tu-53 1112 visit slides 2
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TU-53 1112 Visit Slides 2TRANSCRIPT
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2014 IBM Corporation
Aalto Industrial Engineering, HR visit to IBM
19.11.2014, 13.30 17:00
IBM headquarter, Laajalahdentie 23
room 110
2014 IBM Corporation
Agenda
13:30 Registration opens
14:00 Welcome to IBM with coffee /Jyrki Koskinen
14:30 People in the core of IBM service business - people & talent management /Kari Huoponen
15:00 HR strategy aligned with business to succeed / Kirsi Melander
15:30 Break
15:45 Leadership development and corporate citizenship /Heli Tiainen
16:15 Q&A
17:00 End of event
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2014 IBM Corporation
Aalto Industrial Engineering, HR visit to IBM
19.11.2014
IBM today
Jyrki Koskinen
2014 IBM Corporation
Technology as means to an end We enable change
We co-create value with our clients Innovating with clients
We add value - with a mission of Smarter Planet
Technology
Services
Business Development
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2014 IBM Corporation
Smarter transportation
Smarter telecommunications
Smarter retail
Smarter energy and utilities
Smarter healthcare
Smarter government
Smarter finance
Smarter electronics
IBM for Smarter Planet
Smarter consumer products
INSTRUMENTED
INTERCONNECTED
INTELLIGENT
2014 IBM Corporation
2014 IBM Corporation 6
CAMSS for Smarter Planet
Get engaged
with ecosystems
for co-creation
Revolutionalizes
business models
and operations
From big data
to big insight
for value
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2014 IBM Corporation 7 7
T-shaped professionals depth & breadth
BREADTH
DE
PT
H
+ Analytic thinking & problem solving
Many cultures
Many disciplines
Many systems (understanding & communications)
Deep in
one d
iscip
line
Deep in
one s
yste
m
Deep in
one c
ultu
re
2014 IBM Corporation
IBM: From strategy through to implementation and beyond
Strategic
Outsourcing
& IT Hardware,
Software &
Services
Application
Management
Business
Transformation
Outsourcing
Business Consulting Services &
Project-based Systems
Integration
2014 IBM Corporation
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2014 IBM Corporation 9
IBM job categories
1. Consultant
2. Sales
4. Project manager
3. Architect
5. Specialist
~10%
~10%
~5%
~5%
~45% 6. Enterprice
operations
~25%
Source: IBM global job profiles
2014 IBM Corporation 10
Cognitive computing is here with Watson
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2014 IBM Corporation 11
Questions, comments?
2014 IBM Corporation
2014 IBM Corporation
People in the Core of IBM Services Business
People & Talent management Kari Huoponen
Country Executive
Global Technology Services
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2014 IBM Corporation
People in the Core of IBM Services Business: People & Talent Management
Services business is about people, tools and processes
Developing talent is the key mission for management in services business
Aligning personal performance to IBM strategy and goals: Personal Business Commitments
Developing talent and careers: IBM CareerSmart Career Framework
Ensuring personal development: Think40
Matching talent to job opportunities: Global Opportunity Marketplace, 5 minutes drill, IBM Expertise Locator
Special leadership development opportunities, such as IBM Corporate Services Corps, combining leadership development and social responsibility
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2014 IBM Corporation
Personal Business Commitments
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2014 IBM Corporation 15
Key elements for your career
EXPERTISE CAPABILITIES LEADERSHIP
Job Role
Expertise:
Develop deep skills and expertise specific to your job
Career
Capabilities:
Build a broad set of capabilities to advance your career
IBM
Competencies:
Demonstrate the leadership that distinguishes IBM
Demonstrating Leadership:
IBM Competencies
2014 IBM Corporation 16
Career Framework - the basics you need to know
Actualizing IT solutions
Consulting
Defining Architectures
Demonstrating Leadership: IBM Competencies
Developing and Supporing Products
Enabling the Globally Integrated Enterprise
Enabling a Globally Integrated Supply Chain
Implementing Technical Products
Managing the Client Experience
Managing Projects and Programs
Providing Industry Insight
Selling
Supporting IT solutions
Thought
Leader Entry Foundation Experienced Expert
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All employees has a unique combination of capabilities most of us focus on one or two but this varies depending on experience. Sellers typically have Selling and Providing Industry Insight as their capabilities.
The framework has five capability levels. Each level is a milestone in career growth and linked to employee band levels.
The validation process determines if an employee has successfully demonstrated the capability statements required at a selected level for the capability he/she wish to advance in. The validation process is triggered by the employee who request a new level in Career Framework. As first line manager you may not be the only reviewer of your employees package, but you will always be the first one to review the package.
