Introduction
Google has proved that it is going to go to any length to maintain its place in the status quo. The current multi-billion and multinational company was found in 1998 by two Ph.D. students Larry Page and Sergey Brin. Though the company initially endured times of difficulties and the founders at some point decided to sell it, the rest is history. The company is based on internet services and other related programs and currently employs approximately 60000 people who are to manage and build its reputation as the leading internet, computer and software programs provider.
Basically, there are some factors that come into consideration when a large number of employees is involved mainly to prevent backlogging and inefficiency at the workplace. This is the reason why Google has implemented some performance management policies, practices, and management strategies to enhance the performance of the company from an individual’s perspective. It is on this note that we come to describe the relevance of this essay. The aim is to provide an insight into the policies, strategies and management practices implemented by Google that are meant to improve the performance on the basis of organizational, team and individual performance. Furthermore, a critical analysis of arguments for the application of performance management procedures, rewards and sanctions will be done. To cap it all is the determination of the necessity of communication skills when managing achievement and underachievement.

Policies, Strategies and Management Practices at Google

It has often been known that Google develops unique strategies to manage its human resource team. More to this is the fact that it is one of the best employers (Nightingale, 2008). The primary reason for this is that it aligns its growth strategies with the policies that manage the employees.
To begin with is the friendly employee work culture that has been nurtured at google. Because of the friendly atmosphere associated with the workplace, many employees commit themselves to work. It is known that the employees at Google are awarded privileges on matters of family, health, and environment which are substantially absent in other companies. Some of these privileges include casual wear, free drinks, free breakfast lunch and dinner, recreational activities such as football and swimming, the employees can go to work with their pets among others. Furthermore, there are bonuses that accrue from referral to add to the fact that there are maternity and parental leaves. This in effect provides the space for every individual to use and execute his talent for the very best performance. It is in effect that this management practice has been described as to have maximum care and support for the employee ,basically for proper work motivation (Pratap, 2017).
Recruit of new employees and staffing is another aspect that is to be considered to understand the secrets behind the company’s success. Considering that any vacancy in google will attract thousands of applications, the team has to strategize on policies that select the best of the best. In the selection process, Google hires recruiters who are basically professionals that are able to see the compatibility aspects and the talent backgrounds of these applicants. Furthermore, on this aspect of compatibility, Google selects only applicants that are compatible with the working environment inside. The more compatible employees are the more the productivity of the company (Pratap, 2017).More so is the referral in the recruitment process. In this, employees can refer colleagues and other professionals to google thus inevitably increasing the talent base at hand and motivating the employees.
Thirdly, the training and development of employees at google is a major factor for its productivity. In this aspect, Google has developed special programs such as presentation skills and content development that are meant to ensure the professional growth of employees. More to this is the fact that engineers at Google receive special training and programs that are meant to improve their professionalism. Apart from these educational programs that are offered at leisure, there are mandatory learning programs basically running to 120 hours annually (Thomas & Karodia, 2014). This is a future strategy ensuring that the company has future leaders who will continue driving the wheel of success. Furthermore, considering that there are employee poachers in the industry, Google has ensured that people who receive professional development are retained by offering reimbursements when on leave for study.
A unique culture that is cultivated at google is giving individuals the chance to work on their own approaches and learn from their mistakes. It is referred as the 20% work since it gives an employee 20% of his time to think innovatively. Besides being a retention program for the employees, it influences creativity and morale at the workplace, in turn, increasing the productivity of the company. In essence, this is just an indication that Google focuses on talent and innovation rather than maintaining a rigid work environment.it is, in fact, the reason that Google strives to bring diversity into its team of employees. More to the diversification is that there is a continuity in product diversity to cater for the diverse customer base.

Management of Achievement and Underachievement.

Google has a unique way of paying its employees. According to Feloni (2007), Laszlo block emphasizes on the policy of unfair pay when it comes to the employees. The base of this unfair pay is the performance of employees, a case scenario occurring where one employee receives a stock award that is peanuts compared to that of the workmate. This is simply meant to be a motivation to the underperforming employee to work toward better salaries.
In transferring the knowledge from the superior employees to the underperforming ones, Google’s training and learning programs base the former as the trainers. More so, in the context of achieving the best from the underperforming employees, Google analyses the sectors that different employees are associated with and their potential talent. There are two case scenarios when analyzing a poor performing employee and these are either: a shift to another responsibility or letting them go. This, in turn, ensures that employees are in the right place at the right time and with the right team.
The idea about keeping development conversations away from performance reviews is a policy that has effectively been used at google. In this context, the superiors usually keep tabs on their subordinates by ensuring that the review of performances is shifted to goals that are to be attained on an annual basis. This is basically a method of ensuring that the company supports the employees every step in their progress.
Lastly is the compensation program that is a reward for employees performing superbly. An employee is provided bonuses for doing exemplarily well and this has the effect of motivating other employees while still maintaining the exemplary ones.
 

Advantages and disadvantages of Google’s performance management system

The management and policy systems at google have been described as very efficient but there are basically some drawbacks to this system. To begin with are drawbacks in the recruitment process and the inability to attract some professional employees. It is clear that Google has no organized formula for the selection of the employees and this is the main reason that they hire recruiters and mandate them with the responsibility of selecting potential employees. More so, the application process has often been negatively viewed and is said to have a very slow screening process, the recruitment is slow and so is the procedure for placement. On the factor of attracting new professional employees, there is a possibility that some turn down this opportunity because of job security primarily because google has very few permanent job positions as stated in its policies.
Another shortcoming of the management policies implemented at Google is the fact that each application has to go through one of the co-founders for it to materialize. This, in effect, is the basis for the slow selection process in google. More so is the fact that this slow selection process can limit the growth and development of individuals who decide to shift departments.It is thus a good measure to ensure that the selection process is fast to ensure that new recruit’s placement is done effectively.
That stated the main advantages associated with the management policy at Google is that there is the drive by employees to perform better and develop professionally. This drive is mainly associated with the bonus services and incentives that google provides. More to this is the environment at google which emphasizes on innovation and creativity. This encourages the employees into rapid decision making and in turn improving the productivity.
 

Conclusion

The policies at Google are an epitome of effective management by mainly focusing on the employee and therefore no surprise that many people long to work for this company. In the employment process, various mechanisms are used to select a potential employee but the process has been described as ineffective mainly due to the slow screening and placement. On the employed personnel, the company emphasizes on development and nurture of talent with the main aim of developing future leaders

References

Feloni, R. (2015, May 12). Google’s Hr boss shares 10 secrets to running a company everyone wants to work for. Retrieved from Business insider: amp.businessinsider.com/google-laszlo-block-management-tips-2015-5
Nightingale, F. (2008). Google’s Hr practices: A strategic edge. Retrieved from www.ecch.com/google/HRpractices.html
Pratap, A. (2017, Mar 20). Googles Human Resource Management Strategy. Retrieved from Cheshnotes: www.cheshnotes.com2017/03/googles-human-resource-management-strategy/
Thomas, S., & Karodia, A. M. (2014). HUMAN RESOURCES PRACTICES AT GOOGLE IN TERMS OF SOME, MANAGEMENT PERSPECTIVE: EXPLORING THE ENTREPRENEURIAL SPIRIT. Arabian Journal of business and management review.