GLOBAL WORKFORCE 30-11-2022

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Cover Sheet: Non-Anonymous Marking Student Name: Student ID: Degree Title: Level: Module Title: Module Code: Seminar Lecturer: Assignment Title: Word Count: Link: To shared files, wordpress.com Blog, etc. [Insert link here if relevant] I, [type your name], confirm that this submission is my own work and I accept all responsibility for any copyright infringement that may occur as a result of this submission. Date of Submission: T able of Contents Introduction ........................................................................................................................................... 3

The analysis of the key strategic International Human Resources functions of Microsoft ..................... 4 Training & Development ................................................................................................................... 4 Reward & Performance Development ............................................................................................... 6 Employee Engagement and Participation .......................................................................................... 8 Diversity Management ........................................................................................................................ 10 International HR Business Partner (HRBP) ......................................................................................... 12 The role of an HRBP at Microsoft and the skills required ............................................................... 12 Challenges that an HRBP faces ....................................................................................................... 13 Recommendations ............................................................................................................................... 13 Conclusion ........................................................................................................................................... 14 References ........................................................................................................................................... 15

Introduction An important part of this report is providing a critical analysis of Microsoft's key strategic International Human Resource functions, evaluating its diversity management and inclusion, examining the role of an International Human Business Partner, and providing recommendations as to how the company can improve the company's Human Resource strategies and processes internationally. Microsoft's main mission is to empower people and organizations on the planet to achieve more. Additionally, it ensures that various processes and steps are in place for international recruitment[ CITATION Gre20 \l 16393 ]. The Microsoft corporation is a multinational technology company headquartered in Redmond, Washington, United States that produces computer software, consumer electronics, personal computers, and related services. In addition, the company publishes books and multimedia titles, develops hybrid tablet computers, offers e-mail services, and sells electronic games. Microsoft is one of the world's largest IT companies today, but it is also expanding into several other IT-related sectors. It has always been the company's primary business to develop operating systems for computers since its inception. However, Microsoft offers many other products under its brand name or the brand names of its subsidiaries besides Operating Systems for Computers and PCs. These products enable the company to establish a strong presence in various market segments. By the latest data for 2021, Microsoft Corporation is also a member of the Big Five American tech companies. As a result of its total revenue generated in 2020, Microsoft Corporation ranked 21st among Fortune 500 companies[ CITATION Jav21 \l 16393 ].

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With offices in 190 countries and more than 220,000 passionate employees, Microsoft operates in 190 countries. Following the largest acquisition, the second-largest acquisition of the company was the purchase of Skype Technologies by Microsoft Corporation in May 2011. In addition, Microsoft Corporation is the market leader since 2015. Microsoft’s revenue for the quarter ending September 30, 2022, was $50.122B, up 10.6% from last year. In addition, the company's revenue for the twelve months ended September 30, 2022, was $203.075B, up 15.22% from the prior year. Microso ft revenue [ CITATION Mac21 \l 16393 ] . The analysis of the key strategic International Human Resources functions of Microsoft Training & Development “As part of Microsoft's growth mindset culture, people embrace challenges, learn from their mistakes, and improve over time. To support this culture, we offer a variety of learning and development opportunities." Regardless of the employee's job role, position, level of experience, or amount of time they have spent with the company, learning is one of Microsoft's core values. In an ever-evolving global market, they recognize that educating their employees is critical to gaining a competitive advantage.

