HRM Assignment: Analyzing Google's Job Descriptions and Specifications

This essay provides a comprehensive analysis of job descriptions and job specifications within Google's human resource management framework. It begins with an introduction to Google, including its mission, vision, and organizational structure, followed by a discussion on the importance of proper job descriptions and specifications for an organization. The essay explores how these documents impact recruitment, performance management, compensation, and legal compliance, using examples from the US context. The essay then examines the specific processes Google uses for job descriptions, including the four-category framework (area, role, responsibilities, and qualifications), and how it communicates these to potential candidates. The significance of job specifications in candidate selection, training, and performance evaluation is also highlighted. The assignment fulfills the requirement of evaluating the concept of job descriptions and job specifications and discussing their importance for an organization.

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1.0 Introduction:
The essay aims at providing an insight into the concept of job specifications and job
descriptions for a particular firm. The firm chosen for this particular study is Google which
represents a multinational company found by Larry Page and Sergy Bin with its headquarters in
the United States (about.google, 2020). Google provides services that has mostly designed for
work as well as productivity which includes email services, time management, scheduling, cloud
storage, video chat, instant messaging, mapping, navigation, language translation, note taking,
editing and photo organizing services. The company is also a leader when it comes to the
development of mobile operating system like Android, web browser like Google Chrome and
operating system of Chrome known as Chrome OS. The company largely moved to the hardware
between the year 2010 and 2015 and partnered with key electronic manufacturer for producing
Nexus devices. It also released various hardware products like smart phones, smart speakers,
wireless router and handset delivering virtual reality.
Vision and Mission
The mission statement of Google is stated as “organize the world's information and make
it universally accessible and useful (google.com, 2020)”. In other words, Google aims towards
making internet a fulfilling experience. While the vision statement lies in “providing an
important service to the world-instantly delivering relevant information on virtually any topic”.
As per the records of 2018, Google comprised of close to 98,771 employees that comprised of 31
percent of women and 69 percent of men (statista.com 2020). The organizational chart of the
company is mentioned as follows:

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Figure 1: Organizational Chart of Google
Source: (hierarchystructure.com, 2020)
2.0 Discussion
Importance of Proper Job Description Process for an Organization
The job description represents a key step towards planning the staffing programs. They
form the basis of key processes like recruitment, job postings, selection, compensation, setting
expectations as well as performance and training management (Wrzesniewski et al., 2013). The
job descriptions of an organization must provide an overview of the roles, the way it relate to the
vision of the company, key responsibilities, qualifications and requirements. In other words, job
descriptions are factual organized statement of the job content describing the responsibilities and
duties of specific job. Preparation of the job description describes the type and the nature of the

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job. The job description mainly comprises of title or designation of the job and the location, the
nature of the operations and duties for the job, the nature of the relationship between
responsibility and authority, required qualifications for job and work ambience necessary for job
performance. However, some of key reasons why an organization must undertake a proper
process of job description are mentioned in the following paragraphs.
A proper job description results in better recruitment and performance management.
This is because accurate job descriptions also acts as communication tools which allows
employees as well as the candidates in understanding expectations of roles, essential duties,
required competencies, experience for role and the educational credentials (Tripathi & Agrawal,
2014). This also helps in improving both the external and the internal recruitment and allows an
organization in retaining and motivating best talents through ensuring that the employee
expectations remains aligned with the expectations of the business. Besides, an appropriate
process of job description helps in setting measurable goals of performance based on the duties
and thereby coach the employees accordingly.
The right procedure of job description allows an organization in offering better
compensation. It allows the HR in accessing internal value and formulating an appropriate
compensation structure in accordance to the job role (Gomez-Mejia, Berrone & Franco-Santos,
2014). The process also allows the HR in accessing the reasons for job failure within the existing
pay structures so that creation of compression or equity issues can be created while filling the
role.
The accuracy of the job description has also been found to enable the organization in
staying compliant with the employment laws. To explain this, some examples are drawn in

