assignment in microsoft company

Organize classwork with four new Assignments features from Teams

September 09, 2021.

By Microsoft Education Team

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Whether you’re preparing for a new school year or are already in the thick of one, there is no better time than now to recommit to classroom organization with the help of Microsoft Teams. Assignments in Teams has just what the educator ordered—simplified ways to streamline, distribute, manage, and access assignments for classes this year and beyond. 

Here are some of the latest and greatest features Assignments has to offer:

1. Filter assignments by class

Sometimes keeping track of assignments can almost feel like a greater task than reviewing them. Educators can now rest easy and stay organized by filtering student assignments by the classes they teach for a convenient and visual list view.

2. Return an assignment for student revision

Assignments are sometimes a work in progress, requiring ongoing updates, reviews, and edits. After reviewing an assignment, educators can now  return the assignment for revision . The returned assignment will appear in the student’s “active work” list, where they can then turn the work in after making edits. To return an assignment, educators just need to select Return for revision .

3. Assign group work

Collaborative learning just got easier with the new group assignment feature. Educators can give projects to a team of students and have them collaborate on, and submit, one piece of work for their whole group. Once the assignment has been submitted, educators can choose to submit comments and grades to individual students, or the entire group.

4. Manage assignments on a mobile device

Learning can happen from anywhere, and many educators and students rely on a mobile device to check and work on assignments. For their convenience, an upgraded version of Assignments with simplified navigation is now available on Android and iOS mobile devices and tablet devices.

When you’re ready to take advantage of these new features, don’t forget to also sprinkle in some fun and use the latest emojis in Microsoft Teams! With more than 800 emojis that are customizable (including by skin tone now), your students can freely express themselves, feel represented, and bring their full personalities to the classroom. Download Teams today to get started for free.

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View and navigate your assignments (student)

View both upcoming and completed assignments by class, or view them across all your classes. Selecting an assignment will allow you to view its details, turn it in, or view feedback and scores. You can also view your current grades by class.

View and sort assignments within one class

Navigate to a class team, then select Assignments .

Tip:  Use your search bar to search for an assignment by keyword.

Upcoming assignments

The Upcoming  tab will show all upcoming assignment you have not done yet, sorted by order of due date. The Past Due tab will show all Past Due assignment not completed yet. Sorted by today and older 

Late assignments will include a Past due warning.

Select an assignment to view details, attach resources, and turn it in.

Upcoming assignment status

Assignment title and due date —Before the due date. You haven’t turned in work yet.

Past due —You haven’t turned your assignment in yet and it’s past the due date. This will only appear if your educator is accepting late turn-ins.

View turned in and returned assignments

Completed assignment status

Open a completed assignment to view more details on its status.

View grades in one class

Here you'll see all your assignments listed with the nearest due date at the top. View your status on each assignment as well as points you've received on graded work. Assignments without points will show as Returned after your educator has reviewed them.

Average Grade

If your class has enabled it, you can also see the Average Grade for this class and View Details to see your trend for your assignments.

View assignments across classes

To view assignments across all your classes, select Assignments from your app bar. Select an assignment to open it or turn in work. 

Select Upcoming to see any upcoming assignment across all of your classes.

Select Past Due to see any past due assignment across all of your classes.

Select  Completed to see work that you have completed across your classes.

Turn in assignment

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Manage tasks and work with Microsoft 365

Stay on top of all your tasks

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Focus on what matters

Keep track of individual tasks in Microsoft To Do using intelligent features to collect, prioritize, and accomplish what’s most important.

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Manage team tasks with Planner. Build Kanban boards, add content-rich tasks, get visual status, and collaborate within Planner or Tasks in Microsoft Teams.

Collaborate on shared Microsoft 365 documents

Use @mentions within comments in Word, Excel, and PowerPoint to create and assign tasks. 1  Receive an email notification when you’re assigned a task, see a preview of the document, and reply directly from Outlook.

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Bring together your individual tasks from Microsoft To Do and team tasks from Planner and manage them all in one place with Tasks in Microsoft Teams.

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Create daily assignments using PowerPoint

march 13, 2024

by Monica Jayasinghe

In today's educational environment, digital and organizational tools are more important than ever. But sometimes, using familiar favorites in new ways can be just as effective as finding new tools. That's why I'm excited to share a cool new approach to using PowerPoint for structuring daily assignments. Let's take a look!

Start with a blank canvas

Start by opening up a new PowerPoint presentation . Then navigate to the top panel, select Insert , and choose Shapes to start crafting your template.

To tie this schedule to the classroom visually, I've decided to mimic the familiar lines of writing paper. First, I'll select a simple blue line shape and duplicate it using Ctrl+D. Then I'll add a vertical red line, creating that classic ruled-paper look.

Customize and color

Next, we'll customize the line colors to suit our theme. Choose the colors you want to feature and adjust the lines to match. Save your color choices so you can use them later for fonts and other details, creating a cohesive look.

