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ly short coming is its very-very long procedure and in most companies Candidate won't wait for several months for receiving answers, which depicts the magnetic pull of Google.

Corporate Conditioning

The HR policies at Google are like Swiss Army Knife, they are simple, can be taken and applied everywhere (mostly)

If one is need of a certain tool, the Doodads can be pulled out and get the work done.

One of the tool is Training and Development at Google, i.e. Instructional System Design, which guarantees the learning of training program to Google's real Organizational need.

The 'Keep the Teams Small' helps the management to precisely focus on the need of training.

Development at Google takes place continuously as the high skilled engineers are present with each team.

The procedures which are quite complex in Google, are made simpler by the teams mates when assistance is seek-ed from the High Skilled Engineer and unknowingly the employee gets trained into a special skill.

Finally Training and Development at Google is effective because of the small teams, the communication takes place at pace and completion among teams helps employees to continuously polish their skills and on the parallel acquire new ones, which gets depicted at Google Labs.

Part II

An Innovation through Employees

Towards High Road

Recruiting best of best is good but making them work together is much better.

Google takes into account the very basic Internal & External motivation concepts. Google relies on Internal motivation much more than External motivation. For eg. Google looks in the desire to produce quality soft wares, which depends on the cooperation and participation of thousands of potential employees who donate their time to develop and improve softwares.

Thus for making employees participate in management, Google's approach was to reinvent an approach that 3M company had adopted.

3M's 15 percent policy encourages its researches to devote 15 percent of their time to projects of their own.

Google's policy splits the work hours of its employees in Two parts: 80 percent of their time is dedicated to assigned projects and remaining 20 percent to personal research which ultimately leads to employee participation in management.

The 20 percent policy is boom for employee who never had a moment to spare at previous jobs and for Google it helped to reduce turnover among employees to negligible.

This policy is one of the main stays of the Google innovation. When an employee visions a new product Managers don't say, 'Its not a priority, so don't waste your time on it'

20 percent policy enhances productivity and it has also lead to emergence of new Google products like Google Suggests, Adsense for Content, Orkut, Google Chrome and many others.

This unusual HR policy, requires new administrative practices. At Google employees 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。