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relation to the companies in the United States. In companies of United States, as far as the Fair
Labor Standards Act is concerned, an accurate job description will help in ensuring suitable
classification of the roles that has an impact on overtime eligibility of person filling such role
(Andrias, 2018). The Equal Pay Act implemented in the year 1963 aims at abolishing the
disparity based on the gender. An appropriate job description in US companies do not indicate
any bias or pay differences thereby remaining complaint with the law. The Civil Rights Act
introduced in the year 1964 prevents discrimination against individuals with respect to
compensation, hiring and privileges and conditions of the employment based on color, religion,
race, sex or the national origin (Aiken, Salmon & Hanges, 2013). The process of job descriptions
allows the organization in better matching the best candidates based on the relevant factors. This
acts as a means of proving that the employment decisions depends on the performance ability
instead of other characteristics. According to Occupational Safety and Health Act (OSHA) job
description process also helps in portraying the safety related to job performance. It also allows
in the conduction of fair hiring and interview process by taking into consideration potential
candidates (Friend & Kohn, 2018). The US companies also remains compliant with the Age
Discrimination in Employment Act by putting forward job descriptions that does undertake
discrimination based on age. Besides, to remain compliant with the Disabilities Act, companies
in US undertake a proper process that specifies essential and the non-essential function of the job
that puts across reasonable accommodations for the disabled individuals which is reviewed
periodically. Thus, well developed job descriptions proves useful in defending against the
charges of the employment description beyond the process of recruitment.
The accurate process of job description enables people planning (Collings, Wood &
Szamosi, 2018). This remains critical to the business plan of a firm. A complete list of job

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descriptions across organizations portrays the unfulfilled roles of the organization thereby
providing an aid for future planning. Proper job descriptions notifies the role of position within
organization along with the career path such that recruitment remains forward looking to the
future roles. A perfect job descriptions matches with performance evaluation system for
identifying the areas that requires additional training. The job descriptions also helps in
identifying the need of pursuing seminars, classes and other activities of career development.
Flexibility must be the key for job description. It will otherwise lead to the creation of
generic descriptions of job that emphasizes on the accountabilities and expectations rather than
the specific tasks thereby encouraging employees to concentrate on the results instead of the job
duties. A wide ranging description of the job ensures easier maintenance as it does not require e
modification with each minor changes in the duty.
Importance of Proper Job Specification Process within an Organization
Job specification represents a document that describes the experience, education,
knowledge and skill necessary for job performance (Baker, 2017). It is a key document mostly
used by the HR professionals for communicating with the desired people within organizations
(Dogaru & Donciu, 2014). In fact, it refers to the statement that puts across the minimum human
qualities that aids in performance of the job. Thus, the job specification is found to translate job
description into the human qualifications to ensure better performance of job. Also, termed as the
employee specification, job specification represents a written statement mentioning the
educational qualifications, experience level, specific qualities, emotional, physical,
communication and technical skills that are necessary for job performance. In addition to this, it

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also mentions the mental health, general health, aptitude, intelligence, leadership and judgment
skills, adaptability, values and ethics, flexibility, creativity and manners.
The accuracy of the job specification enables the candidate in analyzing whether they
possess the ability of applying for a job vacancy (Acarlar & Bilgiç, 2013). It also enables the
recruiting team of the organization in understanding the levels of qualities, qualifications and the
characteristic that a candidate must have for making them eligible for job opening. The job
specifications puts across detailed analysis regarding the responsibilities to be undertaken within
job, the desired physical and the technical skills and conversational ability. It also aids in
selecting the most accurate candidate.
A proper job specification allows preliminary screening of employees in job (Bosáková
et al., 2015). A preliminary screening allows asking questions to candidates increasing number of
questions regarding their job preferences, abilities, career goals, knowledge and abilities thereby
helping in the elimination of underqualified or unsuitable candidates from the process of
selection. Accurate process of job specification helps in designing training and the
development programs (Noe & Kodwani, 2018). A training program aids in strengthening the
skills which each of the employees requires improvement. On the other hand, development
program brings all the employees to higher levels so that they possess similar knowledge and
skills. This reduces the weaker links within the firm. Nevertheless, implementation of a training
and development program leads to increase in morale and job satisfaction as well as employee
motivation. It also helps in increasing the efficiency of the process and the capacity of adopting
newer methods and technologies.

