Free «How to Make a Microserf Smile» Essay Sample

The company’s performance depends on different important elements, which contribute to business development and evolution of all processes. Human resource management is a mandatory element of utilizing the performance of every employee, which contributes to the core of the company’s productivity. Microsoft is an outstanding company, which managed to win loyalty of millions of customers all over the world. However, the company is not lucky enough to avoid problems in its performance. The following discussion is a reflection of the company’s issues in human resource management, the role of the new HR chief, the effects of transformations in the company, employees’ motivation, and the improvements Microsoft can focus on in order to increase its market share and improve its employee retention strategy.

Human Resource Management at Microsoft

Human Resource Management at Microsoft is a strategic pillar for the company. At Microsoft Corporation, the HR department is dedicated to fostering a workforce that is equipped with not only technical skills but also conceptual skills. This dual focus ensures that employees are not just adept at handling their immediate tasks but are also able to grasp the bigger picture and contribute to innovation and strategy.

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The human resources team at Microsoft is tasked with identifying and recruiting the best people – those who show promise not just in their current capabilities but also in their potential for growth. By doing so, Microsoft secures a competitive advantage in the fast-paced tech industry. The company’s commitment to its human resources extends beyond recruitment; it includes continuous development programs that help employees stay ahead of the curve.

In essence, the HR department at Microsoft is not just a functional area; it is a core part of the company’s strategy to lead and redefine the industry. Through its human resource management practices, Microsoft ensures that it remains at the forefront of technological advancement and market leadership.

Recruitment and Selection: The Beginning Stage

At Microsoft Corporation, the recruitment practices are deeply intertwined with the customer voice. The company’s HR department is committed to translating these customer insights into talent solutions that drive innovation and service excellence. The hiring process is meticulously crafted to ensure that the best people – those who can resonate with and amplify the customer voice – are brought on board.

The HR department at Microsoft doesn’t just look for candidates with the right qualifications; they seek individuals who can contribute to the company’s culture and values. This approach to human resources is strategic, ensuring that each employee is a custodian of the customer voice. It’s this dedication to understanding and meeting customer needs that enables Microsoft to develop talent solutions that not only address current demands but also anticipate future trends.

By prioritizing the customer voice in its hiring practices, Microsoft secures a workforce that is not just skilled but also aligned with the company’s mission to empower every person and organization on the planet to achieve more. This synergy between the HR department and the broader business strategy is what sustains Microsoft’s position as a leader in the technology sector. The talent solutions devised by the HR experts at Microsoft are therefore not just about filling positions; they are about building a legacy of innovation and customer-centricity.

Recruitment and Selection – Later Stage

In the later stages of recruitment and selection, Microsoft’s approach is characterized by a commitment to talent solutions that are both innovative and responsive to the evolving needs of the business. The HR department plays a pivotal role in this process, ensuring that the best people are not only recruited but also retained.

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Microsoft’s HR department is dedicated to refining its talent solutions to align with the customer voice. This alignment is crucial as it ensures that the workforce is capable of understanding and responding to customer needs effectively. The recruitment practices at this stage are designed to be comprehensive, involving:

  • A meticulous hiring process that evaluates candidates beyond their resumes, focusing on their potential to contribute to Microsoft’s culture and values.
  • Continuous assessment of employee satisfaction levels to ensure that the talent solutions provided are not just effective but also conducive to long-term career development.
  • Implementation of best practices in HR management, which includes a thorough analysis of both the company’s needs and the candidates’ abilities to meet them.

By prioritizing these aspects, Microsoft’s HR department ensures that the customer voice is heard not just in product development but also in the cultivation of its human capital. The talent solutions devised are therefore not just about filling positions; they are about creating a robust, customer-centric workforce that can propel Microsoft to new heights of success. The HR department’s focus on the customer voice ensures that the best people – those who can truly resonate with and amplify Microsoft’s mission—are part of the team, driving innovation and maintaining Microsoft’s competitive edge in the technology sector.

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Motivating Employees

Employee motivation at Microsoft Corporation is a critical aspect that the HR department strategically addresses through its talent solutions. These solutions are designed to provide exclusive advantages to employees, setting Microsoft apart from its competitors and reinforcing its competitive advantage.

