MPN Playbook: Strategies for Recruiting, Hiring, Onboarding, and Retaining Talent

Summary:

The article emphasizes the importance of formal manager evaluations in organizations to ensure fair performance assessments and employee support. These evaluations may involve HR-conducted surveys as well as self or peer reviews, covering aspects like strengths, areas for improvement, and strategies for enhancing managerial skills and support within roles. The evaluation process is crucial for aligning with organizational objectives and improving overall performance measurement. The article also touches on various HR metrics that managers influence, such as turnover rates, retention rates, training costs per employee, diversity initiatives, cost per hire, interview to offer ratio, time in role before promotion, and employee satisfaction. These are used in the context of setting targets and objectives for future performance. Strategies to motivate and retain employees include providing them with tools and training for a more engaging work environment, leveraging cloud technologies for flexibility and collaboration, encouraging communication through various channels like newsletters, team portals, and collaborative tools, recognizing achievements to boost morale and reduce turnover. Recognizing and retaining employees is also linked to the financial implications of high turnover rates, which can be mitigated by understanding employee motivations and offering suitable benefits. The article highlights that various methods companies use to share their achievements include internal news portals or newsletters with sections for recognizing individual contributions and team achievements, social media posts about employee accomplishments, and peer-to-peer recognition systems. Additionally, it discusses how turnover rates can be calculated and what they mean in terms of organizational health, emphasizing the importance of understanding why employees leave their jobs and implementing strategies to reduce high turnover rates. In summary, the article underscores the value of recognizing and retaining employees through various means such as regular team meetings for recognition sessions, sharing company wins via multiple platforms, and considering what motivates specific job roles. It also highlights the financial implications of high turnover rates and suggests tactics for reducing them, while providing insights into why employees leave their jobs.

Details:

The Microsoft Practice Development Playbook is designed for business and technical leaders of new and existing Microsoft partners who are developing a cloud development practice. It aims to help these leaders understand how to recruit, hire, develop, and retain talent in their cloud practice. This playbook was created through collaboration with successful Microsoft partners and validated by surveys with 735 global partners. The playbook provides insights from market research, partner interviews, and learnings from other companies about strategies for recruiting, hiring, compensating, and retaining talent. It includes practical advice on how to evaluate candidates, extend offers, onboard effectively, develop skills, coach, mentor, recognize, and retain employees. The playbook also outlines common practices adopted by other Microsoft partners to ensure they have the necessary skills to support customers. To get the most value from this playbook, users should familiarize themselves with its layout and content by reading through it several times. They are encouraged to discuss the strategy with their team, share it with relevant departments such as sales, marketing, support, technical, and managed services, and leverage Microsoft resources for maximizing profitability. The playbook also invites feedback on how it can be improved or any other related issues, which can be sent via email. The demand for technical professionals with new skills to support digital transformation has led to challenges in attracting and retaining talent. Companies are adapting their recruitment strategies, candidate evaluation processes, onboarding, and training programs to meet these needs and foster a culture of agility and innovation. Emphasizing the importance of modern approaches such as cloud platforms and digital ecosystems, companies need to enhance engagement with customers through personalized experiences and empower employees with flexible workstyles and mobile solutions. To optimize operations and transform products, they must leverage intelligent technology and embrace new business models that prioritize speed, value, and reduced risk. By focusing on these pillars and adapting to the changing demands of a digital marketplace, businesses can capitalize on opportunities for innovation and differentiation in today's competitive landscape. The article discusses the shift towards hyper-agile architectures in application development, with a forecast of 80% of applications being developed on cloud platforms (PaaS) using microservices and cloud functions, and over 95% of new microservices deployed in containers. It highlights that the success of an organization largely depends on the people they hire, develop, and retain, emphasizing the importance of adapting to new work styles and technologies as part of digital transformation. The article suggests that with digital transformation, companies are transitioning from time-and-materials projects to recurring revenue streams, requiring a cultural shift where employees must operate in a customer-centric manner. This requires alignment between internal and external activities through collaboration and communication technologies, shifting roles from technology leaders to business partners accountable for KPIs impacting the bottom line. Emphasizing the importance of aligning strategies with human resources, the article recommends engaging HR early in the process as their role becomes strategic. It introduces a talent framework that outlines key phases for successful recruiting, hiring, and development programs, emphasizing the need to identify talent needs and other blockers that prevent vision implementation, then mapping these needs to specific skills based on market demand. Furthermore, the article provides guidance on defining required roles and skillsets needed for recruitment, as well as ways to attract talent through a strong company reputation, culture, and leadership. It also addresses capability and skills gaps within the organization and highlights the importance of recognizing how role definitions have evolved in response to digital transformation. The document emphasizes the importance of hiring, training, and developing skills within an organization to align with digital technology advancements and adapt to changing business landscapes. It suggests setting up Azure for practice use and creating product or service offerings aligned with customer needs. Additionally, it highlights strategic planning around talent management, including recruitment and training programs, which should be updated continuously to address emerging skill sets and processes. To attract top candidates, the document recommends cultivating a digital culture that reflects agility, diversity, flexibility, and continuous learning within the organization. It stresses the importance of managing company reputation effectively by actively shaping public-facing content about organizational values such as creativity and innovation. Furthermore, it suggests leveraging data analytics to assess employee strengths and identify skill gaps for more efficient talent management. In summary, this document underscores the critical role of digital enablement in modern business practices, emphasizing strategic planning around recruitment, training, and continuous improvement in skills and processes to maintain competitiveness and adaptability in a rapidly changing market environment. The text discusses the importance of building a positive reputation for companies through various means such as establishing integrity and trust, being responsive to employees' needs, encouraging diversity, and creating an inclusive environment. It emphasizes that cultural alignment between employees and management is crucial in defining interactions within the workplace. In today's digital age, company culture influences perceptions of potential candidates considering job opportunities, including their decision to apply based on factors like dress code, business hours, office setup, benefits, and customer engagement satisfaction. Several strategies for establishing and maintaining a strong corporate reputation are highlighted: 1. News and Blogs: Providing visibility into the company's activities and thought leadership through news or blogs can help attract great talent. 2. Social Media Presence: A robust social media presence across platforms like Twitter, Facebook, LinkedIn, and Instagram is essential in today’s digital environment. Outsourcing this to specialized firms is a viable option for many companies. 3. Sentiment Analysis: Using third-party tools that analyze sentiment on social media can help maintain a positive image by promptly addressing any negative feedback. 4. Cross-Cultural Management: For multinational corporations, managing multiple cultural identities and values in the workplace is crucial. Training programs are often beneficial for fostering cross-cultural experiences within diverse teams. 