phân tích chiến lược quản trị nguồn nhân lực của google – so sánh chiến lược nhân sự của tập đoàn FPT e

In addition, an employee who possesses these skills may be better at fitting in with the existing employees as it’s a very important task in a team oriented work environment.. Selecting

PHÂN TÍCH CHIẾN LƯỢC QUẢN TRỊ NGUỒN NHÂN LỰC CỦA GOOGLE – SO

SÁNH CHIẾN LƯỢC NHÂN SỰ CỦA TẬP ĐOÀN FPT

Google Inc or simply Google (stylised as Google), is an American multinational

corporation which provides Internet-related products and services, including Internet search, cloud computing, software and advertising technologies Advertising revenues from AdWords generate almost all of the company's profits

The company was founded by Larry Page and Sergey Brin while both attended Stanford University Together, Brin and Page own about 16 percent of the company's stake Google was first incorporated as a privately held company on September 4, 1998, and its initial public offering followed on August 19, 2004 The company's mission statement from the outset was

"to organize the world's information and make it universally accessible and useful", and the company's unofficial slogan is "Don't be evil" In 2006, the company moved to its current headquarters in Mountain View, California

Rapid growth since incorporation has triggered a chain of products, acquisitions, and partnerships beyond the company's core web search engine The company offers online productivity software including email, an office suite, and social networking Google's products extend to the desktop as well, with applications for web browsing, organizing & editing photos, and instant messaging Google leads the development of the Android mobile operating system, as well as the Google Chrome OS browser-only operating system, found on specialized netbooks called Chromebooks

Google has been estimated to run over one million servers in data centers around the world, and process over one billion search requests and about twenty-four petabytes of user-generated data every day

As of September 2009 Alexa listed the main U.S.-focused google.com site as the Internet's most visited website, and numerous international Google sites as being in the top hundred, as well as several other Google-owned sites such as YouTube, Blogger and Orkut Google also ranks number two in the BrandZ brand equity database The dominant market position of Google's services has led to criticism of the company over issues including privacy, copyright, and censorship

The following analysis evaluates Google’s business model, its culture, how its base resource of HR is used in achieving organisational goals and the implications which might pose threats to the firm in the future

Established in 1988, the Corporationg for Fianancing and Promoting Technology (FPT) has become Vietnam’s largest information and communication technology (ICT)

company because of the efforts of its staff in general and its team of sales staff in creating added value to customers with dynamism and enthusiasm

Behind the exceptional growth of FPT is the strength and contribution of more than 11,000 staff FPT is proud to have the largest number of informaition technology engineers in Vietnam They are our most valuable asset and a great foundation for the success of the corporation The outstanding feature of FPT’s corporate culture is its focus on people and individual talent, which has helped create a professional, dynamic, creative and democratic working environment FPT’s staff are trained in a systematic way and constantly updated with the latest knowledge in information technology and telecommunications Having received thousands of international certificates from leading global technology corporations, FPT strives to master new technologies in all fields of its operations This is a solid base that helps the corporation continue creating value for its customers

Google and FPT are one of the great corporations in the worlds and Vietnam also There are many factors to the success of these two groups, within the framework of a small exercise,

we only mention their people management policies People are always at the core of every successful, good people management, the path to success will be sustainable

“People don’t work at Google for the money They work at Google because they want to change the world with enjoying their life!”

I Policies of HR management of Google:

1 Strict in recruitment

Google holds one of the strongest employer brands in the world if not the strongest It receives more than one million job applications every year It is absolutely challenging hence its vital to understand the screening policy it has On the one hand some would see this as a blessing but it is indeed a dilemma to Google to sort this storm of applications and to review each and every submission to select the best fit without overseeing less competent but skilled candidates

Google’s methodology to selection candidates is highly integrated and scientific The technical staff at Google came up with a very non-traditional approach to hiring people Google’s focus is not mainly on academic qualifications and past work experience as most of the other companies even though it has a gang of well-trained computer wizards and highly skilled mathematicians What it mostly look for the personality of a particular candidate along with positive behavioural characteristics which certainly could bring value to the organisation

in an open job position The selection process contains activities that could measure leadership skills and creativity with the top emphasis on innovation

