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The company’s performance is full of 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, and the improvements Microsoft can focus on in order to increase its market share and improve its employee retention strategy.
Human Resource Management in Microsoft’s Performance
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 employee to share complaints without fear of dismissal.
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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 every 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.
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 every 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 every 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 employee.
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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.
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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.
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.