Career Management and Retention

By:
Mohamed El-Sayed Zaher
Manar El-Sayed Ahmed
Marwa El-Sayed Abbas
Sarah Fathy Mohamed
Fatma Mohamed
Microsoft
 Introduction
Microsoft is an American multinational computer technology corporation whose
history started 4th April 1975. Formed by Harvard College dropout, Bill Gates and his
childhood friend Paul Allen, Microsoft has now become the biggest software company. It is
also one of the most valuable companies in the world
Microsoft Corporation, leading developer of personal computer software systems
and applications. The company also publishes books and multimedia titles, produces its
own line of hybrid tablet computers, offers e-mail services, and sells electronic game
systems and computer peripherals (input/ output devices ). It has sales offices throughout
the world.
Microsoft
 Microsoft Career Management
With 20 different career segments within Microsoft, employees have a broad range of
careers to from which to choose. Whether your specialty is in software, gaming, policy, legal
affairs or advertising, candidates will find a position that's ideal for them.

Microsoft follows a candidate process while evaluating the performance of

employees and regarding their compensation packages. The process is transparent so as to
enable employees to identify their performance levels and have a clear idea of what is
required in terms of performance in order to reach to the next level.

Microsoft accommodates career growth and professional development and affords

staff the opportunity to move laterally to enhance job satisfaction.

Microsoft
 Microsoft Career Training and Development
Microsoft growth mindset culture begins with valuing learning over knowing—seeking out new ideas,
embracing challenges, learning from failure, and improving over time. To support this culture,

Microsoft's diversity education programs help ensure that employees have the awareness skills
knowledge, and ability to carry out their individual responsibilities:

• It provides employees with the key competencies they need to excel in their current or future roles and to
create a workplace environment that is empowering, inclusive, and supportive so all employees can do their
best work.
• Employees are able to receive the training that they need on-demand, at their convenience, and from the
comfort of their office or home.
• It also offers participants an online area to discuss the training courses ask questions, and learn from others.
• There are also advanced courses for Human Resources professional to help coach and manage employees.
• Frequent promotion opportunities.

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 Employee and Employer Roles in Microsoft
Career Development

At Microsoft, employees are responsible for their own career and professional
development. By providing learning experiences that build the requisite knowledge, skills,
and understanding for success, Microsoft develop an inclusive environment in which all
employees can do their best work."
Microsoft provide over 2,000 courses available globally in classrooms or online. It
make sure employees and their managers dedicate time each year to discussing their career
development, and employee can access online career resources anytime.

Microsoft
 EX: Career Coach is a Microsoft Teams for Education app powered by LinkedIn that
provides personalized guidance to navigate a student's career journey by empowering
students to discover their career path, grow real-world skills, and build their network, all in
one place.

Microsoft’s success regarding career development, and the implementation of human

resource strategies rests upon three factors:
• The ability to recruit and retain quality talent.
• The ability to ensure that the aforementioned talent receives the tools required to achieve.
• The fostering of continual innovation and reinvention.

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 Microsoft employee turnover
Microsoft uses surveys, statistics, and researches to manage employees turnover and
retention. Research from Microsoft shows that huge numbers of people may leave their
current jobs. As a result, businesses will have to recruit huge numbers of new employees.
And they’ll have to do it amid what the Microsoft Work Trend Index calls “a disruption as
great as last year’s sudden shift to remote work: the move to hybrid.
There are multiple causes of Turnover (either voluntary or non voluntary) as :
• High competitive technology talent and there are other career opportunities.
• Microsoft headquarter is at Seattle (distant from other high tech companies)
• company bureaucracy,
• employee morale
• Salaries and incentives, many employees are not satisfied with their salaries.
Microsoft
 Causes of job withdrawal:
• Company bureaucracy
• High productivity is masking an exhausted workforce and spending too much time at
work
• A lot of jargon, Microsoft employees often speak their own language.
• Career stagnation
• Salaries and incentives, many employees are not satisfied with their salaries.

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 How to fix the problem of job withdrawal?
• Increasing salaries and benefits, one of the first company gives parental leaves.
• Flexible work hours
• Microsoft is extremely heterogeneous. Different teams operate in very different ways.
So if you grow restless or frustrated, your first thought is to jump to another team rather
than jump to another company.
• Training and development

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 How Microsoft manage to retain its employees

Microsoft attempt to cater to the needs of its employees.

