Microsoft HR Advice Microsoft Is Term Paper

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Through websites and job fairs, people are encouraged to take it aptitude tests, with the hope that many of them may find an interest in working in the software industry. Applied at student level, this program may be efficient and it is also something which is cost efficient.

The second solution that may be applied in this case is finding specialists overseas, with an accent on the relocation process that Microsoft has been using (Ireland and Puerto Rico are two excellent examples in this sense). Countries in Eastern Europe or India, for example, provide excellent specialists. If they are used in their country of origin, the company can save immense costs on salaries, additional work-related packages (insurance, pensions) or the administrative costs of an outlet. In countries in Eastern Europe, despite their admittance to the European Union, salaries up to $600-$800 for a programmer (with increases up to $1,200-$1,500 for senior programmers and project managers) are still very high. If we compare this to the salary cost of an average programmer in the United States, we may sense a remarkable difference. Such an extended relocation program will certainly prove cost efficient in the long run as well.

Another problem that Microsoft faces on a day-to-day basis refers to the recruitment process.

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As I have previously mentioned, Microsoft's activity relies greatly on its research and development departments. In this sense, it needs to assure that the most qualified and best skilled workers available are discovered and directed towards the company. Additional investments in extending the screening and discovery phases of the recruitment process are most important.

There have been some issues (including a lawsuit) raised related to discrimination within Microsoft. The entire allegation seemed rather silly, as it relied on the open door policy that Microsoft practiced and that should have been seen as a positive issue. However, there are no reasonable arguments that would favor such a point-of-view, if we look, first of all, at the fact that members of ethnic minorities do make it to the upper management levels (otherwise, the discrimination issue related to the open door policy would have never been raised).

Finally, Microsoft needs to work on its full time employee / part time contractors strategy. This has caused the company problems in the past and it should be seen as an issue of concern in the future as well. This proportion needs to be fitted on Microsoft's needs and worked out in accordance to….....

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