HRM And Performance Management At IBM Assignment

The Organization

IBM is one of the largest multinational companies with a firm grip on technology. The company deals with hardware and software development and integrates technological applications and other software. Essentially the companies involved in the creation and operational technology have been strategically revolutionizing the world. One of the key resource persons in the company is the technical support associate which defines my role (Armstrong & Baron, 2019). The work and function of the technical support associate is to support the business strategy by linking human resource management and other business processes in the form of technology and innovation. The technical support associate has the fundamental function of creating a relationship between human resource management and increasing network infrastructure. Some of the functions of the technical support associate are to improve performance continuously by reducing costs and creating product innovations. This should translate into product quality and speedy introduction of new products within the market. The technical support associate has the function of orienting the strategies of the organization to attain its objectives. Due to the competitive nature of the technological industry, the technical support associate has the function of sustaining superior performance which must be attributed to the unique capabilities and closed in the human capital to attain the required objectives (Collins & Clark, 2016). The technical support associate has the capability of mobilizing the necessary competencies to support business. This will directly link the business strategies and improve the firm’s competitive advantage. I also have the function of maintaining the customer's preferences and providing solutions.

Rewards and Assessments

My interaction with the company shows that rewarding employees based on different principles has led to the success of the organization. The ability of the company to be able to identify and reward its employees appropriately according to the policies is a practice of the human resource function which influences employee relations (McAfee, Nkomo, & Fottler, 2011). The employee reward management system in the organization is pegged on the value of the employees and the value the employee crates to the organization. The determinants of the rewards include internal and external performance reviews. The company relies on traditional compensation practice which is available at the workplace while also providing opportunities for learning and development creating a quality working environment. Priorities are given to technical workers who are offered with an opportunity to tap into the unrealized potential within the organization. This has consequently led to a lot of job retention and motivation of highly technological employees in the firm (Schuler & Jackson, 2007). The company also rewards employees who come up with bright ideas boosting company innovation and leading to profitability. Some of the benefits and rewards that are given to employees include health benefits portfolio, retirement programs, income protection in case of injury, death, illness and other forms of insurance. Employees are also given an opportunity for leisure while on leave and holidays which are fully booked and planned by the organization. The company also offers bonuses ranging from $1,500 to $9,759 among the employees.

Employment relationship

Because of constant disruptive technology and globalization innovation is very important to maintain working experience. This requires employees to have a redefined relationship between them and their employer. The relationship within the organization is based on goal building with positive criticism based on the demands of expertise and talent. The relationship among the employees is based on a culture of innovation to ensure continuous production of products and services for the company while creating positive relationships with other stakeholders as well as the community. The culture of innovation has created commitment among employees as well as diversity. (Smith & Paul, 2021). The company has invested a lot in innovation research and development while tapping on the expertise of the employees. This has created competitive compensation among the employees boosting their relationships. About 40% of the employees are usually invited to participate in the employee satisfaction survey which is known as the Annual Global Pulse Survey. This key performance indicator is used to measure the level of cooperate responsibility and performance metrics which also plays a huge role in defining employee relations within the organization. The company has also been at the forefront of fighting for the health and wellness of its employees. The company believes that a happier and more productive employee should have good health with less mental stress (Voorde, Paauwe, & Van Veldhoven, 2018). The company has aggressively and comprehensively invested in the health and well-being of its employees while promoting work safety and cultivating policies that enhance the healthy integration of life and work. IBM company has also created extraordinary steps that employers can emulate with cash incentives to improve their health and families. The company is also emphasizing proper work and family relations.

Equity Diversity and Inclusion

On equity diversity and inclusion, the human resource manager at IBM has the role of ensuring that they leverage the diversity competence while driving cultural adaptability. This has seen the company gain several beneficial programs and resources which has created diversity and cultural awareness (Nkomo & Fottler, 2017). The company provides diversity awareness training which expands the definition of diversity beyond the traditional groups and also keeps celebrating different cultures across the enterprise. The company has also integrated programs to maximize the value and therefore human resource management creates diversity initiatives with the main aim of tapping into technical support associate while fostering innovation and effective sustainability.

Recommendations

1. IBM company is influenced to come up with a good compensation strategy. IBM is constantly advancing its management of human resources to sustain the competition. It is recommended that the company should come up with a good practice of compensating its employees and other stakeholders to sustain competitive advantage and increase returns.
2. IBM company should focus more on human capital strategy by developing performance and a culture that is encouraging high performance to increase productivity and quality. The areas of performance should be forecast on good customer care service delivery growth and development as well as improvement of deliver and delivery of stakeholder’s value. This means that employees are supposed to be empowered to be able to display flexible behaviours which are linked to performance.

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