Hr Practices Micro Soft

8/6/2019 Hr Practices Micro Soft

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Attract a quality workforce - human resourceplanning, recruitment, and selection.

Develop a quality workforce - employeeorientation, training, performance appraisal.

Maintain a quality workforce - retention andcareer development.


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yAt Microsoft India, HR growth model is based onone solid infrastructure to grow through flawlessexecution into leading change and becoming

strategic business drivers.

y Execution excellence is important and lays thefoundation for HR to grow relationship buildingis important but it needs to be supplemented by areal value to the business.


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y Talent Acquisition & Development

y Management Development

y Leadership Development

y

Management of the evolution of the Microsoft Culture


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y Organisation: Organisation size, open positions, line HR ratios

y Organisation Health: Workgroup Health Index, Microsoft PulseIndex, Microsoft Culture Index

y Staffing: Hiring stats types of hires, channel wise hiring stats,positions closed internally, hiring spends, lead time, % of hiringplan, net adds, offer acceptance rates, reasons for offer decline

y Talent Management: Good attrition, bad attrition, YOY and Qtr-

on-Qtr tracking, reasons for bad attrition, % retention of highpositions, % of promotions, succession panning indicator,succession planning usage


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y Diversity: % of women (target vs. actual), % of women hired, % ofwomen talent losses, reasons for bad attrition, % of women inleadership succession slate, % of Managers and employees

completing MS Diversity training programs, % of other diversityhiring (differently abled) .

y Manager Capability: Span of Control, Organisation Depth, % ofManagers.


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y Learning & Development: Field Readiness Index, number ofemployees trained on employee development programmes, numberof managers trained through management excellence framework(that provides for management development through career events,continuous learning and building connections)

y LeadershipDevelopment: % of leadership hires, % of leadershipattrition, succession planning index (% of successors in stages ofreadiness for a Leadership role)

y Rewards: % of budget used on rewards


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Talent management

organization health

manager capabilities

organization

diversitylearning and development


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y Organizational capability & change

y Talent management

y

Leadershipy Technical training for developers & software

architects


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y Recruitment and Selection

y Training and Development

y Career Management

y Flexible Work Timings

y EmployeeRetention at Microsoft Global Technical SupportCenter (MSGTSC)

y Compensation and Benefits

y Performance Management

y

Women's Empowermenty Work-Life Balance

y HRMetrics Followed by Microsoft India


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y The Succession Planning Indicator (SPI) that is designed to helpmeasure how well the organisation is positioned with weightagesassigned to Ready Now and One Move Away successors forleadership positions.

y The Succession Plan Usage (SPU) is an index designed to assessboth the quality of the previous years succession plans and whetheran organisation is effectively leveraging its succession plans whenfilling open leadership positions. It indicates the percent ofleadership team positions that were filled during the past year by

someone who was on last years succession slate.

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Hr Practices Micro Soft