Introduction: Human resource planning will make an important contribution to the process of organizational strategic management. In essence, the demand for human resources is rooted in the organization's strategy and operation plan. The following is the Microsoft human resource planning and configuration I brought to you, hoping to help you.
Human resource planning must be linked with the strategic planning of the organization. Human resource planning can not only focus on dealing with short-term crisis, nor is it a simple task that human resource management Commissioner can solve. On the contrary, human resource planning must be linked with the strategy of international enterprises. Human resource planning can be divided into several steps. The following is an example of Microsoft's human resource planning and configuration.
First, determine the organizational goals and their impact on all departments of the organization.
The HR supervisor needs to be clear about the overall strategy of the company. Development strategy determines human resource strategy, business strategy determines what type of talents to choose, and business scale and objectives determine talent cost. Only when the company's strategy is clear can human resources planning be targeted, not castles in the air.
(A) Microsoft's innovation strategy and talent strategy
Microsoft China R&D Group has a famous formula: IT=IQ+IP. Its meaning is: the key elements of IT enterprise's success are its core talents (IQ) and innovation (IP), which are the two cornerstones to promote the era of knowledge economy.
In the era of knowledge economy, the value created by one person is likely to exceed the value contributed by millions of people in the last century; Therefore, for IT enterprises (especially software enterprises), the most important thing is human wisdom. Another way to help IT companies succeed? Ladder? It is the core innovation and technology of the enterprise. Taking a software enterprise as an example, intellectual property, which consists of source code, patents, proprietary technologies and processes, is the energy source for the survival and development of the enterprise. Unlike automobile manufacturing, energy and large retail enterprises, software enterprises do not have many employees, fixed entities, factories, assembly lines and large facilities. In Microsoft, you will only see two brains: the human brain and the computer.
This formula is defined as the development strategy of Microsoft China R&D Group. Microsoft is establishing a complete mechanism to attract, cultivate and protect talents, providing every employee with a space to give full play to their talents, and serving China and the global market with innovative technologies and products.
Based on the above development strategy, Microsoft's talent strategy is to find the best employees and 360-degree all-round training. Microsoft began to pay attention to recruiting and developing college students, while continuing to find and develop MBA talents; Microsoft's training includes not only the technical breadth and depth of each employee, product development mechanism, technical research and product development methods, as well as the training of Microsoft corporate culture, but also the training of leadership and management skills. There are two main reasons for Microsoft to reform its talent strategy and introduce college graduates. First of all, Microsoft attaches great importance to the unique knowledge of enterprises and believes that it can train college graduates to have these abilities. Secondly, Microsoft not only hopes to obtain talents with excellent marketing skills, but also hopes to build a supply line for future leaders and continuously deliver leaders who can truly commit themselves to enterprise success.
(B) Microsoft's 20xx product development strategy
Will Microsoft 20 10 be realized? Focus on the continuous development of TV, cloud technology and natural user interface technology innovation? Strategy. Its corresponding Microsoft products are Xbox, bing (search) and Windows7(Windows system).
At present, Microsoft has cooperated with HP, and HP will put? Ice? As the default ` search engine; Ford Motor Company will also launch a new Sync system based on Microsoft embedded platform. Fiat's 1 10,000 car with Microsoft driver has arrived in the hands of users; Kia Motors also announced a new in-vehicle system based on Windows platform.
Since Win7 went on the market in June+10/October last year, many people have focused on the performance of this operating system. After the release of Windows7, PC sales increased by 50%, which was more than 50% compared with last Christmas holiday. Windows 7 is the fastest-selling operating system in history, and Win7 has won 94% customer satisfaction. Windows 7 is an upward trend in our industry. Besides, Xbox will have a wonderful year, because Microsoft has spent 30 years researching the user interface.
In the future, Microsoft will create a simpler, more intuitive and more natural project for Xbox, that is Natal. This project will be announced during the Christmas holiday of 20 10.
