1. Web Icons
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Nabduan
Phornohat
Chulaluck
Ata
D.
R.
C.
K.
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2. Google Inc.
• Google is an
American
multinational public
corporation
• Invests and
develops IT
products, including
a number of Internetbased services.
• Founded in 1998

3. Founder : Larry Page and Sergey Brin

4. History
• Employee : Part time
+ Full time = 53.86 K
• Google’s
consolidated
revenues increased
31% over Q1 2013
with $14 billion gross
income.
• Mission :"To organize
the world's
information and make
it universally
accessible and
useful”

5. History
• Vision
• Short-term objectives:
• are to expand the workforce for anticipated
growth, expand further into international
markets, and continue developing new
products.
• Long-term objective:
• delivering new advertising technology.
Expanding the workforce will help achieve the
long-term goals. Google's organization
structure is primarily functional but also
includes a few geographical organizations

6. History
•
•
•
•
Google began in March 1996
Larry Page and Sergey Brin met at Stanford University
They created a search engine called “BACKRUB”
In 1997, The Backrub was renamed as
“
GOOGOL” means 10^100

7. History
• In the same year it becomes “Google Inc.”
• Finally, in 1998 the homepage was launched

8. History
In 1999, Google redesigned the logo
In 2000, Google AdWords was created
Quick and easy way for business to advertising online

9. GOOGLE Images
•In 2001, it launched International office in
Tokyo and Japan
•And introduced Google images with 250
million images.

10. • GOOGLE news
• In 2002, Google
news was
launched with
4,000 news
resources online.
• GMAIL
• In 1st Apr 2004,
Gmail goes live
started with 1GB
storage space.

11. GOOGLE maps
In 2005, Google maps was created
Google talk was launched

12. •
•
Join Youtube
In 2006, Youtube
joined Google
•
•
Android Mobile OS
In 2007, Android
Mobile Operating
System is Announced.

13. •
•
GOOGLE CHROME •
In 2008, Google is 10
years old and it
•
introduced one web
browser.
Named Google
chrome
Faster, easier and
safer

14. • GOOGLE +
• In 2011, Google launced Google plus
• It is a social networking service.

15. Partnership
• Fox Interactive Media unit to provide
searching and advertising on MySpace.
• Google displaced America Online as a key
partner and sponsor of the Norad Track
Santa program.
• Google Earth was used for the first time to
give visitors to the website the impression
that they were following Santa Claus'
progress in 3-D. The program also made its
presence known on YouTube in 2007 as part
of its partnership with Google.
• With Kia Motors and Hyundai. The
partnership integrates Google Maps and
Place into new car models to be released
later in this year.

16. Partnership
• Google has worked with several corporations, in
order to improve production and services.
• NASA and Google are planning to work together
on a variety of areas
• Including large-scale data management,
massively distributed computing, bio – info –
nano convergence, and encouragement of the
entrepreneurial space industry.
• Sun Microsystems to share and distribute each
other's technologies.
• Google works with AOL on video search and
offer AOL's premium-video service within Google
Video

17. Planning
 Long-term plans:
– Deliver new advertising technology.
– Expand the workforce will help achieve
the long-term goals.
– Continuous innovation, creating new
products.
 Short-term plans:
– Expand the workforce for anticipated
growth.
– Expand further into international markets
– Ready to deal with a dramatic change.

18. Organizing
•
•
•
•
Google’s Competitive Advantage
SWOT Analysis
Google Core Values
Porter’s Five Forces Model of Google

19. Google Core Values
1.
2.
3.
4.
5.
Focus on the user and all else will follow.
It’s best to do one thing really, really well.
Fast is better than slow.
Democracy on the web works.
You don’t need to be at your desk to need
an answer.
6. You can make money without doing evil.
7. There’s always more information out there.
8. The need for information crosses all
borders.
9. You can be serious without a suit.
10. Great just isn’t good enough.

20. Porter’s Five Forces Model of Google
• Supplier Power - LOW
• Google dominance the market then they reduce
supply power, almost of google customer are
they clients.
• Mobile phone operation “Android” is the most
success of google it’s make google has
bargaining power.
• Buyer Power – STRONG
Google stay in the Internet and Computer
software industries. Google revenue come from
advertising if customer don’t use their service
that mean decrease of advertising.