At Microsoft, the human resources team understands that motivated employees are the backbone of the company’s success. To this end, the hiring process is just the beginning of an employee’s journey. Once onboard, individuals are introduced to a suite of talent solutions that cater to their professional development and personal growth. These talent solutions are not one-size-fits-all; they are tailored to meet the diverse needs and aspirations of Microsoft’s global workforce.

The HR department at Microsoft is committed to listening to the customer voice, which is reflected in the way they manage and motivate their human capital. Employees are encouraged to innovate and contribute ideas that resonate with customer needs and expectations. This culture of inclusivity and responsiveness to the customer voice not only motivates employees but also drives them to deliver their best work.

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Moreover, Microsoft offers exclusive advantages to its employees, such as access to cutting-edge technologies, opportunities to work on impactful projects, and a supportive environment that fosters collaboration and creativity. These benefits are part of Microsoft’s commitment to ensuring that every employee feels valued and is equipped to excel in their role.

In summary, the HR department at Microsoft plays a pivotal role in cultivating a motivated workforce. By providing exclusive advantages and responsive talent solutions, Microsoft ensures that its human resources are not just satisfied but are also key contributors to the company’s enduring competitive advantage. This strategic approach to employee motivation is what makes Microsoft a leader in the tech industry and a desirable workplace for top talent around the world.

Employee Satisfaction and Loyalty

At Microsoft, the HR department has developed a comprehensive HR solution that emphasizes workers’ satisfaction as a cornerstone of its recruitment practices. This approach not only secures a competitive advantage for the company but also ensures that the best people with the right technical skills are attracted and retained. The programs are designed to:

  • Reflect the customer voice in the workplace, creating a culture where employees feel their contributions directly impact customer satisfaction.
  • Provide exclusive advantages to employees, such as access to advanced training programs and career development opportunities.

By focusing on staff’s satisfaction, Microsoft’s HR solution fosters a loyal workforce that is committed to the company’s vision and success. This strategic focus on the best people and their satisfaction is what enables Microsoft to maintain its position as a leader in the technology industry.

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Balancing Achievement and Culture: A Model for Performance

The performance-culture model at Microsoft is a testament to the company’s innovative approach to human resource management. This model is a reflection of the HR department’s commitment to aligning recruitment practices with the company’s core values and objectives. A thorough analysis of Microsoft company reveals that this model is central to fostering a workplace where human resources are valued not just for their contributions to business goals but also for their individual growth and well-being. By prioritizing a supportive work environment, Microsoft ensures that its employees remain engaged and motivated, which is essential for sustaining the company’s success.

Employee Rewards

At Microsoft, employee rewards extend beyond mere financial incentives. They are a holistic recognition of the best people – those who exhibit exceptional technical skills and conceptual skills. These rewards are a reflection of an analysis of Microsoft company culture, which values the customer voice and seeks to provide exclusive advantages to its employees. Such exclusive advantages include opportunities for personal and professional growth, fostering a sense of belonging and appreciation. Conceptual skills are particularly valued, as they enable employees to understand and contribute to the company’s broader objectives, further enhancing these exclusive advantages. This comprehensive rewards system ensures that employees feel their work is meaningful and directly contributes to Microsoft’s success.

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Human Resource Management in Microsoft’s Performance: Analyzing Brummel’s Work

First, it is necessary to outline several consequences of Brummel’s performance, who managed to revive the communication process within the company. The transformations, which took place in Microsoft helped enhance the employee retention strategy. It happened due to the company’s ability to listen to every employee and understand their needs. Brummel helped facilitate the ability of every single employee to share complaints without fear of dismissal. Brummel introduced intranet communication, which helped solve several problems at once. First, it helped enhance unity of employees and their communication thanks to active exchange of ideas, complaints, and suggestions regarding daily work. Secondly, it boosted the decision-making process, which could involve any employee willing to share ideas and thoughts. Further, Brummel took care of each employee by providing a doctor in case of emergency and food delivery from any restaurant. It helped enhance the employee’s trust in the company taking care of the staff welfare. In addition, it helped reduce the employee turnover rate, which started to bother top management before Brummel started working in HR direction. Finally, Brummel continues to think about further improvements including work from home, which can essentially benefit the work-life balance of every employee. This way, it will be possible to organize the company’s performance based on the natural willingness of every employee to contribute to the company’s success in order to receive a myriad of benefits. In general, it is possible to provide input for the existing HR management practice at Microsoft.

