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BUSINESS
INTRODUCTION   HISTORY              HR PRACTICES   HR STRATEGY
                         OVERVIEW
BUSINESS
INTRODUCTION   HISTORY                    HR PRCTICES   HR STRATEGY
                             OVERVIEW

 •Established on April 4, 1975 .
 •American public multinational corporation .
 •headquartered in Redmond, Washington, USA .
BUSINESS
INTRODUCTION         HISTORY                     HR PRCTICES   HR STRATEGY
                                      OVERVIEW


   4 April 1975: The beginning



  1984–1994: Windows and Office




   2006 on: Vista and Cloud computing




   1995–2005: Internet and the 32-bit era
4 APRIL 1975:
  Paul Allen and Bill Gates, childhood friends with a passion in computer
  programming, were seeking to make a successful business utilizing their
  shared skills.

  They developed the interpreter on a simulator

  They demonstrated the
  interpreter to MITS in
  Albuquerque, New Mexico
  in March 1975

  They officially established
  Microsoft on April 4, 1975,
  with Gates as the CEO




                                                                    BACK
1984–1994: Windows and Office
   Started developing a new OS with IBM in 1984

   Released a graphical extension for MS-DOS - Microsoft Windows.

   Moved its headquarters to Redmond on February 26, 1986.

   March 13 the company went public.

  Microsoft introduced its office suite, Microsoft Office, in 1990.




                                                                       BACK
1995–2005: Internet and the 32-bit era
 On May 26, 1995 Microsoft expanded its product
  line into computer networking and the World Wide Web.
 Released Windows 95 on August 24, 1995.
Bill Gates handed over the CEO position on
 January 13, 2000 to Steve Ballmer and took role
 as Chief Software Architect.




                                                          BACK
2006 on: Vista and Cloud computing
   The next version of Windows – WINDOWS VISTA - Released in January 2007.

   Bill Gates retired from his role as Chief Software Architect on June 27, 2008.

  On February 12, 2009, Microsoft opened the first retail chain of Microsoft-branded
   retail stores in Scottsdale, Arizona.

  The same day the first store opened Windows 7 was officially released to the public.




                                                                           BACK
BUSINESS
 INTRODUCTION              HISTORY                    HR PRCTICES      HR STRATEGY
                                          OVERVIEW


    Their production includes operating system includes office productivity suite –
    MS Office, business applications software, games, and software for mobile phones
    and handheld devices.




By Arthur W. Hafner , Ph.D., M.B.A. and
Erica L. Hibbert
May 31, 2009
Strengths:
Flexible workforce

Multinational corporation operating through regional subsidiaries to minimize
cultural differences in more than 60 countries

Software products have high name recognition

Revenues and profits rising at 30% a year

Windows 95, 98, 2000 series, and Windows NT




Opportunities:
Cheaper global telecommunication costs open new markets as people connect
to the Internet.
The demand for personal computers in American and global markets remains
strong despite the growth and increasing popularity of personal handheld devices.
Weaknesses:

 Microsoft leadership failed to correctly anticipate the growth or popularity of
the Internet

Not a key player in the Internet space, wireless market and few products for
Internet applications

Falling sales in the operating systems and server software sectors

Dependency on hardware manufacturers to pre-install Microsoft's PC
operating system
Threats:
Apple and Linux threaten Microsoft's 88% market share
of the desktop operating market

Currency exchange rates affect demand for application/operation software
and hardware

Hardware manufacturers are issuing their own pre-bundled programs on
their own hardware


Rapid development of mobile devices


Technology life cycle is shorter and shorter

Software piracy
BUSINESS
INTRODUCTION        HISTORY                HR PRCTICES   HR STRATEGY
                                OVERVIEW


 Recruitment and Selection.

 Training and Development.


 Compensation and Benefits..


 Women's Empowerment.

 Performance
 Management.

