Microsoft was established in 1975 by Bill Gates and Paul Allen. It has grown to be a multinational technology company headquartered in Redmond, Washington. Microsoft develops, manufactures, licenses, supports and sells computer software, consumer electronics, personal computers, and services. It recruits employees through campus recruitment and industry hiring. It provides training programs, competitive compensation and benefits, and focuses on performance management, work-life balance, and empowering women employees.

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

4. BUSINESS
INTRODUCTION HISTORY HR PRCTICES HR STRATEGY
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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
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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.
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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.
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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.
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9. BUSINESS
INTRODUCTION HISTORY HR PRCTICES HR STRATEGY
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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

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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...
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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
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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.
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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.
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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.
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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...
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20. BUSINESS
INTRODUCTION HISTORY HR PRCTICES HR STRATEGY
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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.