What Makes Google the Best Place to Work and Why

WHAT MAKES GOOGLE THE BEST PLACE TO WORK AND WHY? An organization’s human capital management strategy is crucial in the 21st century because it determines its attractiveness to qualified potential candidates. The desirability of a company for prospective jobseekers is driven by factors such as organizational culture, remuneration, opportunities for advancement and the day to day work routine. For seven years, Google has earned the Fortune 500 companies’ top spot as the best companies to work for. One of the main reasons for its popularity as an employer is that it places its human capital in high regard. It respects them and is committed to ensuring they are satisfied and supporting their professional and personal growth.

Google is one of the largest and most valued companies in the world and the US. It has a high market capitalization. It has over 70 offices in 40 countries around the globe from North America to Asia and Africa. As such it can afford to hire some of the most qualified candidates in the industry and to provide them with attractive terms of employment and perks.

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One of the methods it uses to attract and retain the best talent is providing an excellent work environment for its employees that focuses on fun, productivity, creativity, and wellness. It seeks to ensure that its employees’ are well taken care of within the Google campus and also outside in terms of health, morale, and comfort. The workspaces are ergonomically designed, and there are gaming centers and organic gardens for staff to unwind. Among other facilities, there are bicycles and electric cars within the company’s campus to get staff to meetings faster and more conveniently. In return, Google has some of the most dedicated and innovative employees in the entire technology industry.

Google offers an on-site staff clinic and wellness center to keep its staff in excellent health. Additionally, it provides great health insurance to its employees so that they do not have to worry about medical bills for themselves and their immediate dependents. Google also provides travel insurance and emergency evacuation assistance to its employees for both work and personal vacations.

Google provides 22 weeks paid maternity leave for new mothers, and 12 weeks for new fathers; this is longer than most companies. It also provides on-campus child-care services and quiet rooms for lactating mothers to express breast milk.

Google gives its employees the opportunity to advance their studies through a Global Education Leave Program which enables Googlers up to one year off as study leave. Google also pays its employees’ tuition fees for the entire duration of their studies.

Owing to the fact that Google is one of the most respected companies in the world, its employees become more attractive in the job market, and if they leave Google, they are likely to be hired into higher positions in equally attractive companies. Google only picks the best

talent, and therefore being around other intelligent and innovative people allows for a work environment that fosters continuous learning, creativity, and professional growth.

Google's employee retention strategy is centered around four essential elements these are: job satisfaction, the work involved, reward and remuneration and opportunities for advancement.

1. Job Satisfaction Google enhances its employee’s job satisfaction by creating a work environment that increases team spirit, productivity, creativity, and fun. Google gives its staff flexible working hours and allows them to work on the projects that they are most passionate about.

Additionally, Google has developed a well-structured performance management system to ensure that each employee is offered the mentorship, support and guidance they need to achieve their personal and career goals. Employees are also encouraged to mentor and coach each other to create a connected and caring community. This creates a work culture that emphasizes on team effort, fun and creativeness. Google also does a thorough job analysis to match individual employees with the jobs that they are best suited for, thus decreasing the chances of demotivation and dissatisfaction.

2. Work Involved Google search engine is used over a billion times every day. Googlers play a crucial role in organizing data and making it accessible to internet users from all walks of life worldwide. This makes them feel that they work they do on a daily basis is meaningful and appreciated the world over. Google has a flat management structure which allows staff to communicate more efficiently with executives and also engage in decision-making processes (Sharma, 2009).

3. Reward and Remuneration

Googlers’ salaries are significantly higher than those of their peers within the same industry. It has a Pay-Per-Performance compensation package which ensures that the most outstanding employees are rewarded with higher pay. The median salary for a Google employee is $140,000. Google also has the highest productivity per employee than its industry peers at $1.2 million per year. In addition to the above-average salaries, Google also offers its employees’ perks that they are likely not to find in other companies such as transport to work, free meals, free laundry services and an on-site physician.

4. Opportunities for Advancement Google provides a challenging, engaging and dynamic work environment which allows its employees to grow tremendously in their personal and professional lives. Employees are offered significant incentives to pursue their studies. Staff with leadership potential are coached and mentored to prepare them for higher roles within the organization.

Google competes for the best talent in the market with tech firms such as Apple, IBM, HP, Microsoft and numerous other start-up firms therefore it has to offer its employees more attractive working conditions and perks, since it is more expensive for a company of its stature to recruit and train new staff than to retain the existing highly qualified personnel (Bains, 2011). It has therefore embarked on developing a thorough people management strategy to ensure that its employees are happy, satisfied and motivated to enjoy working at Google. Instead of ‘Human Resource,' Google calls its talent management function ‘People Operations' or ‘POPS' as Googlers know it.

This communicates the fact that it is a people-centric function whose goal is to focus on the satisfaction, motivation, and happiness of its staff as part of its success. The Human Resource function focuses on removing any barriers to its employees’ happiness and making

their lives free of worry within and outside the Googleplex. Google is deliberate about this because it is aware that a happy and content is more creative and productive. This is one of the factors that has helped Google achieve its stellar success.

Google uses calculated data to develop its People Operations policies. This data helps Google to make informed decisions about hiring the candidate who is most suitable for Google and also promoting the best methods to retain the hired candidates. It does not leave anything to chance when it comes to attracting and retaining a qualified workforce, and this makes it an ideal company to work for.

Reference Bains, G. (2011). Meaning Inc: The blueprint for business success in the 21st century. Profile Books.

Sharma, S.K. (2009). HANDBOOK OF HRM PRACTICES: Management Policies and Practices.

Global India Publications.

Armstrong, M. (2010). A Handbook of Human Resource Management Practice. Kogan Page Publishers.