Add text boxes for assignment details

Next, let's insert a text box. Text boxes are useful for parents and educators alike, helping them track assignments or provide additional instructions. Pick a playful, readable font and adjust the size for visibility (between 80-100).

Once again, save your preferred colors for consistency. The eyedropper tool comes in handy for exact color matching, too.

Add shapes and structure

I love strategically using shapes to add structure and visual interest to the assignment board. Each shape serves a specific purpose, contributing to the overall structural organization of the daily agenda. From an accessibility standpoint, it's better to use shapes than color to delineate different sections because your color-blind students won't be able to use color to guide them.

Once you've added the shapes you want and adjusted their colors and borders to your liking, grouping the shapes is a breeze. Just select, right-click, and group. This action groups the shapes together for easy duplication and modification.

The final touches

Last, add specialized sections for dates, reminders, and homework.

After that, you're done! Once the base slide is ready, it can be duplicated and modified for continuous use throughout the year, catering to various needs and occasions.

You now have a versatile calendar that provides students with a clear understanding of their daily schedule from the moment they step into the classroom.

I hope you've enjoyed learning about this new creative use for PowerPoint. Whether you're a teacher, a parent, or just someone looking to streamline your daily tasks, you can tailor this practical solution for any context. Happy teaching!

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Assign Azure roles using the Azure portal

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Azure role-based access control (Azure RBAC) is the authorization system you use to manage access to Azure resources. To grant access, you assign roles to users, groups, service principals, or managed identities at a particular scope. This article describes how to assign roles using the Azure portal.

If you need to assign administrator roles in Microsoft Entra ID, see Assign Microsoft Entra roles to users .

Prerequisites

To assign Azure roles, you must have:

• Microsoft.Authorization/roleAssignments/write permissions, such as Role Based Access Control Administrator or User Access Administrator

Step 1: Identify the needed scope

When you assign roles, you must specify a scope. Scope is the set of resources the access applies to. In Azure, you can specify a scope at four levels from broad to narrow: management group , subscription, resource group , and resource. For more information, see Understand scope .

Sign in to the Azure portal .

In the Search box at the top, search for the scope you want to grant access to. For example, search for Management groups , Subscriptions , Resource groups , or a specific resource.

Click the specific resource for that scope.

The following shows an example resource group.

Step 2: Open the Add role assignment page

Access control (IAM) is the page that you typically use to assign roles to grant access to Azure resources. It's also known as identity and access management (IAM) and appears in several locations in the Azure portal.

Click Access control (IAM) .

The following shows an example of the Access control (IAM) page for a resource group.

Click the Role assignments tab to view the role assignments at this scope.

Click Add > Add role assignment .

If you don't have permissions to assign roles, the Add role assignment option will be disabled.

The Add role assignment page opens.

Step 3: Select the appropriate role

Follow these steps:

On the Role tab, select a role that you want to use.

You can search for a role by name or by description. You can also filter roles by type and category.

If you want to assign a privileged administrator role, select the Privileged administrator roles tab to select the role.

For best practices when using privileged administrator role assignments, see Best practices for Azure RBAC .

In the Details column, click View to get more details about a role.

Click Next .

Step 4: Select who needs access

On the Members tab, select User, group, or service principal to assign the selected role to one or more Microsoft Entra users, groups, or service principals (applications).

Click Select members .

Find and select the users, groups, or service principals.

You can type in the Select box to search the directory for display name or email address.

Click Select to add the users, groups, or service principals to the Members list.

To assign the selected role to one or more managed identities, select Managed identity .

In the Select managed identities pane, select whether the type is user-assigned managed identity or system-assigned managed identity .

Find and select the managed identities.

For system-assigned managed identities, you can select managed identities by Azure service instance.

Click Select to add the managed identities to the Members list.

In the Description box enter an optional description for this role assignment.

Later you can show this description in the role assignments list.

Step 5: (Optional) Add condition

If you selected a role that supports conditions, a Conditions tab will appear and you have the option to add a condition to your role assignment. A condition is an additional check that you can optionally add to your role assignment to provide more fine-grained access control.

The Conditions tab will look different depending on the role you selected.

Delegate condition

Delegating Azure role assignment management with conditions is currently in PREVIEW. See the Supplemental Terms of Use for Microsoft Azure Previews for legal terms that apply to Azure features that are in beta, preview, or otherwise not yet released into general availability.

If you selected one of the following privileged roles, follow the steps in this section.

• Role Based Access Control Administrator
• User Access Administrator

On the Conditions tab under What user can do , select the Allow user to only assign selected roles to selected principals (fewer privileges) option.

Click Select roles and principals to add a condition that constrains the roles and principals this user can assign roles to.

Follow the steps in Delegate Azure role assignment management to others with conditions .

Storage condition

If you selected one of the following storage roles, follow the steps in this section.

• Storage Blob Data Contributor
• Storage Blob Data Owner
• Storage Blob Data Reader
• Storage Queue Data Contributor
• Storage Queue Data Message Processor
• Storage Queue Data Message Sender
• Storage Queue Data Reader

Click Add condition if you want to further refine the role assignments based on storage attributes.

