...Taleo Case Study IBM Taps Taleo to Provide Recruiting Technology for Global Outsourcing Clients In today’s challenging economy, now more than ever, strategic recruiting must adapt to the business cycle. There are fewer requisitions and more candidates clamoring to fill them. And in large global organizations, there are competing challenges as well – multiple ERP systems; regional applicant tracking systems; organizational complexity driven by M&A, divestures and legal compliance. In times like these, many companies simply trim headcount and hope to wait out the storm. IBM sees this as a time to transform talent management for business, clients, and the world. IBM sees a vision of a smarter planet, one that is instrumented, interconnected and intelligent. It is putting this vision into action with solutions such as smarter energy grids, smarter traffic management and a smarter healthcare infrastructure. IBM believes that now— when the going is the toughest— is the time to invest in the future. Why? Because the companies that focus on value, exploit opportunities and act with speed will come out of these tough times the strongest and the most capable of competing and winning in the marketplace. This is precisely why IBM turned to Taleo when it decided to invest in Recruitment Process Outsourcing (RPO) in 2008. In 2004, IBM launched its Human Resource Outsourcing (HRO) practice to enable Fortune 500 clients to make the most of globally integrated workforces and drive better...
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...The Globalization and IHRM of Lenovo ⅠIntroduction Lenovo Group Limited is a Chinese multinational personal technology company that develops, manufactures and markets desktop and notebook computers, workstations, servers, storage drives, IT management software, and other related products and services. Lenovo was incorporated in Hong Kong in 1988 under its previous name, Legend.[1] Lenovo's principal operations are located in Morrisville, North Carolina, Beijing, China and Singapore. (Global Headquarters : The United States Raleigh ( North Carolina Research Triangle Park ) (The main R & D centers: Beijing, China, Japan and Japan, Shanghai, Shenzhen and the United States, North Carolina, Raleigh (Production base and assembly facilities: Beijing, Shanghai, Huiyang and Shenzhen; India's Pontiac Lee (Pondicherry,); Monterrey, Mexico (Monterrey,); the United States Greensboro (in Greensboro); and in the global contract manufacturing and OEM Lenovo is the world's second largest PC maker and markets the ThinkPad line of notebook PCs and ThinkCentre line of desktops. These brands became part of Lenovo's offerings after its 2005 acquisition of IBM's personal computer business. Lenovo also sells the IdeaPad line of notebook computers. Lenovo markets its products directly to consumers, small to medium size businesses, and large enterprises, as well as through online sales, company-owned stores, chain retailers, and major technology distributors and vendors. 1.Joint ventures,...
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...This paper looks at effective strategies for drastic change in organizational culture and examines case studies where this has worked and where it has failed. Keywords: Organizational Culture, Change Management Organizational Change in Modern Corporations – Success Strategies and Failures What is Change Management anyway? “The management of change and development within a business or similar organization”. In other words, it is the systematic approach to dealing with change, both from the perspective of an organization and on the individual level. General Principles of Organizational Change Management It is the leader’s responsibility to manage change. Employees are only responsible for doing their best. Leaders must provide the necessary tools for employees to execute the change they desire. Change should not be enforced on the people (Kotter, 2008). Whenever people are forced to do things without engagement, there will be problems? Workshops can ease this burden and develop a collective understanding to the new polices approach, and its effect on their lives and work. Surveys are another way to minimize distrust amongst staff. The employee’s direct supervisors must facilitate this, not just convey the information to employees. Always involve and agree on support from people within the organization and avoid dictating. Understand where the organization is at the moment. Leaders must have a clear vision of where they want to go, when and why, and the steps to get them...
