• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14
  15. 15
    15
  16. 16
    16
  17. 17
    17
  18. 18
    18
  19. 19
    19
  20. 20
    20
  21. 21
    21
  22. 22
    22
  23. 23
    23
  24. 24
    24
  25. 25
    25
  26. 26
    26
  27. 27
    27
  28. 28
    28
  29. 29
    29
  30. 30
    30

Human resource management - Microsoft problems and recommendatins

Extracts from this document...

Introduction

University of Wales & Management Development Institute of Singapore SUBJECT: Human Resource Management LECTURER: Mr. Han Kok Kwang BATCH: MBA 1127A TITLE: Assignment on Microsoft GROUP: Strategic 6 S/No Name of Group Member (full name as in the attendance file) Fin No. Serial No. in marksheet Signature 1 Akanksha Khemka 2 Anuja Rajan G1052963N 3 Deepshikha Ghelani G1049678R 4 (Marvin) 5 (Angel) 6 Tinia jeffy G1052187X Submitted on Due Date? YES/NO (Date submitted: dd mmm yyyy) 1. The deadline is at the start of Lesson 10 and submitted directly & only to the lecturer. Submitted soft copy? YES/NO (Date submitted: 29/06/2011) 1. The soft copy (in MS-Word 2007 or 2003) is to be sent to jefftanasgn@gmail.com Word limit observed? YES/NO (No of words: 5431) 1. Word count requirement = 4500 words (±10%) excluding the List of References and the Cover page. ________________ TABLE OF CONTENTS S. No 1 2 3 4 5 6 7 8 9 Topics Executive Summary Introduction Human resource management in Microsoft Less of teamwork, more of politics Recruitment and Selection Forced ranking system Resignation of top level executives Mergers and Acquisitions Conclusion Page No 2 3 4 5-8 8-11 11-14 14-17 17-23 23 EXECUTIVE SUMMARY Microsoft (NASDAQ, MSFT), founded in 1975, by Bill Gates and Paul Allen in New Mexico, is the worldwide leader in software services and solutions that help people and businesses realize their full potential. Microsoft’s current net revenue is US$ 64.28 billion and it has its subsidiaries across 112 countries in the world. Microsoft’s global diversity and inclusion vision statement says: “To be led by a globally diverse workforce that consistently delivers outstanding business results, understands the various cultural demands of a global market place, is passionate about technology and the promise it holds to tap human potential, and thrives in a corporate culture where inclusive behaviors are valued.” Source: www.microsoft.com Link - http://www.microsoft.com/about/diversity/en/us/vision.aspx In this study of Microsoft’s global diverse workforce and human resource policies and procedures, we have analyzed the internal problems relating ...read more.

Middle

They should have all the qualities that they are looking for. FORCED RANKING SYSTEM According to Dunphy and Hackman (1988, p.23), performance appraisal is a vital part of an organization?s strategic planning and can be used as a means of achieving corporate objectives. Microsoft followed forced ranking system as a tool of performance measurement system. Forced ranking is not conventional performance appraisal process. In this process, managers or superiors of a particular department are required to evaluate or appraise or assess one employee in relation to other. It is a process where people are assessed with the performance of others in the same job category. For instance, in a marketing department, sales manager is asked to compare his three sales executives 1, 2, and 3 in terms of their target with each other. Thereafter, rate or rank or yank them in A, B, C category. Employees of Microsoft were frustrated because of this process and hated it to a greatest extent. For managers it becomes difficult to provide honest feedback to his/her subordinates and especially when it is related to their pay, promotions or dismissal. Such a method has a possibility that the employees feel that it is a slap on their face when they are being compared in front of their colleagues. ?Microsoft tries to force out the lowest performing 5 percent of its high screened talent each year? (Quinn et al 1996 cited in Grote 2005, p.6). It is not necessary that these employees are very poor performers or not giving any output to the organization. Companies have to even consider the individual strength and weaknesses. They should understand that each personality is different. A number of law suits have been filled against Microsoft, because of forced ranking on the basis of discrimination against caste and gender. Zoltners et al (p.317) found, employees made allegations of prejudice against African, Americans and women. ...read more.

