google as a preffered employer

1. Prerna Verma
Jaisaj Vyas
Nidhi Dave
Nirali Ghodasara
Kunal Raval
Services Marketing
Guided by : Dr. Ashwini Vora
- As a Preferred Employer

2. Introduction to Google
• Google is an American multinational corporation
specializing in Internet-related services & products and
Information Technology (IT)
• Founded: September 4, 1998, Menlo Park, California,
United States
• CEO: Larry Page
• Headquarters: Mountain View, CA, United States of
America
• Founders: Larry Page, Sergey Brin
• Industry: IT, Computer Software, Internet

3. Introduction to Google
• Google is an American multinational corporation
specializing in Internet-related services and
products
• These include online advertising technologies,
search, cloud computing and software
• Most of its profits are derived from AdWords, an
online advertising service that places
advertising near the list of search results
• Google is the most valuable global brand with
brand value of $ 1,58,843 million

4. Introduction to Google
• Google is the most popular search engine and
easy-to-use, free service that usually returns
results in a fraction of a second
• Google is available in over 180 domains and
more than 130 languages
• In its short history Google has became a
preferred employer and was ranked number 1
in Fortune’s list of 100 best companies to work
for
• One study reported that one in four young
professionals wants to work at Google

5. Introduction to Google
• Google is the most popular search engine and easy-to-
use, free service that usually returns results in a fraction
of a second
• Google is available in over 180 domains and more than
130 languages
• In its short history Google has became a preferred
employer and was ranked number 1 in Fortune’s list of
100 best companies to work for
• One study reported that one in four young
professionals wants to work at Google

6. Google Products
• Web (Web Search, Toolbar, Bookmarks, Google Chrome,
Helpouts)
• Mobile (Mobile, Maps, Search for mobile)
• Business (AdWords, Google Apps for Work)
• Media (YouTube, Image Search, Video Search, Books,
News, Picasa)
• Geo (Maps, Panoramio, Earth)
• Specialized Search (Blog, Custom, Google Shopping,
Finance, Scholar, Trends)
• Home & Office (Gmail, Drive, Docs, Sheets, Slides, Forms,
Drawings, Sites, Calendar, Translate, Google Cloud Print,
Google Keep)
• Social (Google Plus, Blogger, Groups, Hangouts)
• Innovation (Code)

7. Google Services
• Advertising (AdWords, AdWords Express, Learn with
Google etc)
• Publishing (AdSense, DoubleClick, +1 Button etc)
• Managing (Chrome for Work, Enterprise Search,
Google Maps, Google Shopping)
• Business Essential (Google MyBusiness, Google Ads,
Google Apps For Work, Google Analytics, More
business services)

8. Introduction to
Google’s Work Culture

9. Philosophy of Google!
• “To create the happiest, most productive workplace in
the world”
• These words from the Vice President of people
development at Google only serve to support that fact:
“It’s less about the aspiration to be No. 1 in the world,
and more that we want our employees and future
employees to love it here, because that’s what’s going
to make us successful.”

10. What Motivated to Google to be like this?
• Larry Page and Sergey Brin went looking out for
organizations that were known to care for people
• The objective of this search was to be able to draw and
keep great talent
• In their search, they found the SAS institute
• Interactions with SAS executives led the Google
founders to understand that people were really
successful in their jobs
• The result was the Google work culture as we know it
now with huge and plentiful perks, unconventional (or
weird) office designs, and amazing freedom, flexibility
and transparency, among other things

11. Happy Employees = Happy Customers

12. Employee Motivation!
• Google has 53,600 employees worldwide (As
per 2014)
• Just like other companies, Google offers the
usual extrinsic benefits
• However, Google is better known for some
really distinctive and “more than just attractive”
perks and benefits

13. The Googleplex
• The Google world headquarters building is
located in Mountain View, California, and helps
to attract and retain “Googlers” (employees)
• Some of the essential elements of the facility
• In the hallways, there are bicycles, large rubber
exercise balls are on the floors
• 3D rotating image of the world toggles between
displaying points of light representing real-time
searches

14. Recreation Facilities
• Workout rooms with weights and rowing machines
• Locker rooms
• Washers
• Dryers
• A massage room
• Assorted Video games
• Foosball
• A baby grand piano
• A pool table and
• A Ping-Pong
• Twice a week roller hockey is played in the parking lot

17. Unconventional Office Designs
• Google is known for its unusual and often wild office
designs
• The designs are done to serve several purposes
including casual collisions for creative people and
engineers to come together
• Idea generation and the triggering of maximum
creativity
• Ensures employee happiness.
• Googlers include a meeting room that resembles a pub,
in Dublin, ski gondolas in the Zurich office, and a
sidewalk café in Istanbul
• Google permits its software engineers to design their
own work stations

19. Fun is a Regular Aspect of Work
• In keeping with Google’s philosophy, life at Google is
not all work
• There are plenty of opportunities for fun which help
Googlers get out of their office
• The opportunities include frequent breaks, facilities for
wall climbing, beach volleyball or bowling and personal
creative sessions
• In addition, there are pajama days, dress up days and a
Halloween costume party
• Every April Fool’s Day, Googlers are permitted to plan
and implement some major gags and tricks to the world.

