Microsoft was founded in 1975 by William H. Gates III. The document discusses Microsoft's strategic human resource management practices including learning and development, employee engagement and retention, and addressing religion in the workplace. It provides details on Microsoft's training programs and virtual academy which provide courses in various products, services, and languages. The document also discusses the benefits of promoting religious and spiritual inclusion in the workplace such as increased retention, productivity and communication.
Its about building leadership and organizational effectiveness…Lean Leadership is - creating the Lean environment. It takes the organization to something better…different…new…Lean CULTURE.
How seam can be a solution for employee engagementBob Randall
Two approaches to organization development (OD) link the social health of organizations to the economic performance of organizations. Employee engagement research shows a correlation between the level of engagement among employees in organizations and the employee turnover, the organization’s ability to grow and bottom line results. Meanwhile, the Socio-Economic Approach to Management (SEAM) links organizational dysfunction to hidden costs and the ability of the organization to develop human potential.
Its about building leadership and organizational effectiveness…Lean Leadership is - creating the Lean environment. It takes the organization to something better…different…new…Lean CULTURE.
How seam can be a solution for employee engagementBob Randall
Two approaches to organization development (OD) link the social health of organizations to the economic performance of organizations. Employee engagement research shows a correlation between the level of engagement among employees in organizations and the employee turnover, the organization’s ability to grow and bottom line results. Meanwhile, the Socio-Economic Approach to Management (SEAM) links organizational dysfunction to hidden costs and the ability of the organization to develop human potential.
A new approach in talent management, see how to apply an effective human resources talent management strategy using the agile methodologies. Is not about to work more, is about to work in a more effective way to achieve results in less time.
New technologies like Big Data and data analysis along with new tools to improve the talent management cycle, are helping today to create a different and disruptive way to manage talent in the company.
Our Adaptive Leadership Iterative Framework provides you with the tools, principles, practices and values to enable you to thrive in a constantly changing world connected through multiple, complex dimensions.
The Denison Model is a management tool to diagnose and build culture alignment.
Denison Model can help to understand the current state of the organization’s effectiveness and to propel it to the desired direction.
The Denison Model presents four key cultural traits and twelve related management practices. At its core, are the beliefs and assumptions? Blank segments on concentric circles will let professionals add trait scores based on assessments.
• Adaptability
• Mission
• Involvement
• Consistency.
High Performance Teams: The 4 KPIs of SuccessQELIedu
Investing in your team can help to transform your organisation. This presentation shows how you can create your own High Performing Team.
Visit www.qeli.qld.edu.au for more information.
6 Year Plan for an Organizational Development TeamDarin Phillips
This presentation defines (at a high level) steps that could be taken to introduce the balanced scorecard and initiatives that will help a company improve performance. The main focus is on developing human capital.
Employee engagement refers to the level of dedication and enthusiasm employees hold regarding their tasks, responsibilities, and the overall objectives and culture of a workplace. It’s important to measure employee engagement (in a worthwhile way) and embed employee engagement into an organisations culture.
For more content like this, check out Acorn Labs: http://acornlabs.education/
The focus of this presentation is on the importance of developing leadership skills to engage employees and co-workers. It includes tips and tool that can be implemented to improve your leadership.
These slides are a subset of a presentation delivered as part of a Customer Contact conference in Toronto, ON. The slides outline the two key components of keeping your contact centre employees engaged with your organization, and personally motivated. The presentation features research findings from a number of world-class sources.
Managers are the biggest occupational group in the UK – and
over 800,000 new jobs will be created in management between
2010 and 2017. However, only one in five managers in the UK is
professionally qualified.
Steps to High Performance
Easy Goals, Hard stretchable Goals, Impossible goals . From a Motivation perspective set hard goals
Listen, Listen, Listen
It requires a new set of glasses for serving your team
Organizations have problem seekers and Problem Solvers. Empower your team to be problem solvers
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
A new approach in talent management, see how to apply an effective human resources talent management strategy using the agile methodologies. Is not about to work more, is about to work in a more effective way to achieve results in less time.
