Human Resource Management in IBM.

Running head: Human Resource Management in IBM
Human Resource Management at IBM
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Human Resource Management in IBM1
Table of Contents
Task-1..............................................................................................................................................1
Answer1:......................................................................................................................................1
Answer2:......................................................................................................................................2
Task-2..............................................................................................................................................3
Answer3:......................................................................................................................................3
Answer4:......................................................................................................................................5
Answer5:......................................................................................................................................6
Answer6:....................................................................................................................................10
Answer7:....................................................................................................................................12
Task3..............................................................................................................................................14
Answer8:....................................................................................................................................14
Answer9:....................................................................................................................................14
Conclusion.....................................................................................................................................16
Reference and Bibliography..........................................................................................................17

Human Resource Management in IBM2
Task-1
Answer1:
The concept of Strategic Human Resource has taken a wide toll in the field of human
resource management. It is basically the orientation of human resource with the strategic goals
and objective of the organization. The emergence of SHRM has enabled the management to
conduct appropriate needs assessment for the labor force so as to improve their skills and value
within the organization. This has improved certain trends such as economic supply, labor market
and demand trends, this trends has increased the demand of potential employees. The primary
focus of the strategic human resource management is to bring flexibility, competitive advantage
and innovation within the organization. This helps the organization to improve its performance in
the best possible way. In IBM, it is observed that the whole organization still focuses on
personnel management with administrative responsibilities (Eickhoff, 2018). This involves the
traditional human resource management of managing workforce that is performing basic
managerial functions such as planning, organizing, directing and controlling. However in order
to create a better skilled and motivated workforce and to enhance the retention rate and
performance of the workforce the organization needs to adapt strategic human resource
management to do the same. This involves attracting, retaining and motivating employees to do
their best in the organization and thinking beyond the walls to be innovative and creative. The
vision and mission of the company must align with the individual goals. IBM needs to strategize
its human resource management operations with strategic human resource management tools.
The tools incorporates human resource scorecard, the human resource scorecard is basically the
visual representation of key measures of the HR department productivity and other important
factors of the organization. The factors include employee cost, turnover, retention, recruitment

Human Resource Management in IBM3
and selection, individual performance and employee training and development. The organization
has incorporated the strategy of introducing KPI metrics (Key Performance Indicator) in order to
determine the performance of the human resource management based upon the HR outcomes
which is relevant to achieve the organizational goals. In modern organizations the productivity of
the employees depends upon their motivation level. Therefore, IBM has focused on the concept
of AMO model in to motivate the employees in the organization. The AMO model refers to A
for Ability, M for Motivation and O for Opportunity. The ability refers to the policies and
practices which ensure the employees to perform multiple task and in an assumption that the task
is challenging this could be done through the practice of job rotation and continuous training
programs. IBM focuses on providing job rotation practice and providing continuous training
programs to the employees. The motivation could be driven through intrinsic and extrinsic or
trust factors. The extrinsic motivational aspects are incentive pay, performance pay and bonus.
The intrinsic motivational aspect includes inner satisfaction, trust and value in the company
which could be demonstrated through reward and recognition programs. The opportunity refers
to the sense of responsibility and involvement that is given to the employees to develop
employee engagement and enhance well-being within the organization. The employees are
involved in decision-making process so that the employees could feel valued in the organization.
Answer2:
The organizational objectives are the actionable short-term and long-term goals that the
organization aims at achieving through implementing strategies. The formulation of mission and
vision statement drives the organization to achieve their individual as well as organizational goal.
The strategic human resource management enables the organization to take proper decision
which is best suitable for organization structure and business. For example, in order to gain

Human Resource Management in IBM4
competitive advantage and expand IBM business in the global market IBM perform macro and
micro environmental analysis which helps the organization to maintain its competitive advantage
over its competitors. The market environment analysis enables the organization to determine
their opportunities and hindrance which helps the organization’s management to take proper
formed actions and decisions. The decisions and actions are the strategies that is formed after the
analysis. Those strategies and actions are formulated and implemented within the organization.
This aids IBM to achieve their business goals and objectives. Moreover, in order to become the
global leader, IBM focused on reinventing the way it trained and developed talents. In addition
to that in order to develop leadership qualities and bring potentials leaders IBM came up with
“Global Enablement Teams”. This strategy has enabled to organization to circulate new skills
and develop potential leaders in the organization. The leaders helps to achieve the organization
goals by fostering the team towards reaching success. In these ways the strategic human resource
management enables the organization to evaluate and control the overall business activities
which has been undertaken during the pursuit of organizational objectives.
Task-2
Answer3:
The human resource is an critical and thus important part of the organization which
drives organization success. However, planning for human resource is a relevant approach that
aids the organization to aims and objectives while within dealing with the obstacles of existing
environment. The factors which are considered in human resource planning are size of the
business, nature of the business, the type of business, the resources of the business operations,
the management policy, the organization culture, the business environment and the location of
the business. For example: the type and the nature of the business determines the potential skills

Human Resource Management in IBM5
and competencies required within the workforce in the organization. For example; the
manufacturing companies’ human resource requirement will be different from service providing
companies. The size of the business infers the number of employees required in an organization.
Large organizations tend to have more number of employees than small organizations. It is
evident that IBM has more employee in India than in the USA (Cascio, 2015). It is observed that
IBM has shifted its center around the world to India. It is due to external environment factors that
is globalization trends Donald Trump administration has railed against. There are over 130,000
people in India out of overall workforce that is 380,000. That is about one-third of its total
workforce (Berman et al., 2019). With increase in the number of headcounts the organization
aims at handling the workforce with human resource planning approach and fostered by
technology through human resource planning software. The human resource information system
is a system which helps the human resource department to electronically allow the human
resource activities and processes within short period of time. IBM has huge number of
headcount, therefore the organization performs talent management through human resource
planning software, the management needs not to perform the payroll, scheduling and other
benefits manually rather it is automated through software. IBM also focuses on using Talentsoft
software enables the management of IBM to perform beyond basic administration operations and
to enact more powerful talent management planning policy. Moreover, IBM is a multinational
company and therefore has complex organizational structure of management and thereby
forming complex policies and procedure. On the other hand small companies have simplified
policies and procedures in the organization. In order to manage the wide number of talent in the
organization workforce planning is performed which enables the organization to retain and
acquire right kind of talent in the right time and at the right position. This is done through