The article based on exploring the advice and challenges of Microsoft Incorporation when expanding their service to Kerala,India. The study was to fulfill the requirement of the module of Managing Human Capital.

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TABLE OF CONTENTS
Sl No Description Page No
1.0
2.0
3.0
4.0
5.0
Executive summary--------------------------------------------------
1.1-Company Preview-Microsoft Corporation------------------
1.2-Products----------------------------------------------------------
1.3-HR Mission and vision-----------------------------------------
Introduction----------------------------------------------------------
2.1-Human Resource in India-------------------------------------
2.2 Labour Law-----------------------------------------------------
Theoretical Framework---------------------------------------------
3.1 SHRM policies and practices of Microsoft------------------
3.2 Recruitment and training strategies--------------------------
3.3 components of recruitment------------------------------------
3.4 Recruitment Process at Microsoft Inc.-----------------------
3.5 Selection Process at Microsoft Inc.---------------------------
3.6 Challenges to effective recruitment and selection in India
3.7 modernizing HR strategies at Microsoft-challenges and
solutions. -------------------------------------------------------------
3.8 Training and development in Microsoft Inc.
Conclusion----------------------------------------------------------
References------------------------------------------------------------
Presentation Slide (PPT)-------------------------------------------
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1.0 EXECUTIVE SUMMARY
This review is for dissecting and portraying the difficulties of human capital administration
for growing the matter of Microsoft Corporation to Kerala, particularly the southern place of
India and expound the different HRM capacities to be embraced to the new branch in India
and the viable issues to be tended to and in addition the SHRM procedure and the general
business methodology what Microsoft is taking after.
In every organization Human capital administration is a worthy key instrument that
underscore on overseeing workforce successfully, which can be considered as an
indispensable apparatus for authoritative achievement.
1.1Company Preview
Microsoft is a multinational enterprise home office in Redmond, Washington
That create and offers PC programming, Customer hardware, PCs, versatile and contraptions.
Its best line items comprising of Microsoft windows operating system frameworks, Xbox (a
gaming platform) Microsoft office, office suites, Microsoft edge which they recently
presented. Microsoft was established in April 4 1975 by Bill Gates and Paul Allen to offer
fundamental mediators. Later in the mid of 1980's they develop by offering MS-DOS a
working framework for PC. Taken after by Microsoft windows. In 1980's the organization's
Initial public offering (First sale of stock) made 3 very rich people and 12000 tycoons among
its representatives.
In 2011 Microsoft purchased Skype advancements for $8.5Billion (BBC News 10 May
2011). Same year Microsoft takeover Nokia's Telephone business for $7.2Billion (CNN Sep
3 2013) and in 2016 purchased LinkedIn for $26.2Billion. (Business Insider June 13 2016).
To serve the requirements of clients around the globe and to enhance the quality and ease of
use of items in universal markets, Microsoft confine a significant number of the items to
reflect neighbourhood dialects and traditions. Restricting an item may require adjusting the
User Interface, modifying exchange boxes, and interpreting content
. Microsoft is an innovation driven association whose mission is to engage each individual
and each association of the planet to accomplish more.

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1.2 Products
A portion of the prevalent items offered by Microsoft enterprise.
I. Microsoft Windows
This is an effective item from Microsoft enterprise. As we as a whole know windows OS
assuming a vital part in everybody's specialized life.
Windows OS timeline.
II. Microsoft Office
Any individual who utilize PC certainly utilize MS office or any of its item in any event once.
The significance of Office devices is exceptionally fundamental for home, business or
government exercises.
III. XBOX
Xbox is a video gaming gadget which is extremely famous among youthful eras which
compete primarily with Sony's PlayStation and Nintendo's vii.
IV. Lumia
Smartphone series of Microsoft came to market ever since they take over Nokia.
V. Skype
Skype offers calling feature over internet both voice and video.
VI. LinkedIn
LinkedIn is an expert long range informal communication stage which serves as a job site.