New technologies like Big Data and data analysis along with new tools to improve the talent management cycle, are helping today to create a different and disruptive way to manage talent in the company.
Our Adaptive Leadership Iterative Framework provides you with the tools, principles, practices and values to enable you to thrive in a constantly changing world connected through multiple, complex dimensions.
The Denison Model is a management tool to diagnose and build culture alignment.
Denison Model can help to understand the current state of the organization’s effectiveness and to propel it to the desired direction.
The Denison Model presents four key cultural traits and twelve related management practices. At its core, are the beliefs and assumptions? Blank segments on concentric circles will let professionals add trait scores based on assessments.
• Adaptability
• Mission
• Involvement
• Consistency.
High Performance Teams: The 4 KPIs of SuccessQELIedu
Investing in your team can help to transform your organisation. This presentation shows how you can create your own High Performing Team.
Visit www.qeli.qld.edu.au for more information.
6 Year Plan for an Organizational Development TeamDarin Phillips
This presentation defines (at a high level) steps that could be taken to introduce the balanced scorecard and initiatives that will help a company improve performance. The main focus is on developing human capital.
Employee engagement refers to the level of dedication and enthusiasm employees hold regarding their tasks, responsibilities, and the overall objectives and culture of a workplace. It’s important to measure employee engagement (in a worthwhile way) and embed employee engagement into an organisations culture.
For more content like this, check out Acorn Labs: http://acornlabs.education/
The focus of this presentation is on the importance of developing leadership skills to engage employees and co-workers. It includes tips and tool that can be implemented to improve your leadership.
These slides are a subset of a presentation delivered as part of a Customer Contact conference in Toronto, ON. The slides outline the two key components of keeping your contact centre employees engaged with your organization, and personally motivated. The presentation features research findings from a number of world-class sources.
Managers are the biggest occupational group in the UK – and
over 800,000 new jobs will be created in management between
2010 and 2017. However, only one in five managers in the UK is
professionally qualified.
Steps to High Performance
Easy Goals, Hard stretchable Goals, Impossible goals . From a Motivation perspective set hard goals
Listen, Listen, Listen
It requires a new set of glasses for serving your team
Organizations have problem seekers and Problem Solvers. Empower your team to be problem solvers
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
Jerry Masin presentation on building human capital infrastructure for small businesses.
Presented on behalf of the Greater Princeton Area Chapter of SCORE.
Your success...powered by SCORE
Jerry Masin presentation on building human capital infrastructure for small businesses.
Presented on behalf of the Greater Princeton Area Chapter of SCORE.
Your success...powered by SCORE.
Leadership Development Growing Talent Strategically .docxDIPESH30
Leadership Development:
Growing Talent Strategically
Beverly A. Dugan
Human Resources Research Organization (HumRRO)
Patrick Gavan O’Shea
Human Resources Research Organization (HumRRO)
Copyright February 2014
Society for Human Resource Management and Society for Industrial and Organizational Psychology
SHRM-SIOP Science of HR White Paper Series
Beverly A. Dugan
Human Resources Research Organization
[email protected]
Beverly Dugan, Ph.D., has more than 25 years of experience in leadership,
management, and organizational research and consulting. She recently retired from
the Human Resources Research Organization (HumRRO), where she was a vice
president and division director. In this position, she managed talent management
projects and was also responsible for developing and maintaining the corporate
capability to perform leading-edge talent management research and development
services for federal agencies, associations and the private sector. She is currently an
independent consultant and leadership coach. She received her Ph.D. in experimental
psychology from the University of Tennessee at Knoxville and is a member of the
Society for Industrial and Organizational Psychology (SIOP), the Society of Consulting
Psychology (SCP), the American Psychological Association and the International Coach
Federation.
Patrick Gavan O’Shea
Human Resources Research Organization
[email protected]
Gavan O’Shea is the Director of Federal Talent Management at HumRRO. Gavan’s
specific areas of expertise include leadership assessment and development, 360-degree
feedback, job analysis and competency modeling, and employee selection and
promotion. He is an Adjunct Professor within Villanova University’s Department of
Human Resource Development, and his work has appeared in outlets including
Leadership, Military Psychology, Group Dynamics, the Journal of Business and
Psychology, the Journal of Management and the Encyclopedia of Leadership. Gavan
received his Ph.D. in industrial-organizational psychology from Virginia Tech.
