HUMAN RESOURCES PRACTICES OF GOOGLE

1. 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."

2. Eliminating friction at every turn: ensuring change can happen quickly and efficiently Googles approach to innovation is highly improvisational. Any engineer in the company has a chance to create a new product or feature. 3. Letting the market choose: crowdsourcing its product strategy

4. Cultivating a taste for failure and chaos Schmidt encourages it: Please fail very quicklyso that you can try again.. he had praised an executive who made a several-million-dollar blunder: Im so glad you made this mistake. Because I want to run a company where we are moving too quickly and doing too much, not being too cautious and doing too little. If we dont have any of these mistakes, were just not taking enough risk. 5. Supporting inspiration with data - making extensive, aggressive use of data and testing to support ideas according to a Harvard case study people aren't allowed to say 'I think' but instead must say 'The data suggest...' 6. Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments . Google Human Resources Opportunities

The value Google places on our employees knows no bounds. We revolutionized search, and now we're redefining human resources in the way we work closely with our management teams to attract, hire, develop and reward talented people. Google's HR team which we call People Operations is focused on bringing this discipline to the next level Our Areas Google has many openings available in Human Resources. Key areas include: 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 Google 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. Compensation: Compensation is the department that sets the parameters for each major pay element at Google: salaries, bonuses and stock awards. 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.

HR Business Partners and Generalists: 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.

Human Resources Technology and Operations: The Human Resources Technology and Operations team designs, implements and continuously evolves innovative technology tools that enable all aspects of the HR function. Google around the world use these tools to access and manage people-related information. Our team also leverages them to administer core People Programs, including collecting and maintaining accurate data over the course of an employee's lifecycle, generating useful management information and resolving end-user issues.

Learning and Leadership Development: Google's emerging Learning and Leadership Development (LLD) team designs and implements innovative learning programs that support and develop the company's talent. Our team is a creative, dynamic and collaborative group that is responsible for three integrated components of learning: the learning programs of Google University, leadership development and talent management.

People Programs: Google's People Programs are geared to anticipate the demands and meet the requirements of the company's rapid expansion throughout the world. We help Google's recruiting and HR processes work effectively, extol Google's many virtues as an employer, engage in ongoing dialogs with university students and professors, and develop programs to promote and celebrate Google's culture of diversity.

HUMAN REASOURCE OF INTEL TECHNOLOGY Intel Corporation (NASDAQ: INTC; SEHK: 4335; Euronext: INCO) is an American global technology company and the world's largest semiconductor chip maker, based on revenue.[5] It is the inventor of the x86 series of microprocessors, the processors found in most personal computers. Intel was founded on July 18, 1968, as Integrated Electronics Corporation (though a common misconception is that "Intel" is from the word intelligence) and is based in Santa Clara, California, USA. Intel also makes motherboard chipsets, network interface controllers and integrated circuits, flash memory, graphic chips, embedded processors and other devices related to communications and computing. Founded by semiconductor pioneers Robert Noyce and Gordon Moore and widely associated with the executive leadership and vision of Andrew Grove, Intel combines advanced chip design capability with a leading-edge manufacturing capability. Originally known primarily to engineers and technologists, Intel's "Intel Inside" advertising campaign of the 1990s made it and its Pentium processor household names.