Assignment 1 Strategic Human Resource Management

Topics: Human resource management, Human resources, Microsoft Pages: 7 (1159 words) Published: May 27, 2015

Assignment 1: Alignment of HRM and Business Strategies
DJhonna M. Jones
 Dr. G. Stan Reeley, Jr., Ph.D.
Strategic Human Resource Management
26 October 2014
TurnItIn: 10% similar

Alignment of HRM and Business Strategies
Microsoft has long been the industry standard in software for both home and corporate use. They are considered one of the top 100 places to work and are renowned for their treatment of their employees. This reputation is one that a position with them is a much sought after position. How Microsoft aligns its company’s Human Resource Strategy with its Business Strategy Microsoft as a technology company places emphasis on their employees over their technological prowess. It may be the overt attention to the needs and of their staff that can account for the success for the company. It is one of the goals of the human resource section of the company to recruit, keep and deploy a motivated workforce of 93000 employees around the world (Marketing HRD Presentation, 2013). The more important fact is Microsoft employees are aware of the importance of their manpower. This shows in how the success of Microsoft the company is found in the efficiency of their workers around the world. The project portfolios are controlled to effectively provide Microsoft with a distinguishable strategy in which they can recognize the connection between their projects and the human resource strategy and just how much it affects their success. Human Resource Positions and Responsibilities for Microsoft Human Resources

Some of the HR positions found at Microsoft HR division are Staffing Consultant, Support channel Manager, and the always present Human Resource Manager. These positions are found in all offices in each division of Microsoft around the world. Each office, depending on size, has multiples of each position.

The Staffing Consultant is expected to provide real consulting support in all staffing matters for their location. They develop and introduce strategies and hiring plans by proven methods and researching emerging methods to attract the best talent. Also ensure that in their sourcing strategy they ensure that the current and future needs of the organization are considered when implementing sourcing methods or utilizing managing third party vendor relationships (Microsoft, 2014).

For Microsoft this individual is expected to provide the definition of the requirements to form recommendations that will lay out and align the expected path of the organization for the next 2-3 years. This position is responsible for working with other business groups and different IT partners in order to ensure the company is able to deliver according to the mapped out design (Microsoft, 2014). Human Resource Position Preference

If I ever did find myself looking for a position with Microsoft, I believe it would be a difficult decision on which position I would prefer. In all honesty, my Human Resources Ethics class just previous to this one cured me of wanting to go into Human Resources just yet. However the position of a Human Resources Operations Associate would work out well for me. I am not comfortable with the idea of paying someone to do what they are well aware is the right thing to do, something I learned in ethics. Because I am uncomfortable with that idea being someone that reports to the individual that actually does the paying.

A Human Resources Operations Associate at Microsoft acts as the first point of contact for all employees, something that is just perfect for me, I love to work with people. They are part of the day to day decision activities, this is especially important during times when there are not enough details to complete the transaction and the right individuals are not available. Most importantly they are the individuals that are the up to date knowledge base for all the company policies, procedures and other FAQs that may come up with other personnel...

Cited: Greg L. Stewart, K. G. (2012). Human Resource Management Linking Strategy to Practice. Hoboken: Wiley.
Marketing HRD Presentation. (2013, 10). Human Resource Strategy of Microsoft. Retrieved from HR and Marketing Ideas:
Microsoft. (2010, 5 12). Case Studies: Microsoft Human Resources. Retrieved from Microsoft:
Microsoft. (2014, 10 25). Global Diversity and Inclusion. Retrieved from
Microsoft. (2014, 10 22). Microsoft Careers/Human Resources. Retrieved from Microsoft Careers:
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