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It is becoming increasingly difficult to ignore HR practices nowadays, especially in a business world due to the fact that human resources are seen as the primary and influential resources of companies. Therefore, a considerable amount of literature has been published on HRM strategies. These studies spotlight a strong relationship between strategic HRM and firm performance, for the HRM strategies applied will leverage the strengths and minimize weaknesses of the companies. One of the renowned companies adopting the HR strategies and leading to success is Microsoft. Microsoft is a large company operating IT system and one of the most successful organizations in the world. Apart from success in manufacturing software for computers, human resource management of Microsoft has been awarded several years by The Great Place to Work Institute (cited), which honors organizations implementing exceptional changes to their people in terms of benefits, practices and working condition. It is considerably known that Microsoft places an emphasis on employees from recruitment process to retaining its workforce due to the fact that it is the employee-driven organization. This clearly shows that Microsoft HR practices and strategies should be examined as an instance of other companies. This essay will critically examine key facts regarding effective practices in human resource management at Microsoft.
Recruitment
As a result of the fast-changing world, there is a need for Microsoft to adapt itself and its products simultaneously in order to be in the forefront of business, so the main factor driving that successfully is its employees. Microsoft seeks people who really stand out in a recruitment and selection process, since this human capital pool w...

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...e that they will apply new knowledge to their job roles and assist companies to the desirable goals. Training evaluation is employed in conjunction with the programs implemented. One framework widely accepted to measure trainings and development effectively is Phillips ROI methodology. For example, in level five of Phillips framework, return on investment is perceived as cost-benefits ratio. It is a measurement of the monetary benefits that business obtained from the program. This level indicates that how effective the program offers to business. Importantly, Human Resource department could utilize this to eliminate the weaknesses of each program and redesign more suitable new training programs when they receive feedback from participants. Moreover, this information is significant once reported to the heads and could highlight that training is worth launching.
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