The purpose of training and development initiatives within an organization is to improve the job performance of an individual or group of individuals. The goal of such programs is to enhance a worker's skill sets and knowledge while enhancing motivation to succeed at work[ CITATION Joe17 \l 16393 ] Microsoft believes that learning is more than formal instruction, so our philosophy emphasizes providing the right learning at the right time. Among the opportunities are:  The integration of Microsoft Learning and LinkedIn Learning provides personalized, integrated, and relevant views of all learning opportunities.  Learner boards facilitate classroom learning and sharing.  Opportunities for advancement through on-the-job development.  There is a high probability of promotion.  A manager-to-manager coaching program to help employees develop their careers.  Enhanced coaching and mentoring skills through customized manager training.  An orientation covering company values, culture, and Standards of Business Conduct is provided to new employees[ CITATION Mic21 \l 16393 ]. For training and skills development, Microsoft uses the Viva Learning Program. Viva Learning is a platform that seamlessly integrates learning and skills development into your workday. By using Viva Learning, your team can discover, share, recommend, and learn from both your organization and its partners' content libraries. They also observed problem-solving behaviors at their company and recognized that employees prefer to seek advice or assistance from their colleagues[ CITATION Mic22 \l 16393 ]. Peer-to-peer learning was identified as a habitual and instinctive manner of learning and teaching that is preferred among colleagues at Microsoft. Then, Microsoft used the learning style to create a standardized T&D program with different processes for each topic that focused on on-the-job learning. As part of Microsoft’s training program, they use Artificial Intelligence. Employee training and development can be enhanced using Microsoft Viva Topics. The app automatically organizes content across apps and Teams. Employees can access knowledge quickly thanks to

artificial intelligence in the apps. Talent engagement is improved by enabling them to utilize and integrate knowledge into their work. In addition to maintaining data security, compliance with security standards enables employees to maximize their productivity. As well as improving skills and updating knowledge, Microsoft Viva increases efficiency in organizations. In addition to improving employee productivity, employee training can also keep them working optimally. Also, Microsoft's employees are inspired to maintain a life- long learning mindset by the organization's established learning culture. The willingness of employees to learn and develop professionally improves employee engagement, teamwork, employee satisfaction, and the company's performance overall[ CITATION Mic211 \l 16393 ]. Additionally, Microsoft's education department offers distance learning courses for its employees. The capability of Teams to work alongside several Learning Management Systems (LMSs) and apps makes it a great choice for distance learning, where online lectures, discussions, and collaboration are crucial. Team features such as meetings, live events, assignments, and more allow you to keep using your same LMS[ CITATION Mic20 \l 16393 ]. Reward & Performance Development A reward and performance management system (R&P) helps managers coordinate and motivate employees, teams, and departments to achieve organizational goals; control and evaluate performance, identify development needs; assess the quality of the work in comparison to expectations; provide feedback and distribute rewards[ CITATION Pın11 \l 16393 ]. To implement reward and performance, Microsoft launched a Performance and Development Approach that provides people with the tools to learn, grow and produce results together. Because they believe in continual improvement over traditional evaluation, these three things have been optimized according to their current culture.

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 Reward contributions based on the impact they have on the business The importance of teamwork in achieving results.  Learning, growth, and performance feedback for employees The company's informal nature is reflected in its call for reviews as "discussions." With Microsoft's modern review process, there is flexibility to support continuous feedback and more formal reviews. In addition, Microsoft uses a performance management process for implementing R&P Development. First, Microsoft's strategies align with the company's job goals. Performance expectations and measures must be communicated to employees so that they are aware of how to achieve high performance. For Microsoft employees to perform better and be more motivated, it ensures that they have the relevant resources and workplace culture needed. As a final measure, the company utilizes a 360-degree system, which it considers to be the most reliable and effective method of assessing and making decisions[ CITATION Mic221 \l 16393 ]. As well as clear communication about business objectives and performance measure basis, Microsoft believes that when managers and co-workers show support for each other, people will be able to perform better.