  Work-Life Balance.
Recruitment and Selection.
Microsoft recruits both fresh graduates from academic campuses and experienced
professionals in the IT industry.
For campus recruitments, the selection process included written tests and several
rounds of personal interviews...




                                                                       BACK
Training and Development
 For trainees, Microsoft conducts a training program named Leap Engineer
 Acceleration Program (LEAP) which imparts technical and personal skills
 required to carry out the job.
 Microsoft have both in-class and e-learning programs.
 wide range of training programs includes:
 • Software skill training (presentation, communication,
 • Language training
 • Product training
 • Leadership development program




                                                                           BACK
Compensation and Benefits
 Include all signing and year-end bonuses, vacation time
 and other perks and reimbursements that make up total
 compensation.
 Microsoft provides offered compensation
 packages on or higher than the industry
 standards based on the technical skills and experience
 of the candidates. Employee benefits are
 standardized across employees.




                                                           BACK
Women's Empowerment
Microsoft India conducted special recruitment
 drives exclusively for women in line with the
overall IT industry's aim of raising the
female-male ratio in the workforce.




                                                 BACK
Performance Management.
Microsoft follows a candidate process while evaluating the
performance of employees and regarding their compensation packages.

The process is transparent so as to enable employees to identify their
performance levels and have a clear idea of what is required in terms
of performance in order to reach to the next level.




                                                                         BACK
Work-Life Balance
 Flexible work arrangements.
 Grocery service .
 Fitness benefits.
 Dry cleaning and laundry service .
 Employee development course.

 In 2007, Microsoft launched a program called
 'Bring Your Child To Work‘ in a move to improve
 work-life balance among its employees...




                                                   BACK
BUSINESS
INTRODUCTION           HISTORY                            HR PRCTICES     HR STRATEGY
                                        OVERVIEW

 Microsoft Corporation has
 adopted the “Performance
 Culture Model`` as the best
 approach to drive its success.

 The critical people metrics are
 categorized and measured as
 per the Growth Pyramid
 shown in Figure.

 Categories across which the
 surveys are done, analyzed, and the
 results published-
 1. Organization: Organization size,
 Open Positions, line HR ratios.
 2. Organization Health: Workgroup Health Index, Microsoft Pulse Index,
 Microsoft Culture Index.
Presentation on microsoft