Conclusion

Creating transition team The transition period also becomes crucial from communication point of view. During this transition period the employee stress will be increases, the best strategy in this period is to convince the employees that they are part of new organization and their concerns will be taken care of, especially these teams need force on ï¼ 1. Develop infrastructure for new organization 2. Process and design systems 3. Address cultural issues 4. Provide training program LIST OF REFERENCES Books – 1. Patrick, M. Wright, (2003). Human Resource Management. 4th ed. New York. McGraw- Hill/ Irwin 2. Bernardin, H. J. (2003). Human Resource Management: An Experiential Approach. 3rd ed. New York: McGraw-Hill/Irwin. 3. Schweiger, D. and Ivancevich, J., (1985). Human resources: The forgotten factor in mergers and acquisitions. Personnel Administrator 30(11): 47–48ff. 4. Stross, R., 1997, The Microsoft Way: The Real Story of how the company outsmarts its competition, United States of America, Persus Publishing. 5. Wong H., 2007. Human factors in project management: concepts, tools and techniques for inspiring teamwork and motivation. 6. SL Brown, KM Eisenhardt; 1998; Competing on the Edge: Strategy as Structured Chaos 7. Peter.j.dowling,denice e.welch;2004;international human resource mgt,4th edition 8. Grote, D., 2005. Forced ranking: making performance management work. Boston: Harvard Business School Press. 9. Stone, R., 1991. Human resource management. Australia: John Wiley and sons. Internet – 1. Elysa Vreeland, (2011). Microsoft Acquires Skype: The Merger that might be worth $8.5 Billio, [Online]. Available at: http://blog.hudsonhorizons.com/Article/Microsoft-Acquires-Skype.htm [Assessed on 6 June 2011]. 1. Fast Facts about Microsoft Available at: http://www.microsoft.com/presspass/inside_ms.mspx#About, Accessed 3 June, 2011. 1. Silistre, H., Human Resource Management at Microsft, October 08, 2007. Available at: http://www.articlesbase.com/human-resources-articles/human-resource-management-at-microsoft-228974.html#axzz1PJcfZvzd, [Accessed 3 June, 2011] 1. http://www.practicalmanliness.com/5-problems-that-destroy-teamwork-and-how-to-solve-them/ [accessed 3 June 2011] 2. http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20Organization%20Behavior/HROB035.htm [Accessed 28 May 2011] 3. http://www.esalestrack.com/blog/2008/01/empowering-employees-to-take-decisions.html [Accessed 30 May 2011] 4. http://www.citehr.com/6737-advantages-disadvantages-empowerment.html [Accessed 30 May 2011] 5. http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20Organization%20Behavior/HROB035.htm [Accessed 28 May 2011] 6. Challenges of Recruitment & Selection | eHow.com http://www.ehow.com/info_8118871_challenges-recruitment-selection.html#ixzz1OHsCr1ka [Accessed 29 May 2011] 7. http://www.businessinsider.com/the-microsoft-brain-drain-10-top-execs-who-left-and-where-they-ended-up-2011-1?op=1 [Accessed 29 May 2011] 8. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Critically compare and contrast 'hard' and 'soft' models of human resource management.

    The hard model assumes that employees are not capable of being left to their own devices but instead that they need constant monitoring if the organisations objectives are to be achieved. This leads to a major conflict between the two models as the soft model places emphasis on the idea that control comes from commitment (Purcell, 1993)

  2. Human resource management in Carrefour

    register certain particulars of the data held with the Data Protection Registrar , and to comply with the provisions of the Data Protection Act witch regulates the way data are gathered held and disclosed.

  1. A PROJECT REPORT ON PERFORMANCE APPRAISAL PRACTICES IN ONGC ...

    And a percent of 4.54 have not shown any view. 9. Promotion and rewards are a major factor in influencing performance if administered objectively Scaling Strongly agree Agree Natural Disagree Strongly disagree Percentage 25 43 11 19 2 INTERPRATATION: As there exists the concepts of both bound and merit promotion

  2. HRM Funtions Staffing, Traning, Compensations and Performance Management

    On the contrary, when organisations choose not to partake in corporate responsibility, it affects the immediate community. For example, a manufacturing firm, on the verge of closing down in a small community, may improve manufacturing efficiency and create shareholder value, but also create a lot of pain for the people

  1. A CASE STUDY OF PERFORMANCE APPRAISAL IN A SMALL PUBLIC SECTOR ORGANISATION

    Objectives Missed Rating 3 The 'Objectives Missed' rating is likely to apply when there is evidence of under performance across the work areas for which objectives were set, provided the individual can be held personally accountable for the lack of result.

  2. Expatriation and Repatriation Issues in International Human Resource Management

    Success expatriation process needs to engage a sound planning and training adjustment for expatriates before transferring as well as continues providing support and re-adaptation of oneself until repatriation. Therefore, in order to identify the issues associated to expatriation, understanding the process of expatriation is deemed necessary.

  1. LITERATURE REVIEW STRATEGIC HUMAN RESOURCE MANAGEMENT

    Strategic Partner and Administrative Expert, and other two purely individual i.e. Change Agent and Employee Champion. However, his model has been criticized for downplaying Role Conflicts/Ambiguities. 10. Skill Sets-HR Professional. Moving HR to a more critical role would also increase expectations for its contribution (Baill, 1999).

  2. Case Analysis - A month behind its target, Green Mountain Cellular Telephone (GMCT) is ...

    Curt has been resistant to his tasks and some of his supervisors report direct to Peterson. What Should Have Been Done Following are some suggested key steps which, if taken, would have added credibility to Erik and he would have gained most trust and reliance from the headquarters: 1.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work