21. Perks and Benefits
• Reimbursement of up to $5000 to employees for legal
expenses
• Maternity benefits of a maximum of 18 weeks off at about
100 percent pay
• The father and mother of the newborn are given expenses
of a maximum of $500 for take-out meals in the initial 3
months
• Financial support for adopting a child (Google’s Adoption
Assistance)
• On-site car wash, oil change, bike repair, dry cleaning,
gym, massage therapy and hair stylist are available at the
company’s headquarters in Mountain View
• At the Googleplex, there’s an onsite doctor and free fitness
center and trainer and facility to wash clothes among other
benefits
• Lunch and dinner is available free of charge

22. Voice and Value
• The company hosts employee forums on all Fridays
where there is an examination of the 20 most asked
questions
• Employees can make use of any of a number of
channels of expression to communicate their ideas and
thoughts
• Channels include Google+ conversations, a wide variety
of surveys, Fixit, TGIF and even direct emails to any of
the Google leaders
• Googlegeist, the company’s biggest survey seeks
feedback on hundreds of issues and then employs
volunteer employee teams
• Employees are regularly surveyed about their managers
• The results of the survey are used to publicly
acknowledge the best managers
• The worst managers are provided with vigorous support
and coaching

23. Transparency
• After the first few weeks of every quarter, Google’s Executive
Chairman shares with all Googlers
• The material includes launch plans and product roadmaps in
addition to team and employee OKRs (quarterly goals)
• Following annual surveys of employees in which 90 percent
of them participate
• Not only do the employees see the results of their own
group, they also see those of all the other groups (privacy is
protected)
• In addition, when the company takes action on the collective
feedback from their employees
• 30 minutes of a weekly all-hands meeting hosted by
Google’s co-founders and called TGIF are devoted to a Q
and A session - anything can be debated or questioned

25. Freedom over How and When Work is
Completed
• Google’s employees are allowed greater discretion on
their hours of work
• When they can go and have some fun whether it
involves getting a massage, heading to the gym or just
indulging in volleyball
• In addition, the firm allows each of its employees to give
20 percent of his time (1 day every week) to doing
anything they like
• This can range from assisting with another project to
even just sleeping
• Anything that is ethical and lawful is okay with Google

27. Flexibility
• In this flat hierarchy organization, engineers have plenty
of flexibility
• When it comes to selecting the projects they work on
• The organization also encourages its staff to pursue
company-associated interests
• In addition, instead of being trained by top management
on the protocol for tasks
• For example, employees are allowed to express
themselves by scrawling on the walls
• They can also arrive for work at any time they like, wear
casuals if they want or even bring their dog along
• The relaxed, creative and fun environment
psychologically benefits
• Provide motivation, dedication and productive workforce

29. Inspiring Work
• One of the reasons why people don’t feel motivated at
their jobs is that the work assigned to them is frequently
deficient in variety or challenge
• The monotonous nature of the work with no growth in
sight dulls employee enthusiasm
• At Google, things are different with the organization
putting in effort to make sure its employees have
inspiring work
• The 20 percent allowance for projects of their own
interest is one step in this direction
• One Google engineer by the name of Chade-Ment Tan
appears to have really benefited from this 80-20 rule

31. Dining Facilities
• Google runs 11 free gourmet cafeterias at its
headquarters and offers free meals to all its
employees
• Its food stations include “Charlie’s Grill”, “Back
to Albuquerque”, “East Meets West” and
“Vegheads”
• Snack room contains bins packed with various
cereals, gummy treats, M&M, toffee, licorice,
cashew nuts, yogurt, carrots, fresh fruit and
other snacks, as well as dozens of different
drinks, including fresh juice, soda and make-
your-own cappuccino

37. STRATEGIES
FOR
DELIVERING
SERVICE
QUALITY
THROUGH
PEOPLE

38. HIRE THE RIGHT PEOPLE
• They look for people who are great at lots of things, love big challenges
and welcome big changes. They can’t have too many specialists in just one
particular area. They’re looking for people who are good for Google—and
not just for right now, but for the long term.
• This is the core of how they hire. Their process is pretty basic; the path to
getting hired usually involves a first conversation with a recruiter, a phone
interview and an onsite interview at one of their offices. But there are a
few things they’ve baked in along the way that make getting hired at
Google a little different.
• Google expects great things. It wants brilliant people who can come up
with innovative ideas that anticipate trends in the market and the future
desires of Google customers.