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1.3 HR Mission and Vision
The organization's HR mission and vision can be clarified as development outlook, Client
fixated, Assorted qualities and consideration, one Microsoft, Making a difference. (Microsoft
website/careers)
development outlook: Microsoft abundantly provide equal opportunity to all of its
employees to learn freely. The freedom of expressive ability that makes employees curious
and continues growth.
Client fixated: employees are passionate about helping customers and satisfying their needs,
that is a greater way to achieve customer satisfaction as well as it is greater way to learn from
them.
Assorted qualities and consideration: Microsoft accepts employees from different region
and cultures and value their perspective and believes thus the company has better ideas, better
products and happier customers.
One Microsoft: Microsoft is a huge corporation which serves boundaries and region, making
each person’s ideas to real as a family for single mission and bring best product and services
to the customers all around the globe.
Making a difference: Microsoft gives latest technology to the employees to bring best of
them to re-invent productivity, business processes, serve the customers worldwide and make
them happy.
Employees
Microsoft is utilized around 114,000 individuals on a full-time premise, 63,000 in the U.S.
and 51,000 internationally. (Microsoft annual Report June 2016)

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Figure-1 HR Vision and Missionof Microsoft
2.0 INTRODUCTION
Setting up another branch of business in India prompts to portray many elements. India is the
second quickest developing economy and world biggest democracy based system. Political
solidness, better tax rate, well monetary framework and worker's hard working attitudes are
the significant attractions to the remote investors. What's more, India is the Asia's biggest
purchasing economy.
Like any other organization’s HR department Microsoft's HR likewise need to outline a
dynamic corporate culture that empower maximum capacity of the workers.
Microsoft employees need to remain mindful of Human Resources (HR) strategies, track
their own advantages, and find out about open doors for development. This data contrasts
from nation to nation and worker to worker. Microsoft consistently enhances online HR
administrations to give workers natural and relevant techniques for discovering data or
finishing an exchange. The most recent adaptation of HRweb binds together a large portion
of HR Tools at Microsoft and classifies data by what the worker needs to do, instead of how
the HR Department arranges data.
HR Mission &
Vision
Making a
difference
Development
outlook
One Microsoft
Assorted qualities
and consideration
Customer
Oriented

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2.1 Human Resources in India
India has an expansive pool of various types of work and additionally a satisfactory supply of
office staff for both Top Management /supervisory furthermore, administrative posts.
Talented labour and expert directors are accessible at a competitive wage. India is especially
rich in IT experts. Both Indian and, multinational enrolment offices exist in the market. The
Indian work culture is colossally various and to a great degree proficient. English dialect is
used for much authority communication.
2.2 Labour Law
India is included in the International Labour Organization and conforms to the traditions it
has ratified. It has ordered far reaching enactments to give a decent workplace to work and
ensures their interests.
3.0 THEORETICAL FRAMEWORK
This review will concentrate on Microsoft's worker administration strategies including how
they select and how they hold their staff. By looking at how Microsoft work, there is open
door for different associations to consider how they deal with their representatives and to
consider whether their staff are additionally esteemed.
Firstly, the review will display data on the human asset rehearses at Microsoft. Furthermore,
the review will examine these practices with a view to indicating why they are successful.
Microsoft's prosperity is profoundly reliant on company's capacity to draw in and hold
qualified workers. company contract a blend of college and industry ability around the world.
Microsoft seeks skilled people all-inclusive by offering an extraordinary workplace,
expansive client achieves, scale in assets, the capacity to develop one's profession crosswise
over a wide range of items and organizations, and focused pay and advantages. Total interest
for our product, administrations, and gadgets is associated to worldwide macroeconomic and
geopolitical variables, which stay dynamic.

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3.1 A look to Strategic HRM Policies and practices at Microsoft
It concentrates on longer-term resourcing issues inside the setting of an organization's
objectives and the developing way of work, and advises other HR methodologies, for
example, reward or execution, deciding how they are incorporated into the general business
system. Microsoft is one of the wealthiest, surely understood and best associations. Much
more critical, from a human asset perspective, it is the main reason Microsoft is called as an
employee driven association.
Figure-2 Microsoft HR Growth display
Microsoft Corporation has embraced the "Execution Culture model” as the best way to deal
with drive its success. All the basic individuals’ measurements are arranged and measured
according to the development Pyramid appeared in Figure. The measure of investment made
in inside and outside overviews is exceptionally considerable.
3.2 Recruitment and selection strategy at Microsoft
During the initial time Bill gates had confidence in a man's knowledge over experience.
subsequently Microsoft was cooperated with crisp and brilliant people from universities, who
were enlisted by Bill gates and Paul Allen randomly looked over their schools, particularly
their smart companions.
Recruitment and training structures a center part of the focal exercises hidden in human
resource administration: in particular, the acquisition, advancement and reward of workers.
Every now and then frames, an essential part of the work of human resource managers – or
assigned specialists inside work associations.

