Google Total Compensation Plan Essay

1861 Words Oct 12th, 2011 8 Pages
Human Resource Management
Google total compensation plan

November 04, 2009

Introduction

Google is a monopoly, and it has a different and special structure. Employees are linked between themselves, and after in a moment they become autonomous. In this paper we are going to talk about the total Compensation plan, and we are going to explain its importance in this company. First of all we are going to indentify Google’s pay philosophy. We will explain the terms of lead, match and lag and how they are used in this company.

Then the most important part of our project is the direct financial compensation, the wages, the salaries, the incentives, and also the indirect financial compensation which is the mandatory and voluntary
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But we think that one of the most important one is rating individuals. That means that performance measurement can look at each employee’ performance relative to a uniform set of standards.

The most important one we found is measuring results. For example productivity is an important measure of success, and the company could make a lot of profit. In this company productivity and innovation is very important and people are not only compared on their results but also on their behavior.

“Management by objectives (MBO) is a system in which each people at each level of the organization set goals in a process that flows from top to bottom, so employees at all levels are contributing to the organization’s overall goals.” (McGraw, 2009). This is a system in which employee performance may be analyzed very easily because the evaluation of these results is more subjective that other kinds of performance measurement.

But this methods could have some disadvantages because the company analyzes only the final results of on team, and that could fail to measure some significant aspects of performance that are not related to those results. For example people could neglect significant skills or behaviors.
“Associating your work with outcomes creates vulnerability. But without measurement, you will never know the extent of your accomplishments or the opportunities that exist for improvement.” (Jenny Schade, 2007). So

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