Google Total Compensation Plan

I would like to begin by saying that I am usually not jealous or envious of many people but I have to say I am actually jealous of all the googlers. That being said I know now if I was to ever own my business I will make sure to first read Laszlo Bock’s book “WORK RULES! INSIGHTS FROM INSIDE GOOGLE THAT WILL TRANSFORM HOW YOU LIVE AND LEAD” I believe this book can help transform the way we conduct our businesses and how we treat our employees. It’s the new way of looking at the workforce, the old view was to invest in your business and not employees but new view is when you invest in your employees the rest will follow. Google’s HR along

Google has a pay for performance strategy. When utilizing the pay for performance program it should reflect: what fuels individual performance, what links individual performance and organizational performance, and how to effectively use performance goals to achieve short-term successes and long-term objectives while managing risk.

This report examines 3 different compensation systems that our company can develop and enforce within our company for our employees. Compensation is the most important and rewarding factor for employees, so a thorough and thoughtful approach should be taken as we think about changing the way in which this company rewards it's employees for the work they do for us each and every day.

With the constant change in today’s business world, to have a competitive advantage makes it difficult for employers to attract and retain the most talented employees. Identifying the company’s compensation strategy ensures the organization offers the right pay and manages the pay increases to retain top talents. When we hear the word compensation we think about compensating an employee for their work performed, but there

This paper is provided to create, organize, and manage a total rewards program for an insurance company. First, it indicates the requirement of a total rewards system for the company. Then, it formulates a competitive strategy and explains it. Since the communication of a strategy is as important as the strategy itself, the paper includes a communication plan of the strategy. And last but not least it studies devising a competitive pay structure.

Introduction Total reward packages are designed to attract the potential employee to all the benefits the organization has to offer. The packages focus on health, financial options so the employee and their families can full their dreams and live life to the fullest. This paper will discuss a case study called Geico. It will include information about the Geico total reward program and how it lines up with the five top advantages of a total reward package.

Page has given his employees a lot of amazing extras to enjoy while at work, which include free food, access to gyms, and flexibility. Page believes in innovation so he wants his employees to work on projects they are excited about. He thinks this will get others excited about the project too. His goal is to make his employees feel they have great opportunities, are making a difference, and donating to society. Page wants Google to feel like a family which will, in turn, make them what be more of a part of the company. He believes the extra incentives he gives his employees help people see the company as a family and make them more productive. Page also believes in focusing on production more than on working regular work day hours. Google will continue to evaluate their worker associations so they can continue to do what is right for them. Page wants the company to put an emphasis on health care so there are gyms at Google locations and they have doctors on the site. He also says he believes in having flexibility so his employees can have a healthy balance of work life and family life. His main belief is that if you give people respect, they will do the same for your company (Lashinsky,

This paper will examine setting the stage for strategic compensation and bases for pay. There are three main goals of compensation departments: internal consistency, market competitiveness, and recognition of individual contributions. Internally consistent compensation systems define the relative value of each job among all jobs within a company. (Martocchio, pg. 22, 2011) With this system companies want employees to be paid more based on their qualifications and responsibilities. They believe someone with less experience should be paid differently. To determine such evaluation companies use job analysis in order to provide job descriptions. The job evaluation is to determine pay according to a particular position. Market-competitive

Pivotal in that philosophy development is how and to what extent pay will be tied to specific types of performance.  This issue will not be treated the same in every organization.  However, every business should be able to identify certain performance objectives it wants its workforce to fulfill and the financial outcome that will be achieved if that result is attained.  Such a projection can be translated into an increased shareholder value figure.  (The VisionLink Advisory Group)

Google is one of the most popular, and most used web search engines in the world. Google also has many services that helps you send mail, generate website pages, and create blogs. With all of these great tools come many great, user-friendly features specifically tied to Google. Google has vastly become one of the best search engines in the world, if not the best. Google averages about 12 billion searches per month, which is the most by any search engine in the world. Users can also search for photos, newsletters, and even geographic locations. The best part is, that all of these services are basically free. Google has also set to build more then just a search engine. Google is working on Google glass, self-driving cars, and even have a cell phone called the Android. Google also owns the rights to YouTube, where many users go to upload and watch countless videos. Another great thing the company is doing is spending money on alternative energy sources; last year Google spent 1 billion dollars trying to increase the use of wind and solar energy. Google is also fighting in D.C. to keep the Internet free for Americans. Lastly, Google has one of the best working environments in the world. Google has been the number 1 best company to work for 5 times in a row, including this year. They have been reported to the best human resources department in the world, taking their employee’s happiness over profit. There is no doubt in anyone’s mind that Google is not the best company to work

Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.

The final problem that we identified is the incoherence of inclusion of the cumulative merit in the calculation of salaries. In the case-study we can read that the system includes cumulative merit. However it is not clear how it is included in the compensation system. In one hand it is said that they measure performance over time at Vitality but in the other hand it is not accounted for rewarding employees.

Google is a renowned search engine among computer and internet users. The company was launched at 1988 by Sergey Brin and Larry Page while they were Ph. D. students at Stanford University. Sergey and Larry first went to Yahoo with their search engine, but Yahoo turned them down in January 1996. If yahoo had accepted their search engine then Google wouldn’t be at the position where it is currently. It might have sunk or would have risen above what Google is now. But since it didn’t have let’s not scratch our heads into that. Yahoo declined Sergey and Larry’s project and later in 1988 they both opened there company called Google.

Google’s human relations and human resource management styles have changed the way that companies will be managed in the years to come. Google’s model of motivation and leadership tears down the traditional scientific management theory which focuses on results rather than the employees who deliver those results. The Vice President of People Development at Google stated that the company’s strives “to create the happiest, most productive workplace in the world. It’s less about the aspiration to be No.1 in the world, and more that we want our employees and future employees to love it here, because that’s what’s going to make us successful” (Smith,2014). Google shows employees they are valued and constantly motivates them in the workplace by creating a culture that fulfills their needs in all aspects. The office design, the management style, policies, and perks/benefits all put the employee first.

Google’s way to reward the team after working so hard to achieve their goals. A great way destress and team build.