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basically recruiting implies in finding and pulling in applications. Needof recruitment
can be state as,
a. Determine the present and future necessities
b. increases the applicants at least cost
c. Meet lawful and social commitments
d. identifies and get ready potential employment applications
f. evaluates adequacy of strategies.
3.3 Components of recruitment
Figure-3 factors of recruitment
3.4 Recruitment process
Figure-4 Process of Recruitment in Microsoft
Recruitment
at microsoft
Analyse
opportunity
andassess
Requireme
nt
Create
recruitment
forecasting
Post position
and execute
recruitment
arrangement
Audit
candidates
and create
waitlists
Load
Interview
Select
Hire
Finish
Enrolment

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Recognize opportunity and assess requirement
the procedure of enrolment begins with distinguishing the necessity of workforce in the
association.
For a newly designed position
 analyse vital objectives for the office. Are there any upcoming changes that may
affect this position?
 Lead a snappy investigation of UC core competencies. Are there any holes? What
abilities are lost from the division? Assess the abilities required now and those which
might be required later on.
 Lead an occupation Investigation if this position will be new to your specialization.
This will likewise recognize gaps.
For a replacement position
 duties and responsibilities by the past representative
 Tasks to be expelled or included if any of the work will be exchanged inside division
 Supervisory or lead duty
 Spending obligation (assuming any)
 Working time
 Is there still a necessity for this position by any stretch of the imagination?
Create recruitment forecasting
Every position requires a recorded Recruitment Plan which is affirmed by the hierarchical
unit. A precisely organized enlistment arrange maps out the procedure for pulling in and
contracting the best qualified hopeful and guarantees a candidate pool.
 Posting Period
 Position Goals
 Extra Advertising Resources
 Assorted qualities Agencies
 Resume Banks

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Post position and implement recruitment plan
Once the expected set of responsibilities is finished it ought to post in career site. Every
exertion ought to be made to guarantee the precision of the set of working responsibilities and
posting content.
Audit candidates and create waitlists.
it is critical that all the connected applicants must be thoroughly investigated and guarantee
more than individual must verify to avoid a personal bias.
Lead interviews
Meeting is the most imperative process the procedure of recruitment meeting is an
opportunity to concentrate the candidate to approve data or any request.
Select Hire
After the commencement of interview, the perfect individual will be chosen or procured. The
best
 possibility for the position was picked in light of capabilities
 The competitor will complete the University and Department's missions
Finalizing the process of recruitment.
Conclusion of enrolment process incorporate settling the compensation, setting up the letter
of work Approval to pay month to month pay and confirmation of working hours,

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3.5 Process of selection at Microsoft Inc.
Figure-5 Process of selectionat Microsoft Inc.
Preparatory interview- The reason for meeting is knowing the representative face to face,
up close and personal discussion.
Candidate assessment test- These are the evaluation tests that demonstrates the capacity,
abilities and skill of the employees.
the determination procedure of organization incorporates of 3 tests.
Composed Exam
Technical interview
HR interview
Selection
process
preparatory
interview
Candidate
assessment
test
selection
asessment
reference and
personal
investigation
determinatio
n of selection
Physical
examinatio
n
work offer
contract of
work

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Aptitude test comprises of inquiries from basic fundamental science, information
elucidation, consistent thinking and verbal segments.
Technical segment comprises of inquiries from points like C/C++, database, PC
systems, information structure.
Selection Assessment- comprises of Face to face conversation with the candidate.
Reference and personal investigation- reference and individual verifications confirm the
competitor’s information. Reference checks can be checked through letters, telephonic
discussion, individual gatherings.
Determination of selection- in the wake of getting all the data the most vital choice is
determination choice; it affirms the correct hopeful.
Physical Examination- in this stage the applicant experience through a physical
confirmation.
Work offer- work offer is the official welcome letter to the privilege candidate, it contains
the points of interest of the business and association.
Contract of work- after the work offer candidate would get business points of interest and
some sort of authority papers.
Challenges to effective recruitment process in India.
Figure-6 challenges for recruitment at Microsoft Inc.
Pay
Desire
Language
Barrier
Challenges
challenges for
successful
Recruitment &
Selection
Credibility
Adaptability
to
globalization
Process
analysis(Slow
process)