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Improvements

Generally speaking, it is possible to conclude that Brummel managed to create a complex system of HR management, which considers interests of top management and employees at the same time. However, it is possible to add some improvements, which can help enhance the performance of the company and optimize its current productivity. For example, it is possible to introduce an open door policy and a dashboard of success. An open door policy states that every manager should keep the door of the office room open in order to show that employees are free to come in and share their ideas and thoughts whenever they want (Klein, 2012). The existing intranet system of communication helps employees express their requests and accelerates response time. However, it is important to support employee’s efforts aimed at achieving success beyond virtual reality space. An open-door policy can help enhance trust and encourage employees to ask for advice whenever they face problems. A dashboard of success should be a part of the improvement focused on recognizing achievements of every employee. It is a significant motivating element, which can encourage each employee to continue working on personal growth and succeed in Microsoft. Dedicated and loyal employees in every department deserve recognition, which will show that Microsoft remembers to praise them. In general, both improvements to the existing HR practice in Microsoft will contribute the enhancement of productivity of the employees.

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HR Responsibilities of Brummel

Brummel had a myriad of responsibilities, which focused on various aspects of routine performance. First, Brummel became responsible for motivating employees by satisfying their needs. To achieve this, Brummel started evaluating needs of every employee in order to create an appropriate atmosphere for high performance. In addition, Brummel became responsible for the improvement of Microsoft communication system. The effects of the system are obvious, because each employee is capable of sharing problems whenever they needed. In fact, Brummel became responsible for the regulation of the decision-making process by responding to the needs of employees, their problems, and suggestions, which is a significant step in the development of trust among employees (Mondy, Noe, & Gowan, 2005). In addition, Brummel became the one responsible for the optimization of the employee retention strategy by offering employees new benefits. For example, Brummel introduced lunches at the workplace and doctors at home (Conlin & Greene, 2007). This way, Brummel showed that Microsoft is the company, which takes care of every single employee.

Additional Responsibilities

However, it is possible to add some responsibilities to Brummel’s list of duties in order to improve the company’s performance from the perspective of HR management.

  • First, it is necessary to use dashboards not only for the recognition of employees, but also for greetings and valuable information.
  • Brummel should focus on enhancing unity within the company. For example, she may use intranet connection to learn about employees’ birthdays and other important moments in life.
  • Brummel should be the one putting information on dashboards in order to attract attention of employees and enhance their team spirit (Andersen & Minbaeva, 2013). Moreover, it will help them feel like a family full of mutual affection, respect, and support. Accordingly, it will be possible to take care of the company’s development and business evolution.
  • Another responsibility Brummel may add is focusing on recruitment. It is an important step, which should be reconsidered in order to bring efficiency to the company’s productivity. It means that Brummel should develop a strategy, which will help include new employees in the existing team of professionals. It is a complex process, which requires accommodation and additional time to accept new elements in the mechanism of daily performance.
  • Brummel should be the one responsible for supporting new employees and helping them understand the nature of the company’s internal environment (Cannon & McGee, 2011). In general, the recruitment strategy should be continuously revised in order to accommodate the ever-changing business environment.

In general, it can be said that Brummel has a myriad of responsibilities, which have already given her a significant workload. It means that Brummel may require additional help from subordinates in order to control all of her duties. Otherwise, there will be no effect from the changes or transformations initiated by Brummel or top management.

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Conclusion

In conclusion, the example of Microsoft demonstrated that it is important to consider new candidates with unusual leadership styles. The position of HR chief became an opportunity for Lisa Brummel to upgrade the company’s performance due to the unity of employees. Effective results proved that Brummel became a perfect HR manager capable of connecting all branches and departments in a single team. In general, the performance of Microsoft improved thanks to the enhanced employee retention strategy and job satisfaction.

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