Assignment Brief

International Human Resource Management

Academic Year 2023-24

Module Information:

Qualification: International Diploma in Business Management– Level 8

Module Code & Title: International Human Resource Management

Task 1 : Research
Assignment Titles: Task 2: A Report with executive summary in presentation
slides (Individual)

Component Weighting: 100% (Total on task 2)

Date of Issue: 11th January 2024 Due date: 3rd February 2024

To be filled by the student:

Student ID/s: C18Y1058

Tutor: Thilini david

Date Due:

Date of Submission:

*All work must be submitted on or before the due date. If an extension of time to submit work is required,
a Mitigating Circumstance Form must be submitted.

Has an extension been approved? Yes No

If yes, please provide the new submission date ….…/.…. /……., and affix appropriate evidence.

First Marker: Second Marker:

Agreed Mark: Refer: Yes / No

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Introduction

Microsoft Corporation, a multinational technology firm that is well-known for its software
solutions, services, and products, goes by the name Microsoft. Bill Gates and Paul Allen founded
Microsoft on April 4, 1975, and it has since expanded to rank among the most significant and
valuable businesses globally. Redmond, Washington is home to the company's headquarters.

Microsoft is primarily focused on creating, producing, distributing, and providing support for
software products such as Office, Visual Studio, and Windows. The company's Windows
operating system holds a prominent position in the personal computer industry. Offering IaaS,
PaaS, and SaaS cloud computing services, Microsoft's Azure platform competes with key rivals
like AWS and GCP on a worldwide scale.

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What is IHRM and the concept?
The process of hiring, developing, and paying personnel in multinational and worldwide
organizations is known as international human resource management. The collection of unique
tasks, roles, and procedures meant to draw in, nurture, and retain human resources for
multinational corporations (Taylor, Beechler, & Napier, 1996, p. 960).

Managing a diverse workforce across national borders, cultural norms, and legal frameworks is
the focus of IHRM. It entails tackling issues with international personnel recruiting and
retention, cross-cultural communication, expatriate management, and compliance with local laws
and regulations.

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Current trend and developments
1. worldwide talent mobility

Talent is moving more and more across borders and regions, which is one of the major
developments in IHRM. Accordingly, businesses must find, hire, and train staff members who
can function well in a variety of ethnic environments. In order to handle varying legal, social,
and cultural norms and expectations, global talent mobility also necessitates that IHRM
implement flexible and adaptive policies and practices.

2. Digital change

The digital transformation of labor and communication is a significant development in IHRM.

This means that in order to improve their productivity, efficiency, and inventiveness, firms must
make the most of technology. IHRM is also able to automate and streamline systems and
processes related to learning and development, payroll, performance management, and
recruitment thanks to digital transformation. For instance, IHRM might use chat bots, social
media, and virtual reality to interact and communicate with stakeholders and employees, or it
might use artificial intelligence, big data, and cloud computing to assess and maximize its human
capital.

3. Remote work

The pandemic and advances in communication technologies have increased the use of virtual
teams and remote working across time zones and physical barriers (Gilson et al., 2015). A work
arrangement where employees carry out their job obligations from a location other than the usual
office setting is referred to as remote work. The prevalence of remote work has increased,
particularly with the development of technology and shifts in workplace culture.

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 1.

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The recruitment and selection process at Microsoft
Microsoft USA typically uses an aggressive recruitment strategy that is in line with their
mindset. At first, the idea was to enlist the smartest pupils from prestigious universities. This
indicated that the majority of new hires lacked experience, which was desirable. Microsoft USA
finds new talent through a variety of methods, including job fairs, internal hiring, over 300
recruiting consultants, online applications, and taking advantage of industry layoffs (Bartlett
2001).

Upon being selected for further consideration, a successful applicant typically receives an email
inviting them to an interview. There will be fifteen questions in this first email, ranging in
difficulty from simple to complex based on the post being sought for. Microsoft USA will
respond with a set time for a phone interview if the applicant successfully responds with answers
and a confirmation of the date. Typically, the phone interview takes 30 to 45 minutes and is
informal. In the event that the candidate advances past this point, he will receive an email
containing a schedule for the day of the next round of in-person interviews. The number of
rounds of interviews on the interview day might range from four to six, depending on the post
being applied for. Typically, the chosen candidates are grouped at the start of the interview
process, and at each level, candidates are eliminated (Hurdagaci 2010). The selection method
emphasizes calmness, mental processes, and problem-solving abilities. It evaluates the recruit's
capacity for handling stress. It focuses more on the recruits' creative and analytical ability than
their technical skills (Bartlett 2001).

At Microsoft USA, hiring practices are always to hire fewer workers than necessary. This is to
restate the idea that hiring the right people is more crucial than simply filling open positions. In
order to acquire talent, Microsoft USA also takes advantage of industry layoffs, such as the 2007
AOL layoff. To find and hire the greatest people, Microsoft USA established a recruitment team
(Wilcox J, 2007).

Here are some critical evaluation of recruitment and selection processes at Microsoft,

 Talent acquisition
Microsoft is renowned for emphasizing the recruitment of exceptional personnel and
talent acquisition. In addition to individuals with the necessary technical skills, the

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 corporation usually searches for people that have a strong cultural fit with Microsoft's
organizational culture and values.
 Technology in requirements

Microsoft probably uses a lot of technology in its hiring process because it is a major
player in the technology industry. To speed up the hiring process and quickly find the
best prospects, this may involve the use of applicant tracking systems (ATS), AI-powered
resume screening tools, and video interviewing platforms.

 Emphasis on Diversity and Inclusion

Since Microsoft has committed to diversity and inclusiveness, its hiring and selection
procedures probably follow suit. The organization might be putting programs in place to
draw applicants from underrepresented groups and guarantee an impartial and equitable
hiring process.

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Cross cultural and diversity management at Microsoft

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References
Fan, D., Zhang, M.M. and Zhu, C.J., 2013. International human resource management strategies
of Chinese multinationals operating abroad. Asia Pacific Business Review, 19(4), pp.526-541.

Gilson, L.L., Maynard, M.T., Jones Young, N.C., Vartiainen, M. and Hakonen, M., 2015. Virtual
teams research: 10 years, 10 themes, and 10 opportunities. Journal of management, 41(5),
pp.1313-1337.

Christopher A Bartlett; Microsoft USA: Competing on Talent; Harvard Business School; 9‐300‐
001 Rev July 25, 2001.

Hurdugaci V (2010). Victor Hudragaci [online]. [Accessed 23rd of March 2010]. Available
from: http://victorhurdugaci.com/my-interview-with-Microsoft USA/

Wilcox J (2007). Microsoft USA Watch [online]. [Accessed 23rd of March 2012]. Available
from: http://www.Microsoft
USAwatch.com/content/web_services_browser/aol_layoffs_end_an_era.html

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