Human Resources Management Assignment 2022

Running Head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Student’s Name
University Name
Student’s Name

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Table of Contents
Assignment 1...................................................................................................................................4
1. Organizational analysis.........................................................................................................4
1.1 company background....................................................................................................4
1.2 Industrial background....................................................................................................4
1.3 Strategic approach.........................................................................................................5
1.4 Human resource practices.............................................................................................6
2. VRIN Analysis......................................................................................................................8
2.1 Value.............................................................................................................................8
2.2 Rarity...........................................................................................................................10
2.3 Imitability....................................................................................................................11
2.4 Organisation................................................................................................................11
3. Environmental analysis.......................................................................................................12
3.1 hard and soft changes in environment.........................................................................12
3.2 Harvard model of change analysis..............................................................................14
3.3 Impact of new major changes......................................................................................17
4. Evaluation of new HR practices............................................................................................19
4.1 life cycle model analysis.............................................................................................19
5. Conclusion.................................................................................................................................20

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Reference List................................................................................................................................22

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Assignment 1
1. Organizational analysis
1.1 company background
The International Business Machines Corporation or IBM is an multinational organisation from
America. The headquarters of the company situated in, Armonk New York and their operations
are speed across 170 countries around the world. The foundation of the company happened in
1911 in the Endicott town of New York. Initially the company appeared in the market as a
computing tabulating recording company and the name was later changed to international
business machines in the year 1924 (Hansen, Güttel and Swart 2019).
The current business operations of IBM include production and sales of computer hardware,
software as well as middleware. The organisation also provides hosting services as well as
consultancy services in several domains including mainframe computers, nanotechnology and so
on. They are also a major Research Organisation that has accumulated maximum number of us
patents held by any IT company as in the year 2019. They have been holding this record for 26
years, consecutively. The inventions done by IBM include automated teller machine, floppy disk
hard disk drive, magnetic strip card, SQL programming language, UPC barcode dynamic
Random Access Memory or DRAM (Thit 2019). As exemplified by the system 360, the IBM
mainframe had been the dominant computing platform from 1950 to 1990.
1.2 Industrial background
IBM is ranked among the largest information technology companies of the world which provides
wide spectrum of hardware, software as well as other service offerings. The continuous

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advancements and discoveries of IT technologies has led to the naming of IBM company as big
blue. Since a considerable period of time the organisation has remained the top supplier of
Mainframe computers and later after finding considerable success in this domain they shifted
their industrial focus from hardware to software as well as services. In the year 2010, IBM head
modified their business mix in order to emphasize on other service fields like cloud based
services as well as cognitive computing. While I am still remains a major player in the IT
industry, they have lost their unique dominance and now enjoys competitive rivalry (Kloeckner
et al. 2018). In the year 2016 18 consecutive quarters of revenue had declined. However, Rapid
organisational changes and HR management strategies implemented by the organisation help
them to support this loss and transition into new technologies as well as new business lines help
them to diversify their business. This is why after a sharp drop in business value in the year
2016, IBM could recover their business significantly in the year 2017 when the revenue
accumulated was $81.7 billion US dollars.
Competitors Map of IBM
1.3 Strategic approach

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The main strategic approach that needs discussion here is the transition of the organization when
they decided to transform their business into software and other services from mainframe
computing. During this transition phase the CEO had observed that analysis of the behavior of
the employees as well as customers of the organization would be necessary for interpretation of
the inherent strength of the company. However in doing so, the company accounted for severe
losses. The huge strategic debate that IBM phased was whether to keep the company on board or
in order to save it from eventual bankruptcy and massive disaster, break it into smaller
organisations with manageable units (Azeem and Yasmin, 2018). Nevertheless, both the former
and the current CEO had favoured not to make the business conversation by dividing it into
various units and considering from the customers perspective, it was also highlight it that we
preferred a one stop shop for all sorts of services. Most of the essential clients of IBM are the big
business forms required several kind of IT services. It would have been impossible for the
smaller companies, had IBM been split, to Cater to the business needs of potential clients.
1.4 Human resource practices
Human resource Strategies and practices are closely associated with the organisational culture.
The sustenance of IBM over hundred years has been accountable to several cultural and
organisational changes that help the organisation to which time the internal and external
pressure. Dramatic technological as well as economic changes were suffered by the organisation
to remain relevant amidst the several IT companies existing today. Nevertheless, as highlighted
by Hull and Nezhad (2016), one of the biggest changes that the organisation went through is not
regarding the computing Technology changed, but it is about the cultural change that IBM had
implemented from time to time. Speaking about the last decade it has been realised that IBM is
realigning their agent practices as well as strategies so that they can substantially change from