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Example research essay topic: Human Resource Planning Human Resource Management - 1,708 words

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Microsoft Case Study What is the problem? In the last years, dozens of most capable Microsoft leaders have opted out. The problem is very serious. The team Bill gates proudly called the best team of software professionals the world have ever seen is not so strong and stable, at least temporarily. The core idea of the Microsoft culture, which allowed Microsoft to have explosive grows, seems to be lost. What is the cause of the crisis?

Employees are not as dedicated as they were seven years ago and this is the meter of personal ability to perform ones duties. Optimism, subjective wellbeing and self-efficacy are core elements of personal motivation. If one of these elements of personal motivation is weak, the companies success is doubtful. Ten years ego Microsoft was the organization of dedicated employees. The corporate culture of Microsoft was known as Hard Core culture. The employees used to work extremely hard and the results were astonished.

The resignation of 40 top managers is alarm for Microsoft. The salaries of the top managers has not been decreased, the work day has been as hard as before, therefore, one of the core elements of motivation has been lost. What are the alternatives / options ? To work in Microsoft was always extremely hard. What was a reason for the employees to stay in the company?

One ex-Microsoft employee summed up the programmers feelings despite working under constant pressure this way, We were literally changing the world. You felt you were at the center of the universe. It was invigorating feeling - and all of this pounding by Steve Ballmer and yanking by Bill was just a price you paid to be there. (Luthans, 5) The subjective well-being as well as optimism and self-efficacy was very strong among Microsoft employees. Now, the senior managers have to bring that invigorating feeling back to the companies culture. Corporate culture is actually a set of practices that define the nature of work and regulate the employment relationship within an organizational environment. Senior managers has to pay more attention to organization culture.

There are a lot of options available to Microsoft senior management to reanimate the companies strong position. One of those options has been demonstrate by Ballmer. First of all, he embarked a series of interviews with employees. Than he defined two major problems of the motivation: a greater sense of clarity and excitement about the companys direction and more freedom to act without bureaucracy or red tape (Luthans, 11) All of this options correspond to three elements of personal motivation. Greater sense of clarity should increase an optimism of employees. Excitement about the companys direction should contribute to self-efficacy of the managers.

They definitely have to believe in their ability to get the company to prosper again and in companys future as a whole. Happiness or, in other words, subjective well-being is also indispensable element for individual success. Each employee has to feel happy on his / her workplace. If employee does not have subjunctive well-being, he / she could forget about dedicated work and finally find another job more attractive. Employee should have a permanent feeling of being in the center of the universe. They must be satisfied by results they demonstrate and remember how their contribution to the company significant is.

To reanimate the Microsoft competency model, HR managers asked long-time senior managers to describe what made Microsoft so successful. They received about 110 value ideas. Then Doug MacKenna, head of executive and management development, selected the core skills and capabilities which allowed Microsoft to have explosive grows. Then he selected the small number of ideas and put those ideas into 29 cards to allow managers to keep in mind those ideas. (Microsoft) I think that that act of MacKenna will get managers to keep in mind not only the core policies of the company but also brilliant careers of senior-managers. This should be positive for personal optimism. Which one I would recommend?

As there is seemingly a complete lack of human resource planning and management within the entirety of Microsoft, senior managers would be well advised to ask senior managers in charge of policy making, to rectify this organizational problem. Whilst a total overhaul of this area does not come quickly or cheaply, an organization of this size must remedy this situation and it is with significant urgency this issue need be addressed. Concerning recruitment, HR manager would be well advised to seek professional input to ensure the wording and content of the advertisement is constructed carefully and effectively before submitting it to the trade and national newspapers. Ensuring the advertisement is well structured will help to reduce the volume of unqualified applicants HR manager will need to screen. The internal recruitment process carries the same responsibilities. In my organization, is a full service courier firm with a 21 year record of providing the highest quality personalized service and the most efficient logistic solutions.

