Microsoft Corporation Case AnalysisMicrosoft is the world's leading and largest software company. Founded by William Gates and Paul Allen in 1975, Microsoft grew to become a multi-billion dollar company in just ten years. It all started with a grand vision – “a computer on every desk and in every home” – which seemed almost impossible at the time. Today, Microsoft has more than 44,000 employees in 60 countries, net income of $3.45 billion and revenue of $11.36 billion. The company's spectacular growth and success has been driven by the development and marketing of operational systems and personal productivity application software. At Microsoft, employee training and development is a very important aspect of the company's daily operations. At Microsoft, all employees are immediately “thrown” into normal business operations. Since 1975, the company has used the “learn as you go” method. It relies heavily on learning by doing rather than learning and doing. The company recruits talented young specialists from colleges and universities. The company is well known for looking for four important qualities in new hires: ambition, IQ, technical expertise and business judgment. Experienced employees conduct the interviews and it is very important to note that it is the team leaders who actually do the hiring, not the recruiters. This gives managers the flexibility to select and hire the best of the best. Interestingly, only two to three percent of all recruits expressing interest in Microsoft are hired. Once hired, new employees are assigned to teams where they begin completing projects under close supervision. New employees need to know the specifics of their job responsibilities and how to perform different tasks. Therefore, in May 1997, Microsoft launched the new Microsoft Skills 2000 initiative. The goal of Skills 2000 is to reduce the growing gap between business needs and available skills by targeting IT employees as well as those who wish to develop a career in IS. Microsoft pays relatively low salaries and often doesn't pay overtime, but employees are compensated with excellent benefits. The company offers a Savings Plus 401(k) plan, an Employee Stock Purchase Plan (ESPP), paid maternity and paternity leave, tuition reimbursement, annual bonuses, and more. Company culture is also an important HR factor because it refers to motivation and employee development. and quality of work. Microsoft has an anti-bureaucratic atmosphere that gives employees the freedom to take risks.