5. Maintaining Employee Engagement: Keeping employees enthusiastic about their work contributes to a productive and motivated team that works towards shared organizational goals. 6. Performance Indicators: Utilizing key performance indicators helps ensure productivity aligns with the company's objectives, supporting profitability. 7. Inclusion and Trust: An inclusive environment encourages trust among colleagues and fosters an atmosphere where employees feel valued and respected, which is vital for a healthy workplace culture. The article discusses various best practices for attracting and retaining employees in a multicultural environment, such as providing diversity awareness training to handle geographical和文化差异。强调了沟通的重要性，包括定期进行公司绩效的沟通和强化公司的文化价值观。提出了通过在线职位描述、社交媒体宣传以及利用AI技术来筛选候选人等方法来吸引合格的应聘者。此外，提到了与大学合作以培养和发展人才，并强调了招聘趋势中的多元化和包容性原则。 This text discusses various strategies and programs aimed at improving hiring practices within companies. It highlights how Microsoft has partnered with the U.S. government to re-skill military veterans through its MSSA program, preparing them for roles in technology industries such as cloud development or cybersecurity. The article also emphasizes the importance of diversity in recruitment, suggesting that focusing on a diverse workforce can enhance company competitiveness and drive innovation. Additionally, it provides insights into how companies can source skilled labor by leveraging various channels like referrals, websites, LinkedIn, social media, and former employees. It is noted that internal hiring through referrals is highly effective and cost-efficient compared to other sourcing methods. The text concludes with a call for fostering connections within professional communities on platforms such as LinkedIn to facilitate better networking and recruitment opportunities. A LinkedIn party is a way to leverage your company's network of peers to find more qualified candidates for open positions. It involves inviting relevant current managers and executives (referred to as "Star Hire Council" partners) into the event to review all job openings. In addition to posting jobs on LinkedIn, you can also post them to your company website or various career web sites such as LinkedIn, StepStone.com, Monster.com / Jobs.com, Indeed.com, CareerBuilder.com, and Glassdoor.com. Job seekers typically use an average of 7.6 job sites during a search, so posting on multiple platforms can increase visibility. Career fairs and career events are another way to meet potential candidates in person and evaluate their demeanor before making hiring decisions based on resumes and interviews. Partnering with career development teams at colleges and universities can help increase your company's visibility and build relationships with students. Internships provide opportunities for young professionals to gain valuable work experience, which often leads to full-time job offers after graduation. Recent studies show that 82% of graduates who completed internships reported it led to a full-time job, indicating the importance of offering internship programs in your company culture. The Microsoft Hiring and Onboarding Playbook Study reveals that over 66% of partners have an internship program, with most hiring around 40% of those interns. Interns are not only sourced from local colleges but also from the employees' friends and family (36%). To create a successful internship program, follow these best practices: specify if the internship is paid or unpaid; provide a welcoming orientation; ensure they have access to tools and training needed for their tasks; offer flexible work schedules and arrangements; and dedicate part of your website specifically for intern job postings. Companies like Apple Inc., Facebook, Inc., Google LLC, Goldman Sachs & Co., and Microsoft Corp. are recognized for having top internship programs. Referrals from existing staff are an effective way to source new candidates, reducing costs associated with sourcing. When considering paying for travel and entertainment expenses for potential candidates, be transparent about the amount you'll pay, especially for high-profile positions or when candidates are out of area. Lastly, consider regulatory steps and associated costs when hiring skilled candidates from other countries, as some nations offer incentives to encourage job creation. This text discusses the importance of cross-pollination and new training methods in response to emerging job roles such as data science, which require specific skills not covered by traditional technology training. Microsoft partner Perspicuity focuses on hiring apprentices and providing them with appropriate training. The study highlights key areas of focus for Microsoft partners including Cloud Infrastructure and Management, Application and Development, and Managed Services. It also mentions that the type of services offered can influence talent acquisition needs, ranging from product resale to project service and managed service, each requiring different staffing considerations. Additionally, specific skills are required for various top project services like Cloud Application Development, Custom Application Development, Systems Integration, and Data Architecture Design. For managed services, partners should consider hiring candidates with relevant skills in areas such as reporting and analytics or configuration management. These strategies help align the skills needed to develop a comprehensive hiring plan based on practice focus and service offerings. This text discusses various roles in management, leadership, sales, marketing, and support functions within organizations involved in developing cloud solutions or leveraging artificial intelligence (AI) for business purposes. In terms of technical aspects, multi-factor authentication, active directory federation & management, advanced threat protection, and AI capabilities like visualizations, dashboards, data science as a service, and model performance monitoring are highlighted. These are integral to managing security, data analytics platforms, and leveraging predictive models in cloud solutions. For leadership roles, the text suggests that while not all positions might be immediately filled, essential roles such as Product Manager (or a team) and Chief Data Officer (CDO) should be considered. The Product Manager establishes business cases for projects, sets priorities, and ensures clear communication of project expectations among teams. The CDO manages data governance, protection, discovery, and analytics, focusing on strategic planning in talent acquisition for the organization. Sales roles include Solution Sales Managers who lead sales strategies to maximize market traction for cloud solutions. Marketing roles involve Product Marketing Managers who complement the Product Manager by executing key campaigns and managing marketing efforts that contribute significantly to overall business success when properly invested in. This document outlines various roles within a company, particularly focusing on sales and technical positions related to marketing and selling cloud solutions. Key roles include Product Marketing Manager, Cloud Solutions Sales Manager, Technical Sales Manager (TSM), Customer Success Manager, Quality Assurance (QA) / Test Technician, and Solution Architect. The Product Marketing Manager is responsible for creating the brand and accompanying messaging around Microsoft's cloud offerings, managing social media alongside traditional marketing channels, and working with technical pre-sales/post-sales resources to drive solution revenue and market share. This role requires a strategic approach to go-to-market strategies, pricing, and launch activities. The Cloud Solutions Sales Manager leads the delivery of sustainable new business growth across segments by providing thought leadership and driving customer acceleration in cloud offerings. They must be skilled sales leaders with a challenger mentality, capable of thriving in complex, ambiguous, and dynamic environments. The Technical Sales Manager (TSM) is a senior leader within the enterprise sales organization responsible for leading technical sellers to provide customers with insights and solutions using Microsoft's cloud platform. This role requires a computer science degree or related field, strategic insight, project management, analytical problem solving, customer/partner relationship building, and exceptional product and technical expertise. The Customer Success Manager focuses on engaging customers to expand their use cases of cloud applications by establishing trusted relationships and advocating for customer needs across the company. They help drive sales through upsell opportunities and advocate for customer issues cross-departmentally. The Quality Assurance (QA) / Test Technician ensures thoroughness and detail-orientation in testing final products to avoid defects, working well with established processes. Finally, the Solution Architect collaborates with customers on Azure-based initiatives, participates in business value conversations, and helps drive revenue through customer engagements. These roles are crucial for ensuring a company's ability to innovate and meet market demands effectively. The roles described above involve a range of technical, customer facing positions within the tech industry, each with specific responsibilities that contribute to various aspects of software development, cloud deployment, and information security. Here's a summary of each role: 1. **Solution Architect**: This role is responsible for overseeing the end-to-end customer experience in cloud deployment, including architectural design sessions, implementation projects, and proof deployments. The Solution Architect must have extensive technical architecture and application design experience, preferably with leadership skills in guiding discussions with senior executives to align product goals. They should be skilled at problem-solving and coordinating across teams. 