A candidate should have an understanding of the following if he/she is facing an interview at Google

· Culture within the organisation along with its objectives and shared values

· Ability to think out of the box and be passionate about the job To be able to think like owners by taking responsibility while on the job

· Well aware of the structure within the company (No hierarchies’ flat structure with each individual is given equal respect)

· Relationships and connections within and across offices

· Work and life balance

Ideal candidates should possess the following characteristics

· Being ethical

· Interests in outside and extra-curricular activities

· Be a self-starter and be proactive.

· Strong analytical skills and resourcefulness

· Solid leadership skills

· Strong communication skills with the ability to communicate effectively and openly

· Ability to think globally across cultures, regions and scenarios

· Ability to be consumer focused and a solution oriented mind set

Through setting these types of characteristics for a potential employee, Google aims at ensuring that the employee fits in with the culture of the organisation well In addition, an employee who possesses these skills may be better at fitting in with the existing employees as it’s a very important task in a team oriented work environment Therefore they have set standards such as do’s and don’ts of interviewing criteria as below in order to select the candidates who would fit in to their description of an ideal employee

Selecting people who are smarter

and more knowledgeable than the most

Selecting people who can’t learn from mistakes and be challenged

Selecting people who can really add

value to the organisation and its culture

Selecting people who can add value

Selecting people who has the ability

to get the job done

Selecting people who are not proactive and only pass time by sitting on the problem Selecting proactive, self-staring and

enthusiastic people

Selecting people who would just do the job for the sake of doing a job

Selecting people who like working

with others and be a motivation to the

others

Selecting people who doesn’t have a team spirit and love to work alone

- An outline of Google’s selection process

It is said that Google has about seven rounds of interviews in its screening process These are mostly conducted in the US office in California or in Hyderabad and Bangalore in India The biggest weightage is on complex data structures, algorithms and other basic fundamentals related to computing.Even if the candidates manage to go through all the rounds the final word may take around 3-4 months to come

1 Screening process starts with the recruiting team calling the interviewee over the phone

2 Then the decision making is done by a so called business group It has got three phases

a Peer interviews

b Senior peer interviews

c Cross region team interview

3 Then a decision on an offer is made by a so called hiring committee This is based in Google’s California office and takes the final decision on a job offer

- Five stages of Google’s selection Process

1 When a job opening is announced job resumes will flow in from all directions of the globe Roughly out of 500,000 applications the HR team will review these applications and bring the figure down to 40,000 by rejecting the less competent ones

2 The recruiting team will start calling these 40,000 applicants over the phone and out

of which 1,500 candidates shall be shortlisted

3 The 1,500 shortlisted candidates will be called in for an on-site interview out of which 1,300 shall be rejected

4 Finally the recruiting team will be left with 200 proficient applicants whom will be directed to the hiring committee

5 The final decision is to be made by the hiring committee, who will make the decision depending on the number of vacancies and the requirement of the job role

Current success of Google proves this direction is very exactly

2 Model flexibility, teamwork and creativity, direct exchange

In modern business world, organisational culture does play a dominant part in the success of any business It is extremely important to understand how modern businesses adopt strategies to attract the best in the business This work brings out how Google Inc succeeded in attracting and retaining employees with the organisation by having an innovative organisational culture Google is said to be one of the very few companies that had

a great blend with technological innovation and strong managerial values Google was selected as the best company to work by fortune in 2008 The Cultural Web (Johnson, 1988)

of Google is dominated by this basic paradigm of managerial flexibility, team-working and innovativeness

In Google, each project is taken in charge by a group, all employees in that group are work in the same room Thus, when any engineer wants to exchange to others, he/she can directly find to such colleague, not by telephone, reduce time to wait for exchange of email, etc In addition, there are many meeting rooms in Google so that groups can jointly discuss, avoid bothering others in departments, divisions

