The Business Issue To recognize a demand for the development of a global sustainable talent pipeline to compete in the global marketplace Identified constraints with their internal talent pool as a result of rapid growth in emerging market. Solutions Creates a new method for recruitment in order to redesign people, technology and process associated with the end-to-end recruiting process.
The Business Issue To recognize a demand for the development of a global sustainable talent pipeline to compete in the global marketplace Identified constraints with their internal talent pool as a result of rapid growth in emerging market. Solutions Creates a new method for recruitment in order to redesign people, technology and process associated with the end-to-end recruiting process.
The Business Issue To recognize a demand for the development of a global sustainable talent pipeline to compete in the global marketplace Identified constraints with their internal talent pool as a result of rapid growth in emerging market. Solutions Creates a new method for recruitment in order to redesign people, technology and process associated with the end-to-end recruiting process.
*Founded in 1911 *Revenues of $106.91 billion in 2011 *From machine based to technology and consulting *Total employees: 433,362 *Existing in more than 170 countries *Multi-domestic to globally integrated enterprise
What HRM means for IBM? the
connection Making contact with thousands of high quality IBM employees, locally and globally. Collaborative connections Event-driven social connections Access to news, report, briefings Leadership and Diversity at IBM
*IBM considers diversity a business imperative as fundamental as delivering superior technologies in the marketplace *IMB creates a workplace that is no form of discrimination, harassment and full of opportunity for all people *Committed to building a workforce as broad and diversified as its customer in over 170 countries *IBM diversity composed of following three areas: equality, affirmative action, and work/life.
The Business Issue
* To recognize a demand for the development of a global sustainable talent pipeline to compete in the global marketplace * Identified constraints with their internal talent pool as a result of rapid growth in emerging market * Understanding organizational and employee readiness for change * Avoiding resistance and communication strategies * How to select the best talent while rewarding and recognizing their current employees for delivering * How to make these changes sustainable? Solutions
* Creates a new method for recruitment in order to redesign people, technology and process associated with the end-to-end recruiting process * Postponing change for as little as a month to avoid a particularly hectic time of year just for the better preparation for employees in order to increases the success rate of changes * Utilize high performer profile information to target top candidates * Building an effective communication plan with information, dates, challenges, deadlines. * Establishing a support system to exchange ideas with other, and gain an understanding of others
Driving leadership requires focus on the workforce
* Empowering Employees through values -To balance control with openness -Enhance organizational transparency to introduces new opportunities * Creating a vision for change and a strong leadership voice -vision should be clearly highlight: who, what, why, etc. * Cultural intelligence & Adaptability -Accelerated globalization Workforce Assessment How to sustain?
* Gaining high levels of commitment while reducing resistance
* Highlighting accomplishments, communication, and incentive allocation to boost motivation
* Try to create a competitive advantage
Conclusion * The stable, day-to-day operations in HR is always important
* Human resource management need to assessing the company and its readiness effectively for change, make moves to facilitate the change to happen
* Implement change and monitor its progress in order to sustain momentum and decide appropriate timing to institutionalize change in an organization