【博優代寫範文】德比大學英國論文代寫: IBM畢業生招聘和選拔戰略

德比大學英國論文代寫: IBM畢業生招聘和選拔戰略

國際商業機器通常被稱為IBM是一家公認的國際技術公司。該公司於1911年成立為Computing-Tabulating-Recording Company,後來於1924年更名為IBM。該公司以製造和銷售計算機組件並為其提供服務而聞名。多年來,該公司在發明和技術方面取得了幾個里程碑,因此被視為全球技術巨人。通過符合當前市場趨勢並調整其產品和服務,該公司已能夠在戰略上將自己定位於技術行業。然而,公司發展的重要原因之一是基於人力資源戰略。IBM的人力資源戰略主要基於優先考慮員工。公司員工被視為最重要的資源,這就是公司經理花在員工上的時間多於他們花在開發產品和服務上的原因。這一戰略幫助IBM招聘並留住了最具生產力的員工隊伍,並一直致力於實現公司的目標。因此,公司的成功可以追溯到人力資源管理實施的戰略。

德比大學英國論文代寫: IBM Graduate Recruiting and Selection Strategy

International Business Machine commonly referred as IBM is a well-recognized international technology corporation. The corporation was incorporated in 1911 as Computing-Tabulating-Recording Company and was later renamed to IBM in the year 1924. The company is known to manufacture and market computer components as well as servicing them. Over the years, the company has achieved several milestones in terms of inventions and technology hence regarded as a global technological giant. The company has been able to strategically position itself in the technology industry through conforming to the current market trends and aligning their products and services (IBM). However, one of the primary reasons significant for the company』s growth is based on the human resource strategy. The human resource strategy at IBM is primarily based on prioritizing their employees. Employees at the company are regarded as the most important resources and it is the reason why the company managers spend more time on the employees than they spend on the development of products and services. This strategy has helped IBM to recruit and retain the most productive workforce that has been working tirelessly towards the company』s objectives.  Therefore, the success of the company can be traced back to the strategy implemented by the human resource management (Zaplatinskaia, 2016).

德比大學英國論文代寫: IBM畢業生招聘和選拔戰略

從早年開始,IBM一直站在促進平等,為員工提供最佳工作條件的最前沿,無論他們的顏色,年齡,殘疾或性取向如何。該公司基礎的核心原則之一就是尊重個人。這一原則是由時任首席執行官Thomas Watson在1914年至1956年期間在該公司的大規模灌輸和實施中發揮的。多年來,IBM採用並實施了多項創新計劃,實踐和政策該公司致力於維護員工的尊重。根據這些實施方案,IBM根據其同性戀友好指數,自2003年以來一直以人類權利運動100%評分,這並不奇怪。在招聘實踐中,IBM致力於多元化的員工隊伍,因此積极參与招聘反映公司服務市場的候選人。因此,IBM的招聘人員每年都會參加招聘會和多元化會議來招募新成員。同樣,在每年招聘和選拔策略的一部分中,IBM也參與招聘約3,500名實習生和合作學生,其中80%學習技術學科。通過實習和合作學生,IBM希望保留40%的學生(IBM)。通過多元化,人才管理和人力資源決定組織方向的能力,取得了顯著的成功。因此,本文將批判性地確定IBM的研究生招聘和選拔戰略,並分析其如何實現公司的目標。本文還將比較技術行業其他公司和IBM公司實施的人力資源管理策略。