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...efficient and effective way toward organizational goals. There are four new approaches to organize HR services: 1. Transactional Approach 2. Corporate Approach 3. Embedded Approach 4. Centers of expertise Example of IBM: The senior vice president Randy MacDonald marked on the traditional human resource organization and identified there’s no one team of human resource specialist s focusing on the needs of specific groups of employees.So,he was basically upto a ‘’change’’,a change that call for a goodwill. Now,’’how did he bring change in the organization?’’ -that should be the first concern. Randy MacDonald reorganized IBM’s human resource function by segmenting all employees into three sets :Executive and technical employees,managers and rank and file.He led the separate human resource management teams(consisting of recruitment,training and compensation specialists,for instance) focus on serving the need of each employee segment,where we find tint of the embedded approach though.Furthermore,These specialized teams were to help ensure that employees in each segment get aright the talent,learning and compensation(considering transactional approach) they require to support IBM’s need. Overall,Randy’s ‘’change’’ was actually by providing specialized consultancy service to oraganizational change for the improvement of IBM. In my opinion it was the ‘’Centers of expertise’’ applied on the example stated above. Example of Maruti Suzuki India Ltd. (MSIL) ...
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... In order to ensure organizational success, there are various things to keep in mind. Firstly we need to define the organization strategy. What is an organizational strategy? Kay states that strategy is about the achievement of competitive advantage which, in his view, is based upon an organizational identifying, developing and applying to relevant markets its distinctive capabilities, which are most often derived from the unique character of its relationships with its suppliers, customers or employees.’ The strategy would include aspects such as cost minimization which would involve optimum utilization of resources at minimum possible cost, this a traditional approach, on the other hand an organization could adopt profit maximization strategy which would involve taking risks and thus a more unconventional approach. Typically once the strategy is prepared the focus is on accomplishing these objectives. But how can this be done? Do you remember the first day at work? It’s a mixed feeling of nervousness and excitement. You get all geared up to commence our first assignment and go to the managers cabin and get all the required details of the assignment. But what is the most crucial thing in order to ensure successful accomplishment of the assignment? Alignment of Manager’s understanding of the assignment along with yours. This is essential because unless you don’t understand the manager’s point of view of the assignment and what he is trying to say you will be unable to fulfill...
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...IBM’s International Assignment in India ------------------------------------------------- Executive Summary Despite years of war and economic setbacks, India has emerged as one of the world’s most promising emerging markets. Many international firms have sought to gain a foothold in India for two reasons. One reason is to target a massive market with the fourth largest purchasing power in the world, and another is to utilize a seemingly abundant supply of low cost yet skilled English speaking labor. IBM is one of these companies and has seen great success in India in the past decades. IBM’s Indian subsidiary now earns 30% of the company’s total revenue, but recent changes in both India and IBM present a new set of challenges for the company’s continued presence in India. This paper seeks to identify these challenges and offer potential solutions to how IBM can continue to grow their highly profitable operations in India. Vivek Sahay Roni Sims Hank Scurry Nidhi Prakash Spoorthi Purumala India Overview With the world’s fourth largest GDP in purchasing power parity and second largest population base, India has been a popular market in the past two decades, particularly in the IT sector. The country has undergone a lot of growth in the past century. After becoming independent from British rule in 1947, the subcontinent underwent a period of violence, including two wars with Pakistan and one with China. The last war ended in 1971; however, tensions with both the countries remain...
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...unspoken assumptions. Chris Hendry (1995) in his book Human Resources Management asks us to examine organisational culture in distinct sub categories. Hendry states that organisational cultures are never fully aligned, intrinsically complex and contain multidimensional subcultures. He believes that in identifying how these cultures behave an organisation can gain both a positive and a negative understanding on the effect the culture has on the staff and the work place. In order to provide a reasoned analysis of what is good and what is detrimental to the organisation of Apple this paper will use the principles of Hendry and look at individual aspects of the Apple culture in particular relation to Communication & Trust, leadership, recruitment and performance reviews. Communication & Trust Despite high competition Apple has been successful in developing a culture that is flexible and robust to meet the demands of a turbulent demanding market. The leaders within Apple have developed over the years a culture that is person centred with employees empowered to express themselves and make decisions. Many believe that this has been a key contributor to the success of Apple. It is believed that the flatter the hierarchical structure the better it is to communicate. Therefore it would be assumed that communication within Apple is a shining example of best practice particularly as Steven Jobs has worked hard to remove...