Follow the steps in Add or edit Azure role assignment conditions .

Step 6: Assign role

On the Review + assign tab, review the role assignment settings.

Click Review + assign to assign the role.

After a few moments, the security principal is assigned the role at the selected scope.

If you don't see the description for the role assignment, click Edit columns to add the Description column.

Related content

• Assign a user as an administrator of an Azure subscription
• Remove Azure role assignments
• Troubleshoot Azure RBAC

Coming soon: Throughout 2024 we will be phasing out GitHub Issues as the feedback mechanism for content and replacing it with a new feedback system. For more information see: https://aka.ms/ContentUserFeedback .

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Additional resources

Human Resource Management at Microsoft Essay

Introduction, microsoft company, human resource management at microsoft, reference list.

People who work in an organization or in a company make the human resource of that company. Thus, human resource management is concerned with how people are managed in an organization in order to increase their productivity and profitability (Smith, 2006). Different companies employ different employment strategies since the goods and services companies deal with are different thus calling for different approaches.

The other fact is that different people in an organization have different views, aspirations, and feelings towards different situations in an organization (Malhotra & Galleta, 2003). Human Resources Management has of late been used in referring to approaches which seek to manage the needs of the company as well as the needs of the people.

Human resource management entails analyzing the different views and aspirations people have within the organization and make them work towards the success of the company. In summary, how an organization connects to its employees is all what human resource is concerned with.

In trying to manage and solve the problem of Human Management Resources there have been various approaches initiated towards solving the problem and experts have come up with various theories and concepts that try to define human resource management.

The human resource management sector has been studied for a long period in motivation science of human behavioural science movement. The fact that people always work in order to satisfy certain needs as they climb up the ladder is a major study of concern to many experts.

During the same period, concepts of job design for example how satisfying a job is and the chances of promotion in certain jobs are also considered in the human resource management.

Evidence shows that people work harder if there is satisfaction in the organization and thus there is need for the management to design challenging and interesting jobs which are geared towards gaining the full attention and commitment of the worker. Theories explaining how human beings relate were introduced in the 1960s and others later in the 1970s.

Managers at that time were using Maslow and Herzberg‘s theories in their management strategies. When designing a new theory the applicability of the theory, the limitations and the benefits of using certain theory (and not the other) should be considered by any company that hopes to succeed.

The Microsoft Company stands as one among the most successful and wealthiest companies in the United States of America and the world as a whole. For matters concerning human resource management, the company is an employee driven organization.

Technologically, Microsoft is way ahead of other companies and the company success has always been based on the employees’ efforts as we shall see in this study. The company has always placed its employees among the very important component for its success thus human resource management study of the company would be an interesting issue to study about.

Company Background

The company was co-founded by Bill Gates and Paul Allen in 1975. Since then the company has never looked back as it has grown to become a multinational company dominating the American and the world market in the computing industry.

Among the products which gave the company a prominent name are the two operating systems; which are the MS- DOS system (Micro Soft Disc Operation System) which is no longer in use and the Windows operating system which has been undergoing modifications and improvements since its introduction in the year 1998 (Oak, n.d; Aruvian, 2009).

The Hiring Process: During its Beginning Period

Ever since it’s beginning Bill Gates has been the torch and the leader of Microsoft. On the issues of recruiting new employees he always believed at recruiting the brightest and the most smart students in the universities thereby preferring intelligence over what many companies look for, which is experience (Priyadarshini, 2010).

This history of hiring new fresh but bright graduates has been practiced ever since the company began in the year 1975 when the co-founder, Paul Allen, recruited and employed the smart guys they used to know and studied with in the university or the smartest guys they could find in the universities at that time.

From the beginning the company discovered and put it into their minds that the employees were the greatest assets thus managing them in a healthy and a comfortable manner was one of its core foundations. Ever since then, the company has employed recruitment strategies that align with their philosophy which always aims at seeking the smartest and the most driven people.

When recruiting, the company began with sourcing for bright people from the prestigious institutions such as the Harvard, Yale, and other colleges in the country then assessment followed there after.

Once selected the students underwent a very involving assessment process and the first stage began with an interview where one was to face an interviewing panel of about three to ten people from the company’s Human Resource department. The interviews were very involving and the fact they were looking for intelligence and not experience is confirmed by Silistre (2007) when he states that:

These interviews are designed not only to test knowledge, but also testing thought processes, problem-solving abilities, and work habits. Technical interviews are described as being focused mainly on problem-solving, with interviewers posing problem scenarios in which the recruits are supposed to find solutions.

To test the composure of the candidate and also their creative problem-solving skills, unexpected questions were also included (Par 3).

Soon after this, the potential candidates left and awaited feed back from the hiring team who either hired or did not hire according to what their interests were. The interviewing panel was also very considerate of those who did not succeed as it forwarded to them reports indicating where their weaknesses had been observed and sometimes what needed to be done.

