Working in teams of 3 ? 5 members, analyze the HR Strategic Management Case (IBM Case Parts A and? B) posted in Week 5 Documents and Resources, and prepare a 7

Team Project: Strategic HR Management Case HRCU 605 Week 5 Assignment and Rubric

Length: Team Paper: 7 – 10 double-spaced pages (excluding title and references pages) Due: Week 5 by Sunday Midnight Value: 200 Points for 20% of the grade Post: Week 5 Assignments

Assignment Guidelines Working in teams of 3 – 5 members, analyze the HR Strategic Management Case (Parts A and B) posted in Week 5 Assignments, and prepare a 7 – 10 page team paper that adheres to APA standards and addresses the following:

1. Based on the team’s analysis of Part A, create a SWOT analysis summarizing the internal strengths and weaknesses, and external opportunities and threats that faced IBM in 2003. Why was or wasn’t a change in the talent management system needed? What might some other options IBM could have considered?

2. Based on the team’s analysis of Part B, how did IBM change its talent management system? What were the benefits and challenges of the new talent management system?

3. What is the current status of IBM’s talent management system? Research IBM’s website and other sources to assess the effectiveness of the original plan? How has the talent management system evolved?

4. Based on the team’s overall case analysis, identify three (3) or more recommendations to improve IBM’s talent management system. Be sure to clearly link your recommendations to your SWOT analysis.

5. Based on the team’s analysis and research, identify four (4) or more insights the IBM Strategic HR Management Case provided into talent management.

Evaluation Criteria: Grading Rubric Criteria Exemplary Proficient Developing Emerging Part A Analysis 35 – 31

Creates a comprehensive SWOT analysis that provides strong evidence to support analysis of why the change was or wasn’t needed. Offers 2 – 3 viable options.

30 – 26 Creates a fairly comprehensive SWOT analysis that provides fairly strong evidence to support analysis of why the change was or wasn’t needed. Offers 2 – 3 options although one may not be viable.

25 – 21 Includes a SWOT analysis that may be incomplete or inaccurate. Some evidence supports analysis of why the change was or wasn’t needed. Offers 1 – 3 options although 1 or 2 may not be viable.

20 – 0 Limited if any accurate SWOT analysis included. May not discuss and/or support with evidence why the change was or wasn’t needed. Does not offer viable options.

Part B Analysis

35 – 31 Comprehensively discusses how IBM changed its TM system clearly and concisely addressing benefits and challenges

30 – 26 Accurately discusses how IBM changed its TM system addressing most benefits and challenges

25 – 21 Somewhat accurately discusses how IBM changed its TM system but may not address benefits and challenges

20 – 0 Limited if any accurate discussion of how IBM changed its TM system; limited if any discussion of benefits and challenges.

Current Status 35 – 31 Accurately describes IBM’s current TM system supported

30 – 26 Fairly accurately describes IBM ‘s current TM system

25 – 21 Somewhat describes IBM’s current TM system which may

20 – 0 Limited if any description of

with reliable research and citations; compares the current TM system to the 2003 plan. Fully discusses how the system has evolved. .

supported with research and citations; compares the current TM system to the 2003 plan, and discusses how the system has evolved.

not be supported with citations; somewhat compares the current TM system to the 2003 plan, but may not discuss how the system has evolved.

IBN’s current TM system supported by research. Does not compare current TM system to plan or discuss how system evolved.

Insights Gained

35 – 31 Clearly and concisely provides 4 significant insights gained into TM based on the IBM case.

30 – 26 Fairly clearly provides 4 insights gained into TM based on the IBM case; one insight may not be significant..

