HUMAN RESOURCE MANAGEMENT

PROJECT WORK

SUBMITTED TO:

MRS. CHAVVI YADAV

SUBMITTED BY:

KRITI RAJE ( BBA-15)

INDEX

1. INTRODUCTION TO MICROSOFT

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• HUMAN RESOURCE PLANNING

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• RECRUITMENT & SELECTION

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• TRAINING

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• PERFORMANCE APPRAISAL

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Your most unhappy customers are your greatest source of learning.

INTRODUCTION

• Microsoft corporation is an American multinational technology company with headquarters in Redmond, Washington and was founded by Bill Gates and his senior Paul Allen on April 4, 1975,to develop and sell basic interpreters for Altair 8800,that is a microcomputer designed by MITS based on Intel 8080 CPU. Later it develops MS-DOS & MS-WINDOWS as operating systems in the mid-1980s.

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• In 20,November 1985 it released Microsoft Windows as a graphical extension for MS-DOS and after that in 1990,Microsoft introduced the Microsoft office suite which bundled separate applications as Microsoft Word and Microsoft Excel. During 1995-2007 Microsoft enters and develop the Web, Windows 95,XP, and Xbox.

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• On 26th May 1995, Microsoft began to redefine Bill Gates' internal "Internet Tidal Wave memo" offerings and expand its product line into computer networking and the World Wide Web. With a few exceptions of new companies, like Netscape, Microsoft was the only major and established company that acted fast enough to be a part of the WWW practically from the start. As Microsoft adapt the new situation would give it market dominance.

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• Between 2007-2020 they also introduced Windows 8/8.1/10, Microsoft Edge, HoloLens, Xbox 1/series X/S, Outlook.com and Surface devices. After so many ups and down Microsoft keeps the dominance over world market and makes their propounders Billionaires. As Microsoft has a grip over world market, it generates a huge amount of revenue, currently it has increased 15% to $80.23B, Net income increased 31% to $29.36B.

Timeline from 1975 to 2020

HUMAN RESOURCE PLANNING

• Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Every organization needs to follow some strategic and human resource planning to achieve its goal like Microsoft uses dynamics 365 HR planning .
• the HR department of Microsoft would perform various functions in order to achieve their goals:

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• Analysis- Microsoft perform job, departmental and human resource planning analysis and evaluation in order to see what skills are required for that particular job and is the planning is sufficient or not. This could also be done by repositioning the existing employees after evaluating their skills and efficiency.

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• Forecasting- Microsoft uses the process of forecasting that helps determine the components that will be needed to meet company’s strategic goals. Microsoft also look at company's changing personal needs, so that the company can acquire the top most position in the market.

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• Assessment of supply of human resources- Microsoft usually works on its human resource supply according to the demand. They invest enormous amount of money on training and development because they expect their employees are constantly update with the business environment which is ultimately help the company to update and improve their product with the changes in the technologies. 

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RECRUITMENT & SELECTION PROCESS

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• Microsoft conduct recruitment process every year through On-campus recruitment drives & Off-campus recruitment processes. They also give advertisements on the company's website.
• Microsoft believes in recruiting extremely intelligent staff, favoring intelligence over experience.
• Microsoft shortlist right candidates with the necessary qualifications and skill set to fill the vacancies through some stages of selection:

1. THE JOB APPLICATION PROCESS:

Microsoft gives advertisement on its official website where you can go, check and apply for the given vacancies you are looking for.

2. JOB ASSESSMENT TEST:

The assessment tests offered by Microsoft to applicants are different, depending on the type of job that is being applied for.

Microsoft usually offers four types of tests:

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Numerical reasoning tests:

This type of test consists of a total of 20 questions that must be attended to within 20 minutes. These questions relates with percentages, tables, and graphs, and you will be requested to carry out analysis on data and then make a choice from multiple choice answers.

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Verbal reasoning tests:

This type of test consists of a total of 40 questions that must be answered within 20 minutes. Verbal reasoning test is being carried out to assess the analytical skill of an applicant.

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Diagrammatic/Logic reasoning tests:

The questions in this particular test are related with orders of shapes and pattern.

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Coding test:

The questions in this particular test are given to validate your technical capabilities.

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INTERVIEW ROUND:

In Microsoft, there is no fixed interview process or format. It changes with product groups or teams. The most commonly followed interview process consists of four to five rounds, each focusing on analytical, problem-solving, designing, coding and testing the skills of the candidate.

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It starts with a screening round, which may be submitted in written format, via telephone or in person. Apart from screening candidates, the initial round also decides the profile best suited for you.

Once you clear the screening, you proceed to the next round, which is called a ‘loop’. A loop usually consists of three to four people who interview you separately.

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TRAINING

• Microsoft's growth mindset culture begins with valuing learning over knowing- seeking out new ideas, embracing challenges, learning from failure, and improving over time. To support this culture, Microsoft offer a diverse range of learning and development opportunities and believes that training can be more than formal instruction, and its training philosophy focuses on providing the right learning, at the right time, in the right way.

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• Microsoft's diversified education programs to ensure that employees have the awareness, skill, knowledge and abilities to carry out their individual responsibility.