The interviewing process was usually a hectic activity to the recruits as most of the time they were pushed to their limits. The assumption being that if they were pushed to the limits and succeeded during the interviews then that meant they could survive in the company working environment.

If most of the recruits passed through the interviews then the hiring department forwarded their names to the manager who was now served with the role of hiring or not hiring the recruits according to what his judgment would be. Interviewing was the final phase.

The person was meant to check that the individual the company intended to hire was fully qualified and that the due procedures had been followed during the hiring process. This reduced the chances of managers hiring the wrong and unqualified persons just because of the fact that they had vacant positions which needed filling.

The Hiring Process: As At the Present Time

The company has retained its basic hiring strategies but with the company expanding globally it has been hard for the company to source for recruits only from the universities rather there has been a need also to source employees from other places. Despite all these, the hiring process has remained active rather than passive with the company still aiming at recruiting the existing best in the field.

The firm has taken advantage of other rival firms which have been laying off their employees also by monitoring and recruiting them to their company. Through all these, the company has still been seeking for the best as this can be confirmed by Silistre (2007) as he indicates that;

Microsoft’s euphemism for the kind of highly talented and driven people they sought – the pursuit was relentless, if subtle. Regular telephone calls at discreet intervals, conversations at industry conventions, invitations to formal dinners – recruiting team members employed every means possible to keep the lines of communication open (par.12).

For example when AOL was down sizing, the company assembled a team to go identify the best talent and start communicating with them with the aim of hiring them in future. In every aspect of the company its mission and vision explains what the company hopes to attain or the position it hopes to be in future and that is mostly explained by the type of the employees a company hires.

As we can ascertain from the above, Microsoft still employs different practices than what most companies do. The recruitment method of the company is simply based on how the employee can fulfill the company needs by recruiting the very best people in the job market.

Their recruitment process is based on hiring the right type of a person; somebody with the capabilities of meeting the company demands rather than focusing on experience or skill levels what other many companies look for. Silistre (2007) explains that in human resources management “Experiential Approach human resources are described as an important source of competitive advantage.

Microsoft use human resources for competitive advantage, basing their success on having the very best people in the industry and inspiring them to be the best. It is this that leads to Microsoft’s unique recruitment practices.” (Par.10). their desire to have the best class of employees in the industry justifies why their recruitment process is among the less understood strategies of hiring employees in the world.

As long as the recruitment process main idea is fulfilling a human resource need in the company, then the company urge to look for the best will always continue. This can be shown as it happened some years back when the company needed a human resource manager, the company picked Brummel an executive in the company with no HR experience.

When the CEO was asked about it he simply said the company culture demanded it be done that way. Considering that Brummel had been with the company for a period of about 7 years it was explained that she knew many things about the company than a hired human resource expert could ever know, (Anonymous, 2007).

Their approach is mainly focused at meeting the company needs not just filling the position but fulfilling some company goals and this has led to the success of Microsoft and it has grown to become a major industry power both in the United States of America and the World at large.

The recruiting staff should is always a member of the section where the company needs to be filled so as to be well informed about the department needs and what qualities are being looked into at the same time ensuring that the candidates are not misinformed about the negative characteristics of the job they are looking forward to.

To ensure no negative characteristics of the job are given, most of the final interviews are conducted by the managers themselves. The interview moves a step further and rather than informing the recruit the negative aspects that he or she might face during the employment period, the process itself prepares the recruits on how they would react if they were faced by the certain negative aspects of the job.

Putting the recruits under the same situation they would be if exposed to the true job gives the company a chance of hiring only the best and the well adapted to pressures that may arise during the job. The assumption is that if the employee succeeds at the selection process then if faced by the same situation in the job he or she would still succeed.

Achieving Employees’ Loyalty and Satisfaction

As we have discussed above, the company values its employees very much and thus ever since it was founded it has always attempted to meet and satisfy the need of its workers. With the company employing mostly young graduate from the universities, the company has created a favorable environment for working creating an environment which suits the age of its employees.

This is confirmed by Silistre (2007) when quoting a former human resource manager asking that “how do you make young kids who had never been away from home – or only as far as college – comfortable? He explains that they wanted to keep the atmosphere at work one they were somewhat familiar with, and also make sure it gave them a sense of social belonging” (par 15).

The environment created includes giving every employee his or her own office to work in and allowing them to decorate them in which ever way they want.

To enhance loyalty further, the company also offers its employees food at subsidized prices and this works as a motivation to the employees. There have been horizontal transfers within the company whose main aims have been to develop a multifaceted worker who can work in any department and this improved the growth of the workers tremendously.

Observers have noted that very few employees leave the company through dismissal rather the majority leave on their own without any conflicting occasions experienced.

Only in the 1990s that the company was experiencing a high rate of its employees leaving the jobs and seeking alternatives in the rival firms and this led to the company doing a survey to find what the problems were and how the required changes could be implemented to ensure that everybody was comfortable. The company resolved that the top management was to train the junior employees as this would help in developing them.