25 – 21 Identifies 2 – 4 insights gained into TM although they may not be significant and/or based on the IBM case

20 – 0 Limited if any discussion of insights gained into TM from the IBM case

Critical Analysis 30 – 27 Consistently employs critical analysis; effectively researches, synthesizes and integrates data to draw valid conclusions and presents 3 or more recommendations that are clearly linked to the SWOT analysis

26 – 23 Mostly employs critical analysis; researches, s and integrates data to draw fairly valid conclusions and presents 2 recommendations that are clearly linked to the SWOT analysis

22 – 19 Rarely employs critical analysis in. researching and using data to draw somewhat valid conclusions and presents 1 recommendation that is clearly linked to the SWOT analysis

18 – 0 Limited if any critical analysis or use of data to draw conclusions and recommendations

APA and Writing Mechanics

30 – 27 The paper is logical and well organized; APA, spelling, grammar and punctuation are accurate. Uses headers to organize paper; reference page and citations are correct. Paper is the required length of 7- 10 pages of content, and includes a correctly prepared title page.

26 – 23 The paper is mostly logical and organized but with minor (1 – 3) errors in APA, spelling, grammar and/or punctuation. Uses headers to organize paper, minor (1 – 3) errors in citations and/or References. The content may be 5% too long or short; includes a correctly prepared title page.

22 – 19 The paper is somewhat logical but may lack some clarity. May have several (4 – 10) errors in APA, spelling, grammar and/or punctuation. May not use headers; The content may be 10% too long or short, and may not include a correctly prepared title page

18 – 0 The paper lacks clarity and may be confusing with numerous (11+) errors in APA, spelling, grammar and/or punctuation. The content may be 15% too long or short, and may not include a title page

IBM’s Global Talent Management Strategy: The Vision of the Globally Integrated Enterprise

By John W. Boudreau, Ph.D.

STraTEGIc Hr ManaGEMEnT case study–PaRt a

Project team

Author: John W. Boudreau, Ph.D.

SHR M project contributor: Nancy A. Woolever, SPHR

External contributors: Randy MacDonald Richard Calo Michelle Rzepnicki

Copy editing: Katya Scanlan

Design: Jihee Lombardi

© 2010 Society for Human Resource Management. John W. Boudreau, Ph.D.

Development of this case was made possible by a grant from the Society for Human Resource Management and the National Academy of Human Resources. Information presented was current as of the time the case was written. Any errors are solely the author’s.

Note to Hr faculty and instructors: SHR M cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class.

For more information, please contact: SHR M Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/education/hreducation

10-0432-part A

© 2010 Society for Human resource Management. John W. Boudreau, Ph.D. 1

INtroductIoN

In early 2003, Randy MacDonald, the senior vice president of human resources for IBM corporation, was in the midst of a 10-city-in-two-weeks business trip that would take him from IBM’s headquarters in Armonk, NY, to several cities in Central and Eastern Europe, Africa, India, China and several spots in Asia. His schedule was a fitting metaphor for IBM’s strategic and human capital challenges.

Randy was reviewing his recent meeting with Sam Palmisano, the CEO of IBM. Randy had been the chief HR executive at IBM since 2000, joining when Lou Gerstner was in the middle of his tenure as IBM’s CEO. Lou had been an outsider to IBM, arriving at a time of great turmoil, when the corporation was near bankruptcy, and remaking the organization with an eye toward global consulting services. Sam Palmisano was an IBM insider, a 31-year veteran of the venerable company, who had helped bring Gerstner’s vision to reality and now was building on that legacy of Gerstner.

In their meeting, Sam and Randy discussed IBM’s strategic view of the evolution of global markets, IBM’s strategic position as a leader in global transformation and the evolving needs of IBM’s clients. These views later led to an article in Foreign Affairs Magazine in 2006.1 In that article, Sam Palmisano described IBM’s predictions about the evolution of new organizational forms, where the production of goods and services flowed globally to the places where the greatest benefit could be created at the most efficient cost. It was already apparent that supply chains were becoming much more global and transcending organizational boundaries. IBM’s clients were increasingly seeing that same trend in other areas, such as marketing, R&D, sales and engineering. Future organizations (IBM’s clients and those that hoped to serve them profitably) would evolve from the traditional “multinational” approach, which “organized production market by market, within the traditional boundaries of the nation-state.”2