1
The Importance of Leadership
The world is changing in countless ways, and the effects are rippling throughout
our society and our organizations. While
constant, dramatic change has become the
status quo, 10,000 Baby Boomers will turn
65 each day between now and 2030 (Cohn &
Taylor, 2010). The challenges presented by
ongoing change and the loss of wisdom and
experience associated with the aging of the
workforce drive the need for strong leaders.
Recognizing this need, organizations spend
a lot of money on leader development. A
study conducted by Bersin Associates (2009) found that companies spent an average of
nearly $500,000 on leader development in 2008, with small companies spending about
$170,000 and large companies spending about $1.3 million. By fostering strategic
A joint Bersin-Center for Creative
Leadership (CC ...
Leadership Development Growing Talent Strategically .docxsmile790243
Leadership Development:
Growing Talent Strategically
Beverly A. Dugan
Human Resources Research Organization (HumRRO)
Patrick Gavan O’Shea
Human Resources Research Organization (HumRRO)
Copyright February 2014
Society for Human Resource Management and Society for Industrial and Organizational Psychology
SHRM-SIOP Science of HR White Paper Series
Beverly A. Dugan
Human Resources Research Organization
[email protected]
Beverly Dugan, Ph.D., has more than 25 years of experience in leadership,
management, and organizational research and consulting. She recently retired from
the Human Resources Research Organization (HumRRO), where she was a vice
president and division director. In this position, she managed talent management
projects and was also responsible for developing and maintaining the corporate
capability to perform leading-edge talent management research and development
services for federal agencies, associations and the private sector. She is currently an
independent consultant and leadership coach. She received her Ph.D. in experimental
psychology from the University of Tennessee at Knoxville and is a member of the
Society for Industrial and Organizational Psychology (SIOP), the Society of Consulting
Psychology (SCP), the American Psychological Association and the International Coach
Federation.
Patrick Gavan O’Shea
Human Resources Research Organization
[email protected]
Gavan O’Shea is the Director of Federal Talent Management at HumRRO. Gavan’s
specific areas of expertise include leadership assessment and development, 360-degree
feedback, job analysis and competency modeling, and employee selection and
promotion. He is an Adjunct Professor within Villanova University’s Department of
Human Resource Development, and his work has appeared in outlets including
Leadership, Military Psychology, Group Dynamics, the Journal of Business and
Psychology, the Journal of Management and the Encyclopedia of Leadership. Gavan
received his Ph.D. in industrial-organizational psychology from Virginia Tech.
1
The Importance of Leadership
The world is changing in countless ways, and the effects are rippling throughout
our society and our organizations. While
constant, dramatic change has become the
status quo, 10,000 Baby Boomers will turn
65 each day between now and 2030 (Cohn &
Taylor, 2010). The challenges presented by
ongoing change and the loss of wisdom and
experience associated with the aging of the
workforce drive the need for strong leaders.
Recognizing this need, organizations spend
a lot of money on leader development. A
study conducted by Bersin Associates (2009) found that companies spent an average of
nearly $500,000 on leader development in 2008, with small companies spending about
$170,000 and large companies spending about $1.3 million. By fostering strategic
A joint Bersin-Center for Creative
Leadership (CC ...
October is time for raising domestic violence issues within our communities. It is extra special to survivors like me for people to help spread the facts about domestic violence instead of letting rumors fly around.
As a team, we had to provide a PowerPoint presentation with audio narration that includes the following:
A summary of the problems facing Luis Morales as he began implementing Ben Fisher's international expansion strategy.
A summary of the organizational changes he made in response to those problems.
A summary of the true value of the Sterling Partners consulting services that they provided.
An overview of what Morales should recommend.
A call to action regarding what Ben Fisher should decide.