德比大學英國論文代寫: IBM Graduate Recruiting and Selection Strategy

From its early years, IBM has been on the forefront of promoting equality and providing the best working conditions for their employees regardless of their color, age, disability, or sexual orientation. One of the core principles of the company』s foundation is based on respecting individuals (Zaplatinskaia, 2016). This principle was instilled and implemented on a larger scale in the company』s workforce by the then CEO Thomas Watson who led the company as from 1914 to 1956. Throughout the years, IBM has adopted and implemented several innovative programs, practices, and policies that have indicated the company』s devotion towards sustaining the employee』s respect. Based on these implementations, it is no surprise that IBM has been rated since 2003 at 100% by The Human』s Rights Campaign based on its gay-friendliness index.  In the recruitment practices, IBM is committed to a diversified workforce and, therefore, it is actively involved in recruiting candidates who reflect the many markets served by the company. Therefore, every year, recruiters from IBM attend career fairs and diversity-focused conferences to recruit new members. Also in part of their recruitment and selection strategy each year IBM participates in the hiring of approximately 3,500 interns and co-op students of which 80% study technical disciplines. Through the internships and co-op students, IBM hopes to retain 40% from this pool of students (IBM). Through diversity, talent management, and ability of the HR to decide on the organization』s direction, significant success has been achieved. This paper will therefore critically identify graduate recruiting and selection strategy at IBM and analyze on how it works towards achieving the goals of the company. The paper will also compare on the HRM strategies implemented by other companies in the technology industry along with those of IBM.

德比大學英國論文代寫: IBM畢業生招聘和選拔戰略

IBM通過特定的招聘和選拔實踐為其員工隊伍的多樣性感到自豪。IBM在招聘過程中實施的一種方法是參加促進多元化和職業展會的活動。多元化是公司成功的關鍵; 因此,該公司致力於尋找志同道合的個人,他們具備提高公司成長所需的技能。因此,IBM招聘人員每年都會參加數百個以職業為基礎和聚焦於會議的活動。在這些事件中,IBM招聘人員可以與各種候選人進行互動,並通過選拔流程進行參與。 IBM的選拔過程以各種測試為特徵,這些測試旨在確定個人的技能。由於該公司主要是基於技術的,所以大部分技能測試都是朝著這個方向發展的,並且有能力與同事和客戶進行有效溝通。如果候選人成功完成選擇過程,則他們將被視為IBM員工。IBM實施的另一個招聘和選拔流程是通過實習計劃。IBM與多家全球性高等教育機構建立了有效的合作關係,為公司提供了挑選最佳人選的優勢。IBM每年接收數千名參與公司日常活動的實習生和合作學生。在項目結束時,公司通常會保留大約40%的畢業生,這些畢業生根據他們的技能組合被招聘到不同部門的公司工作。多年來,由於技術的進步,許多人選擇在網上尋找和申請工作。這一趨勢很快被IBM採納,他們還開發了一個平台,在這個平台上,候選人可以申請通過在線流程招聘的工作。然後,候選人可以通過甄選過程與候選人進行實際招聘並評估其技能組合。IBM多年來一直依靠這些招聘和選拔實踐,並且IBM因為擁有世界上最大的生產力員工而自豪,事實證明他們是成功的。

德比大學英國論文代寫: IBM Graduate Recruiting and Selection Strategy

IBM has taken pride in the diversity of its workforce that it has achieved through specific recruitment and selection practices. One of the methods that IBM has implemented in the recruitment process has been through attending of events that promote diversity and career fairs. Diversity is the key to the company』s success; therefore, the company is committed to look for like-minded individuals who have the required set of skills to enhance the company』s growth (Thomas, 2004). Therefore, every year, IBM recruiters attend hundreds of events that are career based and diversity-focused conferences. In these events, the IBM recruiters get to interact with various candidates and take them through the selection process. The selection process at IBM is characterized by various tests that are meant to determine the skills of an individual. Due to the company largely being technology based, most of the skills tests are geared towards this direction and the ability to communicate effectively to fellow colleagues and clients (Compton, 2009). If a candidate completes the selection process successfully, they are taken in as IBMers. Another recruitment and selection process implemented by IBM is through internship programs. IBM has an effective partnership with a number of global higher education institutions that provides the company with the advantage of hand picking the best candidates. Each year, IBM takes in thousands of interns and co-op students who take part in everyday activities at the company. At the end of the programs, the company usually retains about 40% of the graduates that get recruited to work at the company in different departments based on their set of skills (IBM). Over the years due to the advancement of technology, many people have opted to look and apply for jobs online. This trend was quickly adopted by IBM who also developed a platform where candidates could apply for jobs hence being recruited through online process. The candidates could then be taken through the selection process similar to the candidates recruited physically and assess their skills set (Cavanugh, 2015). IBM has relied on these recruitments and selection practices for years and they have proved to be successful as IBM prides itself for having the largest productive workforce in the world.

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