2. **Software Developer**: This role involves designing, building, and maintaining efficient, reusable, and reliable code for software applications. The developer must keep up with fast-moving cloud services landscapes and work effectively both in a team environment and independently. They need to understand the full software development lifecycle from architecture to testing. 3. **Security Architect**: As the first line of defense against cyber threats, Security Architects are responsible for setting up policies, procedures, and guidelines that protect systems from hackers, malware, viruses, and other malicious activities. They must be knowledgeable about encryption, access controls, and data loss prevention. 4. **Identity Solution Engineer (ISE)**: The ISE ensures the security of organizational identities by integrating with internal and external applications, managing identity management platforms like Active Directory, ADFS, and Azure Active Directory. They are involved in setting up authentication protocols and understanding how profile information is exposed to applications. 5. **Automation Engineer**: This role involves automating development and deployment activities using DevOps tools such as Jenkins, Puppet, Ansible, and others. The Automation Engineer should have a technical background (preferably with a Computer Science BS degree) and be skilled in implementing and supporting development activities through CI/CD methods. 6. **Information Security Analyst**: This role involves assessing cloud infrastructure security, providing advice on network, service, and application components, conducting risk assessments, and assisting in the design of secure solutions. They may also perform penetration testing and support for cyber security investigations. Each position requires specific technical skills and a deep understanding of how technology impacts business operations, with roles ranging from designing software applications to ensuring comprehensive cybersecurity measures are in place across an organization's infrastructure. The document outlines various roles within an organization related to cloud computing, data architecture, and compliance, all centered around managing and securing large volumes of data. The Compliance Officer or Data Protection Officer is tasked with ensuring that data is kept safe and secure according to legal regulations. They work closely with legal bodies and internal/external teams to handle litigation issues. The Cloud Administrator manages cloud tenants, acting as the interface between support engineers and the cloud provider support team. They have a deeper technical knowledge of various cloud technologies like Networking, IaaS, PaaS, and Security, and are responsible for deploying cloud applications based on deployment templates and DevOps processes. The Data Architect (DA) is responsible for driving customer initiatives leveraging Azure data and analytics services to solve complex data challenges faced by enterprise customers. They work with distributed computing principles, Lambda and Kappa architectures, and have experience designing solutions across a broad set of data stores and using key architectures including Hadoop, SQL Data Warehouse, Apache Storm, and more. The Data Analyst is responsible for querying data sources using tools like Excel (PowerPivot, Power Query, Power Map), PowerBI, Tableau, SAS, Teradata, etc., familiar with data catalogs and building data metrics. They should be familiar with caching strategies and analytic data streaming technologies. The Data Developer implements ETL (extract, transform, load) pipelines, monitors/maintains pipeline performance, and is proficient in distributed computing principles and key architectures like Lambda and Kappa. They work on solutions that collect, process, store, and analyze huge volume of data, fast moving data, or data with significant schema variability. Overall, these roles require a combination of technical skills, experience working with big data and advanced analytics solutions, and the ability to implement tools and processes for efficient data handling within an organization's infrastructure. The passage discusses the role of a significant schema variability in data engineering, emphasizing the importance of implementing ETL (extract, transform, and load) pipelines for managing diverse data structures. It also highlights the responsibilities of a Service Delivery Manager (SDM), who oversees various aspects such as performance monitoring, utilizing different data stores like HDFS, Azure Data Lake Store, and Apache HBase, with expertise in distributed computing and key architecture principles including Lambda and Kappa architectures. Furthermore, it describes the role of The Cloud Support Engineer, who supports internal and external customers dealing with technical issues related to the company's product or maximizing its benefits for cloud-based workloads. They must be well-versed in numerous cloud technologies and possess excellent communication skills, interpersonal abilities, and problem-solving skills. The passage also addresses career paths and development within technical roles, particularly noting that many cloud-related positions are challenging to fill, leading organizations to focus on training and developing internal talent. It provides examples of job roles drawn from previous titles along with the qualifications needed for these roles, including certifications such as MCSE Cloud Platform and Infrastructure, CISCO certifications, and others. The text provided outlines various job descriptions, including qualifications, previous roles, and certifications required for specific technical positions within the technology industry. These include an Automation Engineer position that demands proficiency in DevOps tools like Jenkins, Puppet, Ansible, Azure ARM Templates, and Azure DevOps, as well as understanding of automation practices such as continuous integration (CI), deployment, and delivery. The ideal candidate is also expected to have strong scripting skills in languages like PowerShell, Bash, .NET, C#, Java, JSON, PHP, Perl, Python, Ruby on Rails, HTML, CSS, JavaScript, or Responsive Web Design, and knowledge of software testing methodologies including performance and regression tests. Other technical roles mentioned include a Database Administrator with expertise in database technologies such as SQL Server, Oracle, MySQL, PostgreSQL, and MongoDB; a Network Engineer with certifications like Cisco Certified Internetwork Expert (CCIE) and familiarity with network security standards like IPv6 and MPLS networks; and an IT Service Manager responsible for managing service delivery processes including customer interactions. The document also highlights the importance of multiple soft skills such as problem-solving, creativity, organization, verbal communication, and integrity in these roles, along with technical skills that align with industry standards like MCSE certifications or other specialized training programs. The descriptions are tailored to help organizations identify candidates who not only have the necessary technical expertise but also possess the required behavioral traits for success in a technology practice environment. The document outlines the qualifications for two roles within a company related to Cloud Administration and Support: 1. **Cloud Administrator**: This role involves managing cloud tenants, deploying applications based on deployment templates and DevOps processes, and having deep technical knowledge of cloud technologies (Networking, IaaS, PaaS, Security). Key skills include problem solving, high organization, integrity, and strong foundation in system administration with experience in databases like SQL Server, Oracle, Maria, and Cassandra. The Cloud Administrator also manages license assignments for cloud users across various SaaS applications, demonstrates excellent communication skills, and has a proven track record of technical documentation and industry standards adherence. 