The study of Pepsi Co need for organizational diagnosis and design to reduce marketing to children. Organizational diagnosis and design uses change management, tipping points, marketing, Business Case and Discovery, strategic grouping, transitioning, and talent and leadership.
Ways in which suicide can be prevented among teenagers. Important signs to look for and other behaviors that may accompany suicidal thoughts for teens. Causes of teen suicide are addressed.
Full Range Leadership Development at VerizonHolley Jacobs
Why is full range leadership development needed at Verizon, How does intellectual stimulation, inspirational motivation, idealized influence, and individualized consideration affect the roles of leaders and followers. The effects of transformational leadership are explored and explained.
Relationship Oriented vs Task Oriented Behaviors Emotional Intelligence vs Co...Holley Jacobs
Views on the differences between relationship-oriented versus task-oriented behaviours as well as the difference between emotional intelligence versus cognitive intelligence in leadership situations.
A description of corporate social responsibility to which we encourage IBM to support the stopping of domestic violence. Domestic Violence statistics are given and reasons why IBM should support this cause.
Proposition Against the Situational Leadership StyleHolley Jacobs
Taking the stance against using the situational style of leadership by using knowledge and access to case studies and other documentation as to why it is not the best style for leadership and management.
PepsiCo mission statement and the value, importance, and need to use a mission statement to add fuel to the fire for employees to realize the overall goals of the company.
Action Research and SMART Goals Look Think ActHolley Jacobs
Using Action Research's concepts to "Look", "Think", and then "Act" require the action researcher to be creative in the process. No one process has been established. My process was to utilize SMART goal techniques to reach the goals of the action researcher.
This presentation is a case study analysis I completed as part of a team assignment. We had to propose a thesis, define our purpose in making the presentation and why the organization should listen to our recommendations. We first had to evaluate the problem, and provide evidence. Then we discussed what recommendations to make. Then resistance to change and a call to action was added. A hook was implemented with proper APA guidelines and reputable sources.
I worked on a team project which is to "apply skills necessary for effective high performance team leadership and participation." This was an assignment from Management Theories and Principles II. The project consisted of completing a PowerPoint presentation based of the "Dilemma of Teams" and the solutions we offer to the GM 500 students who are just beginning their Master's Program. Our goal is to focus on an orientation presentation for incoming GM 500 students. The PowerPoint must be 12 slides ore more not including title and reference pages.
Knowing best practices for effective business communication is vital in today's business world. Writing to a diverse audience and having these tips in mind everytime you construct a business document will assist you in surpassing your competition. The busy business world of today requires special skills to effectively communicate to your audience.
Regards,
~ Holley Jacobs
Initiatives To Reduce and Prevent Workplace StressHolley Jacobs
Causes and effects of workplace stress and how to reduce and prevent them. Both employees and employers will benefits from a workplace stress reduction and prevention plan. It is better to be proactive than reactive. Research has shown that companies who provide ways for employees to reduce their workplace stress find them to be more productive, happier, and loyal to the business.
Regards,
~ Holley Jacobs
Jacob, my son, has Autism. We have entered a contest to help raise awareness about Autism while at the same time, giving Jacob the opportunity to get a free iPad. If he sells 60 pieces of this amazing artwork, then he gets a free iPad. We would appreciate it if you would buy a piece or two. The Puzzling Piece is a great nonprofit organization that has helped many other children who have Autism.
You can purchase this artwork at The Puzzling Piece iPad Challenge. Please make sure that you put either my name or his name in the box; otherwise, he will not receive credit. His name is Jacob Klein and mine is Holley Jacobs. We will not know who has bought something; only how many pieces have been sold. They are unable to keep track of who bought a piece for Jacob's new iPad.
So, please, after purchasing an item or two, let us know in the comments section of this post so we can personally thank you for your consideration and thoughtfulness. You will be making a great contribution to a wonderful charity, getting a great piece of artwork, and enabling Jacob to further his education.
Thank you for your time and consideration. The Puzzling Piece Challenge is something we are looking forward to participating and help raise awareness for Autism as well.
http://www.thepuzzlingpiece.com
Regards,
~Holley & Jacob
I had to do a final project consisting of an entire strategic plan for a Fortune 1000 company. I chose Google because I love most of their products. The powerpoint begins from the start of thinking about strategy all the way through implementing it and revising it when necessary. Everything in between falls in this Powerpoint as well. It is one of my personal favorites.