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• The main purpose of giving training to its employee is that training provides employees with the key competencies they need to excel in their current or future roles and to create a workplace environment that is empowering, inclusive, and supportive so all employees can do their best work.

• The sources & operations at Microsoft are majorly related to the software industry, thus the report majorly focuses on the training carried out for these personnel.

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• Whether you are an established professional or new to the field, Microsoft training will give you the expertise you need in a specific product or technology.

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• The trainings are majorly carried out at the Hyderabad and Bangalore locations.

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• The candidates are asked to choose their area of interest or the technology they would like to work upon and then are provided with specific trainings.

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• Microsoft provide personalized, integrated and relevant views of all learning opportunities on Microsoft learning and LinkedIn learning.

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• Microsoft also gives coaching on career development through ongoing manager connections.

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• It also gives training to managers to enhance coaching and mentoring skills.

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• It also gives new employee orientation covering a number of topics including company's values, culture, and standard of business conduct.

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• Microsoft invests a large amount on training their employees to gain expertise in their domains by providing them accommodation, food facilities, travelling expenses, hiring the software infrastructure necessary, providing necessary tools, and software's required for the specific tasks.

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• Several teams of the hired interns are formed and given training under several technical experts and managers.

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• The initial training for three months termed as ‘MSA’ i.e. Microsoft student associate is carried out at Bangalore or Hyderabad and then these candidates are sent to their respective base locations for further training programs termed as ‘MSP’ i.e. Microsoft students partner.

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• The soft skills development in the due course are carried out by the HR personnel.

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• Employees are able to receive the training they needed on demand, at their convenience, and from the comfort of their office or home.

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• It also offers participants an online area to discuss the training courses, ask questions, and learn from others.

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• There are also advanced courses for Human Resource professionals to help coach and manage employees.

• For trainees, Microsoft conducts a training program named Leap Engineer Acceleration Program (LEAP) which impacts technical and personal skills required to carry out the job.

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• Microsoft have both in-class and e-learning programs.

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• Wide range of training programs includes:

1. Software skill training

2. Language training

3. Product training

4. Leadership development program

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• At Microsoft, employees are responsible for their own career and professional development. By providing learning experiences that build the requisite knowledge, skills, and understanding for success, they strive to develop an inclusive environment in which all employees can do their best work.

• Performance evaluation is the process whereby organizations examine the performance of employees. Of course, the appraisal is influenced by several other activities that take place within the business and can affect its success.

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• APPRAISAL PROCESS

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The first step is to analyze the task of a particular position (job evaluation), for the easy reason that before someone is judged along the way s/he acts, it ought to be clarified what is desired from him/her. An issue that occurred quite often was the number of responsibilities that an employee should have. In some events, the staff was appraised for responsibilities that s/he could not do since s/he got limited authority to execute. Then, the results or attitudes that lead to the successful project execution should be decided and weighed. Finally, ways to measure achievement of the performance appraisal methods are located, after having averted errors which could decrease the trustworthiness of the evaluation.

PERFORMANCE APPRAISAL

METHODS OF ASSESSMENT

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These methods are used by Microsoft for the assessment:

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• Rating scales:

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It is the oldest and most frequently taking place performance appraisal method that requires the life of an evaluator who gives a rating for the performance of each employee based on a scale which range from the cheapest to the highest level. In a very business, the position will be made by the top who chooses the most appropriate one with respect to the behavior of the worker with regards to each criterion, this is related to the incentive system and salary increase.

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• Critical occurrence method:

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The evaluator observes and details very good and bad behaviors of the individual employee that happen during the period the appraisal takes place. The recorded happenings are accompanied by detailed and correct explanations whereas the remarks on the part of managers should be produced on a daily basis. The observations are grouped based on the criterion which such cooperativity, work quality, steadiness, etc. and then conclusions for the worker are attracted, his/her strong points as well as the details that need improvement.

• Field review method

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Under this method, a specialized exec visits the office and aids supervisors in the performance appraisal process. The professional derives information about the employee's performance, s/he techniques them, and then s/he ends up with the appraisal of each worker. The appraisal report is sent to the supervisor, who makes changes, remarks or notes as accepts it as it is and then communicates it to the staff. This method is used in combo of critical occurrence & rating scale method with those to avoid supervisor's subjectivity.

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• 360 level feedback

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The 360th evaluation can be an appraisal form where someone is appraised by assessors from different hierarchical levels, departments and s/he even does self-assessment. In the employee performance appraisals the assessors may be same get ranking managers, subordinates, immediate or dotted managers, business professionals and even exterior lovers. In its 360th analysis, self-evaluation is out there and it shows the variations from the appraisal of others. The results of the assessors are grouped aiming at finding what others think on specific points of our performance in relation to what it is believed by the employee and his/her supervisor.

• Balanced scorecard

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The Balanced Scorecard allows managers to observe their business through the next four perspectives, providing answers to four key questions.

The technique will go beyond observation and to the drawing of conclusions about how to achieve improvement in each one of these areas. With the implementation of Strategy Maps», companies can assess, evaluate and upgrade the most significant functions, and guide in a suitable way their investment in individual source development, information systems and organizational systems and set ups of providing competitive service with their customers.

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