Google's total compensation plan

Thèmes abordés

Human Resources Google Total compensation plan management

Résumé du document

Google is a monopoly in itself, an Internet giant, and it has a different and special structure. Employees maintain a link among them, while simultaneously retaining a sense of autonomy. In this paper, we will examine Goggle's Total Compensation Plan, and its relevance in this company. Firstly, we will indentify Google's pay philosophy; we will explain the terms of lead, match and lag and how they are used in this company.

The most important part of our project revolves around the direct financial compensation, the wages, the salaries, the incentives, and also the indirect financial compensation, i.e., the mandatory and voluntary benefits. The non-financial compensation including the job environment aspects will be clearly presented as well.

Subsequently, the document will focus on the performance appraisal method that we have chosen to develop in this company. In this section, we will see that a company like Google cannot depend exclusively on one performance method to distinguish differences between employees.

Finally, we will develop the factors used to evaluate employee performance, for instance, the skill, knowledge, education and other factors. We have chosen these factors because they are really significant in this company.

Extraits

[...] (Great Place to Work Institute para.4). To conclude on the point of pay philosophy, Google use a lag strategy due to all advantages provided by the company. With approximately 1,300 resumes received every day by the HR recruitment department, Google can reduce wages to reduce more labor cost and increase revenues. Financial part First of all, let's put a definition on the difference between a salary and a wage. The wage is paid to the labor that is directly involved in the production, and in general, it is the money given to the employees per hour. [...]

[...] Indeed Google gives to its employees a lot of non financial advantages. First the schedule is adapted to everyone and very flexible. The schedule is composed with two kinds of workshop, that is to say flexible one which correspond to the autonomous works and researches and the set time workshops which correspond to the teamwork and other team activities. Second the facilities of Google are made to be pleasant for employees the can use their bikes inside the building, play a lot of games during their breaks even relax on a massage chair. [...]

[...] Human Resource Management- Google total compensation plan Introduction Google is a monopoly, and it has a different and special structure. Employees are linked between themselves, and after in a moment they become autonomous. In this paper we are going to talk about the total Compensation plan, and we are going to explain its importance in this company. First of all we are going to indentify Google's pay philosophy. We will explain the terms of lead, match and lag and how they are used in this company. [...]

[...] This means that Google strategy is to give a lower salary to employees and to make more profit. We sow that is not enough to talk about only one performance appraisal strategy, but we realized that in Google Measuring results is a very important one. At last we made a list and explained the principal factors that Google uses to evaluate employee performance. We think that the continual growth in this domain will change all strategies we have talked before in order to accommodate to new consumers needs and to better respond to them. [...]

[...] First, if we were in Google Company we will use first the knowledge of work. Indeed, it is in our opinion the base for doing a good work in a company. This criteria means how well the employee know his job and also what level of technical knowledge the employee demonstrate in order to accomplish the tasks of his function. As everybody knows, today, productivity is at the middle of preoccupations of companies, so if we want to stay in the market we must be more productive than the others. [...]