IBM
Cap
ab
ilit
ies
For each capability the five capability levels are described in so called capability statements - short descriptions of activities and behaviors employees typically perform to drive client value on that level. In general greater independence, a broader scope of influence and more complex work is required at higher levels.
Band 6
Band 7 v
Band 8 v
Band 9 v
Band 10 v
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2014 IBM Corporation 17
IBM Competencies http://learning.atlanta.ibm.com/hr/global/learningsuites/competencies.nsf/Pages/HomePage
Embrace challenge
Partner for clients' success
Collaborate globally
Act with a systemic perspective
Build mutual trust
Influence through expertise
Continuously transform
Communicate for impact
Help IBMers succeed
2014 IBM Corporation 18
Integrated view of Competencies, Skills, and Capabilities
Input
Skills
(Expertise Assessment)
Job Role-Specific, linked to development and training for a specific role
I want to perform better in my job by developing new
skills and demonstrating that I have mastered these skills.
Capabilities (demonstrated behavior + experience + knowledge + education)
linked to career progression
I want to progress in my career.
Competencies
Behaviors for all IBM employees across all jobs
and all business units
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2014 IBM Corporation 19
2014 IBM Corporation
Think40
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2014 IBM Corporation
IBM Expertise Locator
Browser / Smartphone / Tablet application to find expertise anytime anywhere
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2014 IBM Corporation
Global Opportunity Marketplace
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2014 IBM Corporation
Corporate Service Corps
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2014 IBM Corporation
HR Strategy Aligned With Business To Succeed
Kirsi Melander
HR Partner
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2014 IBM Corporation
Think Future and the Future of Work - 2011
The future landscape will be dynamic, complex, and uncertain
The speed of change is exponentially increasing Globalization of the work environment creates new opportunities for collaboration Hyper-connectivity is increasing, especially the use of social networks Skills and capabilities of the workforce must keep pace with a constantly evolving work New Labour Markets will evolve Labour Resources will come from different facets of life and different regions like aging populations and through hyperconnectivity
The Global Economy as we look at the Future
The world economy will be two-thirds bigger in 2020 than in 2005. China and India will be among the fastest-growing economies.
The Digital Age is here
YouTube claims to receive 24 hours of video every minute
The Volume of Data doubles every 18 months
Changing demographics will have a significant impact
Changes in the population pyramid
2014 IBM Corporation
Think Future and the Future of Work - 2011
Other significant changes in the way we work
The global labour market is looking more like a free economy where people compete for jobs based on their reputation value, rate, skill
The workforce is building strong relationships through collaboration tools and social networks
The structure of work is to be more flat, not hierarchical
A globally connected workforce requires significant changes in all facets of life -
education, corporate governance, regulatory and political environment etc.
Opening the borders to enable a true global business environment (visa-less federation, tax-reciprocity etc.)
Less regulation over labor controls, taxation, employment quotas, retirement & disability benefits and information/data privacy laws
Government investment in education and technological infrastructure
Collapsing / unification of educational credential standards
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2014 IBM Corporation 27 September, 2011
Develop deep expertise in business, HR,
execution methods and systems thinking
to enable IBMs ability to produce value for clients, IBMers, investors and
communities
Use technologies to capture, analyze
and integrate data that will yield rich
insights and advance the science of
predicting, shaping and adapting to
business trends
Use contemporary technologies and
techniques within the HR community to
enable seamless global communication
to develop, test, refine and implement
the best ideas
IBMs HR Strategy requires capability now and in the future
2014 IBM Corporation 28
One Purpose
Nine Practices Three Values
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2014 IBM Corporation
Leadership development and corporate citizenship Heli Tiainen
Senior Consultant, Strategy & Analytics
IBM Global Business Services
2014 IBM Corporation
Leadership development and corporate citizenship
IBM Corporate Service Corps program
Program benefits
Program participation
My experience
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Agenda
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2014 IBM Corporation
Individuals
To get a unique set of
leadership opportunities and
training experiences
Company
Increased knowledge and
understanding of the growth
markets
Communities
To have their problems solved
TRIPLE BENEFIT
What is IBM Corporate Service Corps?
