IBM is one of the leading companies in Information Technology. It embraces an enormous pool of employees from diverse backgrounds. Recently, it has embraced the adoption of the Human Resource Service Centre, HRSC, in North Carolina (Mello, 2006). This Human Resource Strategy aims at improving both the strategic operation of the company and the HR department.
This presentation aims at revealing how the technology will enhance the strategic operation of the company and the Human Resource department when integrated. The presentation also explores how a new employee in the organization will be affected by the technology.
Organization Strategic Roles
The key strategic role of the new technology is aimed at reducing the administrative costs of the company. The major administrative functions of the company such as; automating jobs done by low-level employees and flexible and dynamic organization structure are seen to reduce cost.
The other factor is streamlining organizations’ operations. The HRSC’s importance is combining technology, people, and customer service as one entity. Also, eliminating lower-level employees and flattening the organization structures seems to be the ultimate success of the new technology.
Moreover, the new technology strategically aims at increasing productivity, through flexibility in working by embracing telecommuting, reducing environmental pollution (by telecommuting) besides improving employee service delivery and reducing HR administrative costs (Mello, 2006). Besides, the strategy provides more freedom to employees to decide which working style is better i.e. telecommuting or conventional working style. Employees who embrace telecommuting save cost, time while increasing productivity.
The Human resource will benefit through job flexibility. Aspects of technology such as telecommuting aim at providing a better environment and motivation for employees. Also, the delivery of customer service is evident to improve. The strategy has already been staffed with 80 employees handling wide HR, related issues.
Recruitment in organizations aims at selecting the best person with the skills necessary for the job on offer. Through the e-HR recruitment, anchored in the new technology, IBM will have an opportunity to attract a diverse pool of candidates. Technology is a tool that most organizations employ to add a competitive advantage to their operations. Through networking, the HR departments will be able to gather and disseminate information, monitor external competitors and provide general administration with updated information for decision making (Mello, 2006).
Dispersing important information such as planning, the orientation of new employees, job posting, and compensation schemes among other practices within the department and external links is viewed to be made simple with the new technology hence benefiting employees.
The Human Resource department’s responsibilities will be simplified about new employees in aspects such as job specification and posting, orientation programs, compensation schemes, skill development, and training (Mello, 2006). These aspects will be important to acclimatize a new employee to IBM culture. However, more technical skills and training will be important in embracing the new technology.
Issues with New Technology
the new technology at IBM is envisioned to achieve major organizational objectives, however, some issues still stand. The change brought about by the technology will create resistance from managers and supervisors. Aspects of the technology such as telecommuting provide a threat to their influence and control in the organization. Moreover, they think that the change will make it for the HR department to effectively monitor their performance thus reducing the likelihood of job benefits such as promotion, rewards among other benefits.
Mello, J., A. (2006).Challenges In Strategic Human Resource Management, Tennessee: South-Western College Pub