These ideas also recognized that trade and investment flows across national boundaries had liberalized, protectionism was reducing, and technological advances vastly lowered the cost of global communications and business computing, leading to shared business standards throughout much of the world. This changed the idea of what was possible through globalization. As Sam put it in the Foreign Affairs article, “Together, new perceptions of the permissible and the possible have deepened the process of corporate globalization by shifting its focus from products to production—from what things companies choose to make to how they choose to make them, from what services they offer to how they choose to deliver them. Simply put, the emerging globally integrated enterprise is a company that fashions its

case Study Part a

2 © 2010 Society for Human resource Management. John W. Boudreau, Ph.D.

strategy, its management and its operations in pursuit of a new goal: the integration of production and value delivery worldwide. State borders define less and less the boundaries of corporate thinking or practice.”3

Sam coined the phrase “Globally Integrated Enterprise” (GIE) to describe what he had in mind. He foresaw that IBM’s clients would increasingly be moving toward a GIE and that IBM needed to get ahead of that trend. This had implications for every aspect of IBM, including significant implications for IBM’s supply chain, IT systems, strategy, marketing and services development and deployment. Underlying all of these implications were significant challenges for IBM’s human capital and its approach to human resource management.

HumaN caPItal aNd tHe GIe

Of course, talent and human capital were becoming increasingly vital to competitive success in all organizations, but they offered an even greater strategic pivot-point for IBM. IBM competed mostly on its ability to deliver unique know-how and practical solutions to clients, rather than a particular hardware or software product. The knowledge, motivation, skill and deployment of IBM’s workforce was even more vital than for many of its competitors. In 2003, IBM had approximately 350,000 employees. IBM employees were highly qualified and motivated, but the existing workforce could simply not provide the global flexibility that would be needed to serve the needs of IBM’s evolving clients.

The customer was saying, “know my business and provide value propositions that are unique to me.” Yet, IBM’s workforce systems and decisions tended to be focused on accurately projecting demand and creating sufficient supply of talent against a multinational model that often operated separately within countries or regions. IBM sales and service experts were highly skilled in IBM products and solutions, but it was their unique knowledge about the client’s industry and global implications that increasingly would become key differentiators.

“ We no longer have to replicate IBM from floor to ceiling in every country. We are optimizing key operations in the right places in the world—eliminating redundancies and excess overhead–and integrating those operations horizontally and globally […] This is about doing the right tasks, with the right skills, in the right places.”

Sam Palmisano, May 20, 2005, Analyst Meeting

© 2010 Society for Human resource Management. John W. Boudreau, Ph.D. 3

The key would be to make the most effective tradeoffs between terms and conditions of employment across regions and be able to move talent quickly between them, whether physically or virtually. IBM needed to be able to quickly and accurately find the capabilities of its workforce, wherever those capabilities exist, and deploy them against clients’ problems faster and at a lower cost point than the competition.

In a 2007 paper published by the IBM Institute for Business Value, the authors Eric Lesser, Tim Ringo and Andrea Blumberg cite seven keys to succeed in a globally integrated world of business.4 They are:

1. Understanding the demographics and capabilities of the workforce.

2. Predicting future labor supply and demand.

3. Utilizing social networks to increase visibility and application of knowledge across the organization.

4. Enabling individuals to perform work regardless of location.

5. Facilitating collaboration across traditional organizational boundaries.

6. Driving the rapid development of skills and capabilities to meet changing business conditions.

7. Evaluating employee performance and providing appropriate feedback.

Key for any globally integrated organization is the critical capability to move human capital skill and expertise to business opportunity—to put it more simply: to get the right person, with the right skills, at the right time, place and cost.

Randy and his colleagues realized that this would mean a significant change in how IBM defined its workforce, the information systems that employees and leaders used to understand and make decisions about workforce capability, and the way the capabilities of IBM’s employees, teams and units connected to client needs and IBM strategy. Some consulting firms had begun to implement systems that used the language of competencies, capabilities or skills to depict the “inventory” of workforce capability and then matched that inventory to the pattern of their clients’ needs. Such organizations generally had fewer than 100,000 employees, with fairly focused professional service domains. IBM was considerably larger, operated in multiple product and service sectors and would increasingly need to tap human resources throughout the world. In addition, a realistic idea about the true availability of capabilities would potentially require integrating information on hundreds of thousands of IBM job applicants in many countries and more than 90,000 contractors. The scale of the task was many magnitudes greater than what had been attempted by others. The investment in IT systems would likely be upward

4 © 2010 Society for Human resource Management. John W. Boudreau, Ph.D.

of US$100 million, and the ongoing investment of IBM’s business leaders, HR organization and employees to maintain and use the system would likely be even greater.

