Technology Company

Microsoft Corporation is an American Multinational Technology

Company Headquartered in Redmond, Washington, that develops,
manufactures, licenses, supports and sells computer software,
consumer electronics and personal computers and services. Its best
known software products are the Microsoft Windows line of
operating systems, Microsoft Office, Office suite, and Internet Explorer and Edge web browsers.
Stock price: MSFT (NASDAQ) US$59.25 +0.05 (+0.08%)
2 Dec, 4:00 PM GMT-5 - Disclaimer
Founded: April 4, 1975, Albuquerque, New Mexico, United States
Headquarters: Redmond, Washington, United States
Revenue: 85.32 billion USD (2016)
Founders: Bill Gates, Paul Allen
Owners: Bill Gates, Steve Ballmer
Subsidiaries: Microsoft Store, Microsoft Studios, more

Mission
At Microsoft, our mission is to enable people and businesses throughout the world to realize their
full potential. We consider our mission statement a commitment to our customers. We deliver on
that commitment by striving to create technology that is accessible to everyoneof all ages and
abilities. Microsoft is one of the industry leaders in accessibility innovation and in building
products that are safer and easier to use.

Vision
"Our vision is to create innovative technology that is accessible to everyone and that adapts to
each person's needs. Accessible technology eliminates barriers for people with disabilities and it
enables individuals to take full advantage of their capabilities."
Strategy
Accessibility, as part of overall usability, is a fundamental consideration for Microsoft during
product design, development, evaluation, and release. Microsoft endeavors to integrate
accessibility into planning, design, research, development, testing, and documentation.

SWOT Analysis:
Microsoft Corporation
Strengths:
Flexible workforce
Multinational corporation operating through regional subsidiaries to minimize cultural
differences in more than 60 countries
Software products have high name recognition
Revenues and profits rising at 30% a year
Windows 95, 98, 2000 series, and Windows NT

Opportunities:
Cheaper global telecommunication costs open new markets as people connect
to the Internet.
The demand for personal computers in American and global markets remains
strong despite the growth and increasing popularity of personal handheld devices.

Weaknesses:
Microsoft leadership failed to correctly anticipate the growth or popularity of the Internet
Not a key player in the Internet space, wireless market and few products for Internet
applications
Falling sales in the operating systems and server software sectors
Dependency on hardware manufacturers to pre-install Microsoft's PC operating system

Threats:
Apple and Linux threaten Microsoft's 88% market share
of the desktop operating market
 Currency exchange rates affect demand for application/operation software and hardware
Hardware manufacturers are issuing their own pre-bundled programs on their own
hardware
Rapid development of mobile devices
Technology life cycle is shorter and shorter
Software piracy

Microsoft addresses accessibility by:

Continuing our longstanding commitment and leadership in developing innovative

accessibility solutions.
Making the computer easier to see, hear, and use by building accessibility into Microsoft
products and services.
Promoting innovation of accessibility in the development community and working with
industry organizations to encourage innovation; and,
Building collaborative relationships with a wide range of organizations to raise awareness of
the importance of accessibility in meeting the technology needs of people with disabilities.

Facts about Microsoft

Founded in 1975, Microsoft (Nasdaq MSFT) is the worldwide leader in software, services,
devices and solutions that help people and businesses realize their full potential.
Corporate Address
Important Dates
Board of Directors
Microsoft Segments
Operation Centers
Revenue and Headcount
Employment Information
Real Estate Portfolio
About Microsoft
Corporate Address
Microsoft Corporation
One Microsoft Way
Redmond, WA 98052-7329
USA
Tel: (425) 882-8080
Fax: (425) 706-7329

Important Dates

Date Event

1975 Microsoft founded

March 13, 1986 Microsoft stock goes public

May 22, 1990 Microsoft launches Windows 3.0

Aug. 24, 1995 Microsoft launches Windows 95

June 25, 1998 Microsoft launches Windows 98

Feb. 17, 2000 Microsoft launches Windows 2000

Oct. 25, 2001 Microsoft launches Windows XP

Nov. 15, 2001 Microsoft launches Xbox

Nov. 7, 2002 Microsoft and partners launch Tablet PC

April 24, 2003 Microsoft launches Windows Server 2003

Microsoft launches Windows Vista and the 2007 Microsoft Office System
Jan. 30, 2007 to consumers worldwide
Date Event