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Presentation on microsoft

  • 1.
  • 2. BUSINESS INTRODUCTION HISTORY HR PRACTICES HR STRATEGY OVERVIEW
  • 3. BUSINESS INTRODUCTION HISTORY HR PRCTICES HR STRATEGY OVERVIEW •Established on April 4, 1975 . •American public multinational corporation . •headquartered in Redmond, Washington, USA .
  • 4. BUSINESS INTRODUCTION HISTORY HR PRCTICES HR STRATEGY OVERVIEW 4 April 1975: The beginning 1984–1994: Windows and Office 2006 on: Vista and Cloud computing 1995–2005: Internet and the 32-bit era
  • 5. 4 APRIL 1975:  Paul Allen and Bill Gates, childhood friends with a passion in computer programming, were seeking to make a successful business utilizing their shared skills.  They developed the interpreter on a simulator  They demonstrated the interpreter to MITS in Albuquerque, New Mexico in March 1975  They officially established Microsoft on April 4, 1975, with Gates as the CEO BACK
  • 6. 1984–1994: Windows and Office  Started developing a new OS with IBM in 1984  Released a graphical extension for MS-DOS - Microsoft Windows.  Moved its headquarters to Redmond on February 26, 1986.  March 13 the company went public. Microsoft introduced its office suite, Microsoft Office, in 1990. BACK
  • 7. 1995–2005: Internet and the 32-bit era  On May 26, 1995 Microsoft expanded its product line into computer networking and the World Wide Web.  Released Windows 95 on August 24, 1995. Bill Gates handed over the CEO position on January 13, 2000 to Steve Ballmer and took role as Chief Software Architect. BACK
  • 8. 2006 on: Vista and Cloud computing  The next version of Windows – WINDOWS VISTA - Released in January 2007.  Bill Gates retired from his role as Chief Software Architect on June 27, 2008. On February 12, 2009, Microsoft opened the first retail chain of Microsoft-branded retail stores in Scottsdale, Arizona. The same day the first store opened Windows 7 was officially released to the public. BACK
  • 9. BUSINESS INTRODUCTION HISTORY HR PRCTICES HR STRATEGY OVERVIEW Their production includes operating system includes office productivity suite – MS Office, business applications software, games, and software for mobile phones and handheld devices. By Arthur W. Hafner , Ph.D., M.B.A. and Erica L. Hibbert May 31, 2009
  • 10. Strengths: Flexible workforce Multinational corporation operating through regional subsidiaries to minimize cultural differences in more than 60 countries Software products have high name recognition Revenues and profits rising at 30% a year Windows 95, 98, 2000 series, and Windows NT Opportunities: Cheaper global telecommunication costs open new markets as people connect to the Internet. The demand for personal computers in American and global markets remains strong despite the growth and increasing popularity of personal handheld devices.
  • 11. Weaknesses:  Microsoft leadership failed to correctly anticipate the growth or popularity of the Internet Not a key player in the Internet space, wireless market and few products for Internet applications Falling sales in the operating systems and server software sectors Dependency on hardware manufacturers to pre-install Microsoft's PC operating system
  • 12. Threats: Apple and Linux threaten Microsoft's 88% market share of the desktop operating market Currency exchange rates affect demand for application/operation software and hardware Hardware manufacturers are issuing their own pre-bundled programs on their own hardware Rapid development of mobile devices Technology life cycle is shorter and shorter Software piracy
  • 13. BUSINESS INTRODUCTION HISTORY HR PRCTICES HR STRATEGY OVERVIEW Recruitment and Selection. Training and Development. Compensation and Benefits.. Women's Empowerment. Performance Management. Work-Life Balance.
  • 14. Recruitment and Selection. Microsoft recruits both fresh graduates from academic campuses and experienced professionals in the IT industry. For campus recruitments, the selection process included written tests and several rounds of personal interviews... BACK
  • 15. Training and Development For trainees, Microsoft conducts a training program named Leap Engineer Acceleration Program (LEAP) which imparts technical and personal skills required to carry out the job. Microsoft have both in-class and e-learning programs. wide range of training programs includes: • Software skill training (presentation, communication, • Language training • Product training • Leadership development program BACK
  • 16. Compensation and Benefits Include all signing and year-end bonuses, vacation time and other perks and reimbursements that make up total compensation. Microsoft provides offered compensation packages on or higher than the industry standards based on the technical skills and experience of the candidates. Employee benefits are standardized across employees. BACK
  • 17. Women's Empowerment Microsoft India conducted special recruitment drives exclusively for women in line with the overall IT industry's aim of raising the female-male ratio in the workforce. BACK
  • 18. Performance Management. Microsoft follows a candidate process while evaluating the performance of employees and regarding their compensation packages. The process is transparent so as to enable employees to identify their performance levels and have a clear idea of what is required in terms of performance in order to reach to the next level. BACK
  • 19. Work-Life Balance Flexible work arrangements. Grocery service . Fitness benefits. Dry cleaning and laundry service . Employee development course. In 2007, Microsoft launched a program called 'Bring Your Child To Work‘ in a move to improve work-life balance among its employees... BACK
  • 20. BUSINESS INTRODUCTION HISTORY HR PRCTICES HR STRATEGY OVERVIEW Microsoft Corporation has adopted the “Performance Culture Model`` as the best approach to drive its success. The critical people metrics are categorized and measured as per the Growth Pyramid shown in Figure. Categories across which the surveys are done, analyzed, and the results published- 1. Organization: Organization size, Open Positions, line HR ratios. 2. Organization Health: Workgroup Health Index, Microsoft Pulse Index, Microsoft Culture Index.