Human Resource Change management

* IBM Strategy & Transformation

Company Background

*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