This was very vital since it gave the employees an opportunity to develop further. The company was also focused on how to increase its employees’ satisfaction and commitment to Microsoft as a company while still maintaining the same goals that the company was founded on and since then the company has been a success.

Performance- Culture Model

Since its foundation, the co-owner, Bill Gates always believed that employee ownership was critical in improving motivation and also enabling the company retains its employees for a longer period. The company thus offered its employees high wages and options of owning equities by buying shares from the company based on the performance once it was listed on the stock exchange.

The aim of offering stocks based on the performance and reward was and still remains that the employees are motivated to perform better due to the increased bonuses awards and stock options.

The performance goals of the employees were measured against the company objectives which were shortened to the word “SMART, Specific, Measurable, Attainable, Results based and Time bound” (Silistre, 2007: Par 16) and the rewards could be based depending on how one had attained the above.

The review process included common assessments by the managers to ensure that there were no deviations to the required standards and also the system also has options for self assessment who then forwards the reports to the managers for them to do the evaluation.

Thereafter, the manager and the employees meet to discuss the assessment and what needs to be done. The stock options awards are usually given only to those customers who seem to be long term assets to the company and this works to the best of the company as it tries to retain its best and most efficient employees.

Motivation of the Employee in Microsoft Company

Silistre (2007) when quoting McNamara says that, “the key to supporting the motivation of your employees is through understanding what motivates each of them” (Par 22). The relationship between the employer and the employee to Microsoft is a very important issue.

The Microsoft Company has always ensured that the company goals are well understood through its strong culture that still goes on in the company. The employees are always aware from the first day they are employed in the company of what is required of them.

A common saying goes that you cannot take a donkey to the river and force it to drink water. The donkey has to be thirsty in order to drink the water. The thirsty feeling motivates the donkey to drink water. Without the thirst there would be no motivation or the donkey to drink the water.

For the case of Microsoft Company, motivation is providing a work environment in which everyone feels satisfied through on their own at the same time serving the organizational goals and objectives (Silistre, 2007). The same thing can be described of motivation. In his motivation theory, Fredrick Herzberg stated that motivation involves hygiene factors which include the work and organization environment.

The hygiene factors include the organization, policies and their administration, salary, status and job security among other factors. He explains that the factors may not lead to high levels of motivation though but when such qualities lack there is dissatisfaction among the employees.

He explains the second factor which promotes this motivation theory involves actually what goes on in the organization and what the employees do in order to develop an inbuilt motivation with the work force. Achievement and recognition are among other factors that make the work force be intrinsically motivated. These two concepts as explained by Herzeberg, yields more motivation.

Employees should be treated as best as possible with minimum or no dissatisfaction at all (Accel Team, 2010). Those who are recruited to the company and the systems where they work in provide the necessary motivation as required by the workers.

In his theory, the hierarchy of needs, Maslow (1943) explains that no matter how well individuals (in our case a company employees) are satisfied, they may still sometimes (if not a usual thing) develop some discontentment. That is unless the company ensures that the individual is doing what is best suited for him. He gives an example that people must be allowed to do what they are trained to do and doing it best.

For instance allowing a man to be what best he can be. This is what many call self actualization. The hierarchy of needs as explained by Maslow increases as the basic needs are fulfilled, new needs will emerge and these needs are not that crucial but psychologically they are.

The ever increasing needs is all what is meant. “This is what we mean by saying that the basic human needs are organized into a hierarchy of relative prepotency which dominates human beings and when these too are satisfied newer ones will emerge”, (Marslow, 1943: 375).

The Microsoft Company provides all these to its employees and the staff in general and the company lays its demands from the employees to be the very best they can ever be.

Silistre quotes one of the employees as saying the “only way to achieve here is to push the envelope of what you can do. Every day try to do better. Work harder. Innovate more. People are focused 100% on performing their job as successfully as possible” (Par 25). Self actualization in the company can also be seen with the type of the employees the company hires.

They are the brightest and the smartest among their peers thus for them to achieve self actualization there is a need for them to be pushed harder and be given the opportunity to achieve more than what ordinary employees can achieve.

Employee Loyalty and Satisfaction

The company has been implementing strategies aimed at empowering its’ employees. For any organization to empower its employees there is always a need for a developed culture which allows this to happen.

In the case of Microsoft, a change of culture as the survey indicated above was needed and it has brought about the success of the company in that every employee feels some ownership to the company as they are free to make innovative decisions and then forward to the management for approval if deemed successful or revisions are made if improvements are needed to make the idea work successfully.

In a SWOT analysis done by Hafner and Hilbert (2001) the two describe one of the company strengths being attributed to the flexible workforce the company employs and the loyal and devoted workforce who in addition to a good pay also have chances of doing well by buying the company stocks, this works as a motivation towards working even harder.

For the young employees to be at par with the older employees there has been continued activity of the older employees coaching the young employees and preparing them for what is needed of them. Satisfaction of doing any job in many companies Microsoft included depends on the complexity of the job, the value of doing the work and the physical effort that need to be invested in the job.

