American University in Bulgaria
Evgeni Iordanov, Ralitsa Domuschieva, Ivan Djelebov EMBA Cohort 14
Case facilitation: Innovations at Mozilla corporation
Prof Lucia Miree HR Class

Executive Summary of the team case facilitation Main topics in the case:
Assessment process, Compensation model, Onboarding program, learning, and development at Mozilla Corporation. Key challenges:
After long period without having structured and clear vision about the HR processes, in Mozilla
Corporation has been introduced new HR director, who introduced several measures in order to improve the quality of the human capital and to strength the Mozilla`s leading position as one for the best and inspiring employer in the world of IT business.
Key Findings:
Assessment process
In the assessment process, Mozilla conducted over two hundred interviews with managers and employees, and base on that they start identifying potential position for growing and evaluate the overall performance. With the assessment procedure, Cohen understood the team needs and increased the cooperation between them.
Compensation process
Although the “Cultish” approach in Mozilla about the opportunities for working in such a company and the behavior that pays not matter as first, Cohen tried to bring sustainable way of remuneration. She developed two compensation systems – one for technologists (the software engineers), and one for non‐engineers (which are very few). With that approach, she increased the employee’s interest more and motivated the teams to have even better performance. Onboarding program
That initiative shows the capabilities of the good HR managers. In the Mozilla case, where the onboarding is difficult due to several circumstances like the language barriers, geographical dispersion and the specific attitude of the software engineers in a fun and motivational way they did 2 types of onboarding. Both online, but for the regular employees much more detailed that for the contributors.
Learning and development process
With that activity, Mozilla succeed to achieve several very important results. First was to make the directors of the departments feeling empowered rather than passive. Many employees had the chance to understand the “Bigger Picture” and to feel the atmosphere of the company. That was as well attempt not to limit people potential but just doing the opposite to enhance it.
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American University in Bulgaria
Evgeni Iordanov, Ralitsa Domuschieva, Ivan Djelebov EMBA Cohort 14
Case facilitation: Innovations at Mozilla corporation
Prof Lucia Miree HR Class

Conclusion
Building such a strong team of HR and starting those very nice initiatives, gave the Mozilla competitive advantage toward their main rivals. In the company, all the employees saved the
“cultish” feelings, but as well, they reinforce their potential and strength their motivation to contribute as perfect as possible. Mozilla Corporation should be an example for many other in that sector for about leading and development of huge teams. Even their not regular employees become proud of working in the company.

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