Global IBM initiative designed to provide government, small business, educational
institutions, and non-profit organizations in growth markets with pro bono consulting work
to help improve local conditions and foster job creation
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CSC is one of the most appreciated and innovative global leadership courses in the world
2014 IBM Corporation
"IBM is making real some
new ideas about what it
means to be global that were
just a lot of talk before Harvard Business Review
We want them to have a transformative experience, so theyre shaken up and walk away feeling theyre better equipped to confront the challenges of the 21st century. G. Tesla
This is not just traditional philanthropy
or volunteerism. Our
goal is to start building a
new generation of global
leaders.- S. Palmisano
Said about the IBM Corporate Service Corps
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Learn more at www.ibm.com/corporateservicecorps
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2014 IBM Corporation 33 33
Corporate Service Corps: 2400+ participants since 2008 on over 1000 projects in more than 30 countries
Corporate Citizen & Corporate Affairs
2014 IBM Corporation
Huge leadership development and significant management support
Corporate Citizen & Corporate Affairs
Employees say
97%: I would recommend a colleague to apply for the CSC program
93%: Compared to other leadership experiences at IBM, this was the best
90%: CSC increased my leadership skills
82%: My CSC experience increased my desire to continue my career at IBM
Managers say
90%: I would recommend another employee to apply for the CSC program
89%: Employee increased his/her understanding of businesss role in society
78%: My employee shows improved attitude and motivation
Leadership development video: https://www.youtube.com/watch?v=q
asrtWm9h24
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5th Anniversary video: https://www.youtube.com/watch?v=x
wgMRtHxIgQ
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2014 IBM Corporation
Participation in the CSC program
Pre-executive employees (bands 6-10) from all roles who have At least 2 years of IBM experience Top performance Commitment to community service Manager endorsement
Application period once a year in the spring, highly competitive selection process
Former CSC participants volunteer in the selection process and also mentor the new teams being deployed
IBM Executive Service Corps, an extension to CSC, was established in 2010 to enable executive level employees participate in similar leadership development
2014 IBM Corporation 36 36
From participants perspective, its a full experience planned with 3 phases
1 2 3
4
5 6
Pre-work 40-60h
In-country 4 weeks
Post-work 20-30h
PREPARE
ON FIELD
SHARE
Virtual teaming E-Learning Pre-Project
Re-entry tasks Presentations
Interviews
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2014 IBM Corporation 37 37
Why did I apply to CSC?
I wanted to...
1. Challenge myself by working
in a place that is totally
different
2. Use my skills and expertise
for a good cause and
experience new, meaningful
ways to make a difference on
the society
3. Learn about myself and my
global team of fellow-IBMers
Global IBM initiative designed to provide government, small business, educational institutions, and non-profit organizations in growth markets with pro bono consulting work to help improve local conditions and foster job creation
Everyone who has participated has said that
it is an amazing experience!
2014 IBM Corporation
CSC Kenya 8 Team: 15 members representing 12 nations
Mariana
Brazil
Raghuveer
India
Bakul
United States
Jackie
Canada
Shane
China
Tiago
Brazil
Rajesh
India
Luke
United States
Daniela
Chile
Heli
Finland
Dominic
Ireland
Ulla-Britt
Sweden
Maria
Slovakia
Alexandra
Netherlands
HS
Singapore
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2014 IBM Corporation
CSC Kenya 8 Team 4 Sub-teams and projects
Women Enterprise Fund: strategy for empowering women through partnerships
Federation of Kenya Employers: national framework for university internships
Kenya Agribusiness & Agroindustry Alliance: dairy & rice value chain development
Strathmore university: Mobile application development with students
2014 IBM Corporation
Employers association FKE is bridging the gap between education and industry needs
Kenya has large youth population, high level of unemployment
Universities are out of touch with requirements of todays business and society
Critical mismatch between the skills expected by employers and those of youth
The Federation of Kenya Employers (FKE) provides value-added services to employers to strengthen their ability to attain competitiveness
FKE wants to create new national internship framework between educational institutions and companies to prepare todays university students to be productive employees and members of Kenyan workforce
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2014 IBM Corporation
Following weeks full of scheduling and conducting interviews around Nairobi, analyzing and building recommendations
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2014 IBM Corporation
Leading practice examples from other countries internship programs
5 step internship process, describing the stakeholders, tools/templates required for each step (e.g. Employers guide for setting up an internship)
3 simple actions FKE can take immediately with employers, universities and students
We delivered the following.
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2014 IBM Corporation
CSC Community Service Days
Jacaranda School for the mentally handicapped children
Strathmore university
2014 IBM Corporation
Experiencing the culture
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2014 IBM Corporation
Thanks for your time!
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2014 IBM Corporation
Wrap-Up + Q&A
How to choose right people to right positions? How to ensure/know that everyone works according to the strategy and goals? How is individual talent developed? How are they awarded/compensated? How are individuals managed and taken care of? How to get feedback from partners? What has been difficult or problematic? What, in your opinion, are the factors that enable you to succeed as a manager? What HR specialist services to you personally use? What HR services does you project team use?
How do you know that the procedures targeted to personell are in align with your companys strategy?
Is there a specific HR strategy? If yes, what is it and how was it set up? Who are developing it? When is it updated?
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2014 IBM Corporation
https://www.facebook.
com/IBMFI
IBM Finland Student Careers and Community
2014 IBM Corporation
http://www-
935.ibm.com/services/us/g
bs/thoughtleadership/