Microsoft’s Talent Management

Microsoft’s Talent Management

Webster University

Introduction

Microsoft is the leading and the largest software firm in the world. Founded by William Gates and Paul Allen in 1975, Microsoft has evolved to become a multi-billion dollar company. It all started with a great vision of “creating innovative technology that is accessible to everyone and that adapts to each person's needs.” (A Vision and Strategy for the Future, 2012) This idea eliminates obstacles for people with disabilities, and it allows individuals to take full advantage of their abilities. Now Microsoft has over 44,000 employees in 60 countries, a net income of $3.45 billion and a revenue of 11.36 billion. (A Vision and Strategy for the Future, 2012) Microsoft's climactic growth and prosperity started with the development and marketing of operational systems and personal productivity applications software. The objective of this essay is to introduce how Microsoft trains and motivates their employees.

Recruitment at Microsoft

In Microsoft training and improving employees is a very critical aspect of the company’s day-to-day procedures. At Microsoft, all employees are coached into the normal business operations right away. Since 1975 the company has used the method of learn as you go. (Butterfield, Lalande, & Borgen, 2014, p. 14) It depends massively on learning by performing rather than learn and then do it. The company’s approach to finding good candidates is by recruiting them straight out of college. (Butterfield, Lalande, & Borgen, 2014, p. 15) The company is known to look for four important qualities in new candidates, which are passion, IQ, technical expertise, and business judgment. (Butterfield, Lalande, & Borgen, 2014, p. 15) Experienced employees direct interviews and it is essential to note that the team managers are the people that hire, not the recruiters. That gives managers the flexibility of selecting and hiring the most qualified candidate. Once hired the new...