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An appropriate procedure adopted for job specification allows the supervisors in
monitoring and counselling the employee performance. This refers to the aid put across the
manager to the subordinates in analyzing the performance objectively (Nzuve & Njambi, 2015).
This consist of helping the employees in understanding themselves along with their strengths and
weakness. It also involves improving the professional and the interpersonal competence of the
employees by providing them with necessary feedback regarding his behavior.
The accuracy of the job specification holds significance of job evaluation within
organization. Job evaluation refers to the attempt of measuring the actual worth of every job
through a method of expertise judgment (Thierry & de Jong, 2013). This helps in settlement of
any wage disputes. Job evaluation enables management in exercising efficient control over labor
cost as they provide appropriate payments for every job. The evaluation not only helps in
building employee morale and job satisfaction but it also served the logical basis for the
designing of the training programs for worker. In addition to this, job evaluation helps in the
elimination of the personal bias.
Evaluation of Job Description and Job Specifications Process in Google
Job Description
In Google all job description use a simple framework of four category. This includes
area, role, responsibilities and the job qualifications. Altogether the sections offers a complete
picture of the job role that ranges from big picture to the daily responsibilities (hire.google.com,
2020).
As far as area is concerned, this includes job posting through explaining the company’s
core purpose. This allows Google in helping the candidates to create an emotional connection to

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mission of the entire team and answer question related to the existence of the company, shared
passions of employees, problems that the company tries in solving and the best place of resolving
the issues. An example of a job description from Google mentioned that “Our job is to
demonstrate how Google's products solve the world's problems—from the everyday to the epic,
from the mundane to the monumental. And we approach marketing in a way that only Google
can—changing the game, redefining the medium, making the user the priority, and ultimately,
letting the technology speak for itself.”
Through the process of job description it is clear that the world changing ambitions of the
firm are clear and the candidates’ get an insight to the real sense of the possibilities. Google
believes that the candidates are simply not applying for job but are applying for an opportunity of
changing the world.
When it comes to role it involves outlining the higher level day to day functions of the
positions. This also includes mentioning the key objectives that the newly hired employees are
expected to work for. In this category, Google tries to convey information thereby helping the
candidates in actively visualizing the role and building excitement for opportunity. An example
mentioned shows how Google describes the role of Technical Product Specialist. Google
mentioned that “As a Technical Product Specialist, you help maintain the success of our Google
customers by leveraging your expertise to help implement a complex product while ensuring
high rates of product availability, preventing downtime and offering optimization advice with
Sales.”
The job description thus portrays that instead of being bogged by ordinary “to-do” list,
job description must focus on the purpose of higher level and the impact created across the

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company. The role demonstrates to applicants that the technical product specialists plays a
crucial role in successfully helping the customers of Google.
In regard to responsibilities, in this category of job description Google details the daily
duties of the job mostly associated with role. This will however remain unique pertaining to the
roles. For example creating deliverables would include composition of content for the
communities, apps, newsletters and emails while achievement of strategic goals involves
development of business conclusions from the relevant data. Reporting and budgeting would
include the reporting and forecasting of the key metrics and the business growth while the
collaboration with the particular teams or people would include working with the product
managers, designers, researchers and the stakeholders. More information about the job
responsibilities makes it easier for the candidates in gauging their suitability and interest for role.
The staffing manager of Google mentioned “My biggest tip is to put as much detail into the
description as possible. The clearer you describe the role, the more likely you are to attract the
ideal candidate”.
The job qualifications category of the job description in Google includes explanation of
the job requirements and qualifications based on education, skills and the experience required for
the role. In Google, the job qualifications are broken in two categories, one refers to the
minimum qualification while the other refers to preferred qualification. The minimum
qualifications refers to the certifiable, basic, nonnegotiable qualifications that determines the
suitability of the candidate for the role. Based on the role this usually comprises of professional
accreditations, academic degrees or particular kind of experience (Beam, 2016). On the other
hand, preferred qualifications represents the experience and the non- mandatory skills of ideal
candidate. They are found to be more qualitative compared to minimum qualifications and