June 3, 2009 Microsoft launches Bing decision engine

Oct. 22, 2009 Microsoft launches Windows 7

Nov. 10, 2010 Microsoft launches Windows Phone 7

Oct. 13, 2011 Microsoft closes its acquisition of Skype

Oct. 26, 2012 Microsoft launches Windows 8 and Microsoft Surface

Oct. 29, 2012 Microsoft unveils Windows Phone 8

Jan. 29, 2013 Microsoft launches Office 2013, expands Office 365

Feb. 18, 2013 Microsoft launches Outlook.com

Microsoft announces decision to acquire Nokias devices and services

Sept. 3, 2013 business, license Nokias patents and mapping services

Oct. 17, 2013 Microsoft launches Windows 8.1

July 29, 2015 Microsoft launches Windows 10

Sept. 22, 2015 Microsoft launches Office 2016

Microsoft announces Surface Book, Surface Pro 4, Microsoft Band 2,

Oct. 6, 2015 Lumia 950 and Lumia 95 XL

June 1, 2016 Microsoft Launches SQL Server 2016

June 13, 2016 Microsoft announces agreement to acquire LinkedIn

Board of Directors
Last updated: December 31, 2015

William H. Gates III Founder and Technology Advisor, Microsoft Corporation

Executive Vice President & Chief Financial Officer,

Teri L. List-Stoll DICKS Sporting Goods Inc.

G. Mason Morfit President, ValueAct Capital

Satya Nadella Chief Executive Officer, Microsoft Corporation

Charles H. Noski Former Vice Chairman, Bank of America Corporation

Dr. Helmut Panke Former Chairman of the Board of Management, BMW AG

Sandra E. Peterson Group Worldwide Chairman, Johnson & Johnson

Charles W. Scharf Chief Executive Officer, Visa Inc.

John W. Stanton Chairman, Trilogy Equity Partners

John W. Thompson Chairman, Microsoft Corporation

Padmasree Warrior Chief Development Officer and US Chief Executive Officer

Microsoft Segments
Last updated: June 17, 2015

Engineering Groups:
Applications and Services Engineering Group
Qi Lu leads Microsofts business across productivity, communications, education, search
and other information services, setting the vision, strategy and overall direction of the
 Applications and Services group, and is responsible for all of the research and
development teams across Microsoft Office, Office 365, SharePoint, Exchange, Yammer,
Skype, Bing, Bing Apps, MSN and the Advertising platforms and business group.

Cloud and Enterprise Engineering Group

Scott Guthrie is the leader of the Cloud and Enterprise Engineering Group, which is
responsible for the companys cloud infrastructure, server, database, CRM, ERP,
management and development tools businesses. His engineering team builds Microsoft
Azure, Windows Server, SQL Server, Microsoft Dynamics, Active Directory, System
Center, Visual Studio and .NET.

Windows and Devices Group

Terry Myerson leads this group, which focuses on the software platform, apps, games,
store and devices that power the Windows ecosystem, including Microsoft Edge,
Minecraft, Halo, Surface, Surface Hub, HoloLens and Xbox.

Worldwide Commercial Business

Judson Althoff leads the Worldwide Commercial Business organization, including
enterprise, public sector, small and mid-market, services, developer and partner.
Technology and Research
Harry Shum leads Technology and Research, including Microsoft Research, Trustworthy
Computing and Technology Policy, and is responsible for driving the companys overall
technical directions.

Business Functions:
Business Development Group
Peggy Johnson leads the Business Development Group, focusing on key partnerships,
especially our innovation partners (OEMs, silicon vendors, key developers, Yahoo, etc.)
and our broad work on evangelism and developer outreach.

Corporate, External, and Legal Affairs

Brad Smith leads as president and chief legal officer.

Corporate Strategy & Planning

Kurt DelBene is the executive vice president of Corporate Strategy and Operations,
 leading the companys cross-engineering and cross-business strategy, execution and
planning initiatives as well as Microsofts IT and operations.

Finance Group
Amy Hood leads Microsofts worldwide finance organization, including acquisitions,
treasury activities, tax planning, accounting and reporting, internal audit and investor
relations. She also oversees worldwide licensing and pricing.

Global Sales, Marketing and Operations

Jean-Philippe Courtois leads global sales, marketing and services for 122 subsidiaries
worldwide, driving strategic planning, running global operations and shaping growth
initiatives both in developed and emerging markets.
HR Group
Kathleen Hogan leads Human Resources, responsible for pushing the companys cultural
transformation forward so it can thrive in a mobile-first, cloud-first world.