This was the third year I was able to spend with my man. He is an angel on this planet and supports all of the hard work I am doing by returning to school. I graduate December 24th...yea!!
I designed each of these pictures and put the quotes on them and made them into a video for Tony.
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
2. Founded in 1975 by William H.
Gates III
Mission Statement
“To enable people and businesses
throughout the world to realize
their full potential.”
Microsoft Company
3. Learning and Development
Retention and Engagement
Religion in the Workplace
Strategic Human Resource Management
4. Critical aspect of human
resource management
Encourages quality work
Increases retention rate and
business success
Decreases turnover
Employee Engagement and Retention
5. Inspired an entrepreneurial
spirit
Individual responsibility lost as
they grew
Losing top talent
Processes important as
outcomes
Microsoft – The Early Years
6. Integrated human resource
approach
1 of 13 companies on “100 Best
Companies to Work for” since
1998
Success = drive of employees
Microsoft – Today
7. Energized & Focused Employees
85% recommend working at
Microsoft
93% feel they are treated with
dignity and respect
94% states Microsoft is a good
corporate citizen
Microsoft Human Resource Management
8. An organization’s key strategic
issues
Determined by the extent
human assets are viable
Learning and Development
9. Identify key employee skills and
benefits
A method for training program
design
Leadership assessments
Executive coaching
Learning and Development Success
10. Microsoft Virtual Academy
Live training classes
Train in products and services
Web development courses
14 different languages
Learning and Development at Microsoft
11. Professional Development for
Educators
Certificate upon completion
Assessments of work
Virtual learning
Onsite Professional
Learning and Development at Microsoft
12. Religion & Spirituality is a
growing concern for companies
Due to increased globalization
and technological growth over
the past 20 years.
Diversity, Religion & Spirituality in the Workplace
13. Religion is personal, special
and the core of many people’s
lives
Often employees unite as a
single faith community
Crosses ethnic, racial and
cultural barriers
Why Workplace Religion & Spirituality Is Important
14. Increases retention & productivity
Increases communication and
management development
Promote teamwork
Promotes acceptance of
differences based on race, class,
gender & ethnicity
Benefits of Religious & Spiritual Inclusion
15. Religion – Practices associated
with a belief in a superior being
Religion – “Formal” expression
of some form of deity
Spirituality – How people
communicate with their faith
such as mediation or prayer
What Is Faith?
16. References
Alen, D. (2006). Retaining Talent: A guide to analyzing and managing employee turnover. Retrieved from
http://www.shrm.org/about/foundation/research/documents/retaining%20talent-%20final.pdf
Bhuvanaiah, T., & Raya, R. P. (2014). Employee Engagement Key to Organizational Success. SCMS
Journal of Indian Management, 11(4), 61-71
Corporate Citizenship. (2015). Retrieved from Microsoft Website: http://www.microsoft.com/about
Corporatecitizenship/en-us/working-responsibility/principled-business-practices/our-people
Facts about Microsoft. (2015). Retrieved from Microsoft Corporation:
http://news.microsoft.com/facts-about-microsoft/#Employmentinfo
Fee, K (2011). 101 Learning and Development Tools: Essential Techniques for Creating,
Delivering and Managing Effective Training. London: Kogan Page
Lockwood, N. (2007). Leveraging employee engagement for competitive advantage: HR’s Strategic Role. SHRM
Quarterly
17. References
Microsoft. (2015, February). Facts about Microsoft: Retrieved from Microsoft: http://news.Microsoft.com/facts-
about-microsoft/#EmployementInfo
Microsoft. (2015). Global Diversity and Inclusion. Retrieved from: http://www.microsoft.com/en-us/diversity/
business-of-inlcusion/default.aspx#fbid=Q9IYYOskDGR
Microsoft. (2015, February). MVA. Retrieved from Microsoft Virtual Academy: http://www.microsoftvirtual
academy.com
Microsoft. (2015, February). Professional Development. Retrieved from Microsoft in Education: http://www.