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...ASTD Sales Training Drivers | 1 © 2010 by the American Society for Training & Development (ASTD) All rights reserved. Printed in the United States of America. No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, please contact ASTD, 1640 King Street, Box 1443, Alexandria, VA 22313-1443 (telephone: 703.683.8100, fax: 703.683.9203). Print edition ISBN: 978-1-56286-750-8 PDF e-book edition ISBN: 978-1-60728-862-6 Publisher: ASTD Press Writer: Jennifer J. Salopek Editor: Victoria DeVaux ABOUT ASTD ASTD (the American Society for Training & Development) is the world’s largest professional association dedicated to the training and development field. In more than 100 countries, ASTD’s members work in organizations of all sizes, in the private and public sectors, as independent consultants, and as suppliers. Members connect locally in 130 U.S. chapters and with 30 international partners. ASTD started in 1943 and in recent years has widened the profession’s focus to align learning and performance to organizational results, and is a sought-after voice on critical public policy issues. For more information, visit www.astd.org. The...
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... important to look at diversity at a national level, as the predominant diversity issues in each country are different (Shen et al., 2009). E.g while racial equality appears to be the predominant issue in the USA, multiculturalism has always been the most important dimension of diversity in Western countries, including the EU nations, Aus and NZ. * Similarly, while religion and ethnicity separate people in India, household status (hukou) differentiates off-farm migrants from urbanities in China. * In response to the growing diversity in the WF around the world, many companies have instituted specific policies/programs to enhance recruitment, inclusion, promotion and retention of disadvantaged groups * DM has historically been used to provide a legally defensible position against charges of discrimination (free-standing approach to managing diversity (Dass and Parker, 1999) – in line with EEO and AA that emerged from the civil rights movement in the USA in the 1960s * DM is a movement away from traditional EEO policies, rather than being driven by legislation, driven by the business case * In addition,...
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...Background: The topic of selecting an Enterprise Resource Planning (ERP) Recruitment Solution vs. a Best in Breed (BoB) Talent Acquisition Solution is very common these days, especially as companies look to reduce costs, while competing and ultimately winning the “War for Talent”. The purpose of this document is to compare and contrast the benefits of each approach, using examples and quotes from individuals who have experienced both types of implementations and finally, to offer thoughts and questions that must be considered when making this decision. Best of Breed Talent Acquisition ERP Recruitment Solution Pros Cons Pros Cons Historically better functionality, more comprehensively meeting business requirements, configurability, and compliance Lesser functionality; playing “catch up” to BoB vendors (some ERP products still have no Career Hosting functionality, are not available as an ASP, offer no Job Agent technology, candidate prescreening, etc.) Requires interfaces to disparate HR systems/components Integration with HR/Payroll components, e.g. eferral payment processing integrated with payroll, on-boarding, etc Integration points & functionality still required for background checking, job posting services, assessment services, tax credit services, etc. Vendor focus & expertise. Dedicated resources to evolving the product. Dealing with a single vendor. Talent Acquisition not focus of development resources and R&D investment Implementation/updates/upgrades...
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... Service Offerings: Lotus Technologies offers the following services HR Management Services: 1. Need Assessment and Requirement Finalization 2. Policy Design and Implementation 3. Fulfillment of Legal Obligations a. Registrations with Government Entities b. Monthly / Annual Filing of ESI / PF etc. 4. Recruitment Services a. Preliminary Screening and Profiling b. Technical Screening c. Contract Staffing d. One-Time Recruitment Technology We could assist you in your recruitment needs in any or all the following areas • ERP, CRM & HRMS - SAP, Oracle Apps, BAAN, etc. • Internet and web based application skills (Java / Microsoft Technologies) • Telecom Software and VLSI Design • Systems, Network and Database Management • System software and internals, Client - Server applications. • Consulting, Marketing, Human Resource and Finance Professionals • IBM Mainframes and AS-400 platforms Team: We are a professional HR consulting company with experience in offering professional recruitment services to our clients. Aiming & focusing on the current market trend we also provide better career opportunities to grow and build a strong career....
