In this Assignment , through the Google performance measurement case study , you will engage in developing the following professional competencies :
Obtain and process information Managing Talent : How Google Searches for Performance Measures
If there ’ s one thing Google knows , it ’ s how to use software to wade through massive amounts of data and find what is most relevant . So it should come as no surprise that when the information technology powerhouse wanted to develop better managers , it started by looking at the data . As it turns out , Google found plenty to learn . Like most businesses , Google had files of data about managers — results of performance reviews , surveys measuring employee attitudes , and nominations for management awards . Unlike most businesses , Google figured out how to analyze all that data to come up with a profile of the kind of manager whose team is most successful .
The company ’ s people analytics group ( which brings together psychologists , MBAs , and data-mining experts ) analyzed 10,000 observations about managers in terms of more than 100 variables , looking for patterns . The initial finding was a surprise to some at a company that had once operated without managers : teams with good managers outperform teams with bad managers . But what makes a good manager ? Under the leadership of Google ’ s HR vice president , Laszlo Bock , the company distilled its findings into a list of the behaviors that get results :
1 . Be a good coach . 2 . Empower your team . Do not micromanage .
3 . Express interest in team members ’ success and personal well-being . 4 . Don ’ t be a sissy : Be productive and results-oriented .
5 . Be a good communicator , and listen to your team .