21. Porter’s Five Forces Model of Google
• Competitive Rivalry – MODERATE
• Google has to main competitor in different
industry search engine and mobile phone
operating system.
• The first google hold the most of user and
continue developing their product as google map
and etc.
• second mobile phone operating system, google
make themselves to complete with Apple’s
iphone or IOS and now Andriod got huge scale of
user and get market share from Apple’s.

22. Porter’s Five Forces Model of Google
•
•
•
•
•
Threat of Substitution – LOW
In globalization everyone can access to internet
in the future is hard to substitute the internet.
Threat of New Entry – MODERATE
In high level of this industries it’s has a high level
of entry barriers, they have to invest a lot in
network infrastructure and hi-tech technology if
they want to compete google.

23. Leading
Project Oxygen
1. Be a good coach.
2. Empower your team and don’t
micromanage.
3. Express interest in your team
members' success and well-being.
4. Be productive and resultsoriented.
5. Be a good communicator and
listen to your team.
6. Help your employees with
career development.
7. Have a clear vision and strategy
for the team.
8. Have technical skills so you can
advise the team.

24. 1. Be a good coach.
Provide specific feedback and have regular one-onone meetings with employees. Also, offer solutions
that are tailored to each employee's strengths.

25. 2. Empower your team and
don’t micromanage.
Give employees space to tackle problems
themselves, but be available to offer advice.

26. 3. Express interest in your team
members' success and well-being.
Make new members feel welcome and get to know
your employees as people.

27. 4. Be productive and results-oriented.
Focus on helping the team achieve its goals by
prioritizing work and removing obstacles.
.

28. 5. Be a good communicator
and listen to your team.
• Learn to listen as well as share information.
• Encourage open dialogue and pay attention to
the concerns of your team.

29. 6. Help your employees
with career development.
•
•
Employees want to feel like their efforts will be noticed and
that their hard work is furthering their careers.
Managers should make it known that they appreciate
employees, want to help them, and that the work
employees do for them will pay off.

30. 7. Have a clear vision and
strategy for the team.
In addition to leading the team, keep everyone
involved in developing and working towards the
team's vision.

31. 8. Have technical skills so
you can advise the team.
Understand the challenges related to each project
and be able to help your team members solve
problems.

32. Controlling
1. Bureaucratic control system
•Bureaucratic control is using rules, guidelines, and
standers to measure each employee’s talents and
the company’s growth.
•Google’s setting performance standard is to hire
people that are smart and determined.
2. Financial control
•The balance sheet shows the financial picture of a
company at a given time:
 Assets
 Liabilities
 Stockholders equity

33. Controlling
1. Bureaucratic control system
•Bureaucratic control is using rules, guidelines, and
standers to measure each employee’s talents and
the company’s growth.
•Google’s setting performance standard is to hire
people that are smart and determined.
2. Financial control
•The balance sheet shows the financial picture of a
company at a given time:
 Assets
 Liabilities
 Stockholders equity

34. Strategic management process
•
•
•
•
Current business level strategy
Business strategies
Current marketing strategy
Production & purchasing
strategies

35. Strategic management process
• Current business level strategy
• Google’s strategy is to create brand awareness
by make their product differentiation and
motivate people to go to their web side so they
can

36. Strategic management process
• Business strategies
• Google is in internet and computer software
industry, then google strategy involve with
technology and main competitors are Yahoo and
Microsoft. Each competitor offer services on
websites to attract user.

37. Strategic management process
• Current marketing strategy
• Google strategy mostly focus on Viral Marketing,
their use social media networks to finding a huge
target group old and new markets.
• .

38. Strategic management process
• Production & purchasing strategies
• Now google is testing a new program about
advertising and Google is investing in the new
technologies to get IT advantage is its ability to
build high-performance systems that are cost
efficient and that scale to massive workloads.
• .

39. Human Resources Management
• Strategies of human resources
management mobilizes human capital to
implement organizational strategies.
• Human capital is essential to any
organization’s long-term performance
success.
• Organizations perform better when they
treat their employees better.
• Human resources are key to
organizational success or failure.

