TRAINING AND DEVELOPMENT AT GOOGLE

INTRODUCTION:

Googles training and development programs can be viewed through the

famous HR framework called the ADDIE Model.

The Company initially Analyses the employee and organisational needs,

then Develop and Designs the training and career development programs
for its employees. After Implementing the various programs, it
continuously Evaluates its programs and improves it after getting
feedback from its employees and its data analytics team.
EMPLOYEE ORIENTATION PROCESS:
Googles Analytics team plays a vital role in the employee orientation
process at Google. The company follows what is called Just-In-Time
approach where Googles analytics team has found the critical factors
that positively affect the productivity of new-hires. Then, Google sends an
e-mail alert to the hiring manager on the Sunday before the new-hire
joins, comprising of five critical tasks:
1) Have a role and responsibilities discussion.
2) Match your new hire with a peer buddy.
3) Help your new hire build a social network.
4) Set up on boarding check-ins once a month for your new hires first
six months.
5) Encourage open dialogue
This process has ensured that new hire time to productivity by a full
month, which 25 percent faster.
Senior engineers deliver live lectures on Google practices and culture.
during which they talk about their experience and share the engineering
perspective. All these practices ensure employees get accustomed to
companys norms and culture.

CONTINUOUS TRAINING AND DEVELOPMENT FOR EMPLOYEES:

Individual-organization Job Matching:
Google ensures person-job fit, person-group fit and person-organization
fit by conducting by conducting a combination of performance appraisals
and reviews. This ensures that an employee needs and organization
needs are aligned, thereby increasing employee satisfaction and helping
the company meet its goals.
70/20/10 model:
Google pioneered the 70/20/10 model where employees spend 70% of
their time on their core projects, 20% of their time on related projects
and 10% of their time on learning something new. This way Google
ensures that employees also get to work on projects that they are
passionate about and thereby add value to the company. Gmail app is a
result of employees spending time on their pet projects.

GoogleEDU:
Google EDU is a formalized learning and leadership development
program that helps employees learn new skills at workplace. Google uses
data analytics to help prescribe the right courses to the right employees
at different stages in their careers. Google, for example, uses employee
reviews- both current and former- as a data point to prescribe the right
courses to their managers., when the managers move to different city or
join a new team. The learnings that are given to individual in a
customized fashion. For eg: a new manager who has joined Google may
be used to a hierarchy based leadership, whereas in Google Job titles
rarely matter. Such managers will be taught on how to subtly influence
their employees, in the current Google culture.
Googles algorithm based approach on talent acquisition and
retention:
At Google, The Human Resource Department is called People Operations.
The Peoples operation team have developed an algorithm to predict
which employee has the highest probability to succeed in the role for
which they have hired. They also have an algorithm to screen through the
candidates which they have rejected, which indicates the rigor applied
for their recruitment process.
They have a retention algorithm which helps Google identify which
employees are most likely to leave. The algorithm is based on employee
reviews, pay and promotion histories.
CAREER DEVELOPMENT THROUGH DATA DRIVEN HR:
Project Oxygen:
In this project, Google was able to identify 8 characteristics that make a
Great Leader. Through its various data samples, it concluded that
periodic one-on-one coaching which included expressing interest in the
employee and frequent personalized feedback ranked as the most
important reason for being a successful leader
Google Pi-Lab:
Pi-Lab stands for Peoples Innovation Lab. Google is trying to re-invent its
HR practices with its data driven approach to HR. The objective is to
bring in state of the art organizational practises in the company,
managing people and maintaining a productive environment. For eg:
Google reduced the calorie intake of its employees at their eating
facilities by reducing the size of the plates. This decision was taken based
on scientific data and experiments.
CONCLUSION:
In 2014, Glassdoor claimed that Google claimed the top position in its
annual list of "50 Best Places to Work. This is largely due to the fact that
Google has been align employees career need with the companys
organizational goals by providing adequate training and career
development programs.
RECOMMENDATIONS:
Despite, having a coveted training and development programs, the
company still has a high turnover rate. One of the reasons is that
employees feel they are not effectively used by their company. This issue
can be addressed by enhancing their retention algorithm to predict the
employees who are most likely to leave because of this factor most
accurately. After finding out the employees, they should be utilised better
through job rotation and helping their employees meet their career goals
by designing the relevant career development programs. This will ensure
employee loyalty and reduce the attrition rate of Google.

REFERENCES:
https://www.eremedia.com/ere/wow-googles-simple-just-in-time-checklist-
improves-onboarding-results-by-25/
https://www.quora.com/What%E2%80%99s-the-new-employee-
onboarding-at-Google-like
https://www.forbes.com/2009/05/19/google-employee-retention-
technology-paidcontent.html
http://www.europeanceo.com/business-and-management/secrets-of-
googles-talent-retention-success/
https://www.eremedia.com/tlnt/how-google-is-using-people-analytics-to-
completely-reinvent-hr/
https://research.googleblog.com/2012/06/hello-sciencemeet-hr.html
https://www.wsj.com/articles/SB100014240527023034104045774668526
58514144
http://panmore.com/google-hrm-training-performance-management
https://www.forbes.com/sites/quentinhardy/2011/07/16/googles-
innovation-and-everyones/#2c54adad3066