Presentation by

PBB Bharath Sharma Presented by PBB Bharath Sharma

Introduction

92,303 employees globally, USA alone has 55,002.

Employee driven organization.

Established on April 4, 1975.

CEO Steve Ballmer.

Chairman Bill gates.

In May 2011, Microsoft Corporation acquired Skype

Communications for $8.5 billion

Redmond, Washington, United States.

Presented by PBB Bharath Sharma

Data analysis Age range:

Reported Age Breakout (USA)Age Range

Gender:

Age range Employees Percentage

29 or Under 8,272 15.0%.

30-39 22,515 41.0%

40+ 24,215 44.0%

Gender % of Employees Salary range

Male 91 Rs. 849,190 to Rs.14,71,368.

Female 9 Rs. 588,581 to Rs.11,50,392

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Employee Facilities

Access to libraries and research labs.

Forest trails, snow capped vistas, basket ball courts and shuttle

buses.

Flexible work arrangements & benefit plans.

Health and wellness benefits

Paid time off for new moms and dads.

Paid sick leave.

Crche fee reimbursement.

Contribution towards charities Rs. 50,000 per employee.

2000 approx training and development programs.

Mentoring & Networking.

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Special Indicators

The Succession Planning Indicator(SPI)

SPI is designed to help measure how well the organization is

positioned with weightages assigned to Ready Now and One

Move Away successors for leadership positions.

The Succession Plan Usage (SPU)

SPU is an index designed to assess both the quality of the previous

years succession plans and whether an organization is effectively

leveraging its succession plans when filling open leadership

positions.

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Recruitment and selection

Believes in intelligence over experience.

Aggressive recruiter in offering jobs to college graduates.

Selected recruits would undergo a Selection process which was

focused more on problem solving and thought process &

composure- testing exercises rather than the actual technical

interviews.

Tests creativity and analytical skills rather than the computer

programming knowledge.

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n-1 strategy

Selects less than the required number.

Helps employees in focused approach.

Workload on employees is understood by this strategy but still an

effective tool.

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Microsoft Head Hunting

300 recruiting experts who find, monitor and recruit from other

companies.

Recruit Right type of person rather than right type of skill level.

Microsoft HR for competitive advantage.

Believes having best people and inspiring them to be the best.

Microsofts unique recruitment practices

Important Factors in recruitment

Recruiter same functional area.

Negatives are disclosed to the employee.

Beyond informing about negativity tests would be conducted

putting the employee on same pressure.

Market conditions and opportunity grabber. Ex: AOL

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Employee Motivation

Microsoft understands the needs of employees and try fulfilling

them.

Opportunity and environment for the employee to self develop and

progress.

Goals are made very clear which motivates employees in best

performance.

They incorporate their goals into HRM programs.

The people recruited and systems present together motivate people

to work.

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Employee satisfaction and loyalty

Microsoft identified most of the employees are fresh graduates and

so termed their offices as campuses.

Employee- Free to decorate their workspace.

Provision of subsidized food and drink.

Horizontal transfers allowed, job switching for self development.

Top level coach - lower level in development helps in employee

commitment and satisfaction.

Employee empowerment is treated as intrinsic part of culture.

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Employee rewards

Semi annual performance reviews linked to pay raise & bonuses.

Formal review system common evaluation by managers

ensuring no unexpected deviations.

Employees self evaluation and then scrutinized by managers.

Stocks are also awarded- in considering an employee as strong

future asset.

This shows how Microsoft has great value and partnership with its

employees.

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Employee rewards Reward paths

Two paths Technical and Management path.

Microsoft values technical skills, as product demands the same.

Microsoft offers two advancement paths-

Technical people- Technical experts.

Conceptual people advances as managers.

These two rewarding systems indicates employees that both paths

are valued equally.

Conceptual

Human Skills

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Conclusion

Microsoft HR practices are unique from other companies.

Employee recruitment and appraisal are clearly stated and has a

different process.

Employees are the Assets of the company.

Rewarding system is highly effective and motivating.

Presented by PBB Bharath Sharma

Presented by PBB Bharath Sharma