google
(Source: Google.com, 2019)
Some of the famous products and services of Google include Google search engines, Google
images, Youtube, Google charts, Google maps and so on. The services provided helps customers to
remain enriched with knowledge.

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For Google the performance appraisal and training is considered as a motivating factor that
helps in the development of a positive workplace culture and be involved in team engagement
(Google.com, 2019).
2. Findings and analysis
2.1 Performance appraisal
a.
The analysis of Google has led to the discovery of two employee performance problems in the IT
department in the last 12 months. One of the problems that was identified rested on the fact that the
employees recruited by Google were not technically expert (Google.com, 2019). This led to providing
more training for the employees and thus, the workload of the senior members of the organisation
increased due with the commencement of the training programmes. Consequently, it led to the
underperformance of the employees and with it the drop in the level of profitability as well as
productivity of Google (Google.com, 2019).
Another problem in the IT department rested on the fact that teamwork and coordination
between the members were absent. This can be justified by the evidence that the recruits of Google
belonged to different cultural backgrounds and were not all from similar fields (Google.com, 2019).
Hence, adjustment in the team became difficult and this led to the underperformance of the team.
Overall, these two problems had a huge negative impact for the development of Google and thus were
involved in the reduced productivity of the company (Google.com, 2019).
b.
The performance appraisal process that can be undertaken for addressing the issues at Google
particularly in the IT department can be the Management by Objective (MBO) method. The problem
that is to be addressed can be in the position of the IT technician so that the skills and competencies can
be used effectively. According to Mone and London (2018), the steps and the methods that are to be
included while trying to apply the MBO process consist of:
1. Setting up objectives for each of the employees in the position
2. Providing a chart that maps the expectancy level from the employees

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3. Assessing each of the employee based on the effectiveness and steadfastness with which the
objectives have been achieved
The data about the employee based on the results obtained need to be done via monitoring
method. Each of the method need to be monitored while the performance appraisal is being taken place
so that instant marking can be provided and with it a clear picture of the competencies of the
employees. The stakeholders that are to be involved by Google include the employees, trainers and the
managers. Thus, Google can adopt a development-training programme for the effectiveness of the
employees.
2.2 Development of a training programme
a.
Training Title Objective Date/Time Target
trainees
Target
trainers
Resources Logistic requirements
Development of
efficient employees
To ensure
that every
employee
working at
Google get
similar
benefit tasks
for increasing
opportunities
of a good
performance
appraisal
23rd May at
12 pm
Potential
candidate
selected
for the
role IT
technician
s
Target
trainers
include
the
people
that have
experien
ce in the
field such
as
applicati
on
develope
rs at
Google
Projectors,
case study
files
Flow of smooth
communication from
the podium as well as
visual aid for the
trainees attending the
meeting
Justification: The training is required to ensure that every employee is aware of the level of
technical skills required for survival and growth at Google
b.

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Training Title Objective Date/Time Training content Training delivery methods
Competence in IT To provide an
understanding
about the
manner in
which
customers can
be benefited
by the
technicians of
Google
26th May at
1 pm
To help in providing
awareness about the
importance of the
customers and the reason
for making easier
applications
Training to be provided in a
theoretically as well as practical
manner by indulging in role plays
Providing after sales
services
To provide
after sales
services that
can help in
the
development
of effective
services
27th May at
1 pm
Create awareness among
the employees about the
importance of after sales
services to maintain
loyalty of the customers
towards the products of
Google
Training to be provided in a
theoretical manner by stating the
importance of after sales services
Justification: The training is required to ensure the development of customer service skill so that
Google does not create products or services that are complicated for usage.
c.
Kirkpatrick’s training model provides 4 levels of training. The model helps in the analysis of the
different phrases associated with the training model. The application of Kirkpatrick’s model can help in
analysing the level of the training provided by Google. In the first training instance, that is the
development of training in the IT technical competence Level 2 of the Kirkpatrick’s model can be applied
mainly because the candidates are provided with a learning curve. In the second training requirement,
that is the development of customer service skill, Level 3 of the model that is the behaviour can be
implemented.

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Figure 2: Kirkpatrick’s training model
(Source: Long, 2016)
3. Conclusion
a.
Conclusion can be made based on the strengths and weakness of the performance appraisal
adopted in Google. The strength of the technique is that the application of performance appraisal can
help in improvement of the talents of the employees. However, the weakness is that the attitude of the
employees can be curbed with the results obtained from the appraisal. This may have a negative impact
on the performance of the employees.
b.
After the analysis of the training sessions, conclusion can be made about the strengths and
weaknesses of the sessions. It has been seen that the strengths of the training is that it addresses the
specific issues that are required to be developed by Google. The weakness is that it does not provide
enough time for proper development as a single day training session cannot cover entire issues
associated with Google. Thus, it can have a negative impact on the training providing by Google.

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Reference
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