2. **Cloud Support Engineer**: This role focuses on assisting customers who face technical issues or need assistance maximizing the benefits of the company's solutions. The Cloud Support Engineer provides training on both the product and infrastructure, helping clients navigate operational challenges of cloud computing. They are expected to have a strong background in system administration, scripting, DevOps for cloud environments, and experience with hybrid backup systems. Both roles require proficiency in various technologies such as Active Directory, AWS, Azure, Ansible, Chef, Docker, MySQL, PostgreSQL among others, and command over multiple programming languages including C#, Java, JavaScript, Perl, PowerShell, Python, Ruby, SQL. Certification in relevant fields like Microsoft Certified Azure Administrator (AZ-100/AZ-101/AZ-102), AWS Certified DevOps Administrator, CompTIA Security+, Google Cloud Certified Professional Cloud Architect are beneficial. The roles also emphasize problem-solving skills, organizational capabilities, integrity, analytical thinking, and effective communication to ensure successful implementation of cloud services and support for customers. The text discusses the qualifications and skills required for Compliance Officers, or Data Protection Officers, who are responsible for ensuring data security in various technology solutions. They must possess technical skills such as understanding modern cyber security methodologies and protocols, experience with scanning tools, and a strong grasp of cloud computing technologies. Non-technical skills include maintaining regulatory compliance, working effectively with auditors, and having excellent verbal and written communication skills. The competencies mentioned are crucial for ensuring that data handling complies with legal regulations like GDPR, HIPAA, and PCI. The first document outlines the requirements for a Data Analyst position, emphasizing skills such as manipulating complex data using various tools like Excel (PowerPivot, Power Query, Power Map), PowerBI, SAS, and Teradata. They should be familiar with data catalogs, caching strategies, and analytic data streaming technologies to provide decision support reports to executives. The ideal candidate is expected to have strong problem-solving skills, creativity, a positive attitude, excellent communication skills, and proficiency in scripting languages like R, Python, Scala, and SQL across various platforms including Windows and Linux. They should possess certifications such as MCSE Data Management and Analytics, MCSE Business Intelligence, Big Data among others. The second document outlines the role of a Data Architect who is responsible for leveraging Azure data and analytics services to solve complex data challenges in enterprises using a wide range of technologies like SQL Server, SQL Database, SQL Data Warehouse, Cortana Intelligence Suite, HDFS, Azure Data Lake Store, Apache Hadoop, Apache Spark among others. The architect should have experience leading technical architecture and design discussions with senior executives and possess deep understanding of databases and analytics. They are expected to deliver high-quality reporting metrics and validate data results accurately. This document outlines the professional qualifications and skills of an individual with a focus on technical roles in database engineering, business intelligence, and data management. The candidate has experience working within complex technical sales and deployment projects, and holds relevant certifications such as MCSE Data Management and Analytics, as well as various AWS and Azure platform certifications. Key technical and non-technical skills include proficiency in SQL, Python, R, and Scala for scripting, a deep understanding of Big Data architectures (Lambda and Kappa), experience with diverse data sources like Oracle, MySQL, and Hadoop ecosystems, and strong communication and problem-solving abilities. The candidate has worked on multiple projects involving advanced analytics, machine learning, and reporting tools like Power BI, demonstrating expertise in data warehousing and modernization. A Data Developer is an essential role that focuses on creating and maintaining a robust data processing pipeline to meet customer needs effectively. This position involves selecting appropriate tools and processes for the pipeline, implementing ETL (extract, transform, load) pipelines, monitoring performance, and developing solutions using big data technologies like Hadoop and Spark. The ideal candidate for this role should possess strong technical skills in modern programming languages such as Python, SQL, Java, Scala, R, etc., along with a deep understanding of distributed computing principles and various architectures including Lambda and Kappa. They must be proficient in handling diverse data sources like HDFS, Azure Data Lake Store, Blob Storage, SQL databases (Azure SQL DW, Oracle), NoSQL databases (HBase, Cosmos DB), messaging systems (Kafka, Event Hubs, IoT Hub) and more. In addition to technical skills, the Data Developer should exhibit strong problem-solving abilities, creativity, high organizational skills, effective communication skills, and experience in Agile methodologies and DevOps practices. They should also have a solid background in consulting or architecture within a software services company, demonstrating ability to collaborate, resolve conflicts, and ensure follow-through on decisions. The role requires extensive exposure to various data analytics tools like Amazon Athena, QuickSight, Redshift, S3, Azure Data Factory, Cosmos DB, HDInsight, Hive, Spark, etc., as well as a variety of platforms including Linux and Windows. Additionally, certifications such as MCSE Data Management and Analytics or SAS Certified Big Data Professional can be beneficial for this role. The text describes the role of a Big Data Engineer, who is responsible for selecting and implementing tools and processes to support data processing pipelines. This includes tasks such as ETL (extract, transform, load) pipeline implementation, performance monitoring, and working with various data stores, messaging systems, and data processing engines. Key skills include deep understanding of data analytics services, proficiency in distributed computing principles, experience with Lambda and Kappa architectures, and knowledge of numerous database technologies and platforms. The ideal candidate for this role is highly organized, creative, and skilled in problem-solving, with a track record of developing solutions following Agile methodologies. They should have excellent communication skills, both verbal and written, and the ability to work collaboratively to resolve conflicts and ensure follow-through on decisions. In terms of technical skills, they must have extensive architecture and design experience across multiple data sources and platforms. They should be well-versed in common database technologies like SQL Database/Server, Oracle, MySQL, Azure Data Lake Storage, and Azure Blob Storage. Additionally, the candidate is expected to understand data governance and create data dictionaries, as well as be able to accelerate a customer's digital transformation using advanced analytics, AI, and Big Data technologies. The role requires proficiency in scripting languages such as R, Python, Scala, and SQL, as well as experience with numerous platforms and technologies including Azure Machine Learning, AWS, Apache Spark, and more. The candidate may also hold relevant certifications like MCSE Data Management and Analytics, SAS Certified Big Data Professional, or other Big Data related certifications. The text does not provide details on specific project experiences, but it mentions that the ideal candidate has at least five years of experience in a similar role. This document outlines the qualifications and responsibilities for a Data Scientist role. The ideal candidate is expected to have expertise in building advanced analytics solutions including machine learning, with experience in data pipelines, database modernization, big data systems, scripting languages such as R, Python, Scala, and SQL, and strong non-technical skills for consulting with management and stakeholders. They must also possess problem-solving abilities, creativity, a proactive attitude, presentation skills, and exceptional communication skills. The role involves working closely with customers to identify insights from their data, shaping the data pipeline, and applying advanced analytics methods such as machine learning. The document outlines various qualifications and certifications required for roles such as Identity Solution Engineer. Key points include: 1. **Certifications**: Candidates are expected to hold several industry-recognized certifications, including but not limited to MCSA in Machine Learning, Master's or PhD in Data Science, Statistics, or Probability from accredited universities, Certified Analytics Professional (CAP), and SAS Certified Data Scientist. 2. **Programming/Scripting Languages**: Proficiency is required in R, Scala, Python, DMX, DAX, MDX, SQL, T-SQL, Java among others. 3. **Platforms**: Experience with Linux (Red Hat, Ubuntu, Debian, etc.) and Windows operating systems is necessary. 4. **Technical Skills**: The role demands a solid understanding of modern authentication protocols, cyber security background, familiarity with cloud computing technologies, business drivers, and emerging computing trends. Knowledge in integration tools like Auth0, AWS, Azure, Citrix, Oracle Identity Management, and others is beneficial. 5. **Non-Technical Skills**: Strong communication skills, problem-solving capabilities, the ability to collaborate effectively, and proficiency in presenting information are essential for this role. 6. **Experience**: Candidates must have experience developing machine learning algorithms, working with data pipelines, statistical modeling, and at least 3 years of practical application in solving business problems using machine learning platforms like R, Python, Azure ML, etc. 7. **Technologies**: Exposure to databases such as PostgreSQL, SQL Server, SSAS, SSIS, SSRS, Oracle, MySQL among others is preferred. Proficiency with Microsoft Office applications and cloud services like Office 365, AWS, and Azure are also required. 