The best part about working at Microsoft is being part of a driven family. Everyone here is driven by something - be it success, money or customers. We all have a passion for what we do. We put in 110% and in turn Microsoft takes care of our wellbeing.
Pearl Schrimpton, Bidvest Corporate Account Manager.
Source: CRF Institute’s Best Employers 2011/2012 book
Microsoft South Africa pays full-time salaried staff on the 65th percentile. Primary benefits sometimes evoke strong reactions from employees. HR-managed round table discussion groups, with between 15 and 20 staff members, were held to dipstick the relevance of Microsoft South Africa’s pay structure. The feedback from the staff within the Public Sector team indicated a perception that the team were being paid lower than the 65th percentile and that promotions were slower than in the rest of the organisation. An in-depth analysis of the actual data supported the concerns raised by staff. “We immediately started taking action to address this issue. Over the last 3 ½ year period we have progressively helped this group of people to get to where they need to be. This came as a direct result of just listening to our people,” Nyati stated.
“We also found that, in general, consumers
are facing financial challenges. This is particularly relevant when people want to upgrade their own or their children’s skills. Again, interacting and listening to our staff, we decided as an organisation to turn this around. Historically staff have had to fund their own studies themselves, with the commitment of a refund from Microsoft South Africa once they pass their course. Today we advocate that we trust that our people will achieve academically and now we finance their studies up-front. They are only required to repay the organisation should they not successfully complete their course. The whole study landscape in Microsoft South Africa has changed. We’ve found more staff members are participating. This is fantastic for the organisation as our people are advancing themselves and our overall skills base keeps on increasing,” Nyati explained.
20 Management Today | March 2012
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88 |
Page 89 |
Page 90 |
Page 91 |
Page 92 |
Page 93 |
Page 94 |
Page 95 |
Page 96 |
Page 97 |
Page 98 |
Page 99 |
Page 100 |
Page 101 |
Page 102 |
Page 103 |
Page 104 |
Page 105 |
Page 106 |
Page 107 |
Page 108 |
Page 109 |
Page 110 |
Page 111 |
Page 112