microsoft.com/en-us/education/training-and-events/professional-development.aspx#bid=3mKnZlhw8s
Mitroff, I. I., & Denton, E. A. (1999). A Study of Spirituality in the Workplace. Retrieved from:
http://sloanreview.mit.edu/article/a-study-of-spirituality-in-the-workplace/
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Editor's Notes
Microsoft has made strides in the business world to be one of the leaders in technology and our research will show how they have maintained that title and how they will continue to be successful in an ever changing world. We have used research regarding human resource development and how that has affected Microsoft. Our research stems from articles, journals, books, and Microsoft’s website. We will also include recommendations to Microsoft executives based on the outcome of our findings.
Microsoft Corporation was founded in 1975 by William H. Gates III. Their mission is “enable people and businesses throughout the world to realize their full potential” (Microsoft Corporation - 2011 Annual Report, 2015). Microsoft Corporation is in a very competitive field – information technology and software. They are located in Redmond, Washington, are a public company and offer a plethora of employee benefits including health insurance, work-life balance, diversity, training, and health. Microsoft Corporation ranked 72nd on Fortune 100 list and was listed as 86th on Fortune’s Best Companies to Work For 2014 (2014 Best Companies to work for, 2015).
There are two models of strategic human resource management. The first is the industrial organization (I/O) model which states that a company’s strategy if driven by external considerations. The second strategy, the resource-based view (RBV) deems that success is driven by internal considerations. The two models also differ in that the I/O model leads the debate in arguing that a company’s strategy will drive resource consumption while the RBV argues that resources determine the strategy (Mello, 2015). The process of strategic management consists of five processes. The first starts with the mission statement. Secondly, an environmental analysis takes place regarding the competition, regulations, technology, market and economic trends. The third process is an organizational self-assessment of resources and management systems. Fourth, goals and objectives are agreed upon which lead to the fifth process – strategy (Mello, 2015).
Employee engagement and retention is a critical aspect of strategic human resources management and is becoming increasingly more important for sustained business success. From an organizational point of view, employee engagement can be defined as “someone who feels involved, committed, passionate, and empowered and demonstrates those feelings in work behavior” (Bhuvanaiah, 2014, p. 62). Human capital is considered one of the 5 types of organizational assets evaluated to help increase business performance. However, due to the difficulty in measuring the value of human capital, it is often overlooked as a possible solution to organizational change (Mello, 2015). Implementing engagement practices create employees who are more energized to produce quality work resulting in a higher level of company loyalty (Lockwood, 2007). Organizations that have established a strategic human resources approach such as Microsoft, have experienced not only impressive retention rates but also business success. Research shows there is a distinct connection between engagement and employee retention. Retaining top talent is a significant goal for most organizations due to the high cost of turnover and not to mention the loss of an investment. Businesses suffer greatly when they invest in the development of their staff to then lose them to a competitor. Research suggests that “direct replacement costs can reach as high as 50%-60% of an employee’s annual salary, with total costs associated with turnover ranging from 90% to 200% of annual salary (Alen, 2006, p.3).
Although Microsoft has been recognized as a great employer to work for, its employee focus was not always leading their business directives. In the 90’s, even though Microsoft maintained a low turnover rate, they were losing some of their top talent. These employees, who received excellent training and financial stability from Microsoft, were not leaving for a competitor, but they were venturing off to start their own businesses due to Microsoft’s incredibly fast growth while starting to lack distinctiveness. Nathan Myhrvold, former Microsoft employee stated “there seemed to be a pervasive feeling that Microsoft's size is hurting it in important ways. Microsoft has grown to the point where process has become as important as outcome” (Nocera, 2000, para 21). ). In its earlier years, Microsoft engaged its employees by allowing and inspiring an entrepreneurial spirit and a sense of empowerment but as it grew, individual responsibility was lost.