8. **Exam Priorities**: Specific exams related to the role include Analyzing Big Data with Microsoft R (70-773), Perform Cloud Data Science with Azure Machine Learning (70-774), Identity with Windows Server 2016, Implementing Infrastructure Solutions (retired), and other Azure certifications. This document is crucial for anyone aiming to secure a position as an Identity Solution Engineer, providing a comprehensive guide on the technical competencies and professional standards expected from candidates in this field. The job description outlines the responsibilities and requirements for two roles in information security: Information Security Analyst and Security Architect. For an Information Security Analyst, essential qualities include problem-solving skills, integrity, verbal communication abilities, and organizational skills. Relevant experience includes working with modern authentication protocols, cloud computing technologies, various operating systems (Windows, Linux, iOS, Android), network security configurations like TCP/IP, DNS, proxies, firewalls, intrusion detection and prevention systems, cryptography (symmetric and asymmetric encryption, hashing), scanning tools, hacking tools (password cracking, malware creation/deployment, sniffers, session hijacking, denial of service, SQL injection), vulnerability assessments, conducting legal investigations with state and federal authorities, and preventing phishing and social engineering attacks. For a Security Architect, key qualities include problem-solving skills, confidence, and integrity. Requirements include setting up policies and procedures for system access, monitoring all business-critical applications through SIEM systems, implementing encryption at rest and in transit, ensuring proper access controls and data loss prevention, interacting with compliance officers and legal teams to address security incidents, and familiarity with all levels of application and network communications. Both roles require a computer science or related engineering degree, or equivalent experience, along with relevant certifications like CISSP, CEH, AWS Certified Security, and others. Experience implementing security postures, vulnerability assessments and remediations, SIEM tool implementation and configuration, legal investigations, and prevention of phishing and social engineering campaigns is preferred. Technologies and tools used include Access, Active Directory, ASP.NET, AWS, Azure, Burp Suite, Chef, Excel, firewalls, HP Fortify, Db2, Jira, Metasploit, Microsoft IIS, MySQL, Nessus, Nmap, Node.js, Oracle, PaaS, Microsoft Project, Puppet, Radius, ServiceNow, SharePoint, sniffers, Oracle Solaris, SQL Server, Sybase, Visio, VMware, WSDL. Programming and scripting languages used include C#, C++, Java, JavaScript, Perl, PowerShell, Python, Ruby. Platforms are Linux and Windows. Overall, both roles require a strong understanding of information security principles and practices, along with the ability to work with complex systems and tools in order to protect digital assets from cyber threats. The document outlines various certifications, hard skills, technical skills, programming/scripting languages, platforms, project experiences, and qualities associated with two roles within a company: one for Cybersecurity Professional and another for Service Delivery Manager (SDM). For the Cybersecurity Professional role, the essential requirements include holding relevant security certifications like CISSP, CISM, CCSP, Certified Ethical Hacker, AWS Certified Security, Cisco CyberSecurity Specialist, and Offensive Security Certified Expert. The professional is expected to have a deep understanding of modern authentication protocols, cryptography (symmetric and asymmetric), network architectures, cloud computing technologies, and possess experience with tools used for hacking simulations like Metasploit, password cracking, sniffing, and SQL injection. The Professional should be able to conduct vulnerability assessments, deliver clear actionable reports, have a problem-solving mentality, strong communication skills, understand internal/external resources, and comply with legal aspects of penetration testing. They must be proficient in programming languages such as C, C#, Java, JavaScript, Perl, PHP, PowerShell, Python, Ruby, and be familiar with platforms including Linux and Windows. For the Service Delivery Manager role, the SDM should have a mix of technical skills like understanding IT service management practices, cloud governance technologies, enterprise identity & access control solutions, along with non-technical skills such as building customer/partner relationships, conflict resolution, and strong communication abilities. They must be highly organized, possess problem-solving capabilities, and effectively communicate findings both verbally and in writing. The SDM should have experience delivering client solutions successfully, demonstrate the ability to define and deliver high-quality services consistently receiving positive feedback from customers, maintain a profitable service history for at least 5 years, and be familiar with ITIL V3 frameworks as well as project management methodologies. This document outlines the role of a Software Developer, emphasizing the importance of keeping up-to-date with cloud services landscapes like IaaS, SaaS, and PaaS, and working effectively both in teams and independently. Key skills required include excellent communication, understanding of software development lifecycle, experience with agile methodologies, problem-solving, creativity, and technical knowledge in web technologies, API consumption/development, database management, and enterprise architecture. Desirable qualifications include a Technical Bachelor's degree in Computer Science, relevant certifications like MCSE Cloud Platform and Infrastructure, and practical experience in developing applications using Agile practices. The document also lists various technologies, programming languages, platforms, and certifications that are beneficial for the role. The role of a Solution Architect (CA) involves driving Azure-based customer initiatives, collaborating with customers in both pre and post-sales phases, and owning the end-to-end customer cloud deployment experience. The CA must have expertise in deep technical architecture and application design, along with experience in consultative sales and project delivery. Key skills include understanding of cloud computing technologies, virtualization, storage, networking, database management systems like SQL and Oracle, as well as proficiency in programming languages such as PowerShell, Bash, .NET, Java, and others. They should be familiar with modern DevOps practices, AGILE methodologies, and have experience working within a consulting/architecture role in software & services companies. The ideal candidate possesses strong problem-solving skills, creativity, and a positive attitude, along with excellent communication abilities and the ability to build relationships at senior levels. The Solution Architect should be comfortable presenting information both to large and small audiences. They are expected to have certifications such as MCSE Cloud Platform and Infrastructure, MCSA Linux on Azure, AWS Certified Solutions Architect – Associate or Professional, among others. The CA's responsibilities encompass designing and delivering cloud solutions at an enterprise scale, creating pilots, prototypes, and proof-of-concepts for validation of specific scenarios. They should be familiar with various technologies including Azure Machine Learning, Amazon Web Services (AWS), Google App Engine, Apache Hive, Perl, PHP, Pig, PowerShell, Ruby, Ruby on Rails, Scala, SQL, T-SQL, among others. The text provides an overview of the role and qualifications for a Technical Program Manager (TPM) within a company that specializes in providing cloud solutions, including hybrid solutions across on-premises and cloud environments. The TPM is responsible for overseeing the specification of application features and functionality, coordinating communication between team leads, and ensuring adherence to organizational standards during development and delivery. Key qualities required include problem solving, high organization, and integrity. Previous roles encompassed developer experience (32%) and other roles (23%). Certifications held by TPMs include Project Management Professional (PMP), Certified Scrum Master, and Program Management Professional (PgMP). Technical skills for the role include a solid background in IT infrastructure and administration, application architecture, understanding of DevOps methodologies, continuous integration and delivery, continuous improvement, and Agile methodologies. Non-technical skills involve strong project management capabilities across multiple methodologies like Agile, SCRUM, waterfall, etc., managing complex projects with numerous stakeholders and dependencies, building deep technical relationships with senior executives, driving decisions collaboratively, resolving conflicts, ensuring