Talent management practices in google is discussed in this slide

2. Google is a multinational public corporation,
it develops and hosts internet based
services and products. Google is one of the
biggest search engines in internet and it
processes a billion searches. Larry Page and
Sergey Brin started Google as their research
project while doing there PhD at Stanford
university in California
The organization recognizes the importance
of talent management for business
continuity. “People and talent are the only
sustainable advantage in the global
knowledge economy”, (Google, 2012). In
addition, the Google has stressed this
throughout the organization. They have
implemented employee retention strategies
into corporate culture and invest heavily to
recruit and retain human capital.
About

3. Acquisition Strategies
Organizations such as Google have continued to develop
acquisition strategies. This can be specifically observed
in their employee benefits package and incentive
programs. Google is known and recognized worldwide
as an organization that cares about its employees. The
extensive programs, offers, and incentives entice many
prospective and potential candidates. Employees while
at work, have the option to play video games, clean
their clothes, or even go swimming.

4. Talent Retention Strategies
• Google has also demonstrated its ability to manage their talent. Not only is
there a well-established and organized HRM, the organization improves the
manager’s ability to manage. The organization isn’t structured in a triangle tier
with managers and supervisors dominating the top. The organizational
structure is horizontal.
• In this manner, the culture does not mandate the employees submit to the
demands of management due to their title. Managers are often nominated
into their position by their peers and their respect is earned by their leadership
qualities and potential.
• In addition Google, “uses employee reviews of managers-similar to instructor
reviews that college students fill out at the end of the semester-to suggest
courses to managers”, (Walker, 2012). This ensures that management is
meeting their objective and HRM to doing what it can to retain its employees.
Employee satisfaction is fundamental to employee retention. Ensuring that
employees have a voice and their needs are being addressed and assist HRM in
talent management.

5. •Google has an extraordinary focus on increasing
collaboration between employees from different
functions.
•It has found that increased innovation comes from
combination of 3 factors- Learning, collaboration and
fun.
•It even tracks the times spent by the employees in
the café lines to maximise collaboration.
Work place Design drives Collaboration

6. Predictive modelling:
People management is forward looking at
Google. As a result, it develops predictive models
and uses “what if” analysis to continually improve
their forecasts of upcoming people management
problems and opportunities. It also uses analytics
to produce more effective workforce planning,
which is essential in a rapidly growing and
changing firm.
Bicycles painted in the corporate
color scheme are available for
free use by any employee
travelling around the Googleplex