HR Management of IBM and Its Inspration for China

IBM(International BusinessMachines Corporation) is a big corporation with about 400 thousand middle-managers and 520 billion assets. Its annual sales are more than 50 billion dollars and annual prifits are more than 7 billion dollors. It is one of the best cororations in business and management in the world. China's economy is in a period of

rapid development, but there are many deficiencies in it, The HR management model of IBM has a huge reference for development of China's economic.

IBM Human Resources Management Strategy

A. Philosophy of HR management

1. IBM regards staff as the company's most important asset; \"Respect for the

individual\" by the company regarded as the highest creed. 2. Stressed the \"Team of outstanding talents is base of success\".

3. The process of each employee to realize their life values also is the process of

development of Company.

B. measurement criteria of talent

1. Have ability of logical analysis and continuous learning. High-tech industry,

product upgrading is very fast, if employees can not learn in time, will be eliminated out of date.

2. Have resilience to adapt to the environment.

3. Emphasis on team spirit. Regardless of manufacturing, sales or service, require

individual team player. 4. Have innovative capacity.

In IBM's recruitment advertisements, there is a very disturbing words: \"Vacancies at IBM don't remain unfulfilled for long\" if this is an encouraging people, meaning that IBM will not always be available position. Recruitment in progress throughout the year, IBM will receive one year of Chinese companies cover more than 7,000 books were, into one of IBM's but only 1%, which is a very high rate of elimination. IBM usually through job fairs, newspaper recruiting, online recruiting, campus recruiting and other ways to find talent, will and cooperation of several executive search firm,

recruiting senior management personnel and technical personnel, customers and internal staff recommendation to introduce ourselves become An important way. IBM Human Resources candidates have a special database, all candidates of the data stored in the library year after year, candidates for IBM, is a newcomer, because everyone will go to improve themselves. After a written test, interview, physical examination all the customs examination, the candidates receiving the acceptance letter, however, from the real IBM people, only the first step in the Long March.

C. Training of staff

Training of staff is an investment in itself, it is not paid commission, nor is routine. Employees into the company three months, mainly on the company's organization department, management ideas, management philosophy, corporate culture, management and marketing staff on the work process analysis, it would be on the quality of management, negotiation skills in-depth training, the main With on-site training and classroom instruction combination of teaching methods. Participants use a certain time and marketing personnel with access to the user, to get experience of practical work.

A user to determine the ability of a salesperson, only from his knowledge of how to express their ability to identify their level of self-expression is a business community of the world, salespeople must be prepared to adapt to the world. At the same time, the product characteristics, performance and the possible benefits to the clear instructions and learning, students learn the skills to ask and listen, and how to achieve goals and to seek orders and so on. The contents of key areas to evaluate and measure the trainees.

D. Incentives for scientific and technical personnel

To inspire the desire of innovation, and promote the process of innovation . IBM adopted a series of ingenious system of incentives for innovators. The system provides: innovative success stories of those who not only awarded the \"IBM membership\material support necessary to provide it with sufficient time and Funds for innovation activities. This is great innovator who is not only a strong promoter is one of the most economical means of innovation and investment, which allows innovators to obtain the physical form of autonomy, it include:

1. The right to choose their own right to pursue the idea. How a person is not

enough time and money to pursue their own ideas, he can not freely choose how to act, the company must wait for approval;

2. The right to make mistakes. Not have their own funds, a person for his mistakes

will be responsible to others, with their own funds, he shall not only responsible for their own;

3. The right to put the wealth brought by the success into future investment;

4. The right to gain benefit through their own hard work

Such a policy can serve several, it makes the pursuit of successful innovation and the psychological are met, is also an economic incentive, it can also be used to retain talent and encourage them for the company's investment will be repaid.

E. Performance Management

In performance management, IBM used a rating method of three level \"called the \"personal business commitmentshat is apart from the year-end performance evaluation by managers, staff may find another six colleagues by himself, they will evaluate him in an anonymous way(360-degree feedback). Third level means he did not reach business commitments, he could be sentenced to six months stay in the company to view, and he must work harder to complete performance; Second level representatives he achieve his goals; The man get first level will be called \"Water Flying\" represents the highest achievements. Employee performance plans is based on the annual goals established by himself in the following three areas:

1. Win obliqatorily, members should grab at any chance of success to a strong will

strive to complete. Market share is the most important performance evaluation and other considerations.

2. Implementation, do not just sit and preach, must stand up and do it.

3. Team, no conflict between different units,can not make customers to be puzzled.

in front of customers.

The performance appraisal is important for general members. And for manaders, it will established another system according to employee opinion survey, senior management interviews, feedback from the opened policy.

Inspiration for China

Some problem need to be faced

The quality of people is the most dynamic intangible assets, it is variable.How companies make people with different ideas to be a whole with unified corporate values and high morale, this is the real problem Chinese enterprises need to face. Specifically, Chinese enterprises need to consider three questions:

1. The development of human resources management from personnel management

to human resources management, to human capital management. The problem is how to get from personnel management to human resource management changes. He warned that many human resource management or transactional work, not the human resources management with the particular stage of development of enterprises and the sector development, human resource development, etc.

together.

2. Human resources costs. How to be as human capital to manage, how to value the

human resources within the company improved significantly.

3. In China, there was no work, no one has work to do. IBM in China, has about

6,000 employees, but the company's development has continued, there are a lot of internal work is not enough manpower to do it. In fact, business training staff, to meet the job requirements and the needs of business between the actual gap is still there.

4. How to solve the acquisition of overseas companies in China after the company's

human resources. A manager of domestic to overseas work of the new company, often find their commonality in two places. First, to establish a standard and platform.

How to inprove HR management of China

1. Improving human capital management information ability, realize real-time

performance evaluation system. Many organizations in the performance

evaluation tache easily formalism, therefore, should make clear the company's business objectives, develop their own business analysis method, allowing

employees to know how to use, where, and understanding for current and future business requirements, make the staff was able to assess performance and improve performance according to the evaluation.

2. The strategy implementation of construction, make the talent pool with sufficient

flexibility, able to business opportunities and CEO response rapidly the development planning, training and introduce talents.

3. Ensure to other investment by the same approach to evaluating human capital

investment effect, and should be active often to adapt to change plans rapidly changing skills needs. IBM's research found that most of the enterprise, the human resources of performance and human resource employees pay no closely linked.

4. Implement will talents stay within the organization strategy. IBM, the key is to

retain keep advantage core talents.

5. Ensure key personnel assessment standards and mission, goals and executives of

the reward system, and combined with the enterprise strategy to remain consistent.

6. Understanding different region differences of human capital, adjust measures to

local conditions design work human capital management plan.

References:

1.\"IBM's human resources management in China\" Zhang Guangpei

2.\"Business Career Development and Human Resource Management\" Liu Tao. 3.\"The temptation of the blue\" Wang Xiangyong. 4.\"IBM matrix organizational structure\" Zheng Hua. 5.\"Global Human Capital Study 2005\"

6.http://wenku.baidu.com/view/62ccf208581b6bd97f19ea22.html 7.http://www.people.com.cn/GB/news/6056/20011122/611129.html 8.http://tech.sina.com.cn/it/2005-09-05/0924711539.shtml