follow-through, and possessing excellent written and spoken presentation skills for representing the project to customers. Technologies proficient in include Excel, GitHub, Azure DevOps Boards, Jira, Microsoft Project, ServiceNow, SharePoint, UserVoice, Visio. Relevant certifications for the role are a relevant Project Management qualification like PMP or equivalent, as well as MCSA Cloud Platform Solutions Associated and other cloud-related technical certifications. The document also provides guidelines on resource mapping based on practice size (Small, Medium, Large), suggesting specific numbers of individuals needed per role such as Solution Architect, Software Developer, Automation Engineer, etc., for successful project delivery in different scales of projects. This document outlines the roles and percentages of technical jobs that are typically outsourced based on a study by Microsoft. The main technical job roles discussed include Data Developer, Service Delivery Manager, Technical Program Manager, Cloud Support Engineer, Security Architect, Software Developer, Automation Engineer, Cloud Administrator, Identity Solution Engineer, Security Analyst, Compliance Officer, Data Scientist, Data Architect, and Data Analyst. The percentages of these roles that are outsourced vary depending on factors such as market availability of talent, specific regulatory requirements, or specialized skills in certain geographies. The Microsoft Hiring and Onboarding Playbook Study, conducted by MDC Research in June 2018, reveals that different job roles within tech companies are more likely to be outsourced than others. At the top of the list, developer roles such as 'veloper' (29%), 'Software Developer' (25%), and 'Data Scientist' (27%) show a higher tendency for outsourcing compared to other positions like 'Technical Program Manager' (14%). This trend is also observed in related fields including 'Security Analyst' (24%), 'Data Architect' (19%), and others. The study highlights the importance of several key elements for successful outsourcing, which includes ensuring that the outsourcing partner is ISO certified to maintain quality standards, clearly defined milestones and deliverables in statements of work, educating team members on cultural awareness and working hours, implementing SCRUM or Agile sprints, fostering a culture of trust and transparency. Furthermore, challenges associated with offshoring such as currency exchange rates, language barriers, local regulatory requirements, security concerns, unclear statements of work are discussed. The study also emphasizes the importance of aligning talent to specific competencies based on Microsoft Partner Network's required competencies for various roles like 'Cloud Application Development', 'Data Platform & Analytics', and others. Additionally, it suggests that hiring industry experts with both technical skills and domain knowledge can help differentiate services in vertical or functional areas. In summary, the study provides a comprehensive view of current outsourcing trends within tech companies, offering guidance on how to successfully outsource roles while also addressing potential challenges associated with offshoring strategies. This text talks about how important it is for companies to have a structured hiring process, which helps them find good employees and make sure they stay with the company. It explains that when looking for new workers, you should focus on one specific skill or type of work before adding more. Also, instead of saying "yes" to every job request, it's better to say "no" and specialize in fewer things. The text suggests creating a clear process for hiring and interviewing people, so the company can be sure they find the right person who fits well with their team. They should also think about outsourcing or offshoring sometimes when looking for workers because of the global economy. Finally, it recommends using tools to help manage the whole process, like tracking systems, interview questions, and feedback from interviews. This document outlines a structured approach to hiring within Microsoft, focusing on metrics to measure the success of their interview process and utilizing tools like Dynamics 365 for Talent. It emphasizes the importance of maintaining a smooth application and interview process for candidates to ensure they are engaged throughout the process. The use of behavioral interview questions during interviews is highlighted as crucial in determining cultural fit within teams, with input from team members also considered vital in assessing technical capabilities. This passage discusses various aspects of evaluating candidates for job positions, emphasizing the importance of cultural and behavioral fit in addition to specific skills. The evaluation process involves asking both open-ended interview questions where candidates ask about the role, as well as rating their competencies on a scale from 1 to 5 (poor to excellent). Various individuals such as the hiring manager, peers, internal and external customers, and future team members should be part of the interview team. The candidate evaluation form includes ratings for each hiring activity related to skills, cultural fit, and operational acumen. The number of people on the interview team can vary but generally consists of these roles. It is crucial that candidates are asked about their thoughts on the role during the interview, as this reveals important behavioral traits like passion and thought process. The passage also cites research indicating that successful candidate evaluations focus heavily on work history, cultural fit, and years of experience. Other factors considered in the evaluation include professional certifications, referrals, training received, community reputation, education level, practical skills demonstrated during interviews, and an attitude towards past jobs or experiences. The Microsoft Cloud Practice Development Study highlights these criteria with a strong emphasis on cultural fit as one of the top three priorities alongside work history and experience. The passage also briefly touches on the Topgrading methodology for hiring, which consists of 12 steps from initial interview to offer acceptance. This approach aims to reduce the mis-hire rate by ensuring a thorough evaluation process that challenges candidate honesty through various stages of the interview process. The method assumes that standard interviews may lead candidates to appear more suitable than they are. Lastly, the passage mentions the importance of online profiles for potential candidates and how these should reflect positively on your company's brand. Regular review and assessment of employees' social media presence is recommended to maintain a professional image both within and outside the organization. The article outlines a comprehensive process for evaluating candidates, emphasizing the importance of assessing skills, aptitude, social media presence, background checks, drug testing, technical assessments, and extending job offers. Key steps include measuring hiring success through annual candidate evaluations, utilizing common methods like reference and drug tests to validate character, and using assessment tools such as technical, aptitude, and social media reviews. The process involves understanding the required skills for a role, assessing candidates against specific criteria, conducting background checks via references and legal requirements, and verifying technical capabilities with assessments or exercises. Before extending an offer, crucial information like desired compensation, start date, hours per week, job title expectations, long-term career goals, company cultural fit, citizenship status, non-compete agreements, and candidate interest levels should be considered. The article also highlights the significance of gathering all necessary data early in the process to ensure a well-informed decision and prevent wasted time and resources on uninterested candidates. The Microsoft Hiring and Onboarding Playbook Study, conducted by MDC Research in June 2018, highlights the importance of compensation strategies for driving company strategy and success. Key points include: 1. **Compensation Plans**: Companies transitioning to a recurring revenue model have aligned their employee compensation plans with cloud-based approaches, rewarding variable pay structures over fixed amounts. To ensure fairness, consistency, and defendability, structured compensation strategies should be developed considering budget allocation, fixed versus variable pay percentages, salary ranges defined by job roles compared to market rates, salary audits for current vs. new employees, and comprehensive benefit packages including health, retirement, tuition reimbursement, and legal compliance with federal and state requirements. 2. **Market Competitiveness**: In the race to attract top talent, it is crucial not to over-spend on base salaries or variable pay structures based solely on market rates. Companies should consider their financial capacity and align compensation strategies accordingly. A balanced approach between fixed base pay and potential bonuses tied to performance could be optimal. 