• • • • • •
Tejashree Awale Pallavi Kulkarni Anil Gawde Shashikant Hadwale Madhavi Deshmukh Sagar Pevekar
• • • • • •
Industry Headquarters Founded Job Applicants Training Customers
Media and Internet Services Mountain View, California 1998 761,799 120hours/week Institutional & High net worth
• Launched in 1998 • 9 year old technology service provider. • The biggest brand name in the world today. • Effective HR planning and development practices. • Aims at preserving and creating knowledge. • Demands Innovation and Trust.
Goal & Vision • Employee empowerment philosophy • A company run by the geeks. • HR as a strategic business partner
Business Strategic Model • “Proud to be geeks” • An Intrinsic challenge. • Focus on human capital creation and retention. • Aimed at innovation and unique solutions. • Secretive component for success.
Recruitment & Selection • Google is second home for Technology Professionals
Training & Development • Google offer Professional Development opportunities • Free course to learn foreign language • Offered new leadership development programs • Training & Development program is mandatory for all its employees
• Right People key HR philosophy at Google
• Young Workforce • Y generation cyber – generation professionals
Innovation and Creativity • Strong culture of innovation & experimentation at Google • Unique support to its engineers
Social Good • Don’t be Evil • Standard of conduct
Compensation Structure
• Support System • Innovative Stock Option System
Perks & Benefits
• Unlimited Sick Leave • 27 days of paid time off after one year of employment
• Board of Directors requested for a • On?site Medical and dental facilities, reduction oil change and car wash, courier, fitness center, banking center, free breakfast, lunch and dinner on a daily basis • 18 weeks of additional paid time off post maternity leave; new fathers can take 7 weeks off
HR Strategy influencing Business Strategy
Challenge of Recession • Voluntary turnover • Layoffs • Investment of millions of dollars
• 20% off • A day every week
• Strengths
• Brand Equity • Innovation Initiatives • Comprehensive product mix “Surprise”
• Opportunities
• Expanding profit • making opportunities.
• Weakness
• Realization of existence • Not focusing on customer • “community” as core competency.
• Threats
• Concern from investors • Possible peak or • saturation of smaller & less used product market.
• • • • •
Mission G Mail launched (2004) Location (2005) Broadcast yourself (2006) The little green robot arrives (2007)
• Lend a helping hand • Appreciation is the best motivation • We love our employees, and want them to know it • Innovation is our bloodline. Even the best technology can be improved • Uniting the world, one user at a time • Boldly go where no one has gone before
• Expectations • Empowerment • Innovation • Employee centered
• • • • • • • • • • • •
Quarterly company wide strategy sessions Series of Regular surveys In house blogging tool TGIFs “Whiteboard” culture Employees drive Leave Work life Balance Continuous learning to new heights Presidential candidates Transferable Stock options Code of Conduct
• • • • • • • • • •
Leadership characteristics and the role of managers The Pilab A retention algorithm Predictive modeling Improving diversity An effective hiring algorithm Calculating the value of top performers Workplace design drives collaboration Increasing discovery and learning It doesn’t dictate; it convinces with data
doc_915203370.pptx
Tejashree Awale Pallavi Kulkarni Anil Gawde Shashikant Hadwale Madhavi Deshmukh Sagar Pevekar
• • • • • •
Industry Headquarters Founded Job Applicants Training Customers
Media and Internet Services Mountain View, California 1998 761,799 120hours/week Institutional & High net worth
• Launched in 1998 • 9 year old technology service provider. • The biggest brand name in the world today. • Effective HR planning and development practices. • Aims at preserving and creating knowledge. • Demands Innovation and Trust.
Goal & Vision • Employee empowerment philosophy • A company run by the geeks. • HR as a strategic business partner
Business Strategic Model • “Proud to be geeks” • An Intrinsic challenge. • Focus on human capital creation and retention. • Aimed at innovation and unique solutions. • Secretive component for success.
Recruitment & Selection • Google is second home for Technology Professionals
Training & Development • Google offer Professional Development opportunities • Free course to learn foreign language • Offered new leadership development programs • Training & Development program is mandatory for all its employees
• Right People key HR philosophy at Google
• Young Workforce • Y generation cyber – generation professionals
Innovation and Creativity • Strong culture of innovation & experimentation at Google • Unique support to its engineers
Social Good • Don’t be Evil • Standard of conduct
Compensation Structure
• Support System • Innovative Stock Option System
Perks & Benefits
• Unlimited Sick Leave • 27 days of paid time off after one year of employment
• Board of Directors requested for a • On?site Medical and dental facilities, reduction oil change and car wash, courier, fitness center, banking center, free breakfast, lunch and dinner on a daily basis • 18 weeks of additional paid time off post maternity leave; new fathers can take 7 weeks off
HR Strategy influencing Business Strategy
Challenge of Recession • Voluntary turnover • Layoffs • Investment of millions of dollars
• 20% off • A day every week
• Strengths
• Brand Equity • Innovation Initiatives • Comprehensive product mix “Surprise”
• Opportunities
• Expanding profit • making opportunities.
• Weakness
• Realization of existence • Not focusing on customer • “community” as core competency.
• Threats
• Concern from investors • Possible peak or • saturation of smaller & less used product market.
• • • • •
Mission G Mail launched (2004) Location (2005) Broadcast yourself (2006) The little green robot arrives (2007)
• Lend a helping hand • Appreciation is the best motivation • We love our employees, and want them to know it • Innovation is our bloodline. Even the best technology can be improved • Uniting the world, one user at a time • Boldly go where no one has gone before
• Expectations • Empowerment • Innovation • Employee centered
• • • • • • • • • • • •
Quarterly company wide strategy sessions Series of Regular surveys In house blogging tool TGIFs “Whiteboard” culture Employees drive Leave Work life Balance Continuous learning to new heights Presidential candidates Transferable Stock options Code of Conduct
• • • • • • • • • •
Leadership characteristics and the role of managers The Pilab A retention algorithm Predictive modeling Improving diversity An effective hiring algorithm Calculating the value of top performers Workplace design drives collaboration Increasing discovery and learning It doesn’t dictate; it convinces with data
doc_915203370.pptx