Talent Management

TALENT MANAGEMENT
GROUP NO. 9
Presented to Presented by
Ms. Sanyukta Jolly Neha Nagpal
Ravi Dahiya
Rishabh Verma
Shaveta Gupta
Tripti Gupta
Vishal Arora
Yogendra P. Singh
International Business Machines
Corporation
 Type Public
 Industry Computer hardware

Computer software
Consultantcy
 ITES (IBM DAKSH)
IT service management
 Founded 1911
 Organization Structure Matrix
 Headquarters Armonk, New York, U.S.


 Area served Worldwide
OVERVIEW CONTD……
 Key people Samuel J. Palmisano
 (Chairman, President and CEO)

Mark Loughridge (SVP and CFO)
 Products Punched Cards, Mainframe

 and Mini computers, software
 Employees 399,409 (2009)


WEBSITE IBM.com
What Talent Management mean to IBM
 Cultivate a highly qualified, loyal workforce
within your organization and provide insights
to drive company performance
 How IBM is using the practices to manage
talent
• Recruiting Capable Individuals
• Identifying Talent
• Developing Talent
• Retaining Talent
MATRIX ORGANIZATION
Sectors
Services Financial Services Public Sector Different Industry
Human Capital RDM/RCM RDM/RCM RDM/RCM

Management
Oracle
COMPETENCY MAPPING/MANAGEMENT
WORK FORCE PLANNING/MANPOWER PLANNING-
Intersection area specifies the job identificationon
specification
Description along with required skill sets
IDENTIFYING TALENT
WHAT IS YOUR RECRUITING RESOURCING STRATEGY
 On the basis of job  Process for selection
description
 Resume Selection
 Interview
 Lateral Hiring (off campus  Feedback form(for HR)
 Technical Skill Sets
hiring)
 Behavioral Skill Sets
 Graduate Hiring
 Functional skill sets
 Contractors  Communication Skills
 Internal Referrals  PDM round
 Salary Negotiate
 Compensation
 Benefits
 Offer Letter
Do you think your company is
environmental friendly
 Onboarding Methodology
• Induction and Orientation

• People Manager Interaction
• Business Conduct Guidelines
• Essential Training
•
 Career Management
 Professional Development Tool(for skill sets assessed by
Manager)
 360 Degree Feedback
Once recognizing the talent is it important to
develop as well
 Training- on job Training
• Shadow Working
• Training Related to Technology
• Domain specific Training
• Training related to New areas
• LVC (Live Virtual Classes)
• Outdoor training (Conferences)
What role of performance management plays
 Succession Planning
• Promotion Cycle
 Role Change
 Band Progression Cycle tightly coupled to annual
Performance process
Do you think environmental friendliness and
developing talenthelps you in retaining talent
 Definitely the combination is deadly , as

already mentioned above about onboarding
methodology and training assisted by our
people . Developing talent assures an
individual that we are taking care of their
growth perspectives . Thus psychological
satisfaction plays a great role over here
What was your attrition rate during recession
 Well being lucky in this that attrition rate was
not there and if it was negligible and this is the
only public company which stands so far about
70 years even in adverse circumstances .
How do you retain the talented employees
 Employee Referral Award
 Salary hike based on your performance
 Retention Policy
• Monetary Approach
• Onsite opportunity
 Succession Planning
 Worklife balance
 Bravo Rewards
 Departmental
 Employee Awards
 Compensation
 It is a ongoing performance based process and
Industry Standard Rationalisation
• Variable Compensation
 Performance Award
 PBC (personal Business Commitment)
 Biannual
 Goals achieved based on Roles and Band
 Ratings 1/ 2+/ 2/ 3/ 4
• GDP (Growth Driven Profit) YOY Basis
 Organizational and Performance Based
 Benefits
• Medical Insurance
• Gym Facilities
• Leaves
• Flexibility work from home
• Work life Balance
• Females are not allowed for night shifts
• Transportation
• Education Loans
Do you think retaining the talent increases the
effectiveness of your organization
 Line fuction of HR plays a very important
role over here
 Ibm has people manager for every employee
and this acts as HR who aligned the people
with the organization goals
Why Talent Management is Required
 IBM is Knowledge Based Industry therefore
it is people driven industry.
 To place the right people at right job and also
meeting the aspirations of people is a difficult
task.
 To manage multiple requirements of multiple
people with preferred experience and right skill
sets it is therefore required.
Recommendations
 Salary structure needs to be revised
 Even though the company has employee
friendly policies but it can be
 implemented only on manager discretion
 Effective Transparent policies are required.
 Non monetary benefits must be introduced
 THANK YOU

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TALENT MANAGEMENT

 Industry Computer hardware

 Organization Structure Matrix

 Headquarters Armonk, New York, U.S.

Mark Loughridge (SVP and CFO)

 Products Punched Cards, Mainframe

 Employees 399,409 (2009)

Services Financial Services Public Sector Different Industry

Human Capital RDM/RCM RDM/RCM RDM/RCM

 On the basis of job  Process for selection

• Induction and Orientation

 Definitely the combination is deadly , as

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