3. **Market Research**: The study by Microsoft highlights considerations such as location, certifications, industry type, government security clearance, work experience and education, and salary metrics for specific positions when negotiating salaries with candidates. Market research is essential to ensure competitive compensation packages that attract and retain top talent. 4. **Company Equity**: For publicly traded companies, offering company equity has numerous benefits including attracting and retaining talented employees by aligning stock allocations with performance. Key factors in granting ownership include a well-defined stock distribution plan, shareholder approval, right to terminate employment, right of first refusal, vesting schedules, exercise pricing and timing, transferability, and tax implications. 5. **Benefit Packages**: The traditional benefit package has expanded with tech companies and startups offering additional benefits such as on-site cafeterias, flexible work locations, child care, paid maternity leave, gyms and concierge services, insurance beyond health, student loan reimbursement, wellness programs, profit sharing, reimbursement for professional conferences, tuition reimbursement, employee assistance programs, and subsidized transportation. Understanding the importance of these benefits to employees is crucial as it varies by geographic location and demographic features. 6. **Recruitment Factors**: According to the 2017 MRINetwork Hiring Study, recruiters consider advancement opportunities and compensation packages most important when candidates accept job offers, with compensation being the primary factor in many cases. Staying updated with the latest compensation trends ensures a non-competitive benefits package does not deter qualified candidates. In summary, effective compensation strategies are critical for driving company strategy and success, attracting top talent, retaining employees, and ensuring financial stability through market competitiveness and strategic benefit offerings tailored to employee needs and preferences. This study highlights that 45% of recent graduates leave school with student loan debt, and only 13% have had their employer provide assistance with this debt. This suggests a significant opportunity for employers to attract new graduates by offering student loan assistance programs. To effectively leverage this strategy, companies can consider providing full-time flexible working locations, profit sharing, competitive compensation packages, and most importantly, direct student loan support. When hiring, it's crucial not to assume candidates have accepted offers verbally; all acceptances must be confirmed in writing with a specific return date for the signed offer letter. Once a candidate is chosen, other candidates should be informed only after a formal offer has been accepted. Following up with all interviewed candidates regarding their application status and gathering feedback on the interview process is essential for maintaining respect and authenticity in communications. The onboarding process of new hires plays a critical role in their productivity and corporate value generation. A structured, comprehensive onboarding process that includes company mission, culture, practice objectives, training, and career development is recommended. Emphasizing learning and development programs helps retain talent and prepare employees for the agile, digital transformation environment. Soft skills such as adaptability and resilience are crucial alongside technical skills to ensure new hires thrive in a rapidly changing workplace. By providing structured onboarding processes that integrate company objectives with community engagement, organizations can create substantial advantages in attracting and retaining top talent. The article discusses expectations for new employees and strategies for effective onboarding programs at Microsoft. According to a study, while some expect productivity within a month, most anticipate it will take 1-3 months. To prepare new hires effectively, companies should provide tools, access, and resources that enable productivity, along with structured onboarding roadmaps detailing one-, seven-, thirty-, and ninety-day expectations and action plans. Onboarding checklists are crucial for visualizing the process and reducing omissions, focusing on HR requirements, job duties, technology access, socialization, training, and development tasks. On completion of formal onboarding, both new hires and their managers should evaluate the process to inform improvements. An employee handbook that outlines expectations and provides information about company policies is beneficial for setting a strong commitment to employees' success. Additionally, fostering a culture of learning within an organization can lead to motivated employees acquiring new skills and certifications, which in turn improves career prospects and reduces turnover. The article highlights issues related to Learning and Development (L&D) programs in corporate settings, particularly within cloud practice partners. It notes that a lack of continuous training leads to shorter retention rates among employees, as evidenced by surveys indicating less than 3 years for continuous training and less than 2 years for participation in professional development opportunities. The article also points out that most L&D departments allocate less than 10% of employee time towards ongoing learning or professional development. To address these issues, the article suggests creating strategic views of training to foster a culture of continuous learning with well-structured and proactive training and enablement plans. Career development paths should be clearly articulated, along with the necessary skills for employees to pursue them. Self-service options for continuous learning and ongoing certifications should be readily available and aligned with organizational strategies. Furthermore, the article emphasizes the importance of measuring L&D success through its impact on retention and performance metrics such as talent retention, increased performance, and qualitative feedback. It also suggests leveraging data and analytics to assess employee strengths and identify skill gaps for better recruiting and training decisions. To mitigate challenges in evaluating employee performance, partners should consider tracking over time or identifying measures by role/department. In summary, the article underscores the need for structured L&D programs that align with organizational strategies and are integrated into daily work rhythms to enhance both individual career development and corporate objectives. The text discusses several aspects related to learning and development in an organizational context, with a particular focus on technology-based solutions such as cloud computing platforms like Microsoft Azure. It emphasizes the importance of flexible learning environments that allow employees to learn at their own pace, which is particularly appealing to younger generations who prefer self-paced online courses (68% preference). The report highlights that managers play a significant role in encouraging and investing time in their direct reports' learning, as it can lead to career growth or promotion. To enhance skill development within an organization, the text suggests several strategies: 1. Implementing a skills profile system for each employee through online portals allows them to feel engaged and provides insights into their abilities that can be used to address specific project requirements. This also helps in identifying skill gaps for targeted training. 2. Encouraging cross-training among staff members is crucial as it makes the workforce more versatile, reducing dependency on single individuals with specialized knowledge. 3. Emphasizing soft skills development such as leadership and communication, which are deemed equally important to technical skills by 92% of executives (LinkedIn report). 4. Providing IT staff with comprehensive training resources through platforms like Azure Training and Certification, including online courses, learning paths, hands-on labs, and virtual academy sessions provided by Microsoft. This not only helps in onboarding new employees efficiently but also ensures that existing staff are up-to-date with emerging technologies relevant to cloud computing. 5. Certifications can serve as a valuable tool for training and verifying specific skills required for various roles within the organization, offering both job performance benefits and potential salary enhancements. Overall, this text underscores the importance of strategic learning and development programs in aligning current skill demands with future opportunities, particularly through technology-based solutions like Microsoft Azure, which can be effectively utilized to prepare IT staff as change agents supporting cloud technologies. The article provides an overview of various resources available through Microsoft for IT professionals, including free subscriptions, online learning platforms, certification options, training opportunities, and career development tools. Key points include: 1. **Microsoft IT Pro Cloud Essentials**: This is a free annual subscription that offers cloud services, educational materials, and support benefits to IT implementers. It aims to provide hands-on experience, targeted education, and access to experts in areas relevant to career advancement. 