Second, the number and types of human resources needed to achieve organizational goals.
Microsoft has always had a wide demand for talents. Last year, Microsoft China R&D Group attracted more than 500 full-time employees, including more than 200 experienced technical and management talents from home and abroad, and
More than 200 outstanding graduates from top universities in China. These overwhelming figures prove the incomparable attraction of Microsoft. In the new year, with the clarity of Microsoft's strategy, its human resources and other support departments need to be redeployed to cooperate with the implementation of the company's strategy. Because of this, Microsoft will continue to attract the best and brightest people to join.
(A) Microsoft talent demand quantity
Microsoft management expects to increase the number of employees in 20 10. In the new round of talent recruitment, Microsoft plans to control the increase ratio of employees at around 10%, and only consider increasing long-term employees, not temporary employees. For human resource managers, it is their biggest challenge to find qualified talents from the talent market expanded by layoffs in the post-economic crisis era. Since last year 10, the flow of talents in IT industry has been relatively active in the whole talent market. IT is predicted that the employment growth rate of IT industry in China will be10-2013 years. At the campus job fairs all over the country, the recruitment demand of the IT industry shows a rapid growth trend. Microsoft also took the lead in campus recruitment, recruiting talents, and the demand reached more than 100, attracting students to go with pleasure. Since June 2009 10, the position demand of Microsoft has increased by 18% compared with the same period of last year.
(II) Microsoft Talent Demand Type Training Talents: According to Microsoft's latest product development strategy, the focus of Microsoft's talent strategy is to recruit top technicians. The types of talents in great demand are system software engineers, software testing engineers, network system engineers, consulting engineers and so on. Microsoft attaches great importance to developers, and it pays attention to providing powerful tools and free training for developers. Visual Basic allows developers to create business applications on top of Office. Now, Visual Studio has become an important tool for regular enterprise developers, and its generosity also makes Windows an indispensable thing on many enterprise desktops.
Anti-piracy technical personnel: At present, Microsoft is recruiting anti-piracy technical personnel to strengthen the anti-piracy ability of products such as Windows 7. Its responsibility is to develop new anti-intrusion mechanism and hacker detection technology to prevent Microsoft products from being invaded and cracked by hackers. For the current Windows 7 system, if users use pirated products, the desktop background will turn black and users will be reminded regularly. In addition, there is a watermark reminder on the desktop.
Sales talent: With the continuous introduction of Microsoft series strategic products and the competition of global companies.
Talents such as siege, software product planning and sales link marketing will also be part of the demand.
Third, Microsoft external human resources supply.
The supply of human resources is an environmental factor that cannot be ignored in human resources planning, which objectively determines the quantity and quality of human resources that enterprises can recruit. Here is a brief description of the external labor market environment faced by Microsoft China in China. The monitoring report of the fourth quarter of 2009 recently released by China Human Resources Market Information Monitoring Center shows that the supply of labor in the national talent market exceeds demand. In the fourth quarter of 2009, labor supply exceeded demand, and the ratio of job vacancies to job seekers continued to rise; Compared with the third quarter, the total supply and demand of labor decreased, and increased significantly compared with the same period last year. However, IT industry, like all industries, has the dilemma of hard to find talents. China has a huge population base, but high-end talents are at the top of the pyramid, but the number is quite small.
In the decades of rapid development of computer education, the scale of computer specialty in China has expanded rapidly, and more than 360 undergraduate colleges and universities have added computer undergraduate majors, making more than 500 colleges and universities offer computer undergraduate majors, accounting for 75% of more than 670 undergraduate colleges and universities in China, making computer majors rank first in the number of individual majors and the total number of students in individual majors. In 2004, there were 5 1 10,000 undergraduates majoring in software and 0/0.4 million undergraduates majoring in software. In 2003, there were 1683 universities and 679 undergraduate schools in China, of which 505 were opened? Computer science and technology? Specialty is the first major in China; In 2003, the number of students was 270,000, accounting for 14.6% of the total number of science and engineering students, which is also the largest. At the end of 2005, 35 software colleges and 35 software vocational and technical colleges were piloted nationwide.
