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Jan

2012

IBM Focuses HR on Change

"It's rare to find a corporate human resources function that accelerates change by actively finding ways to help drive new strategies. Most HR groups sit back and wait for requests from the business for administrative people transactions. In their role of stewards of policy compliance, they can tend to be a brake on change.

But not at IBM. Its HR function has been instrumental in the $100 billion company's metamorphosis from a floundering computer manufacturer in the 1990s to a prosperous software and consulting services company today. HR has helped the organization absorb more than 125 acquisitions since 2000, and integrate globally, saving $6 billion since 2005."

blogs.hbr.org/...ibm_focuses_hr_on_change.html

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IBM hr change casestudies skills teamwork culture training leadership mentoring enablement analytics brand hrbranding

"We observed that 80% of leadership development is based on work experience. We looked to see what we could do to create a work-related development opportunity.
we took the top people in mature markets and assigned them to help and mentor people in the growth markets. Growth market leaders learn from major markets, and equally important, vice versa."
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- Over the past decade we moved from a multinational organization to a globally integrated enterprise with global standard processes. For example, I have taken 8,000 HR software applications (largely focused on the HR needs of individual IBM country units) down to under 1,000.
- We're starting to expand 'diversity' to also mean 'inclusion' — helping people work together."
- Instead of grabbing available resources and authority, they waited for the boss to tell them what do; they delegated up
- The core of a performance-based culture is more use of analytics. We needed to start in HR by becoming more analytical, using data, defining cause-and-effect relationships, and tying HR activities to business results."
- "We link our external branding to our internal brand,
- IBM encourages employees to use social media — a far cry from the day when no one could communicate externally without prior approval
- IBM is also different because it hires and develops people for the long term at all levels — not just for today's job openings and not just senior management.

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