IT & HRM: Role of IT in HRM for businesses

IT & HRM

HRM in the 21st Century
The business in modern era cannot work with less versed technical know how and current
technical techniques. Role of manager has changed dynamically and became systematic. It
becomes liability of Human Resource Manager to train and fulfil requirements needed to achieve
targets of competitive advantages in market. HR manager faces a multitude of challenges in
doing so. For this HR manager needs to be well equipped so that he can ensure workforce to
cope up with flexible challenges in environment(Brunetto and Beattie. 2020).
Role of IT in HRM for businesses
Human Resource manager utilizes Information Technology to evaluate and examine performing
abilities of employee and takes suggestions from them which can help organisation to work more
effectively. As it makes the work quick and easy to store large data rather manually. To this HR
manager of IBM uses several hardware and software which eases the same. Using IT
effectively, more accurate and appropriate conclusions are achieved(Podgorodnichenko and et.
al. 2020).
IT for talent management in businesses
Managing talent recognises as an essential element as people are the major assets through which
other strategies are accomplished and business runs. It becomes challenging in a large
organisation where a huge number of employees are employed, in recording performance
manually and keeping its record. Through this it becomes effortless to keep a record and manage
everyone adopting new strategies and ways(Gallardo-Gallardo and et. al. 2020).
IBM
IBM, International Business Machines Corporation is a computer software company using
Oracle Cloud Elite Partner focused on Management Consultancy.
Size: It is a multinational organisation having its branches globally and having an approximate of
352,600 according to reports of 2019.
Purpose: The mission of organisation “To master the new and innovative techniques for
developing and producing the highest forward looking information technologies considering
computer systems, technologies, software, network system, devices for storing data and
microelectronics.

Target Customers: The focus is on medium scale business organisations.
Earnings: Last year IBM earned approx 77 billion U.S. Dollars worldwide.
IT system for HRM: The organisation uses Oracle Cloud Elite Partner for managing and
recording data of workforce(Pallant. 2020).
IT Impact on Recruitment and Retention
Recruitment Strategies
Upgrade the role organisation focuses on dynamic requirements of market and anticipations of
potential employees . The recruitment team emphasises on candidates possessing business values
and ethics instead of filling positions unanimously. Role of position should be made clear before
joining.
Hiring on Reliability Rather than focusing on overall skills and engaging talent IBM focuses on
the specific skill required for attainment of purpose required for position of hiring. Team of
experts who were engaged in recruiting process and HR manager discusses and categorises
candidates based on their attributes. This helps IBM as well as candidate in attaining success
(Forsat and et. al. 2020).
Retention Strategies
Accomplishment of Monetary Needs To retain talent in competitive market, IBM makes it sure
to satisfy employees monetary needs by paying salary on time at a fixed date and even providing
timely perks and incentives as well which keeps employees motivated and focused to work
effectively and does not bother to leave IBM.
Recruiting correct talent IBM makes sure that correct talent is hired for the position so that work
is performed without complexities(Chaudhari and et. al. 2020). This enhance productivity and
success rate of employee as well. IBM focuses that the needed talent is performing the purpose
which reduces the cost of training and efforts an employee need to settle for position. This
reduces employee's success ratio and organisation's efficiency.
Recruitment Process
Recruitment process of IBM involves planning regarding what skills are needed from candidates
and others. Another step is for developing the strategy as to how candidates will be hired. This
includes deciding the residing location of candidates even(Ciezar-Andersen and King-Shier.
2020). Next step comes of finding the appropriate source of seeking candidates whether internal