How are Microsoft’s policies in terms of recruitment practices , training and development of employees with focus on its sustainability for its employer brand. You can watch these videos to understand the culture of Microsoft.
Microsoft: Competing on Talent (A) and (B)
Evaluate Microsoft’s policies in terms of recruitment practices, training and development of employees with focus on its sustainability for its employer brand. You can watch these videos to understand the culture of Microsoft.
https://business.linkedin.com/talent-solutions/blog/company-culture/2019/3-steps-microsoft-took-to-renovate-culture https://www.youtube.com/watch?v=4kf7mhkG6cM Please note that references must include one or both of the following sources; 1. McShane, S., Tasa, K., & Steen, S. (2021) Canadian Organizational Behaviour (11th Ed). New York: McGraw Hill. 9781260326857 2. Schwind, H., Uggerslev, K., Wagar, T., & Fassina. N. (2019) Canadian Human Resource Management (12th Ed). New York: McGraw Hill. 9781259654923
Microsoft is one of the wealthiest and most successful companies in the world. Even more important, from a human resource perspective, is the fact that Microsoft is an employee-driven organization. While other organizations base their success on better manufacturing techniques, or better technology, Microsoft’s success is based on the effectiveness of their employees.
Essentially, Microsoft value their staff and realize the importance of their staff. This focus on employees may, in the future, expand to all organizations. Microsoft then, is worth studying as an example of best practice in human resource management.
This study will focus on Microsoft’s employee management methods including how they recruit and how they retain their staff. By looking at how Microsoft operate, there is opportunity for other organizations to consider how they manage their employees and to consider whether their staff are also valued.
Firstly, the study will present information on the human resource practices at Microsoft. Secondly, the study will analyse these practices with a view to showing why they are effective.
Recruitment and Selection – In the Beginning Bill Gates is the driving force for Microsoft and from the beginning of the company he believed in recruiting extremely intelligent staff, favoring intelligence over experience, “his preference for hiring extremely intelligent, not necessarily experienced, new college graduates dated from Microsoft’s start-up days, when he and cofounder Paul Allen recruited the brightest people they knew from school – their ‘smart friends'” (Bartlett 1).
From the beginning Gates realized that his employees were his greatest assets, shown by his quotes including “it’s the effectiveness of our developers that determines our success” and “take our 20 best people away, and I will tell you that Microsoft will become an unimportant company” (Bartlett 2).
Microsoft’s recruitment strategies reflect their philosophy. They sought the smartest and the most driven people and did so aggressively, as Steve Ballmer says “whenever you meet a kick-ass guy, get him” (Bartlett 2).
The recruitment strategies in the beginning included sourcing people from the elite educational facilities such as Harvard, Yale, MIT, Carnegie-Melon and Stanford. Microsoft recruiters would visit these universities “in search of the most brilliant, driven students” (Bartlett 2). Experience was not required and it was in fact, preferred that new employees had no experience.