39. LEADERSHIP ROLE –
RELATED
KNOWLEDG
E
HOW YOU
THINK
GOOGLEYNE
SS
They’ll want to
know how you’ve
flexed different
muscles in different
situations in order
to mobilize a team.
They’re looking for
people who have a
variety of strengths
and passions, not
just isolated skill
sets. They also
want to make sure
that you have the
experience and the
background that
will set you up for
success in your
role. For
engineering
candidates in
They’re less
concerned about
grades and
transcripts and
more interested in
how you think.
They’re likely to
ask you some role-
related questions
that provide insight
into how you solve
problems.
They want to get a
feel for what makes
you. They also
want to make sure
this is a place
you’ll thrive, so
they’ll be looking
for signs around
your comfort with
ambiguity, your
bias to action and
your collaborative
nature.

40. • They believe that if you hire great people and involve them intensively in
the hiring process, you’ll get more great people. Over the past couple of
years, they’ve spent a lot of time making their hiring process as efficient
as possible - reducing time-to-hire and increasing their communications
to candidates. While involving Googlers in their process does take longer,
they believe it’s worth it.
• These core principles are true across Google, but when it comes to
specifics, there are some pieces of their process that look a little different
across teams.
• At Google, they don’t just accept difference - they celebrate it, they
support it, and they thrive on it for the benefit of their employees, their
products and their community. Google is proud to be an equal opportunity
workplace and is an affirmative action employer.

41. DEVELOP PEOPLE TO DELIVER
SERVICE QUALITY
1. Cut it Out!
• In 2011, Google offered more courses to their employees than had ever been
done previously. They removed the classes that were no longer working and
revamped the others.
• So in this case, if you have a training effort in place and it’s not quite clear
what the results are in terms of numbers, or if the results aren’t clear,
tangible, and positive, time to let it go.
2. Hit the Nail on the Head
• Professor David Bradford, Director of the Executive Program in leadership
at Stanford University noted that employees often take a class and then,
return to their jobs with the same old habits.
• Google has managed to find a way to help employees utilize their training in
their work by being very precise about when it offers classes and to whom.
They use performance feedback surveys to create coursework
recommendations at the end of every semester. They also are careful to
provide coursework based specifically on department (Software Engineering

42. 3. Connect:
• In 2011, Google conducted a massive study internally to determine what
were the 8 most highly valued attributes of the best Google managers.
• “What employees valued most were even-keeled bosses who made
time for one-on-one meetings, who helped people puzzle through
problems by asking questions, not dictating answers, and who took
an interest in employees’ lives and careers.”
• By using hard data, Google was able to take 10,000 observations about
managers across 100 variables and then create a list with actual
substance. They then used this list below to instruct in training programs
and individual coaching sessions with employees. They found dramatic
improvements in about 75% of their lowest -performing managers.

43. RETAIN THE BEST PEOPLE
Here are a few strategies to help in the quest of recruiting and retaining the
best and brightest stars.
1. Get it right the first time
• Hire the right person for the right job. Use tools to aid in identifying these
candidates, the ones who possess the suitable characteristics desired for
the job. "Identifying accurate job characteristics may seem like a daunting
task, but it is actually quite straight-forward when you have the right tools
at your disposal," explained Bud Haney, Founder of Profiles
International. It is crucial that when looking at a person's eligibility for a
job, that you are looking at them as an opportunity for future success, not
just as a function of human resources.
2. Understand that money is not everything
• Money - as important as it is in our daily lives, is just one component of
employment value. Businesses must ensure that they offer a great
workplace, life balance, career development, quality leadership and work
flexibility. These additional benefits add to the employment value and

44. 3. Create a caring work environment
• Wages and salaries are the main reason why people come to work and do
their jobs, but it is not enough to motivate high productivity and
innovation. A genuine, warm and caring workplace has a high impact on
staff and the quality of their work. The philosophy here is simple: Give
and you will get back tenfold. How employees and applicants are treated
shows a clear indication of the organizations passion for the business that
they are in.
4. Promote from within
• Give your people an opportunity to advance from within. This
perpetuates company culture and creates drive to further careers.
"Knowing your employees' strengths, weaknesses and what makes them
productive gives employers a distinct advantage in retaining and
developing their workers," says Dario Priolo, Chief Marketing Officer of
Profiles International. Treat your people with dignity and respect, nurture
those who want to move ahead and create an environment in which they
can excel.
5. Build your reputation
• Organize and plan effective strategies. A successful brand and image in
the workplace is key to attracting and retaining good workers. Everyone

46. References
• www.google.co.in/about/products/
• www.google.co.in/about/careers/lifeatgoogle/hiringproce
ss/
• www.google.com/diversity/at-google.html
• www.entrepreneurial-insights.com/google-way-
motivating-employees/