Although colleges and universities have made good progress in deepening education reform in recent years, there is a contradiction between the talent demand of IT enterprises and the employment of college students. The demand of enterprises is strong, and the supply of graduates is strong, but at the same time, it is difficult for enterprises to select candidates and graduates to find jobs. In China, the structure of IT talents is seriously unbalanced. Two ends? There is a shortage of senior IT talents, including senior management talents and senior technical talents, as well as basic technical talents and industrial talents, engineering talents and professional engineers who can turn scientific research and development achievements into real products. According to McKinsey's report in 2003, only about 2.6 million young people in China are suitable for the position of software engineer, and less than 20% of the graduates of software and related majors can meet the basic skills requirements of IT industry every year.
Fourth, strict selection criteria to recruit the best talents. Compared with the characteristics of talent selection in other companies, Microsoft's talent selection has the following characteristics: First, it adheres to the concept of competency-based employment. Microsoft boils down the talent ability standard to? Personal expertise, performance, customer feedback, team spirit, long-term goals and love of products and technology? And so on, and not every talent has a definition, the level of talent is described more appropriately, and auxiliary materials such as reference books, manuals and talent cards are added.
This set of cards (1994) was developed and used by Microsoft Australia, and 1995 wants to be popularized in Microsoft offices all over the world. Will Microsoft use this set in the recruitment process? Ability color card? Guided by the questions listed on the color card, always adhere to the same standards and requirements when interviewing and evaluating candidates.
Take teamwork as an example. Teamwork can best reflect Microsoft's corporate culture and its strong competitiveness and creativity. Microsoft, right? Team spirit? The definition is this: everyone strives to develop and maintain a productive, efficient and high morale team. The core competence of team spirit includes: communication ability, conflict coordination ability, being good at listening to others' opinions and dealing with interpersonal relationships. Therefore, when testing team spirit, Microsoft mainly has the following questions: whether the success or failure lies in the team, whether it will ask questions and help and learn from each other, whether it is willing to take the initiative to contribute, how to solve difficulties, how to evaluate the work and help of teammates, whether it is willing to play an auxiliary role in the team, whether it will always trust and support subordinates, and so on.
Second, based on the company culture, formulate the talent standards for job recruitment.
Microsoft's selection criteria for technical or research talents are: self-confidence, honesty, calmness, courage, creativity, fuzzy decision-making ability, self-development ability, and professional post working ability such as decision-making, driving force, good work performance, planning, organization and coordination, problem-solving ability and management ability. Different positions should have different technical abilities, but they all have the enthusiasm and persistence to pursue technology.
Microsoft has a high elimination rate in screening and interview, and all candidates (including internal resignation) are no exception. Internal personnel flow pays more attention to the current work performance, level and comments, while external interviews pay more attention to the necessary competitive conditions. In order to avoid the waste of human resources, the company's post allocation follows the principle of setting posts according to events rather than people.
In order to better grasp and understand the standards and norms of employing people, the company has taken two measures. First, it established an interview cycle group. Interview cycle team generally includes project manager (PM), software designer (SDE) and hiring manager (RM). Only in this way can we have a comprehensive and objective evaluation of recruiting talents. Second, pay attention to the interviewer.
Line training. After the training, the interviewer should not only clarify the interview process and general requirements, but also be familiar with the basic labor law and interview strategies, and more importantly, understand the necessary conditions for recruitment positions.
Third, the interview process is intensive and rigorous, and the test content is closely combined with the ability standard.
