Apurva Bhagwat

BEST PRACTICES IN HRGoogle and Godrej

Google

Godrej

The Two Companies For Study Are

Google Google is recognized as one of the world’s leading multi-platform internet

companies doing business around the globe in more than 40 countries and 70

offices. It employs approximately 53,600 people full time while designating 20,000 of its

working population to research and development. Google was founded in 1996 and its HR department was redefined as People

Operations (POPS) who have placed great emphasis on innovation as a critical

target for its people management. A core philosophy acknowledged by Google is

that people drive innovation and their potential cannot be maximized until they

have successfully been recruited and retained in an environment that fosters

exceptional managers and innovation. Companies like Google have realized great

successes by continuous innovation that can only be recognized when an emphasis

is placed on its people management.

Godrej Group The Godrej group is an Indian conglomerate

headquartered in Mumbai. It operates in sectors as diverse as real estate,

consumer products, industrial engineering, appliances, furniture, etc.

From building leaders, spotting talent at campuses, flexible work options and encouraging more women to join the workforce, Godrej Consumer Products builds an environment that nurtures talent at every stage. 

Taking pride in offering an outstanding workplace, Rahul Gama, head - Human Resources, Godrej Consumer Products, says “One of the principal areas of focus has been attracting, retaining and developing women talent, so that we have a robust pipeline of potential leadership for the next three to five years. While 53 per cent of our team members globally are women, we still have a lot of work to do on this front in India.” 

Best Practices in Google Building innovation into job descriptions: '20 percent time' 

Technical employees are required to spend 80% of their time on the core search and advertising businesses, and 20% on technical projects of their own choosing.

Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google’s approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature

Benefits/Perks: Google employees have a wide variety of interests both inside and outside Google. We strive to design a unique benefits package that helps Googlers balance their busy lives and allow them to focus on the things they love to do. Our Benefits/Perks team develops programs like our top-tier health plans and a generous 401(k) matching program, in addition to on-site services at our U.S. headquarters which include a wellness center with on-site physicians, cafes with gourmet meals, four full-service fitness centers and massage services. 

In addition to establishing both initial and ongoing rates of pay consistent with the Google philosophy, we also encourage, recognize and reward outstanding – and astounding – levels of performance. 

The team ensures that Google pay, in total, meets our goal of being highly competitive with other companies. In addition to establishing both initial and ongoing rates of pay consistent with the Google philosophy, we also encourage, recognize and reward outstanding – and astounding – levels of performance. 

Human Resources Business Partners (sometimes called HR Generalists) are on the front line of servicing and interacting with our employees. We perform both hands-on and strategic roles in providing human resources expertise in employee relations, coaching/development, compensation, conflict management, organizational development, training and more. HR Business Partners are also instrumental in initiating and driving HR programs/initiatives within those organizations, placing considerable focus on retention, scaling and culture issues. 

The Human Resources Technology and Operations team designs, implements and continuously evolves innovative technology tools that enable all aspects of the HR function

Best Practices in Google

Free meals from 11 on-site gourmet restaurants and snack rooms all over, complete with cereal, candy, fresh fruit, cappucino makers, the works. 

An on-site fitness center, complete with weight room, lap pool, personal trainers and massages. 

Five on-site doctors and, all free Game rooms that include pool tables, foosball, ping-pong,

and arcade games. Rock-climbing walls, beach volleyball and roller hockey twice a week in the parking lot. 

Engineers can spend 20% of their time at work on independent projects. 

Employees can bring their dogs to work, so long as their co-workers don’t mind, the dogs are not aggressive, are free of fleas and the owners clean up after them. 

Pajama day, TGIF parties every week and charity events on-site. 

Six weeks paid sabbatical available for every 6 years an employee works there (537 employees took sabbaticals last year). 

Free car washes and oil changes on-site. If an employee wants to buy a hybrid vehicle, Google will give her $5,000 toward it. They also provide free Wi-Fi enabled coach buses from five Bay area locations. 

Free on-site salons and barber shops. 

Best Practices in Google

Google will reimburse up to $500 in takeout for the first 4 weeks of an employee’s maternity leave. 

Available resources to study 4 foreign languages: Madarin, Japanese, Spanish and French. 

Free on-site laundromat and dry cleaning.  On-site childcare.  Motorized scooters for on campus travel in

style (and speed).  A founders award, up to millions of dollars

(literally), for new program ideas and designs. 

Best Practices in Google

Best Practices in Godrej Diversity & Inclusion programme

There are resource groups for working women (Godrej alliance for women) and parents (Godrej alliance for parents) with cross-company leadership networks. Both these networks are supported with periodic trainings, external speakers and workshops to address the particular issues that each group may encounter. 

Maternity policyThe company’s maternity policy offers full pay for six months. We are endeavoring to create an open and inclusive environment for our women talent, who return to work post an extended break. 

Flexi work and part time work options are also available to help make this balance along with other facilities at our offices. A robust talent management process to groom high potential women talent.

100 Leaders Programme: This program will ensure build leadership & functional capabilities and develop a pool of engaged leaders with global skills and mindsets.

Godrej LOUD Godrej LOUD (Live Out Ur Dream) is a new approach to spotting and attracting talent at business school campuses in India.

Godrej Fellows ProgrammeIt is a unique programme that aims to create future Godrej leaders. Each year, the programme brings together a group of 12 exceptional young Godrejites under the age of 35, from across companies and functions, who have unconventional ideas to change Godrej.

Best Practices in Godrej

Comparison Both Google and Godrej concentrate on developing

good talent and give their employees the freedom to innovate.

Google has a lot of innovative HR practices to engage its employees and retain them as discussed above whereas Godrej has the regular practices such as flexi work schedules, maternity leaves etc.

Godrej puts efforts in finding good talent through various programs such as Godrej LOUD, Godrej Fellows Programme.