Microsoft

At Microsoft, they strive to create a respectful, rewarding, diverse, and inclusive work
environment that enables their employees to create products and services that help others
achieve more. They strive hard to balance the corporate, social and personal life of the
employee in coordinated manner. At its core, Microsoft’s strength lies in their talented people
and a culture grounded in growth mindset. This means anyone can change, learn, and grow.
They believe potential can be nurtured and is not pre-determined, and they will be learning
and curiously - trying new things without fear of failure. They identified four attributes that
allow growth mindset to flourish-
 Obsessing over what matters to their customers
 Becoming more diverse and inclusive in everything they do,
 Operating as one company instead of multiple siloed businesses
 and lastly, making a difference in the lives of each other, their customers and the
world around them.
TRAINING AND DEVELOPMENT
They believe training can be more than formal instruction, and their training philosophy
focuses on providing the right learning, at the right time, in the right way. Opportunities
include:

 Personalized, integrated, and relevant views of all learning opportunities on Microsoft

Learning and LinkedIn Learning.
 In-the-classroom learning and sharing with learner boards.
 On-the-job “stretch” opportunities for advancement.
 Frequent promotion opportunities.
 Coaching on career development through ongoing manager connections.
 Customized manager training to enhance coaching and mentoring skills.
 New employee orientation covering a range of topics including company values,
culture, and Standards of Business Conduct.

WELLNESS AND SAFETY

Microsoft is committed to supporting their employees’ well-being and safety while they are
at work and in their personal lives. In addition to their comprehensive benefits package, their
Occupational Health and Safety program helps ensure employees can stay safe while they are
working. As part of this commitment:

 Professionals assess the safety risks of work activities and engage with workers and
management to implement safe work practices, hazard controls, and training to minimize
safety risks and to provide continual improvement for employee health and safety.
 New and existing workspaces are periodically assessed to ensure they are constructed
with sound design-for-safety principles and that controls are implemented effectively.
 Microsoft involves employees and managers in Health and Safety Committees specific to
our datacentres, retail operations, and office locations where required.
WORK LIFE BALANCE
It helps employees by providing various commitments and assurance in their work life such
as Work from home, employee assistance program, stay fit program and outdoor physical
activities learning.
ALLOWANCES AND DISCOUNT
Public holidays are provided with allowances, even some special occasions like marriage,
maternity and bereavement are paid. Microsoft provides 12 paid up leave annually. With a
service of 5years, 15 paid up leave annually, increasing by one with increasing in year after 6
years of working up to 30 days annually. It also provides paid sick leave for 15 days per year
and maternity leave of ten weeks for female employees. It also provides personal family
travel allowance and discounts on family shopping and sports club activities.
HCL Tech

Relations
Culture beyond
Value the
contract

In today's uncertain world, not even the best contract can capture what will change tomorrow.
A contract can only convert to business advantage through a value centric relationship.
 E m p l o y e e s f i r s t - A Management model that empowers employees in the 'Value
Zone'
 T r u s t , t r a n s p a r e n c y & f l e x i b i l i t y - Creating an environment of trust through
transparency and flexibility.
 V a l u e c e n t r i c i t y - Value addition through alignment to business needs
From helping the world's largest aircraft take off on time, to fixing process loopholes that not
only save, but help generate millions of dollars, Ideapreneurs are transforming global
businesses one relationship at a time.
 VALUES BEHAVIOR
Employees First Intrapreneurship
Trust, Transparency, Flexibility Seed
Value Centricity Nurture
Harvest

PROGRAMS
Leadgen
Value Portal
Mad Jam
Good Practice Conference
IP Monetization

OUTCOME

Relationship Beyond the contract in a 21st Century Enterprise

Driven by our Mode 1-2-3 Strategy, we help clients reimagine their business in the digital
age. Moving from traditional efficiency oriented solutions to those that are business outcome
oriented, we’re helping customers across industries navigate their way through new
technologies like Digitalization, Internet of Things, Cloud, Security, Artificial Intelligence,
Machine Learning, Robotics and more.

LEAVES (PLANNED AND CASUAL)

 Leave Encashment (Planned and Casual)
 Maternity and Paternity leaves along with maternity leave benefits.
 LTC(leave travel concession) for holidays with immediate family members.
 Salary on payday and also Tax advisory may be availed.
 Annual and Biannual transparent appraisals based on performance.
 In case of resignation notice is to be served and accepted by both the parties and
notice period is to be served or as per the contract.
EMPLOYEE BENENFITS
 Medical & Life insurance
 Leave encashment
 Superannuation
 Gratuity
 Allowances and Bonus
 Proper Appraisal mechanisms

From the HR policies of IT companies, both the policies are focused towards employee first
and then comes customer. The policies of Microsoft is more sophisticated than HCL. As we
see that the Microsoft is widened in their policies, giving more freedom of work and personal
life in compared to HCL which is relatively low. One enjoys more in working with Microsoft
than HCL.