IBM Report: Analysis of HRM Policies and Employment Contracts

This report provides a comprehensive analysis of IBM's approach to managing its workforce, focusing on human resource management (HRM) policies and various employment contracts. The introduction highlights IBM's global presence, its diverse technological offerings, and its substantial employee base. The report delves into the significance of HRM policies, including training and development, employee engagement, and their alignment with IBM's overall strategy. A key component of the report examines different types of employment contracts prevalent at IBM, such as zero-hour contracts, part-time contracts, and term-time contracts. For each contract type, the report details the advantages and disadvantages for both employees and the company. The analysis considers factors such as flexibility, cost-effectiveness, employee benefits, and potential drawbacks related to employee commitment and administrative complexities. The report also touches upon the management of company grievances and disciplinary issues to enhance productivity and workforce morale. Overall, the report aims to provide insights into how IBM manages its human capital to achieve its business objectives, considering the evolving nature of employment contracts and the importance of employee well-being and engagement.

IBM
(Managing People)

Table of Contents
INTRODUCTION.......................................................................................................................................2
Typical employment contracts has grown in recent years with their advantage and disadvantage..........3
CONCLUSION...........................................................................................................................................6
REFERENCES............................................................................................................................................8

INTRODUCTION
Managing people is a wider concept in every organization and it includes the various
encompasses that shows talent acquisition, Employee retention and optimization of staff
members on the same time provide support for the firm and guidance to the employees within the
working place. This essay report is based on the IBM Company that is one of the largest
American multinational technology company headquartered in Armonk, New York and founded
in 16 june, 1911. There existence in around 177 countries and deals in various technological
items such as computer hardware, software, mainframe computers, giving hosting and consulting
services, middleware etc. in this company there are around 352600 employees who are working
with the organisation to gain their profits and revenues and increase the market growth. This
project shows the balanced related to HRM policies including the reference of training and
development and employee engagement and its relation to HRM strategy. It also includes the
typical employment contracts i.e. zero contract, part-time and term time working with its benefits
and drawbacks. It also involves the managing of company grievance and disciplinary issues to
improve the productivity and workforce morale(Mayo, 2016).
Typical employment contracts has grown in recent years with their advantage and disadvantage
Employment contract defines the responsibilities, duties, rights and condition of an
employment that makes the legal relation between the employee and employer. There are various
types of employment contract that shows the individual status within the company and it also
correctly determines the status of working members within the business firm. With reference of
an IBM, this employment contract helps in showing the employee status within the working
environment. It is very important to understand the condition, power and position of the staff
members so that company can take those benefits and other incentives according to that. There
are different types of employment contracts such as zero hours contracts, part-time employment
contract and the term- time contract that has shown below and grow within the recent years with
their benefits and drawbacks for both employees and employers so that it is easy for the company
which is beneficial in what type of situation. (Psychogios and Prouska, 2019).

Zero hours - It refers to that type of contracts that specify an individual works when it is
required by the employer. It is also called casual contractors in this a manger cannot bound the
employees for fixed working hours. It has to grown in recent years for a person who works in an
organization without any time boundation. It is a common trend that is enhancing day by day
because of this it is also called the gig economy. In context of IBM, this type of employment
contract is very trending for the students when there is work load and for expert’s people when
the company needs to take the important decision which is critical in nature. This type of staff
members are paid under the national minimum wage act on the basis of stand- by time,
downtime and the on-call time. Using this employment contact by the respected company means
to save a lots of money as they are not obligated to give more benefits and they can expand and
contraction the demand of the employees on a quickly basis as per the demand and needs of the
business venture. This type of employees and the members are not getting the benefits related to
medical coverage, survivor health benefit, group life insurance etc. It contains both advantage
and disadvantage for the working people in zero hours and for whom who offers this(McNeill,
2015).
Advantages for employee and employer- The main advantage for IBM employees is
that there is no obligation is set by the organization regarding their working hours in this they
can work according to the task without boundation of the time and at the same time they will get
the same annual leaves as compare to permanent workers that is a greatest trump card for the
employees. For employers of IBM, it help in peak period as they get the workers without
recruiting the candidates that contains lots of amount and time which is very pervious for the
firm at the time of peak period. At this they need to spend more time on completing the task.
Another benefit for the employer is that they get the creative members without spending much
funds and time because in this they hire a experience person or the students who have a great
knowledge regarding the market and the business environment(George and Mallery, 2016).
Disadvantage for employee and employer - It is also an drawback for the employees of
IBM as they get the low income with high pressure of works because they work in a peak period
and they need a job as they are the students or the other person who need the jobs to fulfills are
basic needs. For employer it contains the major disadvantage as they cannot stop the zero hour
workers for working to their competitor firm or for the other employer within the same

