BUS7B10 Assignment Sample
Introduction
The aim of this study is to critically analysis of organization recruitment and retention process for learning about the talent management (Hamza et al., 2021). However, Microsoft firm has been selected for this essay to evaluate its recruitment and retention process and how it support for achievement of long-term organization growth.
Main Body
Critically analyze of Microsoft recruitment and retention process
Microsoft Corporation is American based multinational technology corporation and it deals in multiple nations across the globe. This has led to undertake different HRM strategies to recruit or retain talents at workplace (Microsoft, 2021). However, Microsoft is associated completely with technology so it’s majorly have requirements of technical workforces which have completely knowledge about the changing trends in business environment. This is the reason why Microsoft involves in three rounds for analysis of individual competences level which include online coding test, written round and personal interviews etc. the judgment of an individual selection is dependent upon two areas i.e. human recruiter and predictive automated intelligence which helps to figure out the potential candidate. The companies have recruiters that have LinkedIn licensing that constant mining candidate for sourcing them into the firm. This process of recruitment allows firm to get skilled workforces which associate with firm more than 2 years. In the study of Collings et al. (2018) revealed the reason behind of higher survival at workplace due to Microsoft also consist of strong retention strategy where it follow Mayo Elton’s motivational theory. It is the one where manager’s special emphasis on the workers or employee communications as they believe that proper connection between the workforces could support them to make clarity in their roles and this only becomes a source of success. Thus, this process helps Microsoft to retain its employees for longer period of time.
Discussion on advantage and disadvantage of Microsoft process on organization
In respect to stated recruitment and retention process, Schiemann (2014) identified that Microsoft consist of larger number of employees and it is increasing year-by-year as it is mention in below figure.
(Sources: Statista, 2021)
This figure indicated the increasing number of employees in Microsoft as currently 181 thousands employees is associated with Microsoft. This indicated the employee satisfaction which results them to retain for longer duration or even students or fresher’s want to associate with the firm in order to gain significant experiences in IT field.
In support to this study, Swailes (2013) believed that LinkedIn based recruitment worked well for firm as current pandemic time does not make business to fall short of employees due to online recruitment and even work-from-home concept allows the firm to seek their talents with them. But at the same time, the increasing competitors in IT sector had brought larger influences to Microsoft in terms to retain the talents for long journey with them. This is because employee thrives to achieve higher compensation or association with different partners makes them to switch the firm. This majorly happened in the case of younger adults who don’t want to stay in firm for more than five years as either they want to make start-up or switch towards another big brand. Thus, the online recruitment or retention strategy works for limited duration in present time due to changing people requirements.
Conclusion
on the basis of above analysis, it is concluded that Microsoft is an experiencing firm in recruiting or retaining talents which makes them to achieve long-term organization objective. However, LinkedIn based recruitment also helped them to secure fresh talents at its workplace. Still the increasing competitors or personnel’s requirements have somewhere hit the firm power to sustain the talents for more than years. Otherwise, Microsoft current HRM policies worked so well to satisfy each level of workers at management.
References
Collings, D.G., Scullion, H. and Caligiuri, P.M. eds., 2018. Global talent management. UK: Routledge.
Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwar, G., 2021. Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance. International Journal of Engineering, Business and Management, 5(3), pp.1-13.
Microsoft, 2021. Company Profile. [Online] Available at: https://www.microsoft.com/en-in (Accessed on: 28.8.2021).
Schiemann, W.A., 2014. From talent management to talent optimization. Journal of World Business, 49(2), pp.281-288.
Statista, 2021. Microsoft Corporation: employee count from 2005 to 2021. [Online] Available at: https://www.statista.com/statistics/273475/number-of-employees-at-the-microsoft-corporation-since-2005/ (Accessed on: 28.8.2021).
Swailes, S., 2013. The ethics of talent management. Business Ethics: A European Review, 22(1), pp.32-46.
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