Microsoft's strict interview mechanism is well known. Microsoft takes a rigorous attitude towards the interview and adopts a well-designed interview process. Most of the interviews of each candidate were attended by Microsoft employees, and each employee who participated in the interview assigned tasks in advance. Microsoft's interview process has the highest difficulty coefficient and the longest time in high-tech enterprises. Applicants need to pass a written test and three or four rounds of interviews to enter Microsoft. Job fairs for general technical talents go through two types of interviews, namely, software designer interview (SDE) and project manager interview (PM), and each type of interview requires three or four rounds of substantive processes.
Fourth, the recruitment channels are diversified. Microsoft has a combination of internal recruitment and external recruitment to broaden the recruitment channels.
Microsoft's recruitment information must be published internally for internal employees to choose from. If there is no suitable candidate within two weeks, you can post the recruitment information on the internal recruitment network of the group. If you still can't find a satisfactory person within one month, the human resources department can consider recruiting through external recruitment channels. Microsoft has five main recruitment channels:
Intern recruitment. Microsoft has always attached great importance to selecting smart interns with a solid knowledge base. Excellent interns are the source of excellent Microsoft employees in the future. Microsoft's internship program pays special attention to field training and corporate culture and policy promotion. Seeing is believing, but listening is not? Microsoft thinks the best way is to let interns work and live in the company for a while.
Campus recruitment. Microsoft believes that compared with talents hired from the society, talents recruited on campus have many advantages, such as strong plasticity, high loyalty to the company, the most willing to go all out, not afraid of risks, and willing to accumulate experience in the department, and so on.
Employee recommendation. Microsoft strongly encourages employees to recommend outstanding talents. If the company hires the candidates provided by employees, the recommended employees will be rewarded by the company.
Microsoft users. Microsoft has a special program. When thousands of Microsoft users search online, Microsoft will get the relevant information they have searched, and analyze which users have higher skills or can be listed as company recruitment targets. Although this method is not perfect, it is very useful.
Website recruitment. Most of Microsoft's advertisements promote Microsoft's products and performance, the work of Microsoft people and everyone.
Annual income, etc. Although advertising is not directly related to talent recruitment, such publicity has accumulated the brand advantage of Microsoft talent recruitment, which is indeed another way to attract talents.
In addition, Microsoft doesn't think job-hopping is a bad thing. For outstanding employees who leave the company, Microsoft will also follow their work and invite them back when appropriate.
Verb (abbreviation for verb) Microsoft recruitment process
(1) written test: Because Microsoft generally hires people who cast nets, mainly fishing, it will notify many people to take the test every time (usually 400-500 people), but only 3-5 people are hired in the end. This 1% employment probability needs to be screened for the first time in the written test. The content of the whole written test mainly focuses on three aspects: knowledge (20%), programming ability (50%) and intelligence (30%). (2) The first round of interview: The first round of interview is an all-round investigation of the candidates by three software engineers from Microsoft, including simple network formation, system fault analysis, Windows functions, new Windows functions and their use, and the use and programming of other Microsoft products.
(3) The second round of interview: The second round of interview, in which the senior software engineer reexamines the comprehensive quality of the candidates. The scope of the interviewer's questions is still beyond the scope of the first three engineers, but the difficulty has greatly increased, that is to say, we should not only know why, but also know why.
(4) The third interview: The third interview is a test of English proficiency. To test English listening and speaking ability, the interviewer needs to introduce himself in English, and the interviewer will also ask why he went to Microsoft and what he thinks of Microsoft.
(V) Fourth round of interview: The last round of interview is a direct dialogue between the CEO of Microsoft Branch and the applicant. Microsoft is very careful not to put pressure on candidates when recruiting, but to let candidates successfully show their talents. Therefore, this round of conversation is usually conducted in a relaxed and pleasant atmosphere. The interviewer will ask some questions about dealing with people, treating people and working life, which have nothing to do with technology.
After the interview, Microsoft will comprehensively consider the candidates' written test scores and two interview results, and the whole recruitment process will come to an end.
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