Marketing Group
Chris Capossela leads Microsofts worldwide marketing and consumer business. This
includes advertising, brand, communications, research as well as Microsofts retail stores.

Revenue and Headcount

Last updated: June 30, 2016
Headcount & Revenue Growth

Microsofts worldwide headcount and revenue growth for the past 10 fiscal years are
summarized below:

Fiscal Year Head Net Revenue Net Income

Ending Count (US$) Growth (US$) Growth

June 30, 2016 114,074 $85.32B -9% $16.79B 38%

June 30, 2015 117,354 $93.58B 8% $12.19B -45%

Fiscal Year Head Net Revenue Net Income
Ending Count (US$) Growth (US$) Growth

June 30, 2014 128,076 $86.83B 12% $22.07B 1%

June 30, 2013 99,139 $77.85B 6% $21.86B 29%

June 30, 2012 94,290 $73.72B 5% $16.98B -27%

June 30, 2011 90,412 $69.94B 12% $23.15B 23%

June 30, 2010 88,596 $62.48B 7% $18.76B 29%

June 30, 2009 92,736 $58.44B -3% $14.57B -18%

June 30, 2008 91,259 $60.42B 18% $17.68B 26%

June 30, 2007 78,565 $51.12B 15% $14.07B 12%

Employment Information
Last updated: Sept. 30, 2016
Current Employment Headcount

Location Employees

Worldwide 113,616

USA 64,336

Puget Sound (Washington State) 45,375

Functional Breakout (Worldwide)

Role Percentage

Engineering 44.0%
Role Percentage

Sales & Marketing Support Group 43.4%

Finance, HR & Legal 5.9%

Business Functions 6.8%

Functional breakout does not include CEO in total.

Additional information and details about the demographics of our workforce can be found on
the Microsoft Global Diversity & Inclusion site.

Real Estate Portfolio

Last updated: Sept. 30, 2016
Owned

Location Total Square Feet No. of Sites

Puget Sound 10,194,214 80

Other US 6,158,123 28

International 8,708,357 34

TOTAL: 25,060,694 142

Leased

Location Total Square Feet No. of Sites

Puget Sound 4,540,930 44

Other US 5,229,529 223

International 11,243,385 366

Location Total Square Feet No. of Sites

TOTAL: 21,013,844 633

Total Portfolio

Location Total Square Feet No. of Sites

Puget Sound 14,735,144 124

Other US 11,387,652 251

International 19,951,742 400

TOTAL: 46,074,538 775

About Microsoft
Microsoft (Nasdaq MSFT @microsoft) is the leading platform and productivity company for the mobile-
first, cloud-first world, and its mission is to empower every person and every organization on the planet to
achieve more.
Microsoft refers to Microsoft Corp. and its affiliates, including Microsoft Mobile Oyo, a
subsidiary of Microsoft. Microsoft Mobile Oyo develops, manufactures and distributes Lumia
and Asha and Nokia X mobile phones and other devices.

Microsoft Recruitment Process

Human Resource Management
Is the process of finding, developing and keeping the right people to
form a qualified workforce (Williams & McWilliams, 2010, p.219),
Microsoft as one of the wealthiest and most successful corporations
in the world, it succeed with effective employees not only
manufacturing techniques, or technology, because Microsoft has
their own methods to manage employees. This study will focus on
Human Resource Management at Microsoft Corporation.
This process undergo Recruitment, Selection, Training, Performance Appraisal and
Detainment.
Bill Gates is the driving force for Microsoft and from beginning of the company, he believed
in recruiting extremely intelligent staff. He prefers to hire talent rather than hire people who
have experience. Because he and cofounder Paul Allen believe that smart people are aggressive,
as Steve Ballmer says, whenever you meet a kick-ass guy, get him. The recruitment strategies
including sourcing people form the top universities such as Yale, Harvard, MIT, Carnegie-Melon
and Stanford in the beginning.

Once selected, these students have to undergo a thorough selection process.