Our Human Resource department ensures that company maintains a highly motivated, productive, and satisfied work force by providing leading-edge training, technology tracking capabilities, outstanding safely, renowned benefits, and dedicated personnel services. Our continuing solid success, new tracking technologies, and unique corporate philosophy of our company make it the right choice for dedicated our employees who look for challenge in the areas such as: HR Information Systems Training and Development Compensation and Benefits Recruitment and Staffing Support Employee Relations Diversity Affirmative Action/EEO Safety Human Resources Management HR manager should seek the assistance of other senior staff members to aid in the screening process. After discussion and consideration, a shortlist needs to be developed, from which senior manager will need to notify those for interview. The interview panel should consist of HR manager and two other managers, whom are then responsible for ensuring the questions they ask the candidates are entirely job related, structured and uniform. Careful and extensive evaluation of each candidate and their suitability to the job and organization should be considered by HR manager and the other members of the panel when deciding on the candidate to fill the position. The individual is in the core of any company because organization might be described as a group of individuals.

As mentioned above, Bill Gates ones called Microsoft the best team of software professionals the world have ever seen and Microsoft is nothing without its team of dedicated professionals. If one programmer demonstrates pure results, it is harmful for entire organization. Bill Gates was able to develop strong Hard Core Microsoft culture and that culture influenced each individual in the organization. One of the competitive advantages of Microsoft was newly developed cross-unite coordination. One Microsoft software programmer said about cross-unite coordination: They have a model where they just totally forgot about being efficient. That blow our minds.

We came out of a mainframe world, and there we were at Microsoft watching all of these software tools that were supposed to work together being built by totally independent units, and nobody was talking to each other. They did not use any of each others code and they did not share anything. But over the years, that probably turned out to be in the PC world one of the most effective models. (Luthans, 5). Cross-unite coordination model does not requires teamwork but pays much more attention to individual work and brainstorming.

Thats why each individual employee is so important for Microsoft. If one fails to perform his task properly, the others will be very unhappy with his pure results because they will be aware about breakdown only some time later. It is a matter of fact that success of the company is depends on high performance of each employee. Personal motivation, self-efficacy, optimism and happiness are in the very core of personal high performance. Therefore, these four individual factors are in the very core of Microsoft's success. The solutions to the problems outlined in this paper are temporary measures to ensure the immediate problem of successfully filling the vacancy is achieved.

It is thoroughly recommended that Microsoft employ human resource consultants to undertake a proper human resources management program without hesitation. The problems identified in this report are applicable to the case study outline only, and it is obvious that there would be a great many more problems within the organization. Human resource planning and strategies to rectify the areas in need of attention are imperative to ensure continued organizational success and employment of effective staff. I think that Doug Mackenna's idea is very creative and effective. Also I would recommend to decrees the bureaucracy barriers and let managers act more freely.

This will contribute the believe in the future of the company and personal optimism because all managers know that creativity and hard work was in the core of companys success. The less bureaucratic pressure is, the higher productivity and creativity will be demonstrated by management. Also Bill Gates should personally talk at corporate meetings and meet with managers to make them believe in their capabilities. This should make employed people believe in the future of the company and their role in the process as well as in their capabilities and skills to have frequent promotions in the Microsoft. These could reanimate Microsoft culture which has been dramatically changed in the last five years. In the conclusion it should be underlined that changes in elements of the culture of successful organization result changes in performance of each employee and success of the particular company at organizational level depends on whether these changes positive or harmful.

Such changes will be immediately noticed at organizational level and managers have to remedy the culture of organization like Doug MacKenna did in Microsoft in order to let the company prosper and grow. Bibliography: Branham, L. 2001, Keeping the people who keep you in business, AMACOM, United States of America. Dessler, Gary, Human resource management / Gary Dessler. -- 8 th ed. , Prentice Hall, United States of America. Luthans, Fred Organizational Behavior, 9 th edition. Released: 30 July, 2001 ISBN: 0072312882 Robbins, S; Bergman, R; Stagg, I & Coulter, M. 2000, Management. 2 nd edn, Prentice Hall, Australia.

Snape, E; Redman, T; Bamber, G. J. 1994, Managing Managers: Strategies and Techniques for Human Resource Management, Blackwell Publishers, United Kingdom.


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Research essay sample on Human Resource Planning Human Resource Management

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