Talent management To achieve a balance between talent supply and demand, IBM often redeployed its workforce. The internal redeployment process was designed to minimize loss of productivity of skilled employees

1. Talent management practices of
Corporates
Rashmika Lankala
2002032
PGDM-M

2. About IBM
International Business Machines Corporation (IBM) is an
American multinational corporation headquartered in New York , with
operations in over 171 countries. The company began in 1911, founded
in New York by trust businessman Charles Ranlett Flint , as the Computing-
Tabulating-Recording Company (CTR) and was renamed "International
Business Machines" in 1924. IBM is incorporated in New York.
IBM produces and sells computer hardware , middle wear and software ,
and provides hosting and consulting services in areas ranging
from mainframe computers to nanotechnology IBM is also a major research
organization.
IBM is also a major research organization, holding the record for most
annual U.S. patents generated by a business (as of 2020) for 28 consecutive
years

3. Talent management practices of Corporates
Talent Management
To achieve a balance between talent supply and demand, IBM often redeployed its workforce. The internal
redeployment process was designed to minimize loss of productivity of skilled employees.
Each of IBM's business units had its own resource board that reviewed and approved external job postings on
a regular basis. In case the company had employees with skills matching the criteria, they were redeployed on
the new job instead of recruitment being done externally.
IBM is also a major research organization, holding the record for most annual U.S. patents generated by a
business (as of 2020) for 28 consecutive years

4. 1. Planning
• Planning aligns your talent management model in line with the overall goals of your
organization. In addition, it assesses current employees to see what is working well for the
company.
• IBM Planning Analytics is a fast, flexible and complete workforce planning and analytics solution.
• IBM plans to recruits employees who are daring, hard-working and have an urge to learn and
excel. They look forward to employees who can add value to themselves as well to the
organization at large. Annual intake. It varies according to the business needs. The approximate
figures are around 67 freshers recruited every year and 7-8 laterals.
2. Attracting
• The right strategy will attract just the kind of workers you want at your business. Such hires will be
driven, skilled, and seeking to advance within the company. Attracting talent is all about branding
your company as an employer.
• Selective targeting strategy is used by IBM to make the product and services available to their
clients as per their requirement.
• IBM’s talent acquisition services help improve experiences and generate more predictable
outcomes. IBM co-creates personas and designs optimal experiences, then uses your data and
objectives to segment hiring

5. 3. Training and Development
• IBM exclusive program where every employee is required to complete 40 hours of training
within a week. This program can be undertaken any time within a year of joining. It affects
the rating of an employee if missed. The essence of this training program is “Restlessly
Reinvent Yourself”.
• IBM sends you a welcome letter and questionnaire for on boarding process. IBM grants you
access to the service or protocol.
• Depicts several aspects of overall job performance, including Job Timing, Record
Throughput, CPU Utilization, and Memory Utilization.
4. Retaining
• Through training and other types of engagement, employees have the chance to create a
career without leaving the company.
• Nearly 68% of the employees prefer the company because of career growth opportunities it
provides, 60% for salary, 76% for work-life balance and 70% for the work culture it has.
• The majority of IBM employees are satisfied with their work life balance and do not feel
burnt out.

6. 5. Transitioning
After hiring and developing their skills, you need to plan for employees’ transitions.
IBM aim at this stage is to keep their knowledge within the company. This is called knowledge
management.
IBM plan in place to promote employees or move them to another role, department, or office. If a
worker does decide to leave, you need to know why.