First of all, through interview to test students how they thought processes, problem solving
abilities, and work habits, or not knowledge. Then, interviewers will send e-mail to interviewees
whether they are hire or not, and comments on the problem area, and deep investigate whatever
issues there were with the interviewee. This interviewing process will push them to their limit, if
they thrived and survived this meant they would also thrive and survive in the Microsoft working
environment. After this series of interviews, if over half interviewers were favorable, the
interviewee would meet manager and managers make a final decision to hire or not. The last step
is finding someone outside the hiring group so that his opinion is unbiased. This person is meant
as a final check on that particular person if he is a good Microsoft person and also to prevent
managers from hiring the wrong people because they need to fill a certain position. One of the
most important hiring strategies is n minus 1 strategy which means less people are employed
than are required. This policy supplies that hiring the right people is more important rather than
hiring a person just to fill a position. Actually, the interviewing process is like a mini human
resource process. Students are recruited from school, Microsoft select information uses
interview, then interviewees are trained by improves the problem area and performance appraisal
is like manager final meet interviewees.

Microsoft recruit staff from other companies as well. Once someone had been identified
as hard core, Microsoft will be in touch with this person like regular telephone calls at discreet
intervals, conversation at industry conventions, invitations to formal dinners. Furthermore,
Microsoft took advantage of breaking opportunities such as company layoff, when recruiting
team find someone with best talent and do not have job, they will go knocking on doors.
 Detainment as the fifth part of human resource
management, it is quite important because it means to
keep employees to stay in the company. Microsoft
focuses on improving employee satisfaction, loyalty, and
employee rewards.
First of all, to meet employee satisfaction, Microsoft
fulfills employees need from the beginning. As majority
employees were just fresh graduate from college, the
Microsoft Corporation operated like a campus. So employees could feel comfortable and social
belonging. For example, they could have their own office, and the provision of subsidized food
and drink. Furthermore, employee satisfaction was also afforded by the opportunity for growth.
By horizontal transfers, employees were encouraged to develop themselves by switching
jobs. Secondly, develop loyalty is important because company use energy to recruiting,
selecting, and training employees is not aim to let they go. So there is two way to increase
loyalty. One is requirement for top managers coach lower-level employees, assisting in their
development by doing so. Another one is empower people with clear goals. This would let
employees spirit go higher, and then make company run batter. Finally, give reward to
employees to keep them. Its not means give them higher salaries because it cannot drive
motivation and employee retention. The change is described as giving higher reward for higher
performance with the focus on a partnership. Another way is employees do self-evaluation and
then manager meet with employee to discuss the review. Microsoft retains good employees by
respect employee.

RECRUITMENT AND SELECTION

Recruitment refers to the overall process of attracting, selecting and appointing suitable
candidates to a one or more jobs within an organization, either permanent or temporary.

RECRUITMENT AT MICROSOFT
Microsoft believes in recruiting extremely intelligent staff, favoring intelligence over experience.
Microsoft is an aggressive recruiter and is often the first company to offer jobs to elite graduates
at campuses and career fairs across the world.
 The selection process focuses more on problem solving and thoughtprocess & composure
testing exercises rather than the actual technical interviews.
Interviewing process is seen as one which would push the interviewees to the limit of their
creative and analytic abilities rather than their familiarity with a computer programming.
A short-listed candidate will be invited in for some initial discussions, progressing through up to
four interviews. These interviews 1:1 or by panel, and can be face to face or by telephone or
VTC.

Selection Interview

I have a singed employee agreement with the Microsoft SQL Server team based in
Redmond, WA. Besides I've just passed the 2nd round interviews with the Microsoft ad
Center team based in Dublin, Ireland. Two facts above make me think I have enough experience
to share with newbies to help them feel more confident.

The first thing you need to have sending your CV to the Microsoft is patience. It may
take a few months from CV submission date till the job offer (in case you succeed).
Microsoft recruiters take you through 3 rounds of the reviews:
1st one. Your CV is reviewed and matched the job requirements. This is the shortest round and
you may be contacted within a week with the second round interview proposition.
2nd round appeared to be the longest one. Generally you will talk to different people on the
phone. You'll be asked technical questions and tested in different aspects like basic knowledge,
background depth, logical thinking, etc. Finally your team player skills will be tested by the HR
department in 30-45 minutes call. Since HR is the one who makes the decision whether you
match the requirements you'd better stay focused during this call and answer exactly what is
 asked. Do not inventing anything. Be honest. When this round is over you'll be contacted in a
few weeks with the outcome. In my case it took them one week to make up their minds.
3rd round is mostly technical. You'll be invited to talk face-to-face with Microsoft employees. I
talked to 5 people from different departments with different problems. Some of them ask
algorithms, some asked me to test the function and a few people came with their problems in
projects asking me to help them sort the problems out. It was very interesting! The most amazing
part of the process.

