HR and Organizational Policy Alignment in Microsoft: A Report

This report delves into the HR policies of Microsoft, a leading technology company, and assesses their alignment with the organization's overall business strategy. It begins by outlining key HR policies, including those related to hiring, employee training and development, and retention strategies. The report then critically evaluates these policies, analyzing their effectiveness in supporting Microsoft's mission and objectives. It examines how the company's focus on talent acquisition, employee satisfaction, and continuous learning contributes to its competitive advantage. Furthermore, the report explores the alignment between Microsoft's HR practices and its business divisions, highlighting the importance of people factors in achieving organizational goals. Finally, based on the analysis, the report provides recommendations for potential improvements to the HR policies and practices, considering aspects such as talent management and employee development. This report is designed to provide a comprehensive understanding of the HR policies and strategies employed by Microsoft and their impact on the company's success, offering insights into how organizations can effectively align their HR functions with their broader business objectives.

Running head: HR AND ORGANISATIONAL POLICY ALIGNMENT IN MICROSOFT
Hr And Organisational Policy Alignment In Microsoft
Name of the student :
Name of the university:
Authors note:

1HR AND ORGANISATIONAL POLICY ALIGNMENT IN MICROSOFT
Table of Contents
Introduction....................................................................................................................................2
Discussion.......................................................................................................................................2
Human Resource Policy..............................................................................................................2
HR Policy Alinghmnent with Organisational Policy...................................................................4
Recommendation.........................................................................................................................5
Conclusion......................................................................................................................................6
References.......................................................................................................................................7

2HR AND ORGANISATIONAL POLICY ALIGNMENT IN MICROSOFT
Introduction
When two or more people work in a company co-operatively to achieve a common set of
goal it is known as an organization. Therefore it can be said that there are four criteria that need
to be present to be a successful organization. These are an organization, people, location as well
as co-operation. The design in the organization is a way in which the overall goal of the
organization can be achieved (DeCenzo, Robbins and Verhulst 2016). Throughout the course of
human involvement, it is very essential to manage the resources of the organization that is
involved. The function of HR is to manage the people in the organization to achieve an
organizational goal. This paper will focus on the HR policy of Microsoft Corporation. The
Company is the giant software industry that manufactures, develops as well as makes licenses
that support the wide ranges of the product as well as services that are predominately related to
computing. The company has its headquarter in the USA. The core founder of the company is
Paul Allen and Bill Gates. There are five units of the company and is operated around the world.
No organization follows a specified set of practices in terms of the human resources policy. This
paper will focus on whether the company was able to align the HR policy with the organizational
policy.
Discussion
Human Resource Policy
The first policy of the company is the hiring process. The hiring process of the company
is active and not passive therefore it tries to hire all the diversified best talent. The recruiting
team of the company has a never-ending drive of the company is to keep the lines of the
communication open and through regular phone calls, conversation at the industry conversation

3HR AND ORGANISATIONAL POLICY ALIGNMENT IN MICROSOFT
and also an invitation to the formal dinners these people enjoy every means of possible
communication (Ahmad 2015). The recruitment policy of the company is simple and is based on
how the employee is able to meet up the needs of the company. Several scholars have said that
Microsoft has a competitive advantage which is based on the success of acquiring the best people
in the market. The approach of the company is to meet up the organizational goal of the company
by focusing on the talent and this has also lead to the success of Microsoft at larger level.
Microsoft value the employees very much and it has always tried to satisfy the worker
since its inception. The company has been observed hiring young graduates from the
organization which has impacted the organizational culture in a favorable. The human resource
de[atment of the Microsoft sats that they always strive for creating an environment that is
favorable for the young employers and thereby creating ab social belonging for them. To retain
the employees the company also offers them food in subsidized prices which helps the company
in motivating the employees and mitigate their work and create an improved growth for the
workers tremendously in the market (Burnett et al. 2017). Microsoft also follows many strategies
which includes, for example, the share scheme, annual recognition program and many more. The
company is said to be giving equal participation to the loyalty program of the employees and
attain commitment at a long level. Microsoft has strategic satisfied the self-esteem as well as
leaves needs in the employees to motivate them for future projects.
Training, as well as development, provides immense growth for the employees. The
business nature of the company is involved with knowledge is an important key factor in the
process of employee values. Therefore the company invests an enormous amount of money on
the training as well as the development of the employees (Sparrow, Brewster and Chung,
2016)The company provides opportunities for the employees therefore for the Microsoft

