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DIVERSITY AND TALENT MANAGEMENT PRACTICES AT IBM Presented by: Apoorva Dhingra Niyati jain Tanushree banerjee Sahil goel Rahul jindal Free Powerpoint Templates Page 2 .
IBM actively encouraged recruiting people from various social and cultural backgrounds irrespective of their age. IBM manages its interior structure of work force and labor managing of different culture in order to improve the efficiency of the Organization as well as its performance . It was appreciated for recruiting and retaining the best talent across the world. IBM had developed a talent marketplace to effectively manage its workforce. the leading IT Company in the world. Free Powerpoint Templates Page 3 .INTRODUCTION The case examines the diversity and talent management practices of the USbased IBM. In the same year. sex or physical status. IBM figured in the Fortune magazine's list of "America's Most Admired Companies" in the year 2004. The marketplace supported employees to find the most suitable job across different organizational units within the company.
Watson Sr.HISTORY OF IBM 1924-Computing-Tabulating-Recording Company (CTR) which was formed in 1911 by the merger of 3 companies. popularly known as IBM. Michael Supa. 1952-Watson Sr. 1932-An Education department was formed to provide training and educational programs to employees and customers.’s son became the President of IBM. 1943-The United Negro College Fund was conceptualized. namely. 1942-IBM launched a program to train and employ disabled people. Free Powerpoint Templates Page 4 . a blind psychologist helped the company to recruit 181 disabled people in next one year. Computing Sales Company and the Tabulating Machine Company was renamed to International Business Machine Corporation. International Recording Company. The first president was J.
1980’s-Company recruited more than 10.000 women. became the CEO of IBM after Watson Sr. 1966-IBM announced a family medical plan for the employees. EEO became the integral part of IBM. Free Powerpoint Templates Page 5 . Recognized as “Employer of the Year” in 1988. In the late 80’s more than 12. John F. Gerstner became the chairman and CEO of IBM. 1956-Watson Jr.000 employees were redeployed and early retirement incentive was introduced. Akers became the new CEO. 1970’s-T. IBM formed a well structured career development plan for minorities and woman. Launched a special care program to support employees who had handicapped children. Vincent Learson became the new CEO. Died 1961-IBM came out with non – discrimination policy. 1993-Louis V.
Workforce diversity at IBM Diversity calendar was maintained where important days for different communities were listed. Floating Cultural Holiday Policy was issued that offered an option of trading official public holidays for a day that was of cultural significance to the employee. diversity network groups & diversity councils Free Powerpoint Templates Page 6 . IBM actively promoted diversity through its diversity task forces.
– Each group scrutinized the work environment & company policies according to interests of their groups Free Powerpoint Templates Page 7 .• Diversity Task Forces – Executives which were commissioned: Asian. Men. Black. Hispanic. – Purpose: to increase the market for IBM’s products & services by reaching a diverse & wide range of customers. People with Disabilities & women. Native American.
career development & community service. networking. • Diversity Network groups: voluntarily by employees – Promoted internal networking. mentoring & coaching.– To make group feel more valued members introspect on issues such as further improvement in work environment etc. – Forming teams. performing community tasks. planning etc Free Powerpoint Templates Page 8 .
• Diversity Councils – Region specific & headed by the top management. – Awards were also given to employees who succeeded in it Free Powerpoint Templates Page 9 . – Objective: to increase employee awareness & management sensitivity towards diversity. – Promoted diversity through mentoring. – Roundtables meetings were arranged to generate practical ideas to promote diversity. education & diversity recruiting programs.
– Designed to educate managers on various issues of diversity. cultural gap & impact of cultural bias in business Free Powerpoint Templates Page 10 . quick views & learning clusters. – Consisted of interactive learning modules & self assessment tools etc.– Managers assigned business in other countries provided with intra based data resources. – Shades of Blue: online learning & a two day workshop – structured for managers to understand behaviors & communication styles of a particular culture. Ex.
Accessibility 3. AAT comprises of manager.Accommodation 2. medical professional and human resource professional. Free Powerpoint Templates Page 11 .Lift 3 major areas considered to facilitate the employees with disabilities were: 1.Attitude It is handled by Accommodation Assessment Team.Recruiting people with disabilities Programs conducted by IBM to recruit people with disabilities: 1.Project Able 3.Entry Point 2.
Teams should be flexible in balancing their working and personal needs. Program must have a positive impact on all employees involved. Quality is given more importance than quantity. Two prerequisites for the program – ongoing performance and contribution.WORK/LIFE BALANCE Work/life balance program is based on following principles: Employees must take the responsibility for their own work/life balance needs . Free Powerpoint Templates Page 12 . Each employee must be treated as an individual. Achieving work/life balance is hard work and ongoing.
Measures to implement Work/Life principles: Job sharing policy .These were company-wide workshop for managers that trained them to assist individual employees and teams to achieve their professional as well as personal goals. and offered practical solutions to achieve work or life balance. continue their studies and for health and well being. Get balanced . It was observed that people voluntarily opted for part time jobs for number of reasons such as care for family members. Templates Page 13 .An option of part-time work to the employees. Part time work policy . company would be able to meet its business need at the same time . People oriented Job Redesign – This was an online based tool used by Free Powerpoint managers to identify non-value adding work. Men at work .It involved a two-day workshop dealing with basic issues regarding a person’s work & family life. This policy helped the employees to work simultaneously on a particular job by working part time.To create a flexible working arrangement so that the employees would be able to meet their personal commitments while.
They will have the same treatment .IBM’s management provided women-friendly facilities to cater the different needs of it’s women employees. IBM started recruiting women professional well before the Equal Pay act 1963. and the same opportunities for advancement . the same responsibilities . Free Powerpoint Templates Page 14 .Watson Sr in 1935 stated that “Men and women will do the same kind of work for equal pay.
IBM developed a talent marketplace to support employees to find the most suitable job across different organizational units within the company. -In 2005. The internal redeployment process was designed to minimize the loss of productivity of skilled employees. Free Powerpoint Templates Page 15 . the Human Capital Management team at IBM developed a talent management model covering both micro and macro levels. -IBM talent practices were not restricted to internal recruitment. -In 2004. It also involved effective management of skilled people and utilizing them properly to attain a competitive advantage.Talent management -To achieve a balance between talent supply and demand. IBM often redeployed its workforce.
The workforce helped in generating wide variety of thoughts and ideas that the company considered important for its success. -The success stories of IBM led to an enhanced goodwill to its stakeholders. Free Powerpoint Templates Page 16 .Road ahead -The employees of IBM being from different social and cultural strata helped the company expand its market by obtaining business from small and medium sized enterprises. which led to a good growth and promotion to the company. -Various internal studies conducted by IBM showed that a diverse workforce led to increased employee retention and productivity. -IBM benefited from its diversified policy.
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