Abstract
Google is a monopoly in itself, an Internet giant, and it has a different and special structure. Employees maintain a link among them, while simultaneously retaining a sense of autonomy. In this paper, we will examine Goggle's Total Compensation Plan, and its relevance in this company. Firstly, we will indentify Google's pay philosophy; we will explain the terms of lead, match and lag and how they are used in this company.
The most important part of our project revolves around the direct financial compensation, the wages, the salaries, the incentives, and also the indirect financial compensation, i.e., the mandatory and voluntary benefits. The non-financial compensation including the job environment aspects will be clearly presented as well.
Subsequently, the document will focus on the performance appraisal method that we have chosen to develop in this company. In this section, we will see that a company like Google cannot depend exclusively on one performance method to distinguish differences between employees.
Finally, we will develop the factors used to evaluate employee performance, for instance, the skill, knowledge, education and other factors. We have chosen these factors because they are really significant in this company.