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...HUMAN RESOURCES IN IBM The men and women around the world employed by International Business Machines have always been its paramount priority. For example, IBM’s founder, Thomas J. Watson, told employees in October 1926: “They say a man is known for the company he keeps. We say in our business that a company is known by the men it keeps.” The value placed on IBM employees was codified in one of IBM’s three fundamental principles. In 1969, IBM Chairman Thomas J. Watson, Jr., wrote to his management team: “Our basic belief is respect for the individual, for his rights and dignity. It follows from this principle that IBM should: help each employee to develop his potential and make the best use of his abilities; pay and promote on merit; and maintain two-way communications between manager and employee, with an opportunity for a fair hearing and equitable settlement of disagreements.” IBM managers historically have devoted more time to their people than to the company’s products or anything else. As Tom Watson said in 1957: “There are many things I would like IBM to be known for, but no matter how big we become, I want this company to be known as the company which has the greatest respect for the individual.” Over the years, IBM has implemented a number of innovative programs, policies and practices that demonstrate and sustain respect for its employees. Among them are the “Open Door” policy, the Speak Up! program, comprehensive employee opinion surveys, and effective...
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...An organization that learns does not automatically mean that it is a learning organization Introduction With the advance of economy, the competitions between enterprises are increasingly fierce. The research about organizational learning (OL) can be traced back to 1970s, Argyris and Schön gave a definition that diagnoses and corrects the mistake of organizations. Later, Huber (1991) published one of the most superior views about OL that during the processing of information, if the organizations’ potential behavior is changed, organizational learning has been generated in this process. Until Senge published his book named “THE FIFTH DISCIPLINE-The art & Practice of the learning organization” in 1990, the research of organizational learning enters to the climax. Basic meaning of the learning organization is that an organization is continuous expending to create its future and it has been aimed to growth the ‘knowledge intensity’ of enterprises (Senge, 1990). However, whether in theory or practice in enterprises, learning organization and organizational learning are extremely easy to confuse the two concepts. Generally, many people believe that organizational learning and learning organization are two interchangeable concepts; but from the academic point of view, the two thoughts closely related while having qualitative difference. Just like the title says, a learning organization is not an organization, which can learn. This article will start from...
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...tools such as farming (plow, plant hoes, and water). However, it took from 4000 to 5000 years after, human began to have real knowledge, be aware to the objective law and entered a new era of the industrial era, the era of the great technical innovations. Due to grasp the objective law, science thrives, especially in the late 19th to early 20th century. More new branches appear as quantum research, nuclear, aerospace, ocean … However, it slowly moves since the 2nd world war, the scientific and technologic achievements were used in military purposes. After the war ends, the world has condition to change scientific achievements into technology. In 80s and 90s of 19th century, technology was developed with remarkable speed. Such as: The first IBM-PC invented (1981), The CD-ROM invented (1984), The first patent for a genetically engineered animal is issued to Harvard University researchers Philip Leder and Timothy Stewart (1988), Windows program invented by Microsoft (1985), High-definition television invented (1989), The World...
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...names", we are going to present you today how the Berkshire Hathaway's acquisition criteria, operating principled and incentives work together to enforce hte values of responsibility and trust, which the Berkshire Hathaway model is predicated on. Our presentation outline includes the company's history; its unique approach in corporate governance; the secret of success in terms of acquisition using human resources wisely and effectively; the company's culture and conclusions. Initially, Berkshire Hathaway is one of the largest corporations in the world, which has significant minority hildings in American Express, M&T Bank, Procter & Gamble and IBM. It is known for its control by the investor Warren Buffet, who is the company's chairman and CEO. Berkshire Hathaway traces its roots to a textile manufacturing company established by Oliver Chace in 1839 and its business units employ over 250,000 employees. Being built on a model based on centralization of capital allocation decisions within corporate headquarters along with extreme decentralization of operating decisions within individual business units, Berkshire Hathaway showed an absolutely unique approach in corporate governance that works effectively. Despite the company has a considerable number of employees – over 250,000 individuals – managers, who oversee each unit, hold complete discretion over operating and capital decisions within their businesses, without obligation to submit budgets for approval or develop...
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