4HR AND ORGANISATIONAL POLICY ALIGNMENT IN MICROSOFT
employees it does not only restrict to a job but also to increase their skill, knowledge as well as
the capabilities of the employees. There is a three-way partnership in the training program in
Microsoft which involves the managers, employees as well as the company. Some of the
examples of the career development process include IT learning sites, professional career, and
development programs as well as technical education seminars. The company reimburses the
development programs and has several programs like that of tuition, free textbook, membership
and so much more.
HR Policy Alinghmnent with Organisational Policy
Resource centered view of the strategy states that when developing a competitive strategy
firms are primarily involved in the application of the bundle of valuable resources in the firm. In
the organization, the people factors are very important in the asset. In terms of Microsoft, they
have actually differentiated themselves from this and have made competition with the other
resources by the implementation of the effective HRM strategy in the alignment of the goal of
the company. and because of this reason Microsoft was able to differentiate it from other
resources. The mission of the company is to help people as well as the business globally and to
realize the full potential of the business. The organizational strategy of the company is to develop
software to bring about an objective realistic (Noe et al. 2015). Therefore for the company, the
people factor are extremely essential as they are the input energy. The skill, knowledge and
abilities input the strategy differentiate Microsoft for the rival companies and creates value for
the company. Therefore it can be said that the HRM function has major impact on strategy
development. This is the result of the alignment that is achieved between the corporate strategy
as well which is a crucial thing in achieving the organizational objective.

5HR AND ORGANISATIONAL POLICY ALIGNMENT IN MICROSOFT
The company believes that the five business division of the windows and the windows
live division also act as a server as well as tool and the online service division which offers the
greatest potential in order to satisfy the customer. Therefore the company organizational is
actually decided on the values and the mission and the business strategy is focuses on the
cascaded down through the five business unites (Nankervis et al. 2019). When deciding the
recruitment of the human factor is done it decides on the recruitment, selection, retention,
training development as well the motivation as it is not considered what the expectation of the in
the delivery of the serviced to their customer (Johnson 2014). It is an example of the enormous
amount of money which is invested to the customer in order to train their employee and the
constant update in the business environment which actually helps the company in the update as
well as the improvement of the product with the changes in the technological development.
Recommendation
By studying the above strategies it is very much seen that the policy of the Microsoft
organizational policy and the HRM policy are aligned with the organizational policy however
there are certain changes that can be initiated in the company in case of any acquisition or
strategic alliance in the HRM (Kramar 2014). The company is now operating centrally however
with a merger the company can able to access more value by adding up more workforce in the
company. this is especially in the case of IT hubs in India, China, Singapore and few
opportunities will be available in that case. Therefore the company will be able to expand the
recruitment and will be able to achieve the best from the world. Therefore in case of that, the
HRM function should also able to look in the training and the development of the employees
more closely and performance evaluation should be conducted in the cross-cultural perspective.
Therefore as an example, it can be said that the company is focusing more on the increasing

6HR AND ORGANISATIONAL POLICY ALIGNMENT IN MICROSOFT
skills of the employees and thus are very important in the type of business Microsoft is involved
in (Kurbanova, Korableva and Kalimullina 2018). An example could be the company should be
involved in increasing communication skills for those who have a high level of technical
knowledge. The induction process is also very much important for the employees and this leads
to a business exapnasion which bring sbaout new opportunities for thr employee and involve
them in a mission.
Conclusion
Therefore from the above discussion, it can be said that Microsoft HR function in terms
of selection, reward management and retention, and training and development is taken very
seriously by the company as they want their workforce to be the cream of the lot and want them
long term retention for the employees as well in the success. It is because of this they hire people
not only because of their current skill but also for their future potential as well. in terms of the
organizational strategy pf the company, it can be said that the managing the knowledge of the
worker is an important input in term of the success of the business and therefore it maintains
alignment with the human resource policy with the organizational policy in order to attain a
common goal for the company. and it can be said that it is important for a country like Microsoft
where the capabilities of the employees are tested and the knowledge decides in which direction
the company will move.

7HR AND ORGANISATIONAL POLICY ALIGNMENT IN MICROSOFT
References
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent business &
management, 2(1), p.1030817.
Burnett, M., Counts, R., Lawrence, R. and Hanson, H., 2017, October. Gender HCl and
microsoft: Highlights from a longitudinal study. In 2017 IEEE Symposium on Visual Languages
and Human-Centric Computing (VL/HCC) (pp. 139-143). IEEE.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Johnson, R., 2014. Security policies and implementation issues. Jones & Bartlett Publishers.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Kurbanova, E., Korableva, O. and Kalimullina, O., 2018, January. Enhancing the effectiveness
of asset management through development of license management system on the basis of SCCM
2012 program by microsoft company. In ICEIS (2) (pp. 171-178).
Nankervis, A., Baird, M., Coffey, J. and Shields, J., 2019. Human resource management.
Cengage AU.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2015. Human resource
management. Gaining a Competitive.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.