Sir request assistance and guidance on completing Analyze HR Strategic Management Case. I have attached my draft copy, need assistance with Current status IBM Talent Management and Critical Analysis to improve IBM Talent Management section.
Please see attached draft paper and assignment guidance.
1). Current Status
What is the current status of IBM's talent management system? Research IBM's website and other sources to assess the effectiveness of the original plan? How has the talent management system evolved? (Accurately describes IBM's current TM system supported with reliable research and citations; compares the current TM system to the 2003 plan. Fully discusses how the system has evolved).
2). Critical Analysis
Based on overall case analysis, identify two recommendations to improve IBM's talent management system. Be sure to clearly link your recommendations to your SWOT analysis. (Consistently employs critical analysis; effectively researches, synthesizes and integrates data to draw valid conclusions and presents 2 recommendations that re clearly linked to the SWOT analysis)
1) Current Status of IBM's talent management system:
In 2003, IBM invited its employees to engage in an open discussion on values on the global intranet. At that time there were 319,000 employees. Several employees offered comments many of which were difficult for IBM management. It was decided that the IBM's stock price must increase by 10% before IBM's 300 senior executives benefit from their employee stock options. Further, it was decided that that executives must invest from their own funds in IBM shares before they can buy stock under IBM's executive stock option plan. Even thought the IBM code was restrictive, in 2003 a lower court ruled that IBM's revised pension plan discriminated against older employees. IBM appealed the case but to limit its exposure it agreed to pay $320 million. IBM lost on appeal and ha to pay an additional $1.4 billion (3). Further, there was a dispute under the US Department of Labor's Fair Labor Standards Act in which employees in the US were classified exempt or non exempt. The non exempt employees had to be paid one and half times their salary for working more than 40 hours during a week. In 2007, IBM reclassified many thousand mechanical employees from non-exempt to exempt status which eliminated the need for paying them for overtime work (2).
The current talent management system at IBM is marked with a culture that is affected by work from anywhere norm, the frequent restructuring/layoffs, and relocations, and mentoring. The positive aspect of the culture is an open door policy and mntoring at all levels. IBM has resisted labor union organization. However, ...
The response provides you a structured explanation of current status and critical analysis of IBM HR strategic management. It also gives you the relevant references.