Other large organizations had focused their talent management systems on a subset of capabilities, such as leadership competencies, or on subsets of the workforce, such as high-potentials or certain particularly critical job groups. Yet, even in the most advanced organizations, the vast majority of workers were not part of development programs aimed at leaders or a few vital jobs. Indeed, one initiative that GE’s new CEO, Jeff Immelt, had pioneered was to focus the power of Crotonville on what was regarded as emerging vital disciplines such as marketing and innovation.5 IBM seemed to need something that went well beyond even current cutting-edge efforts.

HIstory of IBm6

IBM was founded in 1911. Thomas J. Watson joined the company in 1914, and as CEO, he instituted many of the policies for which the company would become famous, including salespeople wearing suits, corporate pride and loyalty, implied lifetime employment and strong values and beliefs, such as the slogan “THINK” to embody a strong and intelligent work ethic. After 40 years of growth and success, Watson Sr. turned the company over to his son, Thomas Watson, Jr. in 1952.

The next era was to see IBM become dominant in one of the most notable growth industries of the century. For example, IBM developed the 360 computer, an innovation at its time because it was based on semiconductor chips and had interchangeable components. It was a significant and revolutionary departure from vacuum tubes that had been used before and rapidly became the dominant design. In addition, IBM innovated in areas such as computer languages (FORTR AN), disk storage and point-of-service machines for banks and supermarkets. Indeed, IBM became so dominant in the industry by the 1960s that the company became the target of a 13-year antitrust action by the U.S. Justice Department, which was unsuccessful.

In the 1980s, IBM successfully introduced the IBM PC, which was an immediate sales hit, exceeding all forecasts. By the mid-1980s, IBM was firmly established as a solid and safe source of business computing solutions. Yet, even as the computer industry was changing with the advent of the PC, IBM’s main business was still built around the mainframe computer.

That changed in the 1990s. In 1990, IBM was the second most-profitable global company, posting a net income of US$6 billion. This promising position in a growing industry changed quickly. In 1991, the company posted earnings of negative US$2.8 billion, an unthinkable occurrence in a company known for many decades as a source of solid growth and reliable financial performance. Now, IBM was derided by critics as being behind the times, out of touch with its customers and internally focused. Many felt that IBM failed to recognize the move toward client-server computing, the growing importance of the network and the need to interconnect computing elements such as mainframes, midrange and personal

© 2010 Society for Human resource Management. John W. Boudreau, Ph.D. 5

computers. The sale of mainframes declined with these new developments. More nimble competitors, such as Dell and Compaq, seemed to be the ones with innovative approaches to products, pricing and the supply chain, not IBM. IBM’s vast network of business units and tens of thousands of hardware and software products became symbols of a bloated and overly complicated organization that had too many layers, too many necessary approvals to make key decisions and an internal data processing organization that was more costly than industry norms. This was a sad commentary for a company whose value proposition was to help others become efficient and focused in their own data systems. Perhaps the most telling symbol of the negative change was IBM’s announcement of first-ever forced employee layoffs in 1991 and continuing layoffs in 1992 and 1993.

Lou Gerstner joined IBM as CEO in 1993, with many analysts and others expecting that this computing industry outsider would break up the company and sell off the pieces. However, Gerstner soon asserted that this was not the plan and that the value of IBM rested in its synergies, not in the separate value of the different businesses and units. A period of relentless cost-cutting and the growing chorus from customers that IBM needed to create solutions, not products, ensued. Units such as the PC division were streamlined around fewer products and more focused and effective marketing and product lines. The IT organization cut costs dramatically, reducing the number of CIOs from 128 in 1993 to only one in 1997. By 1994, IBM was again posting solid financial results, with profits of US$5 billion on revenues of US$64 billion. IBM was profiting from the growing Internet and business spending to prepare for the year 2000 and beyond.