Once you're over with these interviews you have to wait another couple of weeks. They
got a lot of candidates and it takes the time to handle them. It is almost impossible to influence
their decision during this period of time so just relax and go back to your ordinary life.
When I was interviewed for the position in the SQL Server team I talked to 7 people in general.
Microsoft ad Center team has feedbacks of 4 people so far. I'm not sure if I'm allowed to
disclose the details of the interviews so I'll give the most general advices.
If you wish to be an SDE (Software Design Engineer) at Microsoft you'd better pay attention to:
Linked Lists and Trees (they're all crazy about them)
Testing. Test your code 100 times before saying you're done. Test overflows, underflows,
corruptions, invalid arguments, concurrency, stress test, etc. Think of as many cases as you can.
Even a simple function may be very tricky
Object Oriented Paradigms and Patterns. This part must be perfect since you may be asked to
design a solution.
Math problems. There are lots of well-known mathematical and logical problems described on
the net. They may concern apples, plums, other fruits, vegetables and plants, human, etc. For
instance, there's a problem of 3 lamps in the room and 3 switches outdoors. You need to establish
a correspondence between switches and lamps when you walk into the room.
Refresh the standard matrix operations and classical problems like searching for the shortest
path in the labyrinth.
If you apply for SDET (SDE in Test) position you may be less over particular about the
designing skills. Study all testing techniques and approaches. Learn the product life-cycle by
heard!
Well that's it. Hope it helps. Let me know if you have any other questions.
TRAINING AND DEVELOPMENT
For trainees, Microsoft conducts a training program named Leap Engineer Acceleration
Program (LEAP) which imparts technical and personal skills required to carry out the job.
Microsoft have both in-class and e-learning programs, wide range of training program
includes:
i) Software skill training (Presentation and Communication )
ii) Language Training.
iii) Product Training.
&
iv) Leadership Development Program.

PERFORMANCE MANAGEMENT
Microsoft follows a candidate process while evaluating the performance of employees and
regarding their compensation packages.
The process is transparent so as to enable employees to identify their performance levels and
have a clear idea of what is required in terms of performance in order to reach to the next level.
 COMPENSATION AND BENEFITS
Include all signing and year-end bonuses, vacation time and other perks and reimbursements
that make up total compensation.
MICROSOFT provides offered compensation packages on or higher than the industry standards
based on the technical skills and experiences on the candidates. Employee benefits are
standardized across employees.

WOMENS EMPOWERMENT
Microsoft all over world conducted special recruitment drives exclusively for women in line
with the overall IT industrys aim of raising female-male ratio in the workspace.
WORK LIFE BALANCE
Worklife balance is a concept including proper prioritizing between "work" (career and
ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual development/meditation).
WORK LIFE BALANCE AT MICROSOFT
Microsoft tries to maintain a work life balance for its employees through a number of
activities and facilities like:
Work From Home Policy
Employee Assistance Program & confidential counseling
Health & Wellbeing
Annual Physical Check-up
Stay Fit Program
Allowance & Subsidy/Discount
Holiday allowance for Mid-Autumn Moon Festival, Dragon Boat Festival & Chinese
New Year
Allowance for special occasions, such as marriage, maternity, and bereavement
Social club funding
Discounts on Microsoft products and software
Paid Leave
Twelve days of annual leave, and fifteen days each year after service of five years, plus
one additional day for each additional year of service after the sixth service year; up to 30
days a year.
Paid sick leave up to fifteen days a year
Maternity leave up to ten weeks for female employees
Paternity leave
Volunteer leave up to three days each year
Fantastic Office Facilities
Bi-weekly Happy Hour (tea breaks) for employees
Free breakfast and beverages
Private and comfortable nursery rooms
Recreational and social areas
Employee Welfare Committee Benefits
Year-end party
Personal travel allowance
Family days
Movie days
Discounts on massage service, shops and restaurants
Sports club activities

How much does a Microsoft employee make a year?

Microsoft ranked second for median starting salaries just behind Nvidia Corp, which led
the ranking at $99,400. Those Microsoft employees with 0 to five years experience, meanwhile,
raked in a cool $91,500 just ahead of rivals such as Google ($87,500); Oracle ($78,100); and
Salesforce.com ($88,900).