The emphasis at Google is always on team achievements however at the same time the employees are given proper recognition to take pride in their individual performances as well

In the multi cultured environment of Google such team achievements may be given weightage differently based on the country where they work In eastern countries, such as Google in China, collectivism can work more successfully as people are more open to relations but in western countries such as USA individualism plays a major role and therefore individual achievements are considered as important by employees (Hofstede, 2001)

3 Ability to attract staff with reputable company

Google always had the edge over its competitors not only on technology but on the ability to attract the best employees During the late 1990s the world went through a technological boom which was known as the dotcom boom At a time where almost all big tech companies experienced an employee turnover, Google was the only company that did not face a similar crisis These stories of success allow Google to be placed in the employees mind which spars loyalty and attachment to the company

4 Cooperate to develop effectiveness of job

Due to members of the group work together, coordinating to deploy the job goes smoothly and fairly simple Moreover, every week, every team member must mail to inform the progress of their job to other members of the group Thus all members of the project team know the progress of each other, easier in process of monitoring the progress and synchronizing work of the team

Not hold formal meetings, but instead talk create certain equality

Another characteristic of Google’s culture is that they do not have the so called formal business meetings Instead what they have is like a casual conversation either during lunch breaks at the café or at a tea table which really ensures each individual’s contribution to the subject matter Also it gives them the feeling that everyone is sitting pretty much on the same

level These types of activities reduce the power distance between the management & employees, thereby creating a sense of equality which is part of Google’s culture

Google’s management attempts to meet all necessary needs in the lives of employees such as canteen, sports ground, washing room, bus, etc ensure that its employees feel secure and concentrate on completing assigned job

5 Eliminate unnecessary decentralization

To begin with it is important to understand the fact that Google’s removal of any unnecessary managerial hierarchies and this gave Google’s engineers the freedom to work However on the other hand some are not pleased with this culture and they argue otherwise They say that Google’s culture is too informal which could result in chaos among both employees and customers.Further they argue that the management structure lacks in unity of command at the top This organisational structure and control system acts as unique features

of Google culture which allows innovations to take place without any barriers

6 Dynamic work environment and comfort

Google’s global headquarters known as Googleplex is located in Mountain View, California It, coupled with its logo can be considered as symbols of Google’s culture Cofounders of Google Larry Page and Sergey Brin always wanted their workplace to

be a fun location to work The entire office complex is decorated with lava lamps and painted

in bright colours which reflect their beliefs

One of the innovative techniques used by Google is that Googlers are allowed to take their pets inside the office Also they are provided with free snacks and on top of it lunch and dinner is prepared by a celebrity chef Charlie Ayers They have separate snack rooms offering the employees with cereals, cashew nuts, fruit juices, and cappuccino at no cost

Also the casual dress code at Google gives Googlers a relaxed homely feeling and helps them to keep their minds off from their busy work schedules The rituals and routines such as the above symbolizes the values of Google’s management and makes up part of the overall paradigm of their culture

7 Interested in the spiritual life and health of employees

Google rented out an entire theatre for a day to accommodate 6000 Googlers to see first run films That’s what exactly happened for films like ‘Lord of the rings’ and ‘Transformers’

as an extra benefit they were allowed to bring along an additional guest as well Google moms are allowed 18 weeks of paid maternity leave and dads get seven weeks

Google has a gymnasium inside their office complex and encourages the employees to have regular workouts to keep themselves in good physical condition and on top of that they have the luxury to take a massage inside the office itself if they want

8 Encourage the creation

Google engineers can spend 20% of working time to think new projects In addition, Google also establish the creation mailbox, of which the whole employees of the company can contribute their creation by this mailbox And then, these initiatives will be publicly selected and the most creative thoughts will be selected to perform It is certainly that some will be successful and others will be failed However, the most important that is Google takes advantage of creative thought of the whole employees for the development of the company