Microsoft makes sure that the working environment provides the sense of social belonging.
For employee retention purposes Microsoft follow many strategies
 Share option scheme for employees,
share option is the right to buy a certain number of shares at a fixed price
after a certain period of time called vesting period

 Share-award schemes
involve giving employees actual shares rather than share options, free or for less than their
market value.

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 annual employee recognition
Company believes giving an equity participation and sense ownership of the company
will help to increase employees’ loyalty and commitment in the long run.
 Training and development
Microsoft is not reluctant to invest enormous amount of money on employee training and
development. employee career at Microsoft is more than just a job and it has become a path
to increase skills, knowledge, capabilities etc.
employee must drive their career development plan, manager assist and coaches them and as
a company always ensure that sufficient resources are available to operate the plan

Microsoft
 Promotion decision
Microsoft has three main technical disciplines:
 Program Manager (PM),
 Software Development Engineer (SDE),
Software Development Engineer in Test (SDET) [1].

They all have similar levels, which are organized in bands:

- Level 59-60: PM/SDE/SDET. Most college hires start at level 59.

- Level 61-62: PM/SDE/SDET 2
- Level 63-64: Senior PM/SDE/SDET.
- Level 65-67: Principal PM/SDE/SDET.
- Level 68-69: Partner PM/SDE/SDET.
- Level 70: Vice President (managers) [2] and Distinguished Engineer (individual contributors) [3].
- Level 80: Technical Fellow.

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 How the process goes?
At level below 63
The process depends mainly on seniority starting from 59 to 63
the employees gets promoted automatically every 3 years

Levels above 63 it depends on

 developing employees raw talent,

 Employees ability to solve technical problems on his/ her own.
 Teamwork

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 How and when do I dismiss an employee?
While you do not want to keep an employee on board who is affecting your business
negatively, dismissal should be your last resort, and should only happen after you have
carried out necessary investigations, intervened when necessary and conducted warnings.

It is important that you familiarise yourself with the different legal requirements that
relates to termination of employment within your market/country.

Every country will have different policies, procedures and standards, so you will
need to refer to your local employment standards act, or simil

It is very important that you are familiar with, and comply to, the legal requirements
relating to employee dismissal in your country.ar legislation document, to understand this
full
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 Points to keep in mind when it comes to disciplinary issues

● Set out in writing your rules and procedures for handling disciplinary procedures
● Ensure that employees and managers understand these rules and procedures
● Try to resolve any issues informally first - often a quiet word is all it takes to sort out
problems
● Employers should use a fair and consistent procedure when taking disciplinary action or
goingthrough the dismissal process
● Employees have the right to contest unfair dismissals

Microsoft
 Reasons for disciplinary action and/or dismissal

● Conduct (continually missing work, drug or alcohol abuse, theft or dishonesty)

● Ability to do your job (long-term persistent illness, inability or unwillingness to get along
with colleagues etc.)
● Redundancy (the job you hired someone for no longer exists – or is replaced by
technology, need to cut costs, closing business units etc.)

Microsoft fired roughly 20 employees for sexual harassment complaints filed in the course of a
single year, according to a memo from the company's top human resources executive.

Kathleen Hogan, Microsoft's (MSFT) chief people officer, told employees on Thursday that the
company received 83 sexual harassment claims in the United States from July 2016 through June 2017

https://money.cnn.com/2018/03/16/technology/microsoft-harassment-firings/ Microsoft
 Document it

If you find yourself in the unfortunate position of needing to dismiss an

employee, the accuracy of your documentation will be important. Your
performance evaluations, and any disciplinary action taken, needs to be clearly
documented, so that you can substantiate the reasons for dismissal in a clear
way.

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 Downsizing
In 2020, July 20

LinkedIn which is part of Microsoft has cut960 jobs This makes me wonder if the
"less than 1,000" total actually included LinkedIn. My guess is no, but I'm asking Microsoft
for an official response. On July 20, LinkedIn's CEO Ryan Roslansky said LinkedIn has
"reduce(d) approximately 960 roles, or about 6 percent of our employee base, across our
Global Sales and Talent Acquisition organizations."

Microsoft currently has more than 156,000 employees worldwide which improve
that they only reduce 6% of employee base and this action has been taken according to the
covied -19 crisis that effect on the company's sales.

Microsoft
Thank You
Thank You
Microsoft