IBM has a long history of promoting diversity and inclusion in the workplace. It issued its first equal opportunity policy in 1953 and has undertaken various initiatives over the decades to recruit and support diverse talent, including people with disabilities, women, and those seeking work-life balance. IBM recruits from diverse groups through various campus programs, maintains a diversity job page, and has line champions to help recruit people with disabilities. It also sponsors extensive work-life balance programs and offers facilities to support women employees. Additionally, IBM frequently redeploys existing skilled employees internally to open positions to retain talent.
Human Resource Management Practices at MicrosoftDipesh Pandey
Microsoft, Recruitment at Microsoft, Training at Microsoft, Development, Diversity, Inclusion, Compensation, Benefits, Work Life Balance, Career Development and Performance Management.
Achal Raghavan's case analysis (along with those from other authors) published in Vikalpa (the IIM Ahmedabad journal) in Oct-Dec 2007. Deals with the challenges faced by Infosys in transitioning from low-end system maintenance jobs to high-end consulting / solutions projects. The analysis includes a strategy recommendation. Though published several years back, the analysis is especially relevant now, when the "Infosys 3.0" growth strategy is under increasing scrutiny.
Human Resource Management Practices at MicrosoftDipesh Pandey
Microsoft, Recruitment at Microsoft, Training at Microsoft, Development, Diversity, Inclusion, Compensation, Benefits, Work Life Balance, Career Development and Performance Management.
Achal Raghavan's case analysis (along with those from other authors) published in Vikalpa (the IIM Ahmedabad journal) in Oct-Dec 2007. Deals with the challenges faced by Infosys in transitioning from low-end system maintenance jobs to high-end consulting / solutions projects. The analysis includes a strategy recommendation. Though published several years back, the analysis is especially relevant now, when the "Infosys 3.0" growth strategy is under increasing scrutiny.
This PPT contains latest information about TCS (Tata Consultancy Services) to some extent which can be useful for the fresher to get a knowledge about the company to some level
This PPT contains latest information about TCS (Tata Consultancy Services) to some extent which can be useful for the fresher to get a knowledge about the company to some level
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
Culture Change at IBMIBM began in 1914 as a maker of cheese slicer.pdfshakilaghani
Culture Change at IBM
IBM began in 1914 as a maker of cheese slicers, scales, and tabulating machines.
Thomas Watson, its founder who became famous for the "Think" watchword, created the
company on three values called "Basic Beliefs:" "respect for the individual," "the best customer
service," and "the pursuit of excellence." Based on these values, IBM grew into one of the great
industrial giants of the world, routinely hailed as a "best managed company."
By the late 1980s and the early 1990s, however, IBM's enormous success had an unintended
consequence. The firm became complacent; its basic beliefs provided a rationale for stability.
"Respect for the individual" had morphed into an entitlement mentality where lifetime
employment was reinforced by cultural norms. The "pursuit of excellence" gave way to
corporate arrogance and a failure to listen to customers or the marketplace because IBM knew
what was right. Finally, its devotion to large, centralized computer systems rather than PC-based
distributed architectures led to its downfall. IBM's stock price dropped 75 percent between
August 1987 and September 1993.
To turn things around, IBM appointed Lou Gerstner CEO in 1991. When asked how he would
lead IBM, this former GE executive retorted: "The last thing IBM needs right now is a vision."
Over the next few years, Gerstner cut IBM's workforce in half, abolished lifetime employment,
and refocused business strategy from hardware to software and services. The spectacular success
that followed is regarded as one of the great turnarounds in business history.
So what would you do as the CEO who followed Gerstner? Sam Palmisano, a lifetime IBM
employee, was appointed CEO in 2002. He strongly believed that IBM's continued success
depended on re-laying its foundation. "We couldn't be casual about tinkering with the DNA of a
company like IBM. We had to come up with a way to get the employees to create the value
system, to determine the company's principles. Watson's Basic Beliefs, however distorted they
might have become over the years, had to be the starting point."
