Microsoft's Best Practice Model


By analysing Microsoft, it can simply be said that they follow the `Best practice model'. Best practice is determined as the best way of nearing the management in the most effective way. The main and common techniques employed by the best practice model are selection, rewards, training and development (Gunnigle, Heraty and Morley, 2011). Enrolment is the procedure by which organizations find and draw in people to fill up work opportunities. Most associations have a proceeding with need to enrol new personnel to supplant the those who leave or are raised remember the end goal to secure new aptitudes and advance hierarchical development. Enrolment needs after HR arranging and works as an inseparable unit with determination make by which associations determine the reasonableness of hopefuls. With successful enlisting to make a sizeable pool of challengers, even the most exact choice framework is of little utilize. Specialised capacity in the prominent part of the contracts is not the most critical, though prepare capacity and responsibility are which again is an indicator of best practice. The chemical of the best practice is that one model will support higher side (Marchington & Grugulis, 2000). Microsoft thrives on its selection process which is dependant on employing the most intelligent people where they provide priority on brains over experience. From the early days, Microsoft hires fresh graduates direct out of universities for which they have got a system set up e. g. job fairs in almost every part of the world. The actual recruitment staff did was that they use to go the best universities like the Yale, MIT and Stanford to search and search for the best students which will later help the company in attaining its goals and be a secured asset. The machine they had set up was new and better than the usual interview instead they made the recruits go through an exercise predicated on tests their skills, way of thinking and providing them with situations problems to resolve, which in ways presented the best from them if they can with stand the pressure. The importance of selecting the right people is also show in Microsoft's 'n minus 1' strategy which means less people are employed than are required. This insurance plan reinforces that employing the right people is more important than selecting just to fill a position. This practice is alluded to as 'Concentrated determination' where in fact the emphasis is on procuring 'impressive individuals' (Pfeffer, 1998).

In terms of change a new insurance policy should be earned where people from any back ground can register online with a fresh idea or something and can get a day where they can come to Microsoft, a present-day their idea by means of a demonstration or business proposal. If the idea draws in the management, the recruiters can then offer them a short-term role which will lead to a permanent devote company.


The business system of the ICRC is one of your philanthropic sort, this way their important point is to help individuals whenever a fiasco happens. In this way, the HR arrangement to contract staff and redeploy them as fast as would be advisable. Choices are taken at top degree of an exceptionally despotic Association. The options depend on the main element design of the Connection. This model is a Best Fit model; followers of best fit strategy trust that if individual asset strategies of any organizations are altered to business strategy, superior work techniques will be achieved. Where vertical fit works from top level to base and HR goals fit the overall strategy of the Association to consider upper hands.

ICRC has experienced critical changes that have prompted to an alteration in numerous HR hones. It has been coordinated by the key set up and the move from a National based Association to one more globalized. It has permitted ICRC to move towards a far more representative founded model, which concentrates on in addition to other activities preparing and long haul work objectives. ICRC doesn't have an structured execution examination construction or an occupation advancement method for staff. Personnel has talks toward the finish of these central goal. Planning for key parts and administrators is something that the Association must consider. There can be an unmistakable vibe that exploring associates and conveying them as quickly as time permits is the essential objective. This structure is bad for a link, as arrangement ahead of time and anticipating future work needs are an excellent option. The test of absence of support is likewise highlighted as a test for ICRC. Employees are required to wind up distinctly self-ruling as snappy as would be wise. Once the root preparing has been completed you can find by all accounts little else offered and as far as further progression. Improvement of individuals is a rousing changing and something that representative's need, which likewise prompts to acknowledgment.


Bratton, J. and Yellow metal, J. (2007) Human being Reference Management: Theory and Practice, 4 thed. Basingstoke: Palgrave McMillan.

P Gunnigle, N. H. &. M. M. , 2011. Human Resource Management in Ireland. 4th ed. Dublin: Gill and McMillan.

Patrick Gunnigle, N. H. M. J. M. , 2011. Strategy, Performance and Human being Learning resource Managment. In: Human Tool Management in Ireland. Dublin: Gill & Macmillan, pp. 46-75.

Armstrong, M. (1987) AN INSTANCE of the Emperor's New Clothes. Personnel Management, 19(8): 30-35.

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