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At the point when Microsoft arrangements to extend the business to India we have to
experience different difficulties for acquiring individuals as said above. The primary test can
be characterized as the dialect hindrance, as we as a whole know India is not a nation which
communicates in English as a principle dialect to impart. In this advanced time the vast
majority of the population manage to speak in own accent. Pay issue can be clarified as the
desire of a worker, as an immense enterprise like Microsoft can get together this test.
credibility might be characterized in different ways like the trust figure of education and
certificates of training.
Training expense is another challenge ought to be confronted, as the major planning of
expansion will prompt to contract more and more workers. This comprise of giving different
levels of preparing and improvements like language, technological etc. India is the place with
a great deal more social diversities which can be clarified as an obstruction. So as to cop up
with corporate culture individuals still need time. These elements will pressurize the HR
Team.
Solution
Ensure candidates chosen must be assessed more than one individual with a specific end goal
to stay away from individual bias. A gathering of people can be distributed for checking the
candidates and assess them. HR initiative should adopt a dynamic strategy to accomplish the
objectives of the association. They concentrated on vital arranging, organized speculations,
and modernized the portfolio to completely grasp the social, versatile, investigation in
arrangement with industry patterns. empower selection representatives to share prospects,
conveyed new ways to deal with learning and availability, and made HR information
accessible through self-benefit. Provide adequate training for the employees in order to
overcome language and technical barriers.
3.7 Updating HR strategies at Microsoft.
To support major key and social movements at Microsoft, the HR Reimagined activity helped
the organization convey a consistent, drawing in HR encounter for more than 100,000
workers around the world.
Microsoft HR, as different associations, endeavours to assemble a dynamic corporate culture
that opens the maximum capacity of its workers and directors to convey huge business affect.

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Be that as it may, the matter of HR was disconnected and clumsy, and it wasn't putting forth
representatives and supervisors the devices they expected to totally accomplish this objective.
Microsoft implemented significant changes
Microsoft executed some changes to better meet their clients' perpetually developing needs. It
additionally set out on another portable initially, cloud-first corporate procedure and
attempted an expansive corporate rearrangement and social changes, called One Microsoft, to
better adjust the organization to the new methodology.
To drive the methodology and social changes, Microsoft in a general sense modified its way
to deal with overseeing worker execution and advancement to advance new levels of
cooperation and agility. HR had the lead part in outlining and actualizing the new approach
and a key part in conveying the new methodology and social changes.
Opportunities were lost in light of the fact that there was not a straightforward route
for representatives to discover and take preparing to build up their abilities.
Systems were difficult to modify for various levels of engagement with workers or
forthcoming representatives, to all the more successfully pull in, create, and hold
ability.
Many tools did not work at the corporate system or on cell phones, not satisfying the
organization's versatile to begin with, cloud-first procedure.
Different frameworks and procedures in the nations Microsoft works affected the
organization's capacity to settle on educated vital business choices on a
worldwide scale.
Tools had increased throughout the years into an interwoven of incoherent interfaces
and usefulness, conveying a not exactly ideal experience that was not cost effective.
To be a key resource for the organization's change, HR needed to experience an outrageous
makeover. It expected to convey a consistent, drawing in administration experience to more
than 100,000 representatives and potential new contracts around the world, conveying more
prominent business effect, and driving HR and business development

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Solution
Make a group of HR experts. This group will be entrusted with making the vision that would
change the HR association and administration for workers, chiefs, and imminent
representatives around the world. which includes the accompanying four territories that are:
• Deliver HR Center Administrations
• Attract talents
• Develop Ability
• Retain Ability
Some of the HR services using technological advancement.
HR Core Services
One of the fundamental objective was for the organization's overall workforce to utilize a
similar HR administration and procedures, which would oblige nearby prerequisites. An
objective of One Microsoft is to institutionalize frameworks far reaching.
to support the employees worldwide Microsoft implemented a web portal known as HRweb
Manager self-benefit with the Team page
With the administrator's self-benefit Team page on HRweb managers now have one place to
play out all HR activities for their workers, for example, changing a representative's business
profile, title, pay, and even advance them. Group page empowers more noteworthy director
engagement and responsibility with information at a manager's fingertips. Supervisors can
perform HR activities without help from IT dept., which reduces cost
Advantages of HR Reconsidered
HR initiative adopted a dynamic strategy to modernizing the portfolio, institutionalizing
forms, and disentangling the client encounter. By giving workers and administrators access to
HR data through a one-stop-shop entry, HR empowered efficiency increments and
accomplished cost funds through strong usefulness, for example, upgraded representative and
supervisor self-benefit highlights.