To clarify and shift IBM's culture, Palmisano orchestrated a process that began with the
corporation's top 300 executives. Together, they generated the basic categories for the new
values, including respect, customer, excellence, and innovation. These categories were tested in
focus groups and broad surveys with more than 1,000 employees across levels, locations, and
functions. Based on this input, three proposed valuescommitment to the customer, excellence
through innovation, and integrity that earns trustwere submitted to "Values Jam," a 72-hour
process where all employees at IBM were invited to comment on the proposed values via IBM's
intranet. Values Jam organized employee discussion around four forums. A company values
forum asked general questions about the importance of values. A "first draft" discussion forum
asked for reactions to the three proposed values. A third forum asked abo.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
2. INTRODUCTION
IBM is an American global technology business based in Armonk, New York, with operations in more
than 171 countries. Previously known as Computing-Tabulating-Recording Company (CTR), it was
formed in 1911 in Endicott, New York, by trust merchant Charles Ranlett Flint and was renamed
"International Business Machines" in 1924.
IBM is a multinational corporation that manufactures and sells computer hardware, middleware, and
software, as well as hosting and consulting services in a variety of fields, from mainframe computers
to nanotechnology. IBM is also a large research institution, having set the record for the most yearly
U.S. patents generated by a business for the past 28 years (as of 2020). The automated teller machine
(ATM), floppy disc, hard disc drive, magnetic stripe card, relational database, SQL programming
language, UPC barcode, and dynamic random-access memory are all IBM inventions (DRAM). During
the 1960s and 1970s, the IBM mainframe, epitomized by the System/360, was the dominant
computing platform.
3. TALENT MANAGEMENT PRACTICES IN
IBM
Work force diversity at IBM:
Diversity at the work place in the US originated from the concept of EEO in the 1940s. At IBM,
Watson Jr. issued the first equal opportunity policy letter in 1953. Later, it came under
government compliance under the Civil Rights Act of the US in 1964.
With the onset of 'globalization' in the 1980s, organizations initiated efforts to broaden their
marketplace. In an attempt to sustain themselves amidst the continuously increasing
competition, they started doing business across the world. This trend made it important for
them to focus on diverse cultures across borders in order to offer products and services that
suited the specific needs of different markets.
4. Recruiting People with Disabilities
IBM had a well-organized process in place for hiring and training disabled employees. The hiring
managers and recruiters were properly trained for this reason. IBM has 'line champions' - managers
with expertise hiring and working with persons with disabilities - in each business unit to help with
the recruitment process. The firm has collaborated with a number of educational institutions to
recruit such applicants on campus (Refer to Exhibit III for various programs conducted by IBM to
recruit people with disabilities). Furthermore, IBM maintained a diversity page where disabled
individuals could submit their resumes directly.
Work/Life Balance
IBM sponsored a thorough work/life balance program based on the following seven concepts as one
of its primary employee retention strategies:
• Employees must be accountable for their own work-life balance requirements.
• Achieving a good work-life balance should benefit all employees.
• The quantity of activity is less significant than the quality of the product.
• When combining professional and personal obligations, teams should be adaptable.
• Employees must be handled with dignity and respect.• Consistent performance and contribution
are essential.
• Striking a work-life balance takes time and effort.
5. Women in the Workforce
IBM was hiring female professionals well before the Equal Pay Act of 1963. According to a
letter written by Watson Sr. in 1935, "For the same money, men and women will do the same
labor. They will receive the same treatment, responsibilities, and advancement possibilities as
everyone else." IBM's management made an effort to learn about the special needs of its
female employees and offered facilities that met those demands. This allowed the ladies to
increase their productivity while maintaining a healthy work-family balance. IBM's women
networking organizations aggressively supported female mentoring, assisted women in
achieving a better work/life balance, and ran initiatives to encourage girls to pursue
professions in the IT business (see Table I for more information on the 'Filling the Pipeline'
programs).
IBM frequently redeployed its employees to establish a balance between talent supply and
demand. The internal redeployment method was created to minimize the loss of skilled
employees' productivity. Each of IBM's business units had its own resource board, which met
on a regular basis to assess and approve external job advertisements. If the organization
already had personnel with the necessary abilities, they were reassigned to the new position
rather than having to recruit externally.