Microsoft is also aware that cross-cultural factors affect individuals' perception of rewards due to diversity across their international operations. To increase employee satisfaction and retention, Microsoft adopted the regulated total reward strategy centrally and offered various benefits in different countries. As a company, Microsoft also provides its employees with perks and other financial as well as non-financial benefits, including health insurance and retirement benefits. Employee Engagement and Participation A company's employee engagement is measured by the willingness of employees to be involved in their work, enhance their performance, and to contribute to the organization's goals[ CITATION Suz15 \l 16393 ]. As a result of relying on metrics, Microsoft creates an exceptional workplace. With the use of People Analytics, several aspects of their work culture can be tailored to their unique culture. In addition, Microsoft offers training and development programs to support superior performance and job satisfaction to ensure people have the skills, resources, and information they need for their work. Employee engagement, however, is a 2-way relationship between management and employees, and businesses must ensure visibility, consistency, and effective communication between managers and employees. Every year, Microsoft holds feedback surveys and Q&A forums to hear from employees about these barriers. In addition, Microsoft employees report participating in weekly community outreach activities. Also, Microsoft employees do not typically meet outside of work. The presence of community-engaged employees fosters a sense of social responsibility both within and outside the organization. How Microsoft increases employee engagement by asking for feedback. Employers give feedback about their employees' working styles, office environments, workloads, etc. Ask for some employee input on a certain design concept or proposal this time. Additionally, Microsoft hosts weekly gatherings with colleagues and peers that are great for getting to know each other. The act of having fun with each other breaks up the routine and also stimulates creativity and collaboration. People-focused work culture has also been developed by Microsoft to ensure that its employees are engaged and feel engaged. Last but not least,

the secret to increasing employee engagement at Microsoft is to simply say 'Thank You to your staff. Now is the time to thank them for the effort and hard work they put into making the company more profitable. The fact that it is such an obvious thing is often overlooked, especially by large organizations[ CITATION Sur19 \l 16393 ]. . The employees' behavior which advances the position of the organization and spending more time in the organization beyond normal working hours are also factors of strong attachment. Up to 20% of Microsoft employees' time can be devoted to a project of their choosing, and they typically found that employees choose projects that benefit Microsoft's company venture. This demonstrates an employee's willingness to contribute to the company's success and development. The overall approach taken by Microsoft is to communicate, inspire, support flexibility, promote diversity, encourage cooperation, treat employees fairly, and encourage development. Keeping employees engaged helps Microsoft reduce employee turnover, boost team performance, raise customer satisfaction, and increase profitability and productivity.

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Microsoft's approach to diversity and inclusion is based on having intention in everything we do. Through our global influence, we can drive positive change in our company and communities throughout the world. Talent from across the globe is being hired and developed at Microsoft. By having employees that represent the markets we serve, we can gain greater consumer insight, create more innovative products, and innovate the markets in real-time. The company will thrive as it establishes itself as the world's leading technology company by leveraging the talents and perspectives of diverse groups. The share of employees from racial and ethnic minority communities at Microsoft is 53.2%  It has been reported by Fortune that:  The racial and ethnic mix of Microsoft's board is 39.7%.  The majority of Microsoft's workforce is racial or ethnic minorities, 49.8%.  A total of 41.3% of Microsoft's managers are minorities.  The majority of the board of Microsoft and its staff are racial and ethnic minorities. As a result, they implement diversity, equity, and inclusion policies and practices across the company from managers and leaders to frontline human resources staff. Their hiring and retention policies were revised after they evaluated their processes in 2020 to reduce perceived discrimination, avoid legal action risks, and promote fairness. To retain their employees, Microsoft strives to provide a supportive and welcoming working environment that respects cultural differences and values a diverse workforce. Through Microsoft, experiences with systemic inequity are shared and understanding of these experiences is increased around the world. The organization also provides resources for cultural celebrations and meetings, as well as allows the establishment of communities such as the Black Community and the Transgender Community. Microsoft is an organization that promotes social justice, values diversity, and avoids institutional discrimination. There are policies implemented within diverse workplaces to prevent sexual harassment and stereotypes[ CITATION Mic201 \l 16393 ].