Take risks, encourage creativity led to the success of the working group

Employees are sometimes given freedom to take risks in their roles to encourage them to

be more creative and innovative This resembles the self-actualisation stage in Maslow’s hierarchy of needs This is absolutely significant in an industry which comprises of lot of high skilled and qualified professionals They need freedom to perform individually and recognition to their achievements Nevertheless the employees have a sense of team which makes sure that they do not compete against each other but achieve targets through more collective efforts

9 Self experience of products of the company

All employees use Google’s tools Most frequently use is the internal network to test the company's projects In addition, Google conducts to develop other several test tools of information management, and then make into products to introduce to customers The success

of Gmail is a good example After successfully testing in the internal, Gmail is launched and received the support of its users Not only that, Gmail is constantly improved to meet the increasing demand of users In other words, Gmail meets the increasing demand of Google intellectual-labor staff

10 Unity in making decision

In modern companies, there is often a hero who always makes accurate decisions and largely impacts on the development of the company Before making decision, however, new

researching projects, Google management always collects opinions of employees as foundation To unify employees’ opinions, Google spends a lot of time But it is able, this process brings many very wisely and properly decisions

11 Do as I say, not as I do

Google attempts to "do as I say not as I do" The leaders of Google try to create an harmonious atmosphere and avoid the situation in the company, only exist persons who

“know to say but not to do.”

12 Analyze data thoroughly before making

At Google, almost all decisions are based on the foundation of analyzing data carefully Google applies a wide range of information management systems, along with numerous data analysts, then decide the development trend of the company Thus Google immediately catches up development of the era

13 Regular, effective handover

On Friday every week, all employees of Google are gathered to discuss and receive new information and solve problems Through this method, the managers can quickly grasp the situation of the company, and also understand the aspirations and feelings of the staff At Google, all resources and talents are focused for the success of the project teams

14 Concept of Empowerment and its relevance to Google

Empowerment can be identified as a managerial process which is concerned with giving more autonomy to employees which allows them to be trained in making decisions and being responsible for their areas of work The process of empowerment will result in employees being encouraged learning/ practicing the necessary skills and acquiring required knowledge with the intention of overcoming issues at the workplace and train themselves to be better leaders (Blanchard, Carlos & Randolph, 1996) Although it may be said that empowerment assists the employee more, it can be identified to offer similar benefits to the organisation at the same time Some of the overall benefits received by the organisation are;

- Encouraging participation/involvement in decision making leading to development of decision making skills which will result in quality decisions and better top and bottom line performance

- Development of positive attitudes towards change and risk taking which are pre-requisites for innovation and fortifying that idea by developing an environment where employees are enabled to make decisions

- Self-initiated growth which will develop the current skill sets of the employees and contribute to collective intellectual wealth of the organisation

Google has been applying these principles of empowerment throughout their organisation which has immensely contributed to their success For example the concept of initiating project teams can be considered as a form of empowerment Through project teams they are expecting to make breakthrough innovation adopting an approach where groups collectively pursue set work-related targets and also targets for their own development The employment of project team based approach helps employees to participate in decision making which may not otherwise be offered to them under a conventional departmental approach This means that it’ll help in developing entrepreneurial instincts of employees which may result from the self-confidence generated by participating in decision making On the other hand more participation from employees means that the quality of decisions taken may be higher than those taken under a limited participation model

The principles of empowerment are closely associated with the process of decentralisation where the decision making authority is delegated to the lower levels of the organisational structure, away from the top management Characteristics of an organisation with decentralization are more bottom-up flow of information and decisions and lesser tiers of the organisational structure Google aims in contributing to employee empowerment through decentralisation as evidenced below

In case of Google’s project teams, the decision making power is decentralised to the teams instead of the top management They are expected to decide upon their targets and thereby more autonomy is provided to the staff It is of utmost importance that autonomy and authority is provided in a project team situation as the intrusion of management in team decision making will be disastrous in terms of hindering the team focus resulting in dissatisfaction and demotivation With that in mind they have rejected the idea of micro management by branding it as an approach which reduces creativity

It is also apparent that Google adopts a review system which is focused on peer reviews rather than management reviews By eliminating the need for top down management