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Worker self-benefit with the My Personal Information page
Workers can perform more self-administration HR-related undertakings on their My Personal
Information page, keeping up precise data. Since redesigns are done progressively and
connection specifically to SAP, they are quick and consistent, give a stupendous worker
encounter, and the self-benefit usefulness oversees HR costs.
3.8 Training and development.
Our employees never quit looking for new chances to develop. Microsoft constantly assess
and advance our preparation chances to meet their particular needs. By adjusting our projects
to meet an assortment of learning styles - in the classroom, on the web, through video, and
in different structures - we guarantee our representatives proceed to learn and propel their
vocations.
Intern Development
48-week arrangements are offered to college understudies in the third year over various
business capacities. These give a clever prologue to the business. They're an awesome
approach to advance professions. The program offers a tremendous measure of at work
learning and bespoke abilities preparing. At the point when at Microsoft as an understudy,
there are different undertakings to get required with keeping in mind the end goal to network,
improve group working and relational abilities and increase the value of the general
understanding.
Microsoft UK Graduate Advancement Program:
Microsoft works a worldwide graduate program MACH (Microsoft Academy of college
hires), which furnishes college graduates with the chance to 'begin solid' at Microsoft. This
year the UK backup contracted 40 graduates. We put intensely in their improvement since we
trust they can possibly be senior pioneers inside the business. They figure out how Microsoft
functions and assemble aptitudes to help them convey results and work successfully with
others.
MACH offers two years of special experiences, associations and assets close by a business
basic everyday part - went for building abilities and utilizing gifts. Graduates pick up
introduction to pioneers who are focused on their development and long term profession at

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Microsoft. Our worldwide program associates a various group of more than 1,800
companions and graduated class from more than 60 nations to help graduates effectively
explore inside Microsoft. Overwhelming accentuation is put on preparing and improvement.
This is sponsored by our solid system of coaches, companion bolster and a culture of co-
operation. Top to bottom specialized or business preparing is given wherever essential,
alongside a much more extensive program intended to help graduates advance in their
vocation.
Conclusion
This study indicates the successful HR practices for obtaining talents for the newly expanding
office of Microsoft Inc. to Kerala, India using SHRM models and best practices. A
consciousness of issues and ideas inside this range is a critical tool for every one of those
included with leading, managing, and developing people.
Microsoft items engage people all through the world to be effective and achieve their
maximum capacity. We look to amplify these open doors as financial strengthening and
opportunity is essential for the full acknowledgment of human rights
Microsoft will tell work candidates, when they are separately chosen to take an interest
facilitate in an appraisal or determination prepare that housing are accessible upon demand in
connection to the materials or procedures to be utilized.
Microsoft will give individualized work environment crisis reaction data to representatives
who have a handicap, if the incapacity is with the end goal that the individualized data is
essential, and if Microsoft knows about the requirement for convenience because of the
worker's inability. Microsoft will give this data when practicable in the wake of getting to be
distinctly mindful of the requirement for settlement.
Where the representative needs support, Microsoft will, with the assent of the worker, give
the working environment crisis reaction data to the individual assigned by Microsoft to give
help to the representative.
Microsoft will audit the individualized work environment crisis reaction data when the
representative moves to an alternate area in the association, when the worker's general
facilities needs or plans are explored.

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This review demonstrates the effective HR practices for acquiring talents for the recently
extending office of Microsoft Inc. to Kerala, India utilizing SHRM models and best practices.
Microsoft’s effective HR tools connect with individuals all through the world to be
compelling and accomplish their most extreme limit.
Microsoft will provide individualized workplace, emergency response information to
employees. Microsoft will concentrate on.
- Create ability
- Representative learning and preparation
- Conducting representative execution surveys
- Assessing representative remuneration and advancements
- Review the aggregate estimation of worker pay and advantages
- Noting HR-related representative inquiries
5.0 References.
 www.microsoft.com
 McGee, J.J., Thomas, H. and Wilson, D. (2010) Strategy: Analysis and practice. 2nd
edn. New York, NY, United States: McGraw Hill Higher Education.
 https://www.microsoft.com/enterprise/business-leaders/reimagining-human-
resources/default.aspx
.

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