Microsoft today has integrated an HR approach into their overall strategic business plan and has remained “one of only thirteen companies to be included on Fortune Magazine's annual list of the “100 Best Companies to Work For” every year since the list began in 1998” (Corporate Citizenship, 2015). In 2015, Microsoft states their “current success is based on the drive of their 100,000 employees and to continue their success they believe they “have a responsibility to create a respectful and rewarding work environment for them” (Corporate Citizenship, 2015).
This responsibility is the essence of employee engagement and it focuses on the valuation of human capital. Microsoft’s energized focus on people has helped regain and build their employee engagement practice whereas now they boast “85% of employees would recommend Microsoft as a great place to work, 93% percent feel they are treated with respect and dignity by their managers, and 94% percent feel Microsoft is a good corporate citizen in their communities and around the world” (Corporate Citizenship, 2015).
Kathleen Hogan leads Human Resources for Microsoft Corporation making her responsible for 122,935 employees worldwide. She may lead the HR department but Microsoft Corporation is still a male dominated workplace with almost 71% of their employees being male. Baby Boomers and Generation X account for over 50% of the average age of the employee population. In the United States, 60% of employees are Caucasian, 29% are Asian, and other minorities make up the last 10% of the ethnicity pool of the company. Microsoft Corporation’s engineering department is 49% of its operational functions; sales and marketing support group lead second with 45%; finance, HR and legal only account for 4%. These daily functions are housed in over 800 facilities throughout the world, with a 133 of those buildings owned by Microsoft Corporation (Facts about Microsoft, 2015).
Learning and development programs have always had a vital role to play in helping any businesses survive and thrive for success. Learning and development programs help organizations build and maintain internal capabilities so they can successfully execute their work plans.
These programs also reduce external hiring costs by evolving and developing internal employees and preparing them to take on greater leadership roles. Learning and development programs increase employee preservation by visibly demonstrating to the employees an investment has been made in their career for development and growth (Fee, 2011).
Through forty years of success Microsoft has incorporated their learning and development program giving employees the necessary skills and knowledge to be part of an ever changing company.
Microsoft also displays its competitive edge by showcasing the top students in the course through a point system. As of today over two million students have registered for training (Microsoft,2015).
Microsoft not only offers training for employees but they offer training and development for customers as well. Professional Development for Educators offers training to teachers and other educators on how their services work and how to incorporate them into the classroom. They offer a certificate of completion once training has been completed to show that the educator has completed all assessments and understands the material. Through the many pages of this site teachers can choose to join a virtual learning classroom or sign up for an onsite professional to join their school for learning and development training (Microsoft, 2015).
Workplace religion and spirituality is a growing concern for an increasing number of organizations, employees, and job seekers. If corporations are going to keep up with a rapidly diversifying global landscape they will need to make accommodations for this new trend.
With globalization on the rise companies are seeing and increase in the diversity of their companies in the area of religion and spirituality, Title VII of the Civil Rights Act of l964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment (Pluralism, 2014). Title VII also requires employers to reasonably accommodate the religious practices of an employee or prospective employee, unless doing so would create an undue hardship upon the employer (Pluralism, 2014). Coupled with the fact that multinational corporations are increasing the incidence of collaboration it has been found that making accommodations along with proper diversity training is key for attracting and retaining a skilled workforce.
Microsoft is providing it’s leaders with cultural competency training and strategies for managing global diversity and inclusion best practices. They also offer a robust portfolio of diversity and inclusion training courses for all levels of employees and leaders around the world (Microsoft, 2015). Key courses include Managing Inclusion™, Building an Inclusive Culture: Understanding Conscious and Unconscious Bias, Cultural Dexterity™ and Consulting for Diversity Hiring developed specifically for its international HR and staffing teams focused on gender diversity (Microsoft, 2015). These training programs help to produce the benefits listed in the present slide.
Spirituality rejects this dualism and speaks of us and them. Religion is often about loyalty to institutions, clergy, and rules. Spirituality is about loyalty to justice and compassion, religion talks about God, spirituality helps to make us godly (Spirituality & Health, 2015). There is a consensus that the majority of individuals interviewed feel that religion should not be discussed at the workplace while even greater numbers feel that spirituality is appropriate.