11/05/2017 GooglesHRM:Training,PerformanceManagementPanmoreInstitute

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Googles HRM: Training, Performance

Management
UPDATEDJAN 28, 2017 | JESSICA LOMBARDO

Googles human resource management

practices cover effective employee
training programs, as well as
performance management to maximize
human resource capabilities. The
company uses appropriate needs analysis
to design training programs aimed at
supporting an innovative workforce. The
Google Street View camera cars. Googles human resource training programs and their results are
management practices holistically address employee training regularly evaluated to ensure that they
needs and performance management. (Image: Public Domain)
meet Googles human resource needs.
The company also has nely tuned
performance management practices, inclusive of performance planning that directly
address corporate objectives for HRM. However, the company also experiences
performance problems in its human resources. To address this condition, Googles
human resource management uses information about performance problems as basis
for improving performance management practices along with employee training
programs.

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This article is part of a series on Googles human resource management:

1. Googles HRM: HR Planning, Job Analysis & Design

2. Googles HRM: Recruitment, Selection, Retention
3. Googles HRM: Training, Performance Management
4. Googles HRM: Compensation, Career Development

Employee Training at Google

Needs Analysis. Googles HR management uses different types of needs analysis, such
as organizational analysis, work analysis, and cost-bene t analysis. Organizational
analysis identi es new human resource needs based on the rms current situation. For
example, in developing new products and investing in new businesses, Google conducts
organizational analysis to determine the corresponding human resource requirements.
Work analysis determines the speci c requirements to ful ll work tasks. Google applies
work analysis on new jobs, or when an organizational restructuring has just occurred.
Cost-bene t analysis determines the practicality of training programs and activities.
Googles HRM objective in using this type of analysis is to maximize the bene ts
achieved through training programs.

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Clickonvideotounmute

Program Design. Googles HR management uses a combination of the relational model

and the results-oriented approach for training program design. The relational model
focuses on the relationship of the company with employees. Google maintains positive
internal relations to foster employee participation in creative and innovative processes.
The results-oriented approach focuses on training outcomes. For example, in
implementing a training program, Google uses this approach to facilitate employees
learning. Thus, the relational model optimizes relations among employees, while the
results-oriented approach ensures that Googles human resources are effective.

Delivery. Googles human resource management delivers training programs in various

ways, such as discussions, simulations and on-the-job training. Discussions enable
Google to maintain rich communications involving employees. With rich
communications, training programs also bene t through maximum feedback from the
trainees. The company uses simulations to facilitate creative responses. Simulations
empower Googles employees to understand the details of work tasks, projects, and
products. The companys HRM uses on-the-job training to maximize the transfer of
knowledge to new hires or interns. Many of these interns are absorbed into Googles
organization.

Evaluation. Google has summative and descriptive purposes in evaluating training

programs. The summative purpose is to determine the effectiveness of the program in
developing human resources. The descriptive purpose of evaluation is to understand the
effects of the training on employees. Googles human resource management uses
evaluation variables like trainees learning and reactions, and the results of training
programs in terms of changes in human resource knowledge, skills, and abilities.

Googles Performance Management Practices

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Performance Planning. Googles performance planning efforts address different

dimensions of its human resource management, including customer service,
communication, support for diversity, and problem solving abilities. Googles
performance appraisal programs also use variables corresponding to these dimensions.
For example, the companys HRM evaluates employees performance in internal
communications and problem-solving activities to decide on performance management
approaches.

Link to Corporate Objectives. Googles performance management practices are directly

linked to corporate objectives for human resource management because they ensure
that employees remain capable of supporting the rms business activities. For instance,
the emphasis on diversity supports diverse ideas, which lead to higher rates of
innovation. Innovation is part of Googles corporate objectives. Also, the emphasis on
problem-solving abilities ensures that the human resources are satisfactory in
developing Googles organizational resilience.

Measurements and Standards. Googles HR management uses different sets of

measurements and standards for its performance management practices in different
areas of human resources. The rm uses individual measurements of ethical conduct and
contributions to innovation and quality of output. Googles human resource
management also uses team variables like collaboration level. Creativity is also an
important measure of the performance of the rms human resources because creative
employees contribute more to Googles innovative culture. The company maintains high
standards for all of these measures and always emphasizes excellence in employees.

Performance Interviews. Googles human resource management conducts performance

interviews that address concerns about individual performance and team performance.
The individual performance interviews cover knowledge, skills, abilities and other
attributes of employees. The team performance interviews cover how employees
perform as part of project teams in Google. Note that the company forms and disbands
teams for different purposes and projects. The interviews are also structured and
unstructured, formal and informal. Googles HRM uses unstructured and informal
interviews in the fun meeting places, such as the coffee and snack areas of its of ces.

Performance Problems. Googles human resource management is usually concerned

about performance problems in the areas of quality of work and work behaviors. In
terms of quality of work, some red ags for HR managers are errors and ineffective work
techniques. In terms of work behaviors, Googles HR managers are concerned about
negativism, power struggles, and tardiness or delays.

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References

Alexander, D. (2015). Google HR Boss: We Dont Care Where You Went To College.
Forbes.
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Geier, B. (2015). This is Googles secret to making work less awful. Fortune.
Google Inc. (2014). Google Inc. Form 10-K, 2014.
Google Inc. (2015). People operations Google Careers.
Guest, D. (2002). Human resource management, corporate performance and
employee wellbeing: Building the worker into HRM.Journal of Industrial
Relations,44(3), 335-358.
Hansson, B. (2007). Company-based determinants of training and the impact of
training on company performance: Results from an international HRM survey.
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Lengnick-Hall, C. A., Beck, T. E., & Lengnick-Hall, M. L. (2011). Developing a capacity
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Mathis, R. L., & Jackson, J. (2011).Human resource management: Essential perspectives.
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Shipton, H., West, M. A., Dawson, J., Birdi, K., & Patterson, M. (2006). HRM as a
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TAGS:
CASE STUDY & CASE ANALYSIS,GOOGLE,GOOGLE HRM,HR MANAGEMENT

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