This paper will look at the application of the strategic human resource management tool in IBM in addressing the issues of diversity, equal employment opportunity, anti-discrimination, and anti-harassment. Since all of these issues are interrelated a single analysis will be conducted to address them…
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• In terms of HR issues, IBM is a strong adherent in maintaining diversity in the workforce which enables it to “uncover new perspectives, tap different knowledge and experience, and generate innovative ideas, suggestions and methods” (IBM Diversity Policy 2008). It also spearheads actions towards equality by giving men and women the same opportunity to excel. Discrimination and harassment are mitigated through the promotion of cultural awareness and acceptance as well as establishing a diverse team of leaders.
• In terms of internal/organizational environment, IBM follows seven global diversity initiatives comprise of global marketplace, advancement of women, diversity of leadership team, cultural awareness/acceptance, integrating the workplace and market place, and work and life balance (Workforce Diversity 2008). It should be stressed that each of these are geared towards removing the barrier in order for employees to have a meaningful career with IBM.
• In terms of external environment, IBM faces the opportunities of business process outsourcing which enables business organization to cut costs by outsourcing their back office processes and focusing on their core competencies. Companies are increasingly making use of technology to train people abroad and align them with business strategies. Motivation is also adopted according to the specific needs of the workforce in a specific country.
According to the research findings, it can, therefore, be said that after the economic downturn is ceasing, many small businesses are now witnessing an increase in their revenues. However, they have a dilemma, which is deciding between using these extra revenues to expand the business and increasing their employee’s salaries.
However, it is to be believed that core competencies or competitive advantages are being achieved through practices very long period. Therefore, the study has considered historical background and long term strategic resouce based benefits of Microsoft Corp in order to understand its actual business position in modern world.
Ideally performance management has to include all aspects associated with producing specific or desired performance; these aspects should include performance appraisal, training and development as well as behavior of employees. Most of the times, performance management includes measurement of performance metrics such as productivity, quality, turn around time, schedule adherence or attendance etc.
IBM offers various services such as hardware, software and technology solution to customers. The company was established by Charles Ranlett Flint in the year 1911. IBM is headquartered at Armonk, New York, U.S.A. In the initial years IBM was founded as CTR or Computing Tabulating Recording Company owing to merger and acquisition of three companies.
This business strategy of the company is referred to as the blue ocean strategy. It entails targeting of customers who have preference over quick service restaurants as opposed to traditional restaurants. Value innovation is what keeps the business strategy from other known management tools.
The cases of two companies, Toyota and Ford, vividly portray that the strategic approach to the human resource management allows these companies to foreshadow coming changes and improve professional skills and knowledge of employees. The main concepts identified are training and performance management system, system of rewards and employee motivation, role and important of HR management and personal development of employees.
The change being planned in the organization will lead to transformation in three major areas: Communication, Commitment and Control. This will lead to change in employee roles and relationships, organizational structure, employee compensation structure as well as the way that employees work.
These challenges include recruitment of new staff and employees, training of existing employees and constant counseling of employees to ensure that they are satisfied with the changes being made in the set up. Another round of HR challenges which needs to be dealt with includes the development of the Human Resource Information management system.
This function deals with issues of staff management, particularly – over hiring, compensation and performance supervision (Goeldner & Ritchie, 2009 p. 89). Other roles of the function include safety wellness, development of the organization, employee motivation, communication, benefits, training and the administration of the functions of the human resources capital available at the organization.
On the other hand the external factors that are facing the university and impacting negatively on its performance are the union unrest and stoppages, economic down turn, completion from the other universities and the legal predicaments raised concerning the foreign
2 Pages(500 words)Case Study
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