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Google vs-yahoo
This PowerPoint template document contains information about Google and Yahoo's human resource practices. It discusses Google's founders, products, benefits for employees like free meals and gyms onsite. It also describes Yahoo's origins at Stanford University and focuses on their recruiting, selection process with technical tests and interviews, and compensation strategy including individual target awards and bonus pools. HR practices at both companies aim to attract and retain top talent through competitive pay, benefits, and flexible work environments emphasizing fun and creativity.
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Google vs-yahoo
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- 2. 1 2 3 4 5 6 Members Sandra Ms.Farhana Mitu Senior Lecturer. UttaraUniversity. Submitted To: Jahid Hussain. Mehidi Hasan Hridoy. Jakia Sultana. Submitted By: Rahat Mian. Umme Habiba.
- 3. 1 2 3 4 5 6 Google Google isan American multinational corporation specializing in Internet-related services and products. Introduction Products And Services: • search Engine • online advertising • cloud computing • Productivity software and Most of its profits are derived from AdWords Founders: Larry Page and Sergey Brin. Founded in 1998
- 4. 1 2 3 4 5 6 Google “The goalis to strip away everything that gets in our employees’ “We provide a standard package of fringe benefits , but on top of that are first-class dining facilities, gyms, laundry rooms, massage rooms, haircuts, carwashes, dry cleani ng, commuting buses – just about anything a hardworking employee might want. ” Eric Schmidt, CEO Google Benefits of working
- 5. 1 2 3 4 5 6 Google The companyprovides high salaries, together with comprehensive incentive s and nonconventional benefits. At the workplace comprehensive incentives to attract high qualified smart and innovative E mployees Casual dress everyday Flexible hours for nearly every processional employees Work & play are not mutually excluive
- 6. 1 2 3 4 5 6 Google HR Policies: Googlebelongs to the knowledge-based industry where human resources have bec ome the single most important determinant of success and growth Knowledge-based workers demand a different type of work environment and le adership development programs As a result Human Resource Management(HRM) plays a vital role in managing human it involves multitask responsibility Companies want to create both an appealing environment to attract and retain employe and make people feel they belong Employee recognition programs to enhance employee motivation, satisfaction, and employee productivity and improve organizational performance
- 7. 1 2 3 4 5 6 Google HR Planning : Forecasting: • Human resource manager at GOOGLE use Trend analysis and Scenario analysis. Surplus & Shortage of Employees: • Concerns about surplus or shortage of employees at Google are mostly in the pro duction processes • such as the manufacture of Chrome cast Balancing Supply and Demand: • Google’s human resource management faces minimal problems when it comes to balancing HR supply and demand • Nexus and Chrome cast. • Google uses a flexible strategy where new employees are hired based on foreca sts of human resource needs.
- 8. 1 2 3 4 5 6 Google Job Analysis anddesign : • Flexibility in design to address human needs. • Interconnected matrix organizational structure. • More emphasized on optimizing human resource management activities
- 9. 1 2 3 4 5 6 Google RECRUITMENT,SELECTION AND RETENTION •Googles human resource management has various sources and use different methods for recr Internal source: Company use promotion ,transfers, trainees or interns as the main inter ment sources for HR needs. External source: Include educational institutions and respondent to job advertisements.
- 10. 1 2 3 4 5 6 Google SELECTION : Themost significant criteria used for the selection of applicants are smartness ,creati for excellence and alignment with the organization . Company does not use work experience as a major criterion for selection . Criteria are based on the firms goal of maximization innovation to its broad differentiatio In General the company’s selection process involves background checks ,preliminary scre on-the job test, and interviews..
- 11. 1 2 3 4 5 6 Google RETENTION: Compensation packagesare competitive and above average . for example; provide high salaries and wages employees get free meal and other incentive and benefits Design of the company’s office emphasizes fun and creativity which attract and retain creative and innovative workers googles HRM uses coaching and monitoring to retain and develop employees with leadership potential
- 12. 1 2 3 4 5 6 Google Employee Training Compensationpackages are competitive and above average . There are four steps which Google train their employees 1) Need Analysis 2) Program Design 3) Delivery 4) Evaluating
- 13. 1 2 3 4 5 6 Google Compensation Strategy FuelEfficiency Vehicle Incentive Program provides a $5,000 rebate to employees purchasing hybrid cars 27 days of paid time off after one year of employment 18 weeks of additional paid time off post maternity leave; new fathers ca n take 7 weeks off Monetary Value:
- 14. 1 2 3 4 5 6 Google Non-Monetary Value: CompensationStrategy Annual on site Health Fair offering free testing services, including eye exams and cholesterol testing Unlimited Sick Leave On site Medical and dental facilities, oil change and car wash, courier, fit ness center, banking center, free breakfast, lunch and dinner on a daily basis
- 15. 1 2 3 4 5 6 Yahoo Introduction: Yahoo! Startedfrom Stanford University. founded in January 1994 by Jerry Yang and David Filo, who were Electrical Engi neering graduate students - created a website named "Jerry and David's Guide to the World Wide Web“ In April 1994, Jerry and David's Guide to the World Wide Web was renamed "Yahoo!". Companies want to create both an appealing environment to attract and retain employ and make people feel they belong Employee recognition programs to enhance employee motivation, satisfaction, and employee productivity and improve organizational performance
- 16. 1 2 3 4 5 6 Yahoo Recruiting: One ofthe Largest global Internet companies • So not many places to find people with bigger or better experience • Need to identify & hire foundation skills & attributes • Train People on specifics of surfing & production Fun & Cool Place brand recognition • Lots of Unsolicited Resumes which don’t fit Higher Risk/Higher Reward environment • Cultural fit
- 18. 1 2 3 4 5 6 Yahoo Selection Process: Techies: •Written test (MCQ) • Technical personal interviews (2-4 rounds) • Programming test (online) Non –Techies: • Written Test (MCQ) • Technical interviews • HR Interview • HR Interview
- 19. 1 2 3 4 5 6 Yahoo Compensation Strategy • IndividualTarget Awards will be aggregated to determine the Company’s target bonus pool (the “Target Bonus Pool”) for the applicable fiscal year. • A target cash bonus award (“Target Award”) will be established for each Participant EIP Bonus Pool Funding Target Awards • If the Operating Income equals or exceeds the Operating Income Target, the EIP Bonus Pool will be funded at 100% of the Target Bonus Pool
- 20. 1 2 3 4 5 6 Yahoo Compensation StrategyCompensation Strategy Pros Benefits (free food), shuttle, pay, life-work balance Cons Products still need to be advertised to gain traffic. Poor Mission& Vision For every 1% (or fraction thereof) that the Operating Income exceeds the Operating Income Target, the EIP Bonus Pool will be funded at an additional equal percentage of the Target Bonus Pool For every 1% (or fraction thereof) that the Operating Income is less than the Operating Income Targe t, the EIP Bonus Pool will be decreased by an amount equal to 2.5 times that percentage of the Target Bonus Pool
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