Microsoft Company ensures that the more complex the job is the higher are the returns associated with the activity. Bill Gates as the manager and the co-founder of the Microsoft Company has always placed his employees’ way above where most other companies place them.

The expectancy theory as indicated by Vroom state that the belief that one thing will lead to another is likely to bring motivation if there exists a relationship between the performance and the outcome. It is always seen as a way of satisfying a need. The expectancy theory also explains about the rewards which come together with effort (Armstrong, 2006).

This theory is being applied at Microsoft as the company reward system has shown. Issuing of equities to the most valued employees creates a form of partnership in that even when the employee is doing his work his productivity also improves his current status in the organization as his shares improves on value as the company continues to gain profits.

The company reward system is also based on two options: the technical path and the management path. This is a very good consideration due to the fact that as we move up the company ladder the management requires less technical skills compared to the management skills (Rosen, 2003; Strebel & Lu, 2008). The company values technical skills due to its products nature.

“In most organizations, employees with conceptual skills would be rewarded by moving up the corporate ladder, while those with technical skills would not advance. Microsoft, however, offers two advancement paths, allowing those with technical skills to advance as technical experts, just as those with conceptual skills advance as managers” (Silistre. 2010: par 30).

With the just ending economic crisis, the company was not spared either and it has been working on how to reduce the expenses and increase its profitability. The economic crisis effect has also driven the fact that the existing customers pool need to be reserved and this has resulted in cancelled conferences and business meetings as the top brass in the company visit their customers.

The company has also been urging its’ employees to put more effort in maintaining their customers by ensuring products are released on time and with the promised features (Bass, 2009).

The promise comes after the company still reeling from the economic crunch and its’ plan to retrench about 5000 jobs in the year 2010 and more in the following years until it can be in a position to recover fully. This shows that despite the company success some issues still need to be checked to ensure that the company remains a major profit earner as well as a major employer (Johnston, 2009).

Microsoft company success can be attributed to the effective human resource policies that the company applies. The way the company has modeled its HRM policies is an example that if businesses are run with both the vision of the employee and the employer being intertwined there is no doubt a company can succeed.

Accel Team, 2010. Human Relation Contributors. Web.

Anonymous, 2007. Reshaping Microsoft’s HR Agenda. Web.

Armstrong, M. 2006. A Handbook of Human Resource Management Practice : 10th Edition. London, Chartered Institute of Personnel Development

Aruvia, R. 2009. Analysis of Microsoft Corporation. Web.

Bass, D. 2009. Microsoft Prescribes Permanent ‘Diet’ As Sales Slump (update 3). Web.

Hafner, A. W; Hibbert, E.L: 2001. SWOT Analysis: Microsoft Corporation. Web.

Johnston, S. 2009. Microsoft Misses Earnings, First Layoffs Ahead . Web.

Malhotra, Y.; Galleta, D. F. 2003. Role of commitment and motivation in knowledge management systems implementation : theory, conceptualization and measurement of antecedents of success. Proceedings of Hawaii International conference on system sciences. Web.

Maslow, A. H. 1943. A Theory of Human Motivation: Psychological Review. Web.

Oak, M. When Was Microsoft Founded and By Whom? Web.

Priyadarshini J. 2010. Microsoft’s HR Strategy – an Analysis. Web.

Silistre, H, 2007. Human Resource Management at Microsoft. Web.

Smith, A. 2006. Control or capability? Human resource practices for a changing environment. Web.

Strebel, P; Lu, Hongze. 2008. Perspective for Managers. Web.

Rosen, C. 2003. The Employee Ownership Update: Microsoft Replaces Options With Restricted Stock. Web.

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IvyPanda. (2024, February 28). Human Resource Management at Microsoft. https://ivypanda.com/essays/human-resource-management-at-microsoft/

"Human Resource Management at Microsoft." IvyPanda , 28 Feb. 2024, ivypanda.com/essays/human-resource-management-at-microsoft/.

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IvyPanda . 2024. "Human Resource Management at Microsoft." February 28, 2024. https://ivypanda.com/essays/human-resource-management-at-microsoft/.

1. IvyPanda . "Human Resource Management at Microsoft." February 28, 2024. https://ivypanda.com/essays/human-resource-management-at-microsoft/.

Bibliography

IvyPanda . "Human Resource Management at Microsoft." February 28, 2024. https://ivypanda.com/essays/human-resource-management-at-microsoft/.

