INTRODUCTION HISTORY BUSINESS

OVERVIEWHR

PRACTICES HR STRATEGY

INTRODUCTION HISTORY BUSINESS

OVERVIEW HR PRCTICES HR STRATEGY

•Established on April 4, 1975 .•American public multinational corporation .•headquartered in Redmond Washington, USA .

INTRODUCTION HISTORY BUSINESS

OVERVIEW HR PRCTICES HR STRATEGY

4 April 1975: The beginning

1995–2005: Internet and the 32-bit era

1984–1994: Windows and Office

2006 on: Vista and Cloud computing

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

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.

1995–2005: Internet and the 32-bits 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 St Ballmer and took role as Chief Software Architect.

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.

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.

Weaknesses:

Microsoft leadership failed to correctly anticipate the growth or popularity of the InternetNot 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

Rapid development of mobile devices

Technology life cycle is shorter and shorter

Software piracy

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

INTRODUCTION HISTORY BUSINESS

OVERVIEW HR PRCTICES HR STRATEGY

Recruitment and Selection.

Training and Development.

Compensation and Benefits..

Performance Management.

Women's Empowerment.

Work-Life Balance.

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...

Training and DevelopmentFor 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

Compensation and BenefitsInclude 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 experienceof the candidates. Employee benefits arestandardized across employees.

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.

Women's Empowerment

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.

Work-Life BalanceFlexible 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...

INTRODUCTION HISTORY BUSINESS

OVERVIEW HR PRCTICES HR STRATEGY

Microsoft Corporation has adopted the “PerformanceCulture Model`` as the bestapproach 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.

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