Hr Practices In Google HR PRACTICES IN GOOGLE 1. Building innovation into job descriptions: '20 percent time'. Technical employees are required to spend 80% of their time on the core search and advertising businesses, and 20% on technical projects of their own choosing. Employees' work structure follows a '70/20/10' model, 2. Eliminating friction at every turn: ensuring change can happen quickly and efficiently Googles approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature. 3. Letting the market choose: crowdsourcing its product strategy 4. Cultivating a taste for failure and chaos Schmidt encourages it: Please fail very quickly so Is this Essay helpful? Join OPPapers to read more and access more than 200,000 just like it! GET BETTER GRADES That you can try again. He had praised an executive who made a several-million-dollar blunder: Im so glad you made this mistake. Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we dont have any of these mistakes, were just not taking enough risk.
5. Supporting inspiration with data - making extensive, aggressive use of data and testing to support ideas according to a Harvard case study people aren't allowed to say 'I think' but instead must say 'The data suggest.
6. Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have they started a company, written a book, won a championship, set a record).
Next, you statistically determine which of these many traits your top performers and most impactful employees' exhibit that differentiates them from bottom performing and average employees.
Finally, you develop an online survey to gather the predictive information from applicants. Then each candidate's. Abstract The role of Human Resources is changing as fast as technology and the global marketplace. Historically, the HR Department was viewed as administrative overhead. HR processed payroll, handled benefits administration, kept personnel files, and other records, managed the hiring process, and provided other administrative support to the business. Those times have changed. The positive result of these changes is that HR professionals have the opportunity to play a more strategic role in the business. The challenge for HR managers is to keep up to date with the latest HR innovations - technological, legal, and otherwise. There is a need to know about the current HR challenges, and how to most-effectively manage them in your workplace. This report discusses some best HR practices in few companies in specific function. 2. Objectives of Dissertation To understand the areas which are mainly focused on best HR practices. To understand the best practices of organizations in terms of the basic HR functions. To understand what measures should be taken while implementing HR practices. 3. Introduction Any practice that you devise to increase the competence, commitment and improve the culture building can be termed as HR Practice, and this can be in the form of a norm, rule, system, or some practices. Examples: Wishing Employees on their birthday, anniversary, etc., by HR Head Having health facilities / baby-sitting facilities Continuous learning and development oriented PMS system Good Employee Services
If employee attends the office on his birthday and the amount will be given as allowance, etc. Some companies have deduction for late coming and some companies view it as an odd practice Company's Internal Magazine covering all the happenings in your company Regular training and development Job rotations / internal department transfer like service employees based on their performance shifted to Research & Development, etc. There is no single best practice to which all organizations should aspire. Rather, the literature shows that each firm has a distinctive HR system that represents a core competency required for the survival and sustainability for that particular organization. "Best Practices" in HR are subjective and transitory. What is best for one company may not be best for another. What was best last month may not be best for today. The concept of "best" is highly subjective and non-specific. "Best Practice" is not a set of discrete actions but rather a cohesive and holistic approach to organizational management. Best Practices are initiatives taken by HR to: Not only satisfy but delight Create a feel good factor Give high visibility and focused impact Be unique and relevant Gel with organization culture Provide fresh / creative way to accomplish a task 4. Influencing Factors Some factors which constitute best practices in HR are: Communication Continuous Improvement Risk Taking Recognition Work-life Balance
Culture Consciousness Recruitment Training & Development Communication The "best practice" companies have the most intense communications which are broad-based, continuous and involve multi-directional employee contact. Communications with employees is "a given", and is formal, focused and on-going responsibility. Communications are not done as an "extra". 1. "Talk of the Week" where all the employers are asked to participate and give there word and opinion about their superiors helping to bridge the gap. 2. "Taking a Step Ahead" is Round Table Initiative followed by GSK Group to empower the employees. Continuous Improvement The best companies are never satisfied. They focus not only getting it right but doing it better. They are intensely dependent on feedback from all sources as the prime basis of their continuous improvement philosophy. 1. "Dosti" Counseling Facility, where trained counselor offer free and confidential advice on any issue under the sun - from work related stress to marital discord adopted by Texas Instruments. 2. Les Concierges Service - Outsourcing chores like paying bills, booking tickets and buying vegetables followed by Johnson & Johnson. 3. Breakfast with Department Head in groups of 10 adopted by GSK. 4. Cashless Hospital Scheme for employees & their families by Johnson & Johnson. Risk Taking The best companies have leaders who possess courage to make the hard decisions and carry them out.
1. People like Jack Welch, CEO of General Electric, is known as "Neutron Jack" for his massive shake-ups at GE. These people are not afraid to go face-to-face with people - internal customers included - to discuss issues they feel need to be addressed. Recognition 1. On-the-spot Recognition followed by Shoppers' Stop where all employers are recognized on there contribution and talent they exhibit. For every contribution, they are given stars - making people feel Stars. 2. Special Awards like "Helping Hand", "First Mover", And Quarterly Rewards and appreciation are some of the initiatives taken by many companies. Work Life Balance 1. An initiative taken by GSK that every employee can walk out of the office at 6.00 p.m. helping them to balance both professional and personal life. 2. Quarterly Star Performers awarded with packages like Dinner-with-Family, Stay-over-theWeekend at Five Star Hotels by Hewitt Packard. 3. Spouses invited to give a pleasant surprise to employees on anniversary and birthday at Hewitt. Culture Consciousness The best companies are all sharply focused on their culture and are conscious of how culture shapes systems and behaviours. The best example for that is an initiative Fun @ Work Cadbury Annual Theme identified, being a reflection of company's corporate goals. Celebration Calendar built around the theme is to ensure at least one event per month. 1. On Company Day, employees are encouraged to interact with consumers and bring back new ideas. 2. Worm controversy overcomes through 'Delivering Smiles'.
3. Specific days like Traditional Day, etc., introduced. Training & Development 1. Individual Training needs, performance and targets are freshly evaluated each quarter. 2. e-Learning Portal to provide a choice of whole range of topics from Communication to Project Management to Strategic Planning - FEDEX, HEWITT. 3. Rotational Development Program to provide cross-functional exposure to junior & midlevel staff. 4. Mentoring Program promotes diversity - mentor from different department. 5. Employees spend 150 minutes a month on Kaizen & Behavioral Training - Classic Stripes. Recruitment 1. Employee Referral Scheme. 2. "Interview over a Meal" - Creating comfort level. 3. Congratulating Parents on final selection of a candidate adopted by Max Newyork Life. 4. Job openings are posted internally and anybody can apply for an opening two levels above his current designation, an initiative taken by BSL, are some of the best HR practices in recruitment This project report deals with studying the Best HR Practices in the basic HR functions which include: Training & Development Performance Management Compensation & Benefits Employee Relations Recruitment & Selection 5. Training & Development
Motorola The quest for success in today's global market demands a shared vision and close cooperation between Motorola, its customers and suppliers. To achieve this, products and services must be the finest in the world. The Mission Statement of Motorola says: "To support Motorola's key goals and initiatives by working with selected customers and suppliers to improve their performance through diagnostic evaluations, customized education and training programs and applications support which range from single interventions to full systems solutions for continuous performance improvement. Motorola is a global leader in providing integrated communications solutions and embedded electronic solutions. Motorola continues to