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This report has been addressed the human resource practices of Microsoft Corporation.
There are no universal set practices that every organization follows in their human
resource management function. Instead each and every organization has tailored their
best-fit model for HRM function in the organization.
The company believes that its five business divisions of windows and windows live
division, server and tools, online service division, Microsoft business division and
entertainment and device division offer the greatest potential to satisfy their customers.
Therefore the company's corporate strategy is decided based on the mission and values
of the company and their business strategies have been cascaded down through the five
businesses unites mentioned above. Therefore when deciding human resource
strategies such as recruiting and selection, motivation, retention, training and
development etc. they are always consider what the company's expectations in delivering
the service to the customer. As an example they invest enormous amount of money on
training and development because they expect their employees are constantly update
with the business environment which is ultimately help the company to update and
improve their product with the changes in the technologies. Further detailed analysis of
the human resource functions will be addressed in this report later section. Therefore, we
can say that the company maintains a strong link between corporate strategy and the
human resource strategies in their operation.
Further Microsoft's employee referral program plays a major role in recruitment process
and this has been conducted with their "Spreadthelove" website. This site provides
opportunity to Microsoft employees to "write up" their own individual story about their
career with Microsoft and share the web link and "spread the love" with targeted friends,
family and potential referrals. Further to maintain the effectiveness of this program by
contacting the every referral is contacted first by an employment specialist, which then
introduces them to a recruiter? (Online, www.articlesbase.com)
These are few examples of recruitment strategies that are company maintain. Other than
that partnership with the Universities and educational institutes to recruit suitable
candidates also famous strategies that are company operated. Microsoft recruit graduate
student every year to get ensure that knowledge will be flown in to the company
continuously. This type of highly screened and long term oriented recruitment and
selection process ensure that company HR supply is in line with the requirements of the
company and ensure that will not have negative impact on the operation.
From the day that employee joined with Microsoft attempt to cater to the needs of its
employees. They wanted to keep the atmosphere at work and also make sure that
Microsoft environment provides the sense of social belonging. For an example every
employee allowed to have their own office they were free to decorate as they please and
the provision of subsidized food and drink within the office premises. Further employee
retention purposes Microsoft follow many strategies such as share option scheme for
employees, annual employee recognition etc. Company believes giving an equity
participation and sense ownership of the company will help to increase employees'
loyalty and commitment in the long run. As per the Maslow's of hierarchy of needs people
will climb their stages of their needs once they satisfy with the basic needs. This has
been clearly identified by the Microsoft and strategically they tend to satisfy the esteem
level needs of their employees to motivate and retain them in the future.
Conclusion
At Microsoft HR functions including recruitment & selection, training & development,
performance evaluation, reward management etc are taken very seriously because they
want the best people to work for them and their long-term retention within the company is
crucial for their success. Because of this reason they hire people not just for their current
skills but for their future potential as well. Microsoft tries to ensure it always gets the best
people. It works with schools and universities so it hears about the talent out there and it
ensure that their labour demand is fulfilled. As per the current business context where
knowledge workers dominate in the business success, managing the knowledge within
the company and effective knowledge transfers are so important for the business to
maintain their competitive position. Further current relationship between employees and
the company is stick to a psychological contract. This is more important for companies
like Microsoft where employees' capabilities, skills and knowledge decide the company's
direction in the market. Therefore HR function strategies' plays a major contribution in
achieving its objectives.