德比大学英国论文代写: IBM毕业生招聘和选拔战略

德比大学英国论文代写: IBM毕业生招聘和选拔战略

国际商业机器通常被称为IBM是一家公认的国际技术公司。该公司于1911年成立为Computing-Tabulating-Recording Company，后来于1924年更名为IBM。该公司以制造和销售计算机组件并为其提供服务而闻名。多年来，该公司在发明和技术方面取得了几个里程碑，因此被视为全球技术巨人。通过符合当前市场趋势并调整其产品和服务，该公司已能够在战略上将自己定位于技术行业。然而，公司发展的重要原因之一是基于人力资源战略。IBM的人力资源战略主要基于优先考虑员工。公司员工被视为最重要的资源，这就是公司经理花在员工上的时间多于他们花在开发产品和服务上的原因。这一战略帮助IBM招聘并留住了最具生产力的员工队伍，并一直致力于实现公司的目标。因此，公司的成功可以追溯到人力资源管理实施的战略。

德比大学英国论文代写: 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).

德比大学英国论文代写: IBM毕业生招聘和选拔战略

从早年开始，IBM一直站在促进平等，为员工提供最佳工作条件的最前沿，无论他们的颜色，年龄，残疾或性取向如何。该公司基础的核心原则之一就是尊重个人。这一原则是由时任首席执行官Thomas Watson在1914年至1956年期间在该公司的大规模灌输和实施中发挥的。多年来，IBM采用并实施了多项创新计划，实践和政策该公司致力于维护员工的尊重。根据这些实施方案，IBM根据其同性恋友好指数，自2003年以来一直以人类权利运动100％评分，这并不奇怪。在招聘实践中，IBM致力于多元化的员工队伍，因此积极参与招聘反映公司服务市场的候选人。因此，IBM的招聘人员每年都会参加招聘会和多元化会议来招募新成员。同样，在每年招聘和选拔策略的一部分中，IBM也参与招聘约3,500名实习生和合作学生，其中80％学习技术学科。通过实习和合作学生，IBM希望保留40％的学生（IBM）。通过多元化，人才管理和人力资源决定组织方向的能力，取得了显着的成功。因此，本文将批判性地确定IBM的研究生招聘和选拔战略，并分析其如何实现公司的目标。本文还将比较技术行业其他公司和IBM公司实施的人力资源管理策略。

德比大学英国论文代写: 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.

德比大学英国论文代写: IBM毕业生招聘和选拔战略

IBM通过特定的招聘和选拔实践为其员工队伍的多样性感到自豪。IBM在招聘过程中实施的一种方法是参加促进多元化和职业展会的活动。多元化是公司成功的关键; 因此，该公司致力于寻找志同道合的个人，他们具备提高公司成长所需的技能。因此，IBM招聘人员每年都会参加数百个以职业为基础和聚焦于会议的活动。在这些事件中，IBM招聘人员可以与各种候选人进行互动，并通过选拔流程进行参与。 IBM的选拔过程以各种测试为特征，这些测试旨在确定个人的技能。由于该公司主要是基于技术的，所以大部分技能测试都是朝着这个方向发展的，并且有能力与同事和客户进行有效沟通。如果候选人成功完成选择过程，则他们将被视为IBM员工。IBM实施的另一个招聘和选拔流程是通过实习计划。IBM与多家全球性高等教育机构建立了有效的合作关系，为公司提供了挑选最佳人选的优势。IBM每年接收数千名参与公司日常活动的实习生和合作学生。在项目结束时，公司通常会保留大约40％的毕业生，这些毕业生根据他们的技能组合被招聘到不同部门的公司工作。多年来，由于技术的进步，许多人选择在网上寻找和申请工作。这一趋势很快被IBM采纳，他们还开发了一个平台，在这个平台上，候选人可以申请通过在线流程招聘的工作。然后，候选人可以通过甄选过程与候选人进行实际招聘并评估其技能组合。IBM多年来一直依靠这些招聘和选拔实践，并且IBM因为拥有世界上最大的生产力员工而自豪，事实证明他们是成功的。

德比大学英国论文代写: 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.