2. **Microsoft IT Pro Career Center**: An online resource designed to help individuals map out their cloud career path by suggesting industry expertise for various roles within the field. 3. **Microsoft Learning**: Offers a variety of official curriculum on-demand, including courses taught by Microsoft experts through edX, which focus on Azure technologies and provide hands-on experience. 4. **Microsoft Partner Network (MPN) Learning Portal**: Provides training opportunities and certification options organized by products, competencies, certifications, and job roles, allowing individuals to learn at their own pace. 5. **Training and Development Opportunities**: The article mentions various methods for skill enhancement such as attending conferences, taking paid online courses through the Microsoft Partner Network (MPN), participating in live or on-demand webcasts and virtual instructor-led courses via Cloud + Enterprise University Online, and seeking training from Microsoft Learning Partners. 6. **Performance Evaluation and Coaching**: It is suggested that managers should establish guidelines for evaluating and coaching employees using a framework, which includes creating a mentoring program to align with employee career goals and company objectives. 7. **Sharing Wins and Case Studies**: Regular sharing of achievements within the organization can motivate team members and demonstrate successful application of skills in practical settings. These resources are designed to help IT professionals upskill themselves or their teams, find relevant job roles, and advance both professionally and personally through ongoing learning and development opportunities provided by Microsoft. This text discusses various aspects of coaching, mentoring, and evaluating practices in a professional setting. It highlights how these activities contribute to the growth and development of employees within organizations. Coaching is emphasized as a supportive activity that fosters open communication and trust among team members. Effective coaching involves helping employees set career goals, understand their roles, and enhance performance on projects through motivation and passion for personal and team achievements. Some practices include weekly one-on-one meetings with structured templates to track progress and overcome obstacles, encouraging informal interactions for idea sharing, regular team meetings using digital tools like video conferencing, offsite events for team bonding, and recognition programs for achievement. Mentoring is another key component that aids in employee retention, promotion rates, and satisfaction by providing tailored development opportunities for career advancement. Mentorships can be matched based on experience levels or specific goals such as transitioning to a higher position. Formalizing mentoring through digital tools helps capture the interaction's essential components. Evaluations are crucial for assessing whether employees are meeting their commitments and personal/professional goals. This involves checking alignment with company objectives, understanding roles, tracking progress towards personal and professional targets, and ensuring they have necessary resources to perform effectively. The text suggests using specific questions during evaluations to assess these aspects. Overall, the practices discussed aim to support employee development, foster a supportive work environment, and enhance organizational performance. The article discusses the importance of formal manager evaluations in an organization, which may be part of or separate from HR-conducted surveys. Evaluations should include questions such as what strengths the employee would like their manager to leverage more, areas for improvement, and strategies for improving support in roles. Manager survey categories should cover performance, diversity & environment, alignment with company culture, communication, planning, supervisor skills, and requests/limitations from employees. The evaluation process involves setting commitments aligned with organizational objectives, which helps in measuring performance unbiasedly. Peer evaluations can also provide valuable input to the overall review. The frequency of evaluations has shifted towards more frequent periods like quarterly reviews to better align with the fast-changing business environment. HR metrics that managers play a role in include voluntary turnover rate, retention rate, training hours and costs per employee, diversity, cost per hire, interview to offer ratio, length of time in role before promotion, and satisfaction (via company-wide surveys). To measure success, targets and objectives for the coming year are set, including these metrics as part of manager reviews. The article emphasizes the importance of creating an environment that supports employee empowerment through recognition methods, defining clear award criteria, measuring turnover and attrition rates, and understanding what types of recognition resonate with empl,oyees to increase satisfaction and retention. Employee motivation and engagement are crucial for digital transformation in businesses. Key strategies include providing employees with the right tools and training to foster an engaging work environment, leveraging cloud technologies for flexibility and collaboration, encouraging communication through various channels like internal newsletters, team portals, and collaborative tools, recognizing achievements to boost morale and reduce turnover. Embracing Millennials as a significant part of the workforce requires understanding their needs and providing environments that support connectivity and community within teams. The article highlights the importance of recognizing and retaining employees in teams and organizations. It suggests that regular team meetings provide an opportunity for brief recognition sessions where team members can acknowledge each other's accomplishments or things they are grateful for. This practice is particularly important in smaller growing practices, as it helps maintain momentum and morale among hardworking employees who might otherwise experience burnout more quickly than those in well-established environments. The article also mentions various methods companies use to share their achievements, including:

• Internal news portals or newsletters with sections for recognizing individual contributions and team achievements.

• Social media posts about employee accomplishments.

• Peer-to-peer recognition systems that allow employees to publicly or privately acknowledge each other.

Additionally, the article discusses how turnover rates can be calculated and what they mean in terms of organizational health. It notes that while on average people stay with a company for 3 years, significant increases in turnover might indicate issues that need to be addressed. High turnover costs businesses both financially and productivity-wise, making it crucial to implement strategies like understanding employee motivations (such as flexible work hours or access to innovative technologies) and offering benefits (like free snacks, gym memberships, or childcare). Overall, the article emphasizes the value of recognizing and retaining employees through various means such as regular recognition in meetings, sharing company wins via multiple platforms, and considering what motivates specific job roles. It also highlights the financial implications of high turnover rates and suggests tactics for reducing them. The text discusses various aspects that motivate employees to stay in their jobs, such as growth opportunities, compensation, facilities perks like a pool or sports fields, working with exciting technologies, training and skills development, professional development, international travel, company culture, attending conferences, working from home, and networking. It also mentions the importance of succession planning, recognition and retention strategies, and maintaining institutional knowledge to increase morale and retention. The text provides insights into why employees leave their jobs, such as accepting a new job offer, relocating for personal reasons, dealing with management conflicts, unreal expectations, stress or unhealthy environments, lack of trust, and not meeting objectives. The Microsoft Hiring and Onboarding Playbook Study highlights the average tenure of employees staying in companies between 3-5 years before moving on to other opportunities. The playbook suggests ways to improve hiring, onboarding, and retention processes by providing a structured approach for attracting, recruiting, and continuously preparing new hires through evaluation, coaching, mentoring, recognition, and engagement strategies. The text provided appears to be a URL (Uniform Resource Locator) for a resource related to practice playbooks at Microsoft, likely focused on various aspects such as organizational strategies, generational differences in the workplace, and the current state of employment markets. However, without additional context or information available, it is challenging to provide a detailed summary or interpretation of the content behind the URL "aka.ms/practiceplaybooks". If you have more details about what this resource covers or if there are any specific questions you might have regarding its contents, please provide further information so that a more accurate and helpful explanation can be given.

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