In 1995, Gerstner announced that “e-business” would be at the heart of IBM’s growth strategy, specifically asserting that business-to-business e-commerce would be a core element of how all companies did business. At the time, this was a radical idea, but Gerstner invested heavily in acquisitions designed to position IBM to deliver value across the entire chain of e-commerce connections, including Lotus Development Corporation and Tivoli Systems. Moreover, IBM embraced the role of a connection point, welcoming partnerships with those who were best at particular hardware, software and other elements and adding value as the integrator and solutions provider. Between 1995 and 2000, the service businesses in IBM became the dominant revenue producers and growth engines.

Sam Palmisano had run IBM’s integrated global services group from 1996 to 1999. In 2000, Gerstner began the transition toward Palmisano’s leadership of IBM by making him president and COO just as the industry went into free-fall with the dot-com bubble burst. In March 2002, Palmisano, a 31-year veteran of IBM, took the reins as CEO. By 2003, IBM was on solid footing and had acquired PWC Consulting from the Price Waterhouse Coopers organization to further support its ability to become “One IBM” worldwide and the global innovator in services that were integrated, available on demand, locally innovative and yet globally synergistic.

6 © 2010 Society for Human resource Management. John W. Boudreau, Ph.D.

IBm IN 2003

IBM had found that its most promising clients were enterprises. In the late 1990s and early 2000s, enterprise clients were becoming more demanding. Business computing was increasingly a service clients could get through many channels, and it was becoming a commodity. IBM clients were seeing their own businesses change as well and increasingly demand information technology services that understood, anticipated and responded to those specific changes. Clients were saying, “Know my business better, add value to me, and don’t just find ways to show why I should buy your existing products and services. IBM doesn’t give me what I need, as much as try to sell me your stuff. Increasingly, IBM has the wrong offer set, because you are not keeping up with changes in my business.”

Palmisano and the IBM leadership concluded that to be successful, IBM would need to derive as much as 70 percent of its revenues outside the Americas by the year 2009. In 2003, the percentage of revenues from outside the Americas was only about 57 percent, consisting of US$34.8 million from the United States, US$3.5 million from other countries in the Americas, US$29 million from Europe/Middle East/Africa, US$19 million from Asia Pacific and US$2.6 million from others.

IBM was not distinctively knowledgeable or unique in hardware or software (like Intel or Microsoft). Rather, IBM differentiated itself on its practical know-how and the ability to deliver its services quickly, effectively and efficiently. That meant that while a client might have operations in one country, the client’s purchasers might be in another country, the IBM programmers might be in another, the IT architects in another, etc. The idea was that while sometimes the workforce delivering the services did need to be in the same country as the client’s operations or purchasing decision makers, in many cases the workforce did not need to be located there. Increasingly, it was becoming apparent that IBM’s competitive advantage would hinge on globally optimizing service delivery rather than on coordinating multiple operations across several nations.

tHe evIdeNce tHat sometHING Needed to cHaNGe

Aside from the emergence of the GIE, there were a number of signals within IBM that suggested room for improvement in how the organization measured, tracked, deployed and developed the workforce. Taken together, they suggested the immense potential value that a more rigorous approach might create. The current system wasn’t broken, and most IBMers believed it was quite adequate and working well. They would need specific evidence of the potential payoff from overhauling the system because there would be understandable resistance to such a significant change.

© 2010 Society for Human resource Management. John W. Boudreau, Ph.D. 7

Low Utilization Rates and Needless Talent Gaps and Surpluses Perhaps the most vivid quantitative indicator of the potential value of improved workforce management was utilization rates in the services population. At any single moment, IBM had open slots that needed to be filled to complete a project successfully. At the same time, at any moment, IBM had “frictional” unemployment of individuals who were “on the bench” awaiting assignments. They were essentially simply waiting for something to do.

An answer to the question of who was on the bench and who was unavailable was based on very antiquated methods, reflecting little consistency and coordination. There was a general feeling that IBM was plagued by the dual problem of having a lot of unneeded duplication in its talent, while at the same time suffering from business-stopping gaps due to a lack of the right talent. The Finance group had an indicator for at least part of the problem. IBM’s utilization rates were below the best in the industry. The Finance group had a monthly report that calculated how the utilization rates translated into lost consulting business opportunities.