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Microsoft and LinkedIn release the 2024 Work Trend Index on the state of AI at work

May 8, 2024 | Microsoft Source

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New data shows most employees are experimenting with AI and growing their skills — now, the job of every leader is to channel this experimentation into business impact

REDMOND, Wash. — May 8, 2024 — On Wednesday, Microsoft Corp. and LinkedIn released the 2024 Work Trend Index, a joint report on the state of AI at work titled, “ AI at work is here. Now comes the hard part .” The research — based on a survey of 31,000 people across 31 countries, labor and hiring trends on LinkedIn, trillions of Microsoft 365 productivity signals, and research with Fortune 500 customers — shows how, just one year in, AI is influencing the way people work, lead and hire around the world. Microsoft also announced new capabilities in Copilot for Microsoft 365, and LinkedIn made free more than 50 learning courses for LinkedIn Premium subscribers designed to empower professionals at all levels to advance their AI aptitude. [1]

The data is in: 2024 is the year AI at work gets real. Use of generative AI at work has nearly doubled in the past six months. LinkedIn is seeing a significant increase in professionals adding AI skills to their profiles, and most leaders say they wouldn’t hire someone without AI skills. But with many leaders worried their company lacks an AI vision, and employees bringing their own AI tools to work, leaders have reached the hard part of any tech disruption: moving from experimentation to tangible business impact.

“AI is democratizing expertise across the workforce,” said Satya Nadella, chairman and CEO, Microsoft. “Our latest research highlights the opportunity for every organization to apply this technology to drive better decision-making, collaboration — and ultimately business outcomes.”

The report highlights three insights every leader and professional needs to know about AI’s impact on work and the labor market in the year ahead:

• Employees want AI at work — and won’t wait for companies to catch up: Seventy-five percent of knowledge workers now use AI at work. Employees, many of them struggling to keep up with the pace and volume of work, say AI saves time, boosts creativity, and allows them to focus on their most important work. But although 79% of leaders agree AI adoption is critical to remain competitive, 59% worry about quantifying the productivity gains of AI and 60% say their company lacks a vision and plan to implement it. So, employees are taking things into their own hands. 78% of AI users are bringing their own tools to work — Bring Your Own AI (BYOAI) — missing out on the benefits that come from strategic AI use at scale and putting company data at risk. The opportunity for every leader is to channel this momentum into business impact at scale.
• For employees, AI raises the bar and breaks the career ceiling : Although AI and job loss are top of mind for many, the data offers a more nuanced view — one with a hidden talent shortage, employees eyeing a career change, and massive opportunity for those willing to skill up on AI. A majority of leaders (55%) are concerned about having enough talent to fill roles this year with leaders in cybersecurity, engineering and creative design feeling the pinch most. And professionals are looking. Forty-six percent across the globe are considering quitting in the year ahead — an all-time high since the Great Reshuffle of 2021. A separate LinkedIn study found U.S. numbers to be even higher with 85% eyeing career moves. Although two-thirds of leaders (66%) wouldn’t hire someone without AI skills, only 39% of users have received AI training from their company and only 25% of companies expect to offer it this year. So, professionals are skilling up on their own. As of late last year, we’ve seen a 142x increase in LinkedIn members adding AI skills like Copilot and ChatGPT to their profiles and a 160% increase in nontechnical professionals using LinkedIn Learning courses to build their AI aptitude. In a world where AI mentions in LinkedIn job posts drive a 17% bump in application growth, it’s a two-way street: Organizations that empower employees with AI tools and training will attract the best talent, and professionals who skill up will have the edge.
• The rise of the AI power user — and what they reveal about the future: Four types of AI users emerged in the research — from skeptics who rarely use AI to power users who use it extensively. Compared to skeptics, AI power users have reoriented their workdays in fundamental ways, reimagining business processes and saving over 30 minutes per day. Over 90% of power users say AI makes their overwhelming workload more manageable and their work more enjoyable, but they aren’t doing it on their own. These users are 61% more likely to have heard from their CEO on the importance of using generative AI at work, 53% more likely to receive encouragement from leadership to consider how AI can transform their function, and 35% more likely to receive tailored AI training for their specific role or function.

“AI is redefining work, and it’s clear we need new playbooks,” said Ryan Roslansky, CEO of LinkedIn. “It’s the leaders who build for agility instead of stability and invest in skill building internally that will give their organizations a competitive advantage and create more efficient, engaged and equitable teams.”

Microsoft is also announcing Copilot for Microsoft 365 innovations to help people get started with AI.

• A new auto-complete feature is coming to the prompt box. Copilot will now help people who have the start of a prompt by offering to complete it, suggesting a more detailed prompt based on what is being typed, to deliver a stronger result.
• When people know what they want, but don’t have the right words, the new rewrite feature in Copilot will turn a basic prompt into a rich one with the click of a button.
• Catch Up is a new chat interface that surfaces personal insights based on recent activity and provides responsive recommendations. For example, Copilot will flag an upcoming meeting and provide relevant information to help participants prepare.
• And new capabilities in Copilot Lab will enable people to create, publish and manage prompts tailored to them, and to their specific team, role and function.

These features will be available in the coming months.

LinkedIn is also providing AI tools to enable you to stay ahead in your career.

