Human Resource Management ofPresented By: Kriti Poudel Manzil BhujelPuspalata Baral1People dont work at Google for money. TheyworkatGooglebecausetheywant tochangetheworldwhileenoyingtheir life.!2"bout Google#ounders$arryPageand%ergey&rinmetat%tanford 'ni(ersityin)**+.&y)**,-theyhadbuiltasearchengine .initiallycalled&ackRub/thatusedlinkstodeterminethe importance of indi(idual webpages.0twas(otedas1neofthe&est2ompanytoworkwithin "merica on 34)5.0thirespeoplewhoaresmartanddeterminedandfa(ors ability o(er e6perience.0tpro(idesa(arietyofser(icesforpeopleandbusiness house.0t gi(es around )34 hours of employee training per year.0t recei(es more than 3 million applicants per year.3$earning from Google7 0ncreasing the 8uality of 9ork $ife:mployeeswere treated only as a factor of production#ocus has turned towards human resource department- at e(ery organi;ationtoensurethatemployeesarestillcommittedtothe organi;ation.Maintain the employees so that they are satisfied with their workGi(ingattentiontothe T1 91R? #1R@ #1RT'=: M"G"A0=:68uality of 9ork $ife .89$/89$ is an outgrowth of the human relations mo(ement.0tisamanagementphilosophywhichembracesthe meaningofobenrichment-inawaytomaintain employeesmentalfitness-harmoniousindustrial relations and participatory management.0tisamanagementparadigmabouthumans-workand organi;ations which handle the work. 2ontd.. 0tisnotonlylimitedtothework-butitcreatesaconduci(e workingen(ironmentinwhiche(eryonerespectsandrecogni;es oneanothersdignitysothatemployeesaremoti(atedand satisfied when they ha(e done their obs.89$sgoalsaretoincreaseproducti(itybysatisfyingthe employees by addressing their emotional needs.89$managementcreatesanatmosphereoffreedom- participation- and autonomy in which each worker is a partner in sharing a common obecti(e.8#actors to 0mpro(e the 9orking $ife of :mployees). #air compensation 7 9orkers should recei(e sufficient pay and benefits to reach an acceptable standard of li(ing- and the pay should be similar to others performing e