Microsoft Career Development, And The Implementation Of Human Resource Strategies

Tanglewood is known for its culture and philosophy to provide the best work environment and customer service in the retail industry. Tanglewood also prides itself on allowing employees to grow and develop through its management training programs; however, it is essential for Tanglewood’s current HR staff and executive management team to be particularly aware of the statistical numbers of its management staff and to

“Microsoft aspires to be a great company, and our success depends on you. It depends on people who innovate and are committed to growing our business responsibly. People who dedicate themselves to really satisfying customers, helping partners, and improving the communities in which we do business. People who are accountable for achieving big, bold goals with unwavering integrity. People who are leaders, who appreciate that to be truly great, we must continually strive to do better ourselves and help others improve.”

This case is about hiring and employee retention processes centered on new college graduates that, instead of offering ideal and permanent career pathways to these recent graduates and new employees, turn out to become for them a platform or a launch-pad from which they hunt for their dream careers after a couple of years. Despite the costs associated with and the high turnover trend caused by it, this practice continued over time and became increasingly unsustainable, with a rise in job insecurity, and subsequently a reduction in job satisfaction and organizational commitment that come with it. Initiatives from human resource management and the many changes in strategy attempted by senior management

One of the most successful companies in this century is Microsoft. This company has been known to be treating their employees as their major assets as one of their ways to remain successful in the future. They conduct leadership and management development training for their employees to keep them globally competitive in their jobs and as influential people (Microsoft,

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

Job security can simply be defined as the feeling of an employee feeling that he or she belongs to and plays an important role in the success of an organization. According to the U.S. Bureau of Labor Statistics, “layoff measures in 2015 were down from 2014, which shows more stability in the economy.” However, employees under at-will remain cautious about feeling a sense of security in the work place. This is simply due to the fact that their employment can be terminated at any time with or without probable cause. In turn, this creates a culture of fear at times within companies who are struggling financially.

To design effective talent management strategies; including recruitment and selection, motivation and retention, performance management, etc.

During the recent past however, when the company became a more dominant global competitor and a publicly traded conglomerate, the numbers of employees leaving the firm have increased, generating adjacent problems of employee recruitment, training and retention. In other words, the major challenges currently faced by the company are related to talent management. At a more specific level, the issues refer to the following:

a good employer. Hence the employee retention rate is very low. The purpose of this report is to propose a

Workforce turnover is a complex and important issue amongst today's organisations. It is perhaps one of the most often cited cause of increased cost and decreased productivity. No wonder people management has become an important frontier to extract and create more value from company assets. On comprehending the articles, it has become evident that organisations have moved beyond the traditional approach of only investing in core business activities, to invest in employee retention strategies. Many organisations, for example St. George Bank

Bill Gates Believed Microsoft’s core source of competitive advantage was the ability to attract, motivate and retain superior people. In attracting employees Microsoft mainly targeted the stars. Stars are the core employees that can add value to the organization through their knowledge, skills and abilities (Boselie, 2010). At Microsoft there has been a hands on mentality made for ambitious people.

from the first days of the company, where were the founders (Bill Gates and Paul Allen) the ones that did the first recruitment and selection. Their aim was to find the smart and the best people, that preferentially did not have any experience. The Microsoft is the company that offers job also young people and talented graduates, which will, in companies opinion contribute by bringing in fresh innovation and ideas (we now that one of the major objectives are to generate new product, easily to use).this philosophy is also shown in Microsoft’s ‘n minus 1’ strategy, that means that in the company are employed less people that required, what shows the importance of hiring the right people, then just to fill a position.

It’s successful because of their workplace environment, empowerment of employee ideas, and their employee benefits. These elements are the result of the strategy that the Microsoft is

in order to create possibly the most effective and versatile workforce of any corporation in existence. To study Microsoft's way of doing business is to look at the company from many angles, from a managerial and organizational standpoint to its process of developing products and services for its customers and its competitive environment. The purpose of this paper is to analyze Microsoft from a strategic fit

The purpose of this essay is to analyze the latest news of Microsoft’s restructuring plan in order to understand whether Human Resource Management is for people with the help of its functions. According to Byars and Rue (2006), “Human Resource Management (HRM) is defined as a system of activities and strategies that focus on successfully managing employees at all levels of an organization to achieve organizational goals and to manage the workforce of the organization’s human resources”.