• For upskilling. LinkedIn Learning offers more than 22,000 courses, including more than 600 AI courses, to build aptitude in generative AI , empower your teams to make GAI-powered business investments , or simply to keep your skills sharp. This includes over 50 new AI learning courses to empower professionals at all skill levels. New courses are free and available for everyone to use through July 8. Additionally, our new AI-Powered Coaching in LinkedIn Learning helps learners find the content they need to grow their skills faster, with greater personalization and guided conversational learning.
• For career advancement. For LinkedIn Premium subscribers, AI-powered personalized takeaways on LinkedIn Feed on posts, articles or videos (from the article to the commentary) can also help you daily in your career with personalized, relevant insights and opportunities including ideas and actions you can take.
• For job seeking. And if you’re looking to change your job, we’re also making it easier and faster to find your ideal job. With new AI-powered tools, you can now assess your fit for a role in seconds based on your experience and skills, get advice on how to stand out, and subscribers will also see nudges, for example suggestions for skills to build, professionals in your network to reach out to, and more . So far, more than 90% of subscribers who have access shared it’s been helpful in job search.

To learn more, visit the Official Microsoft Blog , the 2024 Work Trend Index Report , and head to LinkedIn to hear more from the company’s Chief Economist, Karin Kimbrough.

About Microsoft

Microsoft (Nasdaq “MSFT” @microsoft) creates platforms and tools powered by AI to deliver innovative solutions that meet the evolving needs of our customers. The technology company is committed to making AI available broadly and doing so responsibly, with a mission to empower every person and every organization on the planet to achieve more.

About LinkedIn

LinkedIn connects the world’s professionals to make them more productive and successful and transforms the way companies hire, learn, market and sell. Our vision is to create economic opportunity for every member of the global workforce through the ongoing development of the world’s first Economic Graph. LinkedIn has more than 1 billion members and has offices around the globe.

For more information, press only:

Microsoft Media Relations, WE Communications, (425) 638-7777,  [email protected]

LinkedIn Press Line, [email protected]

Note to editors:  For more information, news and perspectives from Microsoft, please visit the Microsoft News Center at  http://news.microsoft.com . Web links, telephone numbers and titles were correct at time of publication but may have changed. For additional assistance, journalists and analysts may contact Microsoft’s Rapid Response Team or other appropriate contacts listed at  https://news.microsoft.com/microsoft-public-relations-contacts .

[1] Courses will be available for free until July 8, 2024.

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Strategic Management Assignment : Microsoft Corporation

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In this article

Create a new assignment, title and category, instructions and attachments.

Points, rubrics, and grading

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Navigate to the desired class team, then select Assignments .

Select Create >   New   Assignment .

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Do this by navigating to the Assign to field and check the boxes for classes the assignment will be published to. 

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2. Navigate down to Grade settings .

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5. Set the grading levels. Letter grades will be the normal A, B, C, D, F, scheme. Ensure that there are enough levels to cover the entire 0-100 percent range.

6. Select the Save button when complete. 

Finish by choosing the  Done  button. 

Choose multiple classes, individual students, or groups of students  in one class to assign to.

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Select a time and date for the assignment to be due. To schedule an assignment, next to  Assignment will post immediately with late turn-ins allowed  select Edit assignment timeline . Here, you can customize when your assignment will be posted to students and when it will close for turn-ins. By default, no close date will be selected, which allows students to turn in assignments late.

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You can choose whether to add this assignment to your calendar on Outlook, students' calendars, and other educators or staff in your class team. Set this preference for all assignments in Assignments Settings .

Next to Add assignment to calendars , select the dropdown and pick one of the following options:

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Choose the channel where you'd like notifications for this assignment to post. This allows you to keep student work and discussion organized by unit, topic, or subject. By default, assignments will be posted in the General channel or your selection in Assignments Settings.

To choose a channel to post in, next to Post assignment notifications to:  select the down arrow for a list of available channels. 

Pick the channel you’d like this assignment notification to post in, your selection will be applied immediately.

To post assignment notifications to a channel, make sure bot posting is enabled. You can check that here  or ask your IT Admin for help.

Assignments will post to channels that are visible to all students. Private channels will not appear during this step.

If you have selected multiple classes, select Set per Class to set which channel to use or just use the General channel. Assignments to individual students do not post to channels.

When you're ready, you can finish the process of creating your new assignment by assigning it to students.

Note:  If your school uses Turnitin, you can sync assignment turn-ins to Turnitin .

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Create a New Module

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4. Optionally, enter a description.

5. Select Save to save the module as a draft.

Note: Draft modules are only visible to Team owners (teachers) until published. All new modules are created in draft states. 

Learn more about managing classwork modules in Microsoft Teams.

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You'll see that students appear in a column, with their assignments in a row next to their name. Assignments are listed in order by due date with the nearest date at the beginning. 

Learn more about the Grades tab. 

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Microsoft’s presence in Wisconsin to add jobs, further STEM programs

Ethan Duran, BridgeTower Media Newswires // May 9, 2024 //

President Joe Biden delivers remarks on his "Investing in America agenda" at Gateway Technical College on May 8 in Sturtevant, Wisconsin. President Biden and Microsoft announced a $3.3 billion investment for a data center in Mount Pleasant, Wisconsin, on Wednesday. (AP Photo: Evan Vucci)

Construction jobs and educational partnerships for AI careers

Stem education and sustainable features on campus.

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