organisation because they work as a part time. It creates clashes in the working place and affects
the profits and revenues of the company(Ebbers and et. al., 2016).
Part-time working – It refers to that employment contract which emphasis on the working hours
of an employees and how they handle the overtime in the company. This types of members are
also hold the positions to the full time workers. This type of workers is preventing from the
favorable treatment as compare to the full time workers, because of this companies are more
focusing on hiring the employees under this employment contract law. They generally work for
30 hours per week. In IBM this type of employees are very active as they work with counted
working hours and handle all the extra work. in this they are hire for a customer service, sales
consultant etc. This workers are not considered for promotion because of they work under the
part- time employment contract. When there is peak load a manager of a company can hire a
part-time workers who can handle all the works and helps in earning the higher profits and
revenues so that they also get the high income and enhance their standard of living.(Liu, Ko and
Chapleo, 2017).
Advantage for employee and employer – it is very beneficial for the employees of IBM
as they have more free time and flexible work life balance. This helps in indulge in some other
works it is more suitable for interns who are students and women who manages their
professional and personal life, IBM offers this contract to students and women so that they give
the productive work because they work without tension this helps in reducing the absenteeism
and the tardiness. It is a very flexible type of job for the employees. For employers it gives the
benefits in a way that they hire a candidate on low cost and also without any sick leaves,
vacations and insurance. It also helps in covers the busy schedule in an efficient and effective
way. The another benefit for the employer is that it helps in boosting the morale, commitment of
the staff member due to this they get the productive results to the company like IBM(Daya and
et. al., 2016).
Disadvantage for employee and employer – The major drawback of this contract for
employees of IBM is that they did not receive any benefits like holiday pay, vacations, any type
of insurance and leaves and when they are not working within the organisation they does not get
any pay also. The main disadvantage for employer is that it contains the more cost in
administrative and it also involves high paper work and management as compare to full-time

workers. In this for the managers it is very critical to measure the working hours of the particular
employees and their regular performance of this part-time workers due to this sometimes it gives
the negative results at the time of task completion (Liu, Ko and Chapleo, 2017).
Term-time working – This refers to the arrangement related to the workers particular number of
week in their work. This type of workers is hired for a special type of work and dissolves the
contract when the work has to be done. This type of employment contract can be made for less
than fifty two week in a whole year with holidays. For example if a person work for a 40 hours a
week so that they work for a 200 days according the academic year of the country. In IBM, this
type of workers is assigned some particular task and for a specified time period. This are related
to the top level managers that provides the suggestion to control all the functions so that
departments work with effectively and efficiently and gives the proficiency results so that
company can stay for the long time period and enhance their business unit in all the world. About
all this type of workers all the records and the data can be mentioned by the managers or the
department of the company head. This helps in paying the salary and giving the other benefits or
leaves. It can be manages according to the country policies that a company can follow.(Liu, G.,
Ko, and Chapleo, 2017).
Advantage for employee and employer - the main advantage of term time working
employees of the IBM Company is that they allow cutting their working hours when they
need. It also motivates them to work effectively; it is very trending for those employees
who have parents also. In this they also get benefitted when they work extra as per their
contracts as they get extra pay and salary for this. For employers it is beneficial in a way
that it helps in retaining the employees which reduces the hiring cost and time which is
very important to take decisions on the other significant topics. It also helps in focusing
on the important decisions rather than hiring a candidate for completing the task because
they get on the contact basis which is beneficial for the company. This helps in enhancing
the productivity and gives the effective results to the firm.
Disadvantage for employee and employer - The main drawback for employers is that it
increases the work as they reassign the whole task to employees who are working in the IBM and
at the same time their employees are less committed towards their superior. It negatively affects
the employees income and their benefits this is the disadvantage for the employees. In this a

person cannot take a leave without the proper and authorized permission of the line and top level
managers. In this situation that only take a leave when the manager can permit them. If they take
without permission their salary may be deduct or they may face other consequences as per the
concerned company policies, rules(Arsanjani and et. al., 2015).
CONCLUSION
From the above report it is to be concluded that managing the people within the
organisation is an important task to enhance the profits and market growth within the industry.
This essay suggests the various determinants that help in knowing the different aspects that is
helpful in managing the workforce. It explains the HRM policies that are helpful in fulfilling the
organization needs and increases the performance. It also explains the employment contracts
such as zero hours, part-time and term-time working that creates advantage and disadvantage for
both employee and employers and notice the staff member’s abilities and capabilities of
completing the task and in what time. It also helps in manages and ,maintain the company
manages grievance and disciplinary issues that helps in increasing the morale of the employees
and also enhances the company profits and revenues.

REFERENCES
Books & Journal
Arsanjani, A. and et. al., 2015. Business process management design guide: Using IBM business
process manager. IBM Redbooks.
Daya, S. and et. al., 2016. Microservices from Theory to Practice: Creating Applications in IBM
Bluemix Using the Microservices Approach. IBM Redbooks.
Ebbers, M. and et. al., 2016. Introduction to the New Mainframe: IBM Z/VSE Basics. IBM
Redbooks.
George, D. and Mallery, P., 2016. IBM SPSS statistics 23 step by step: A simple guide and
reference. Routledge.
Liu, G., Ko, W.W. and Chapleo, C., 2017. Managing employee attention and internal
branding. Journal of Business Research. 79. pp.1-11.
Liu, G., Ko, W.W. and Chapleo, C., 2017. Managing employee attention and internal
branding. Journal of Business Research. 79. pp.1-11.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
McNeill, D., 2015. Global firms and smart technologies: IBM and the reduction of
cities. Transactions of the institute of British geographers. 40(4). pp.562-574.
Morris, M., 2017. Managing people and projects in museums: Strategies that work. Rowman &
Littlefield.
Psychogios, A. and Prouska, R., 2019. Managing People in Small and Medium Enterprises in
Turbulent Contexts. Routledge.
Quintero, D. and et. al., 2015. IBM software defined environment. IBM Redbooks.
Wirtz, J. and Jerger, C., 2016. Managing service employees: literature review, expert opinions,
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