A Comprehensive Analysis of IT and HRM Strategies at IBM

This report explores the crucial role of Information Technology (IT) in Human Resource Management (HRM), particularly within IBM. It highlights how IBM leverages IT, including Oracle Cloud, to streamline recruitment processes, enhance employee retention, and foster engagement. The report details IBM's recruitment strategies, emphasizing the importance of hiring candidates with strong business values and specific skill sets. Retention strategies focus on meeting employees' monetary needs through timely compensation and incentives, as well as ensuring that the right talent is placed in the right roles to reduce training costs and improve productivity. Furthermore, the report discusses strategies to improve employee engagement, such as prioritizing physical and mental health through initiatives like the Think Academy and the IBM Health and Safety Management System, and offering career development opportunities through in-house programs and continuous training. The conclusion emphasizes that IT is essential for modern HRM, providing secure data storage and facilitating informed decision-making in talent management and employee care.

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

hiring or from outside ones. After this screening of candidates is performed from the lot of
applications received. Then evaluation is conducted where analyse is performed regarding salary
of recruiters, the cost involved for the work, expenses of administrative works and cost of
outsourced jobs for filling the vacancies. At last the candidate is recruited as employee.
Use of IT in recruitment
This can be understood from Bloom's Taxonomy that strategies can be created and can be
evaluated whether they justify it or not. Then analysation is made in regards to would ideas work
and then those are applied to the strategies and situations . After that results derived is
understood and then they are remembered so that it doesn't repeat same in future.
Strategies to Improve Employee Engagement
In order to improve employee engagement, the process should be continuous instead of
one-time event. It can be ensured by refining or adding survey items, making improved survey
administration and action planning process, using experience from previous survey, etc. and with
the changing demands of the employees their should also be change in the strategies accordingly.
Some of the strategies are discussed below:
Employee Engagement Strategy 1
Prioritizing the physical as well as mental health of the employees
An Initiative taken by the company to improve or enhance the overall well-being of the
employees is a great way to improve the employee engagement. Overall wellbeing will include
all the efforts of the organisation which includes improving physical and mental health,
enhancing the required skills of the employee and help them to learn and grow more. The
technique used by the organisation to use this strategy is learning and growth of employees. In
this technique IBM has adopted an in-house professional development in which employees are
allowed to undertake the external education programs and also in-house lessons. This is
commonly known as Think Academy (Kolomitro, Kenny and Sheffield, 2020). This academy
sets a great example of technology applied to transform the corporate learning by using Massive,
Open, Online Courses (MOOCs). For the physical health of the employees IBM implemented a
IBM's Health and Safety Management System which is a global centralized system that is
connected to the company's occupational medicine, safety, wellness, etc. and covers all

prospective IBM businesses all over the worldwide. By using these techniques IBM is able to use
the strategy and improve employee engagement in the organisation.
Employee Engagement Strategy 2
Offering Career Opportunities and Professional Development
Providing a route to growth to employees will encourage engagement of employees and
will help the organisation to retain top talent. Contributing to the growth of the employees shows
that the organisation values them and give them feeling of connectivity. Realising the fact the
company appreciate their talent works as a motivating factor for employees. Further, the market
constantly evolve and professional development of employees is important to stay up to date.
IBM uses various techniques in order to develop their employees and give them a path to growth
in career (Norris and O'Toole 2020). Their in-house increment helps them to retain the talent in
organisation and also motivate the employees for further increment. A rapid and continuous
growth with experience helps IBM to improve employee engagement. The time to time training,
workshops, on-the-job development, coaching, conferences, etc. are various factors which led to
the development of the employee and help them, to work professionally in the organisation. IBM
also introduce and design a Triple Benefit Programs for the employees which is highly regarded
as a leadership development opportunity for the employees of IBM.
CONCLUSION
From the above it can be concluded that IT is essential for working of the HRM. With the
increasing size of the organisations data should needs to be stored at a place where it can be safe
to access and IT provides safe and easy access of the data. It also helps to store the data of
employees for the longer period of time and hence played a vital role in HRM. In 21st century,
Human resource management plays a vital role in retaining great talent as data is maintained in
IBM of performance of employees which later helps organisation to judge the performance level
of employees. IT system used by IBM is oracle cloud. For recruitment and retention of
employees in organisation Oracle cloud plays a vital role as it store the resume of desired
candidates and have a data to recruit the candidates whenever needed in organisation. IT system
is also used to take proper care of the benefits provided to the employees according to their
needs. Hence, IT system is used in various ways to recruit new candidates and retaining the
existing talent in organisation. For Human Resource management employees should be engaged

more in the organisation which requires various strategies to be framed by the management to
engage more and more employees. Majorly if management take care of the physical and mental
health of the employees then employees will work with motivation and will engage more
towards their duties. An employees should be provided a route to its growth to retain them in the
organisation it will also help in improvement of employee engagement in the organisation.
Various techniques are used by the management to improve this employee engagement and also
design and implement programmes for the betterment of the employees.

REFRENCES
Books and Journal
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