Plan To Increase Efficiency At Microsoft Inc Student Name In

Plan To Increase Efficiency At Microsoft Incstudent Nameinstructor Na

This report discusses the steps that Microsoft can undertake to increase the efficacy and usefulness of its employees. The implementation of the highlighted steps would enhance their efficacy that, in turn, would increase the company’s profitability and share of the market. A survey of both the current and former employees regarding employee inefficiencies at Microsoft led to the conclusion that the five steps should be undertaken. Such include planning, delivering, controlling, analyzing, and developing.

This report is a study focused on Microsoft Corporation. It analyzes how the company should enhance the efficiency and effectiveness of its employees. The purpose of improving these parameters is to advance employee productivity that would consequently increase the company’s profitability, alongside its share of the market. Microsoft Corporation is a multinational technology firm, headquartered in Redmond, Washington. It creates, produces, licenses, supports, as well as sells consumer electronics, personal computers, computer software, and services. The company has experienced dwindling profitability due to employee inefficiencies, resulting in a significant loss of market share. The report investigates these issues through resource analysis and employee surveys, identifying key areas for improvement.

The survey revealed that employees are frustrated with bureaucratic management, lack of coordination, and divergent management practices across product groups. Employees express that long stabilization periods and time-consuming activities hinder innovation. Additionally, the performance review system emphasizes individual contributions over teamwork, leading to conflicting ideas and defective products. Management issues, such as inadequate coordination and poor middle management, contribute further to inefficiency. To address these challenges, the report recommends a five-step strategy: planning, delivering, controlling, analyzing, and developing.

Paper For Above instruction

The core of improving employee efficiency at Microsoft lies in establishing a structured, data-driven, and skill-oriented workforce management system. The proposed five-step model aims to optimize each aspect of employee performance, from planning to development, thereby fostering a more responsive, engaged, and competent workforce.

Step 1: Planning

Effective planning begins with recognizing the diversity of communication channels and the specific skill sets required for different customer interactions. Microsoft should implement a forecasting model that utilizes real-time data across email, voice, social media, chat, and work items to predict staffing needs accurately. By aligning schedules with training and development paths, the company can ensure that employees are assigned tasks suited to their skills. Integration with routing systems ensures that customer queries are handled by appropriately trained personnel, reducing inefficiencies caused by misaligned staffing and skill mismatches (Bhatti & Tahir, 2016).

Step 2: Delivering

Delivering optimal performance entails continuous monitoring of employee skills from onboarding through tenure. Centralized skill assessment and tailored development plans facilitate employee growth and retention. Automated scheduling updates, based on skill evaluations, ensure that tasks and customer interactions are assigned to the most capable employees. This proactive approach encourages employee engagement by providing clear career progression pathways and tailored training programs, thus enhancing overall productivity and job satisfaction (Bhatti & Tahir, 2016).

Step 3: Controlling

Controlling involves establishing and monitoring performance indicators aligned with service level agreements (SLAs). Centralized dashboards enable real-time tracking of individual and team metrics, allowing prompt corrective actions when SLAs are not met. Employee scorecards foster accountability by providing transparent feedback on performance and progress toward goals. Such data-driven oversight prevents complacency and promotes continuous improvement, reducing waste and improving service quality (Bhatti & Tahir, 2016).

Step 4: Analyzing

Analyzing workforce data is critical to identifying skill gaps and optimizing client interactions. Advanced analytics tools utilize internal and external data sources to benchmark performance, analyze quality scores, and gather customer feedback. Consolidating these insights into a universal skills repository allows Microsoft to recognize high performers and identify employees requiring additional training or coaching. This granular understanding of workforce capabilities helps tailor interventions for maximum impact and ensures that the right skills are matched to customer needs (Bhatti & Tahir, 2016).

Step 5: Developing

Developing employees into high-performing team members involves creating dynamic, personalized training and coaching programs based on identified gaps and best practices. Leveraging both classroom and eLearning modules, Microsoft can facilitate just-in-time training that aligns with employees’ work schedules. Monitoring tools enable supervisors and trainers to track progress and adjust development plans accordingly. This targeted development enhances morale, reduces turnover, and prepares employees for future roles, thereby sustaining continuous improvement in performance (Bhatti & Tahir, 2016).

Conclusion

The implementation of the five-step model—planning, delivering, controlling, analyzing, and developing—can transform Microsoft’s workforce into a more efficient, agile, and motivated entity. By centralizing data and fostering a culture of continuous improvement, Microsoft can break down silos and deliver superior customer experiences. In an increasingly competitive and volatile market, such strategic workforce optimization will support Microsoft in maintaining relevance and profitability. Developing the right talent with precise skill alignment creates a resilient organizational structure capable of adapting to rapid technological changes and evolving customer demands.

References

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