Microsoft Mach Program


Microsoft Mach Program

Employee orientation and on boarding are two different concepts. Employee orientation involves ushering in a new employee into a company. It entails a new employee meeting with the Human Resource and includes been introduced to the work environment, culture of the organization and description about the job and significant details about the new organization. On the other hand, on boarding means the practice of helping a new employee adapt, incorporate, accelerating the process of welcoming in new employees and reducing the time spent before a worker becomes productive in his/her new group (Heathfield, 2012).

Microsoft implemented the MACH program to accelerate the pace at which millennial would be useful in their team. Through the program, Microsoft millennial would impact their team and they would have say as they launched into their careers. The program would also help the new university graduates add value to their teams quickly and familiarize them with the organizations culture strategy, employees, politics, increase their professional networks and expose them to a worldwide group of peers through regional and global conference. As stated by Howe, (2000), the advantages of millennial employees are significant to a company’s growth. This is because they are tech-savvy since they are the first generation to be raised with accessible computers and can easily use the latest technology and tools. Through their vast knowledge of technology and computers, they can enhance the company’s management systems and advertise the company through social media and other current trends. They are good team players due to their increased sense of community. They are also better in self expression, generating new ideas and fresh perspectives for the benefit of the company (Howe & Strauss, 2000).

The MACH program can improve Microsoft employer brand since it attracts top graduates and puts their skill into use and launches their careers when still young. This is unlike in other companies where it can take years before the millennial skills and knowledge is put into use. Thus Microsoft is more likely to attract new and fresh talents through the program since young people want their skills to be used. This is supported by the author, Cohen (1990), who asserts that graduate talent is essential for a company’s long term success. The writer states that fresh, talented graduates prefer working for an organization that’s well-received and confidently approved by the business world and the public in general (Cohen & Levinthal, 1990).

I would recommend that companies employ new talented employees. This is due to additional skills such as new technologies brought by millennial that makes a huge difference to the brand’s ultimate success. In conclusion, Microsoft implemented a brilliant program that other companies should replicate if they want to succeed.



Howe, N., and Strauss, W., (2000). The rise of Millennial: The next great generation. New York: Random House.

Cohen, W. and Levinthal, A. (1990). Engaging capacity: The new learning outlook and innovation. Administrative Science Quarterly, 35, 128-152.


Heathfield, s., (2012). Orientation of New Employees. Harvard University



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