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included things like the “teaching background preferred” or “proficiency in persuasive
communications”
Job Specifications of Google for Software Professions
Job specifications refers to the document put forward by Google that describes the
experience, education, knowledge and skills required for the performance of job (Verma et al.,
2015). It is a key document used by the HR professionals for communicating the desired
requirement of the people within the organization. An example of job specifications for the
recruitment of software professional as put forward by Google is mentioned in the following
paragraphs.
The minimum qualifications requires a BS degree in the computer science which is
similar to any technical field or any kind of practical experience. It also requires an
experience in software development in more than one programming language. The job
specifications also mentions the experience of working in applications like Unix/Linux
environment, development of web application, development of mobile application, parallel
and distributed system, retrieval of information, machine learning, processing of natural
language, networking, development of larger software systems and the development of the
software development. The candidate is also required to possess communications skills and
working proficiency in both written and verbal English (careers.google.com, 2020).
The preferred qualifications would include PhD or Master’s degree as well as further
experience or education in computer science, engineering or the other technical field. The
candidate might also possess experience in programming languages that includes C/C++,

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Java, objective C, Python, Go or JavaScript. Candidates possessing the ability and the interest
of learning the other languages always gets a preference (careers.google.com, 2020).
When it comes to the specifications regarding the job, Google aspires in becoming an
organization that mostly reflects the diverse audience served by its products and technology.
The organizations holds the belief that in addition to hiring best talent it has been found that a
diversity of the ideas, perspectives and cultures results in the creation of better services and
products.
The software engineers recruited in Google helps in developing next generation
technologies that changes the ways in which users explores, connect and interact with one
another and information. The products are designed in a way where it can handle information
on a massive scale and extend beyond the web search. The company therefore look for the
engineers who brings in new ideas from all possible areas which includes information
retrieval, massive scale system designing, distributed computation, data storage and
networking, artificial intelligence, security and processing of natural language. The software
engineer will have to work on specific critical project based on the needs of Google and will
have opportunities of switching projects and teams with the evolution and growth of the fast
paced business. The engineers needed to not only be versatile but enthusiastic thereby
displaying the qualities of leadership. Besides, they should also remain enthusiastic in
undertaking newer problems as the company continues in pushing the technology forward.
Further, Google describes it as an engineering company that hires people with not only
broader skills set but who always remains ready in undertaking the greatest challenges of
technology thereby making an impact on the millions of users. The engineers at Google also
revolutionize the search and works routinely on the massive scalability and the storage

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solutions, larger scale applications and the newer platforms for the developers across the
world. Thus, engineers at Google brings about a change in the world through technological
advancement. This includes advancements in Android to the You Tube, Social to Local and
Google Ads to Chrome.
As far as the responsibilities section of the job specification is concerned, Google
looks for candidates who are able to develop, design, deploy, test, improve and maintain the
software. The candidates should be able to manage the deadlines, priorities and the
deliverables of the individuals.
3.0 Conclusion:
On a concluding note, it can be said that the essay portrays the reason of why it is
necessary for an organization to have a proper job description and job specification process. The
efficiency of the job description process enables an organization to ensure better management of
performance and recruitment, better compensation, better compliance with the employment laws
and people planning. A proper process of job specification on the other hand ensures preliminary
screening, designing of development and training program, counseling and monitoring of
employee performance and evaluation of job. The essay also provides a detailed insight into the
job description and job specification process of Google.

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