Its mission is to promote social justice, value diversity, and prevent institutional discrimination. Policies are implemented to prevent sexual harassment and stereotypes within diverse workplaces. The course also teaches leaders, managers, and HR teams how to differentiate among the various disadvantaged groups, how to acknowledge special needs, and how to manage and accommodate diversity. Successful management of inclusion will maximize human resources and provide opportunities for innovation. In addition to offering a better market position, the company can attract and acquire global talent through its fair and equal practice[ CITATION Eze20 \l 16393 ]. Diversity at Microsoft [ CITATION Tod17 \l 16393 ] The Diversity Report of Microsoft shows that:  As a whole, we've seen modest gains over the past year, including women who now represent 28.6% of Microsoft's global workforce, an increase of 1.0 percentage points. While minorities have made some progress, much work remains to be done.  Approximately 4.9% of our U.S. workforce is black or African American, which is up 0.3 percentage points from last year.  Approximately 6.6% of our U.S. workforce is Hispanic or Latino, up 0.3 percentage points from 2019.

 This number has remained the same since last year: 0.7% of the U.S. workforce is Native American, Alaska Native, Native Hawaiian, and Pacific Islander.  Among our U.S. workers, Asians represent 34.7%, an increase of 1.6 percentage points over last year[ CITATION Lin20 \l 16393 ]. International HR Business Partner (HRBP) Unlike general HR activities, HRBPs go beyond those. It is the partner who has a thorough understanding of the organization's mission, vision, values, objectives, processes, and organizational structure. Human resources professionals work with employees at all levels in the organization. An organization's success relies on the quality of its partners and how their role impacts it. The role of an HRBP at Microsoft and the skills required The HRBP at Microsoft helps employees maintain motivation, improve satisfaction, work together, and perform better. To explain the job roles to Microsoft employees and develop their skills and knowledge for successful work delivery, the business partner must also learn effective communication skills. By using critical and strategic thinking, HRBPs provide senior managers with guidance on the organization's strategy and how to implement change management, which is essential to success. The partner's advanced problem-solving skills enable him or her to identify and implement solutions across several departments or processes immediately. Without outstanding knowledge, expertise, experience, and competence, tasks would be harder to complete, and problems harder to resolve. Lastly, analytical skills are imperative for analyzing qualitative and quantitative data and statistics, identifying market trends, interpreting the findings back to business goals, and managing risks. Challenges that an HRBP faces It is complex to be an International HR Business Partner because of multiple factors that impact that role. It may be difficult to deliver difficult messages such as feedback, performance appraisals, or terminations. Due to the cross-cultural backgrounds of employees, these messages may be interpreted incorrectly or perceived as unacceptably delivered.

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Detecting cultural differences and understanding variances like power distance perceptions or non-verbal communication contexts in different cultures is important for business partners[ CITATION Fan21 \l 16393 ]. Employers recruit employees to join their companies. In light of the increasing competition for international talent, this process is becoming more demanding. The HRBP must come up with innovative ways to market the employer brand to attract candidates who will add value to the company. The internet reputation of the company is something to watch out for. A transparent internal process can prevent the spread of negative information externally. Finally, HRBP should continuously improve the recruitment and selection process by gathering feedback from interviewees and collecting data. The pandemic has affected employee mental health and well-being in addition to altering how people work and how they approach their jobs. HRBPs must provide flexibility, allow for feedback to be given regularly, and communicate clearly to be ready to deal with unforeseeable yet important challenges. To promote employees' feelings of safety and belonging, the HRBP should also foster relationships among co-workers and foster a supportive culture within the workforce [ CITATION Fan21 \l 16393 ]. Recommendations The pandemic has affected employee mental health and well-being in addition to altering how people work and how they approach their jobs. HRBPs must provide flexibility, allow for feedback to be given regularly, and communicate clearly to be ready to deal with unforeseeable yet important challenges. To promote employees' feelings of safety and belonging, the HRBP should also foster relationships amongst co-workers and foster a supportive culture within the workforce . Conclusion After a depth study of the report, it can be concluded that Microsoft is a multinational technology corporation that focuses on offering services and goods in the technology sector. Microsoft has established a learning culture whereby staff members grow and learn by sharing information across the worldwide workforce through Viva Learning Programs. Additionally, a 360-degree feedback system and clearly expressing pay metrics are used to launch a fair incentive and performance strategy. Microsoft offers both financial and non- financial types of compensation, and the benefits packages are specially tailored to the