Bottlenecks in Service Delivery IBM leaders saw these gaps in supply and demand as bottlenecks. They had begun to ask, “How can we sustain this? We can’t expect to survive long if we don’t make better and quicker matches between our talent and our needs.” They could also see the immense change in IBM’s cost structure and competitive agility if leaders could more quickly identify and deploy needed talent from among IBM’s vast and high- quality global workforce. A key metric was to reduce the “time to value,” meaning the time elapsed from a client request to when the business could respond. Several leaders suggested a metaphor of a talent supply chain and suggested that IBM’s talent deployment could be designed and evaluated using supply chain principles. The indicator was something like, “we sold a job, now we can’t get the people.” Not only were these bottlenecks annoying to IBM leaders, but there was evidence that they were contributing to an unacceptable level of unsatisfied clients and a lack of market penetration in key strategic regions.

Disconnected Talent Supply Sources If IBM’s talent pipeline was considered through a supply chain metaphor, then the “sources” of talent might be considered in three broad categories: (1) full- time employees, (2) applicants, (3) contractors. At IBM, and as is the case in most organizations, the three talent pools were managed largely independently of one another. Full-time employees were managed through the IBM human resources (HR) organization, consisting of full-time professionals at corporate headquarters, in the regions, supporting the businesses and residing in centers of expertise and information systems throughout the world. Randy MacDonald was the head of this organization, in the same way that the CFO oversaw the finance and accounting organizations. Applicants were also strongly supported by IBM’s HR organization, though the detailed information about applicants or those who might be attracted to become applicants often resided in the local regions, with the local HR organization or even the local recruiting organization. In contrast, contractor hiring was entirely

8 © 2010 Society for Human resource Management. John W. Boudreau, Ph.D.

driven by the businesses. Even at the local levels, there was little visibility between contractor hiring decisions made by project teams or local business units and the status of full-time employees and applicants. There was even less visibility, and thus even less coordination, between the contractor hiring decisions in the businesses in one location and those being made elsewhere in IBM. This meant that you could quite easily have some businesses hiring contractors because they needed talent immediately while there was IBM full-time talent available but unknown to the business unit. Or, a business unit might fill a talent gap with long-term relationships with contractors, when it would be more cost-effective to bring on full-time employees through the applicant pool. However, because there was no visibility between the talent pools, such opportunities too often went unnoticed.

Missed Opportunities for Meaningful Workforce Development IBM’s long tradition of treating its people well was a hallmark of IBM’s culture and approach to people strategy and HR management. One 2009 internal IBM presentation stated, “IBM’s most important innovation was the IBMer.” IBM had traditionally been known as a place that was committed to its employees rather than treating them like simply costs of production. Yet, it was not simply a commitment to make employees “happy.” IBM’s commitment was based on the idea that a fundamental set of beliefs could “transcend economic cycles, geopolitical shifts, and generations of products, technologies, employees and leaders.” In 2003, IBM had been named Company of the Year by the Society for Hispanic Professional Engineers, ranked in the top 10 by the National Association for Female Executives, named by Working Mother magazine as one of the best companies for multicultural women, and had been named among the top 10 companies for women for 15 years.

While the competitive markets of the 21st century made policies like “no layoffs” impossible to credibly pursue, the paradox was that the generation of workers coming of age seemed to increasingly value organizations that mad

Collepals.com Plagiarism Free Papers

Are you looking for custom essay writing service or even dissertation writing services? Just request for our write my paper service, and we'll match you with the best essay writer in your subject! With an exceptional team of professional academic experts in a wide range of subjects, we can guarantee you an unrivaled quality of custom-written papers.

Get ZERO PLAGIARISM, HUMAN WRITTEN ESSAYS

Why Hire Collepals.com writers to do your paper?

Quality- We are experienced and have access to ample research materials.

We write plagiarism Free Content

Confidential- We never share or sell your personal information to third parties.

Support-Chat with us today! We are always waiting to answer all your questions.