40. Human Resources Management
• Major human resources management
responsibilities:
• Attracting a quality workforce
• Human resource planning, recruitment, and
selection
• Developing a quality workforce
• Employee orientation, training and development,
and performance appraisal.
• Maintaining a quality workforce
• Career development, work-life balance,
compensation and benefits, employee retention
and turnover, and labor-management relations.

41. GOOGLE LIFESTYLE

42. GOOGLE LIFESTYLE

43. Human Resources Management
When Laszlo Bock become Google’s first-ever
vice president of people operations.
• He not only helped
Google sustain its
standing as an innovator
and market leader
• He also created an HR
function that could
strategically deal with
the explosive growth the
company was
experiencing.
• Result from its use of
“people analytics.”

44. Human Resources Management
• A strategic focus on
people management is
necessary because
innovations come from
people
• HR at Google is
dramatically different
from the hundreds of
other HR functions.
• To start with, at Google
it’s not called human
resources; instead, the
function is called
“people operations.”
• Google are guided by
the powerful “people
analytics team.”
• Two key quotes from the
team highlight their
goals:
• “All people decisions at
Google are based on
data and analytics”
• The goal is to … “bring
the same level of rigor to
people-decisions that we
do to engineering
decisions”

45. The PiLab

46. The PiLab
• To determine the most effective approaches for
managing people and maintaining a productive
environment.
• Employees need creative ways to think about
productivity, performance, and employee
development.
• The PiLab’s collection of industrial and
organizational psychologists, decision scientists,
and organizational sociologists have as their
mission to conduct innovative research that
transforms organizational practice within Google
and beyond.

47. A retention algorithm
• It developed a mathematical algorithm
• To proactively and successfully predict which
employees are most likely to become a retention
problem.
• This approach allows management to act before
it’s too late and it further allows retention
solutions to be personalized.
• An effective hiring algorithm
• Google developed an algorithm for predicting
which candidates had the highest probability of
succeeding after they are hired

48. An effective hiring algorithm
•
•
•
•
•
•
•
Hiring Process Steps
•
Step 1: Apply
Step 2: Contacted by
recruiter
If the applicants are match
for the position based on
qualifications and
experience, a recruiter will
contact them to learn more
about their backgrounds
•
and answer the questions.
Step 3: Phone interview
Typically phone interviews
are conducted by
someone in a similar role
and last about 30-40
minutes.
Step 4: Onsite interview
Interview process for
technical positions
evaluates the applicants
core software engineering
skills including: coding,
algorithm development,
data structures, design
patterns, analytical thinking
skills.
Step 5: Hire by
Committee

49. An effective hiring algorithm
•
•
•
•
•
•
•
Hiring Process Steps
•
Step 1: Apply
Step 2: Contacted by
recruiter
If the applicants are match
for the position based on
qualifications and
experience, a recruiter will
contact them to learn more
about their backgrounds
•
and answer the questions.
Step 3: Phone interview
Typically phone interviews
are conducted by
someone in a similar role
and last about 30-40
minutes.
Step 4: Onsite interview
Interview process for
technical positions
evaluates the applicants
core software engineering
skills including: coding,
algorithm development,
data structures, design
patterns, analytical thinking
skills.
Step 5: Hire by
Committee

50. Benefits of working with Google
• Stay healthy, save time
• On-site physicians and
nurses, convenient
medical services, and
comprehensive health
care coverage help
keep you healthy and
happy.
• Travel without worries
• Googlers and their
families are covered
with travel insurance
and emergency
assistance even on
personal vacations.
• Never stop learning
• Google reimburse their
workers for classes or
degree programs that
help what they do
• More time with your
baby
• New parents get time off
and some extra
spending money to help
them welcome their new
bundle of joy.
• .

51. SWOT Analysis

52. Competitive Advantage
1. Infrastructure

53. Competitive Advantage
2. Service/Innovation

54. Competitive Advantage
3. Market Share

55. Google’s Competitive Advantage
4. Brand image/ Brand loyalty

56. Competitive Advantage
5. Organization Culture and CSR

57. Google’s Disadvantage
1. Copyright issues

58. Google’s Disadvantage
2. Privacy Issue

59. Google’s Disadvantage
3. Energy consumption

60. Google’s Disadvantage
4. Competitors