The International Business Machines (IBM) is a corporation involved in computer technology and information technology activities globally (Gerstner, 2002). The company is among the largest computer companies in the world with a competency based management system that has seen the sustainable growth in the company over the years. This paper discusses IBM’s strategic business goals, economic and labour conditions. It also explains human resources related situations experienced by the organization, the organization itself and offers appropriate recommendations for solving human resources issues as well as achieving the organizational goals.
International Business Machines business goals included according every employee respect in the organization and recognizing their important contributions through employee friendly human resource policies and attractive remunerations. Employee training has therefore been a major business goal in IBM as evidenced by the numerous employee development programs in the company. These activities are aimed at integrating business strategy processes in the computer and information technology through the provision of new business models to create a competitive advantage in the industry. The company goal was to seek innovative ways and business strategies in order to ensure sustainable growth to achieve the organizational objectives while at the same time producing a competent workforce that is highly productive. In addition, the company also sought to provide computer and information technology in a rapidly changing market place and digital world (Gerstner, 2002).
Human resource development is one of the key areas of focus by the corporation through the numerous programs on education and training of IBM employees (Gerstner, 2002). The human resource development activities are aimed at ensuring high performers are developed to assume leadership roles such as management and advance the corporations goals while at the same time meeting the business requirements and competencies that enable the sustainable growth of the organizations. For instance, the company spent a lot of money on employee training in the different employee development programs such as e-learning that created a better training method for the company.
IBM’s e-learning program improved the efficiency in training compared to the traditional methods with numerous benefits evident in the human resource development not only in cost saving but also the provision of more content to the managers and newly recruited employees. The e-learning programs were also implemented in other human resource activities enhancing the overall human resource development aspects in the organization. Different leaders in IBM such as Gerstner have developed new training models for managers in an attempt to address key issues in the company. For instance, IBM being a multinational corporation, training managers across geographical borders requires new ways to ensure diversity is put into consideration; other new methods included digital collaboration issues, managements of remote employees, and provision of limited management time for the training and development. The company’s numerous and innovative employees training programs emphasizes on the continuous and extended learning to equip new and old employees with the necessary skills that are aimed at enhancing the achievement of the company’s goals (Pugh, 2002). On the other hand, training programs such as e-learning have been seen as ineffective training tools for employees despite the major opportunities that may accrue from such a program. IBM therefore ought to consider other human resource development programs that can improver all aspects of the workforce such as employee motivation program among others to promote a workforce that is committed, competent, and motivated that will ensure the business objectives are met while at the same time meeting individual needs of the employees. International Business Machines values employee development and are treated with respect to ensure they feel part of the entire organisation and express their commitment in the organization.
The human resource issues in the International business machines are high employee training costs despite the company’s cost cutting drive in most of the programs. This is an issue that requires the company to conduct a training needs analyses in the company in relation to the company’s goals in order to plan and design a cost effective employee training and development programme that can meet specific business needs and improve employee performance at all levels. Employee training needs must be clearly assessed to reflect the goals of the organization. The IBM’s numerous training programs can only be effective if there exists a match between the training needs and the company’s objectives. This is an important consideration in ensuring the resources utilized in the training programs not only improve the overall employee work output but also improve work efficiency and profitability.
The company’s labour relations include innovative methods of developing a motivated workforce through the different programs that target employee growth and development. The International Business Machine invests in its workforce to ensure every employee feels valued and incorporated in the company’s culture (Pugh, 1995). This has been a key tool in the labour relations that has seen the corporation overcame challenges. Employees are an important asset in any organization and therefore their contributions cannot be overemphasized
In conclusion, IBM is a company that has considerably invested in human resource development in its history to ensure a high skilled workforce, competent, and high performers who can deliver to achieve the business objectives. However, the company has experienced challenges in the different human resource development programs such as high training costs experience despite the benefits that may be achieved. The company’s strategic and business goals are aimed at providing computer and information technology solutions worldwide to meet the rapidly changing needs of consumers in the digital world.