motivators of the workforce in each of the company's operational nations. Desired benefits include things like work-life balance, professional advancement, and other things that improve employee performance. Additionally, a creative and imaginative work atmosphere and granting employees flexibility and responsibility encourage their willingness to contribute to the objectives of the business and work cooperatively, which increases productivity and, ultimately, profitability. Finally, Microsoft must understand that culture is a factor that worldwide HR managers must address to consistently develop organizational culture, foster a sense of belonging, and increase productivity to ensure the success of the firm.

References Benn, S., Martin, A. & Teo, S. T. T., 2015. Employee participation and engagement in working for the environment. Personnel Review, 44(4), pp. 492-510. Bishop, T., 2017. Microsoft reports modest diversity gains, boosted by the LinkedIn workforce and hiring initiatives. [Online] Available at: https://www.geekwire.com/2017/microsoft-reports-modest-diversity-gains-boosted- linkedin-workforce-hiring-initiatives/ [Accessed 14 November 2017]. Java Point, 2021. Microsoft Company. [Online] Available at: https://www.javatpoint.com/microsoft-company [Accessed 2021]. Macro Trends, 2021. Microsoft Revenue 2010-2022 | MSFT. [Online] Available at: https://www.macrotrends.net/stocks/charts/MSFT/microsoft/revenue [Accessed 2021]. McIntyre, L.-R., 2020. Microsoft’s 2020 Diversity & Inclusion report: A commitment to accelerate progress amidst global change. [Online] Available at: https://blogs.microsoft.com/blog/2020/10/21/microsofts-2020-diversity-inclusion-report- a-commitment-to-accelerate-progress-amidst-global-change/ [Accessed 21 Oct 2020]. Microsoft Teams for Education, 2020. Your LMS and Teams: better together for distance learning. [Online] Available at: https://support.microsoft.com/en-us/topic/your-lms-and-teams-better-together-for- distance-learning-35e3c70f-11b7-447d-a4d4-3964b27911ae [Accessed 2020]. Microsoft, 2020. Diversity and Inclusion. [Online] Available at: https://careers.microsoft.com/u/us/en Microsoft, 2021. Empowering our employees. [Online] Available at: https://www.microsoft.com/en-us/corporate-responsibility/empowering-employees [Accessed 2021].

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Microsoft, 2021. Microsoft 365 Training. [Online] Available at: https://support.microsoft.com/en-us/training Microsoft, 2022. Microsoft’s New Approach to Performance Management. [Online] Available at: https://www.performyard.com/articles/microsoft-performance-management [Accessed 16 August 2022]. Microsoft, 2022. Overview of Microsoft Viva Learning. [Online] Available at: https://learn.microsoft.com/en-us/viva/learning/overview-viva-learning [Accessed 10 Oct 2022]. PınarGüngor, 2011. The Relationship between Reward Management System and Employee Performance with the Mediating Role of Motivation: A Quantitative Study on Global Banks. Procedia - Social and Behavioral Sciences, Volume 24, pp. 1510-1520. Rana, S. & Chopra, P., 2019. Developing and Sustaining Employee Engagement. Management Techniques for Employee Engagement in Contemporary, pp. 142-164. Rodriguez, J. & Walters, K., 2017. The Importance of Training and Development in Employee Performance and Evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), pp. 206-212. Shi, F., 2021. Analysis of the Challenges of the HRBP Application in Organizations. Management and Social Sciences, pp. 1-7. Sunday, E., Ashley, A., Lawal, A. & Adebanji, A., 2020. Managing Diversity for Organizational Efficiency. Sage Journal, 10(1), pp. 1-12. Zachary, G. P., 2020. Microsoft Corporation. [Online] Available at: https://www.britannica.com/topic/Microsoft-Corporation [Accessed 2020].

GLOBAL WORKFORCE 30-11-2022

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