HRM660 Issues in Organizational Development

Introduction

Microsoft Corporation is a United State America-based multinational technology organization with having head office in Redmond, Washington. The organization manufactures, develops, supports, licenses, as well as sells consumer electronics, computer software, personal computers as well as related services. The best-known software products of the company are Microsoft windows, the internet explorer, Microsoft edge, as well as Microsoft Office suite. Microsoft ranked 21^st in the year 2020 by the fortune 500 rankings of the largest corporations in terms of total revenue in the United States of America. The organization is considered as one of the big five giants in the U.S. along with Google, Amazon, Apple as well as Facebook in the information technology industry. The organization was founded in 1975, and consider their employees as the intellectual fuel, and for retaining the employees, Microsoft provides benefits to them with several benefit plans as well as resources. The paper will undertake the employee development concern with the organization which will highlight different aspects of human resource management.

Discussion

Human Resource Strategy

Like every organization, the strength of Microsoft is bestowed in its talented human capital as well as in the organizational culture which has the mindset of growth and development. Their motto is any individual can learn, grow and change (Cohen, 2017). The organization believes that potential can be nurtured and is not previously determined and must always have the curiosity for learning, seeking out new things without the fair for failure. Microsoft has identified four attributes that help the growth mindset to flourish.  Obsessed over the matters which leads to the customer satisfaction, synchronizing to be more inclusive as well as diverse in everything they venture, functioning as one single component of the company and most importantly contributing for establishing a difference in the lives of each other, their customers as well as the world around them (Rahman, Rahman, & Ali, 2015).

The Problem Scenario

Most employees in the organizations experience the problem of growth in their professional field due to their lack of training as well as development. Employees can not flourish their potential because of the scarcity of resources that can help them enhance their work field. Microsoft employees also face such problems which also need attention from the higher-level management. due to the less opportunity for growth, the employees do not achieve satisfaction from their work and leave their position (Dachner et al, 2021). To stop such a trend training and development policy procedures must be improvised and new strategies need to be adopted by the company.

Employee Development Initiatives

The employees of the company are the greatest asset in today’s market scenario. The company needs to invest in their renovating experience of the employees which enables Microsoft employees for innovating, creating as well as collaborating seamlessly within the teams in which they operate (Diah, Hasiara, & Irwan, 2020). The entire company is moving towards the digitally embraced workplace in an interconnected as well as an integrated digital workplace for providing the most improved employee experience as the organization is constantly going for digital transformation.

Productive enterprise emphasizes reimagining the experience of the employees at the organization. The company must fulfill the needs of the employees, which in return will provide a solid foundation for the whole business. The company should take a data-driven approach for building the reimagining the experience of the employees (Fajčíková, Fejfarová, & Urbancová, 2016). The company must make an investment in multiple aspects of their culture as well as technology for developing the employee experience. There are 6 key areas in which the company can invest such as seamless teamwork, digital workplace, advanced support, the empowered journey of the employee, digitally assisted workday, and frictionless devices.

The frictionless devices can assist the employees in achieving more and more by equipping the employees with efficient devices as well as convenient access to the sites, apps, data, documents, and services. For achieving such a vision, the company needs to devise management as well as access functionally for creating the best suitable user experience. The company can provide their employees the best and right device for their needs as they grow in their job (Kedziora, Piotrowicz, & Kolasinska-Morawska, 2018). Seamless teamwork is all about achieving more by working together. The collective success mainly depends on the ability to maximize production through interactions with each other. The company needs to embrace the vision of which can enable Microsoft employees for having the most productive collaboration as much as possible and for feeling most successful for all the activities operated throughout their working day (Roe, 2015). The teamwork should have the objective of improving team productivity as well as team satisfaction through a series of experiences that foster collaboration as well as increase employee engagement in a natural, connected way (Mattox II, Van Buren, & Martin, 2016). The company should set out to recognize that their workforce needs to feel productive in terms of all working scenarios from virtual meetings to team interactions, their focus time, as well as engagement across the whole organization.

The digitally assisted employee workday is intended to make the organization's resources such as people, files, information, and answers easily accessible and discoverable which need to be integrated throughout the experience of the employees. The program can facilitate a major change towards employee development which can result in enhanced productivity (Moyle, & Hackston, 2018). The digital work can motivate the employees which differentiates Microsoft from other competitors in the technology industry. Employees get encouraged if their workspace can be customized as per their preference both digitally as well as physically and through this the employees will achieve satisfaction from their job.

Conclusion

In the end, it can be concluded that employee development is an important part of human resource management which needs focus for all time. A giant corporation like Microsoft also needs to emphasize the matter of employee development for retaining their talents within the organization. If the organization can fulfill the needs as well as the demands of the employees they will be successful in achieving employee satisfaction.

References

Cohen, E. (2017). Employee training and development (pp. 153-162). Routledge.

Dachner, A. M., Ellingson, J. E., Noe, R. A., & Saxton, B. M. (2021). The future of employee development. Human Resource Management Review, 31(2), 100732.

Diah, A. M., Hasiara, R. L. O., & Irwan, M. (2020). Employee Retention of Pharmaceutical Firms in Indonesia: Taking Investment in Employee Development and Social and Economic Exchange as Predictors. Systematic Reviews in Pharmacy, 11(1), 564-572.

Fajčíková, A., Fejfarová, M., & Urbancová, H. (2016). Employee Development by Talent Management. Scientific papers of the University of Pardubice. Series D, Faculty of Economics and Administration. 38/2016.

Kedziora, D., Piotrowicz, W., & Kolasinska-Morawska, K. (2018). Employee development and leadership perception in the polish service delivery centres. Foundations of Management: The Journal of Warsaw University of Technology.

Mattox II, J. R., Van Buren, M., & Martin, J. (2016). Learning Analytics: Measurement Innovations to Support Employee Development. Kogan Page Publishers.

Moyle, P., & Hackston, J. (2018). Personality assessment for employee development: Ivory tower or real world?. Journal of personality assessment, 100(5), 507-517.

Rahman, W., Rahman, H., & Ali, F. (2015). Interrelationship of employee development, organizational commitment, job satisfaction and their impact on turnover intentions. City University Research Journal, 5(2), 301-314.

Roe, R. (2015). Using competences in employee development. The wiley blackwell handbook of the psychology of training, development, and performance improvement, 303-335.

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