Learning, Training and Development: Graduate Development Programme

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Ref No: 2580

Learning, Training and Development U/G Final Year

Individual assignment A: Design of a Graduate Development Programme at Google

Table of Content

1.0 Training Plan and Design. 3

1.1 Objective of the Plan. 3

1.2 Organization and Strategic Fit 3

1.3 Graduate Training Schedule Table. 4

1.4 Orientation. 7

1.5 Group Discussion and Group Activity. 7

1.6 Final Presentation. 9

1.7 Evaluation of the Candidate. 9

2.0 Supporting Theory for the Design. 9

2.1 Herzberg’s Two Factor Theory. 9

High Hygiene and High Motivation. 9

High Hygiene and Low Motivation. 10

Low Hygiene and Low Motivation. 10

Low Hygiene and Low Motivation. 10

2.2 Factors of Motivation. 10

2.3 Factors of Hygiene. 10

References. 1

1.0 Training Plan and Design

1.1 Objective of the Plan

The objective is to develop graduation plan of two weeks duration for 10 new employees of Google. The purpose of the graduate plan is to provide Nooglers (a new Google employee) an overview of the firm and to tell them about the culture and life at Google.

Edwards (2011) reported that Google only hires the best employees, it is highly important for the company to the hire the best employees as it has the strong monopoly in the search engine industry. Thus, the company cannot afford to hire unproductive employees, therefore, in order to retain the employees, the company has developed an interactive training and development program that can keep the newly joined employees i.e. Nooglers motivated and loyal to the company.

Providing in-person training is also found essential for the company because the company keeps its inner working environment a top secret, therefore, it is important for the company to conduct an official impersonal training program with the new employees so that a clear image of the company, its structure, culture and core values can be shown to the employees.

Apart from this, it is also important that to clarify the roles and the job responsibilities of the employees. Furthermore, through this training session, a formal introduction is made and the life experiences of different engineers at the company are shared.

1.2 Organization and Strategic Fit

In the view of Jarvis (2011), it has been the strategy of the company to develop role or job-related knowledge in them and therefore, the company do not need its employees do gain expertise in any specific area. Trkman (2013) on the other hand added, that one of the work rule being ignored by most of the employers by far is that employees are not aware anything about the job they are doing.

Thus, the training session is found to fit with the strategy of the company, as through this exercise it would become easier for the company to convey what skills Google wants in them i.e. Googleyness. Edwards (2011) explained Googlyness by stating that is a quality that Google wants all of its employees to develop. These qualities include enjoying fun, developing the sense of ownership, conscientiousness, comfort.

 

1.3 Graduate Training Schedule Table

Duration	HRD Interventions	Methods of Delivery	Objective
1 day	Orientation Day 1 In this activity, the Noogler will be given a cap and will be introduced to its teammates. The culture of the company will be showed, which includes the visit to the campus. Furthermore, a complementary massage, delicious lunch and a mentor will be given on this day.	·         Presentation ·         Handbook ·         Tech-talks ·         Videos ·         Lectures	To provide a thorough introduction of the organisation.
1 day	Orientation Day 2 ·         The newcomers will be introduced to Codelabs ·         Group discussion	·         Tutorials ·         Lecture slides	To provide an overview of the systems used in the company
1 week	Group Activity 1 ·         Working with codelabs ·         Developing own search engine	·         Tutorials ·         Presentations	More in-depth knowledge about the codelabs so that all ambiguities can be removed and questions can be answered.
2 weeks	Group Activity 2 ·         Start with real job ramping ·         Assigning a standard project (cross functional)	·         Workstation ·         Laptops ·         Tablets ·         Intranets	To enable the Nooglers to practice the given learning and to practically apply the concepts by solving real life problems.