GOOGLE TALENT MANAGEMENT ASPECTS
Submitted By:
Aisha Irfan EB19542008 Training and Development Submitted To:
Dr. Samina Muhammad
Arqam Afaq EB19542014 Performance Appraisal
Employee Engagement Course Name: Talent
Batool Abbas EB19542021 Employee Retention Management
Mahnoor Imran EB19542040 Job Design Course ID: BA (BBA-HRM)-615
Rohan Kumar EB19542063 Succession Planning
Safia Tariq EB19542067 Recruitment and Selection
Syeda Rida EB19542078 Job Analysis
Fatima
Tahreem Ahmed EB19542080 Involving the Right People
Inclusive Approach
Warisha Wajid EB19542085 Principles of Talent
Management Date: 26/10/2022
Employer Branding
,TABLE OF CONTENTS:
SR.NO
I. Introduction of the Company 2
II. Principles of Talent Management 2
III. Involving the Right People 4
IV. Employer Branding 6
V. Job Analysis 8
VI. Job Design 9
VII. Recruitment and Selection 10
VIII. Training and Development 12
IX. Performance Appraisal 13
X. Employee Retention 16
XI. Employee Engagement 19
XII. Succession and Planning 22
XIII. Conclusion 22
1|Page
, I. INTRODUCTION OF THE COMPANY:
Google LLC, founded on September 4, 1998, by Larry Page and Sergey Brin is an American
multinational technology company that focuses on search engine technology, online advertising;
cloud computing, computer software, quantum computing, e-commerce, artificial intelligence,
and consumer electronics. It has been referred to as the "most powerful company in the world
and one of the world's most valuable brands due to its market dominance, data collection, and
technological advantages in the area of artificial intelligence. Its parent company Alphabet is
considered one of the Big Five American information technology companies, alongside Amazon,
Apple, Meta, and Microsoft. Google consists of 139,995 employees as of 2021.
The following information consists of the talent management aspects existing in the
organization.
II. PRINCIPLES OF TALENT MANAGEMENT:
Google Company is one of the organization’s that have managed to retain and motivate its
employees through its unique talent management strategy. The firm’s talent management
strategy that has been developed over the years has managed to achieve a substantial level of
success in hiring, managing and retaining a good number of employee portfolios in the company.
1. ALIGNMENT WITH STRATEGY:
Google's generic strategy, based on Michael Porter's model, is differentiation. This generic
competitive strategy involves a broad market scope. The company offers products to everyone
around the world. Google’s organizational structure supports the company’s organizational
culture to maximize innovation. Innovation contributes to the brand image, which is an essential
strength identified in the SWOT Analysis of the company. The alignment between the corporate
culture and corporate structure helps develop the company’s competitive advantages to address
the long-term strategic challenges set by the organization. Google is an example of aligning and
effectively using corporate structure and corporate culture to achieve strategic objectives in
developing competencies for business growth. This structure-culture alignment promotes human
resource competencies that are essential to business development toward the fulfillment of
Google’s corporate mission and vision statements.
2. CULTURAL EMBEDDEDNESS:
Google management is committed in ensuring that the styles, norms, values, and beliefs are
strictly followed. For this very reason the company remains a major influence in the global
information technology, consumer electronics, and Internet services market. For instance, the
firm’s cultural model of management allows cross-functional management practices that
encourage work processes and motivate employees. The cross-functional models are aided by the
open communication system that limits the organizational structure spectrum. Moreover, the
2|Page
Submitted By:
Aisha Irfan EB19542008 Training and Development Submitted To:
Dr. Samina Muhammad
Arqam Afaq EB19542014 Performance Appraisal
Employee Engagement Course Name: Talent
Batool Abbas EB19542021 Employee Retention Management
Mahnoor Imran EB19542040 Job Design Course ID: BA (BBA-HRM)-615
Rohan Kumar EB19542063 Succession Planning
Safia Tariq EB19542067 Recruitment and Selection
Syeda Rida EB19542078 Job Analysis
Fatima
Tahreem Ahmed EB19542080 Involving the Right People
Inclusive Approach
Warisha Wajid EB19542085 Principles of Talent
Management Date: 26/10/2022
Employer Branding
,TABLE OF CONTENTS:
SR.NO
I. Introduction of the Company 2
II. Principles of Talent Management 2
III. Involving the Right People 4
IV. Employer Branding 6
V. Job Analysis 8
VI. Job Design 9
VII. Recruitment and Selection 10
VIII. Training and Development 12
IX. Performance Appraisal 13
X. Employee Retention 16
XI. Employee Engagement 19
XII. Succession and Planning 22
XIII. Conclusion 22
1|Page
, I. INTRODUCTION OF THE COMPANY:
Google LLC, founded on September 4, 1998, by Larry Page and Sergey Brin is an American
multinational technology company that focuses on search engine technology, online advertising;
cloud computing, computer software, quantum computing, e-commerce, artificial intelligence,
and consumer electronics. It has been referred to as the "most powerful company in the world
and one of the world's most valuable brands due to its market dominance, data collection, and
technological advantages in the area of artificial intelligence. Its parent company Alphabet is
considered one of the Big Five American information technology companies, alongside Amazon,
Apple, Meta, and Microsoft. Google consists of 139,995 employees as of 2021.
The following information consists of the talent management aspects existing in the
organization.
II. PRINCIPLES OF TALENT MANAGEMENT:
Google Company is one of the organization’s that have managed to retain and motivate its
employees through its unique talent management strategy. The firm’s talent management
strategy that has been developed over the years has managed to achieve a substantial level of
success in hiring, managing and retaining a good number of employee portfolios in the company.
1. ALIGNMENT WITH STRATEGY:
Google's generic strategy, based on Michael Porter's model, is differentiation. This generic
competitive strategy involves a broad market scope. The company offers products to everyone
around the world. Google’s organizational structure supports the company’s organizational
culture to maximize innovation. Innovation contributes to the brand image, which is an essential
strength identified in the SWOT Analysis of the company. The alignment between the corporate
culture and corporate structure helps develop the company’s competitive advantages to address
the long-term strategic challenges set by the organization. Google is an example of aligning and
effectively using corporate structure and corporate culture to achieve strategic objectives in
developing competencies for business growth. This structure-culture alignment promotes human
resource competencies that are essential to business development toward the fulfillment of
Google’s corporate mission and vision statements.
2. CULTURAL EMBEDDEDNESS:
Google management is committed in ensuring that the styles, norms, values, and beliefs are
strictly followed. For this very reason the company remains a major influence in the global
information technology, consumer electronics, and Internet services market. For instance, the
firm’s cultural model of management allows cross-functional management practices that
encourage work processes and motivate employees. The cross-functional models are aided by the
open communication system that limits the organizational structure spectrum. Moreover, the
2|Page
