365 post and responses
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ResponsesIBM.docx8 minutes ago
Benjamin Wieringa
IBM & HR
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New Structure of HRAs we move towards people handing their data on an individual basis, the need for HR changed. IBM has been at the forefront of this change as they place more responsibility on managers than the traditional HR department. This strategy of enabling managers to be more of an HR role is helpful as it allows for better feedback and quicker responses to situations. The movement of more HR duties to managers does not eliminate the need for the traditional HR department. Instead, it just changes the way it needs to function. Instead of being an administrative body of the company, it must be a teaching unit. HR will have to work closely with managers to treat everyone fairly and give nonbias reviews. New Qualifications In the past, companies tend to promote the best workers into manger positions. Simultaneously, this seems like a logical train of thought. It can lead to workers not utilizing their unique skills. For example, just because someone is very good at coding or working on cars does not mean they will be right at a management role with dealing with employees and customers. HR now needs to find and cultivate talent to be the leaders of the future and need to either find people with the correct qualifications or train them as they grow through the company. Business leaders qualifications Business leaders now need to be looking for the business leaders of tomorrow. It is essential to find empathetic, open-minded people, and willing to listen when they disagree. While these skills can be more natural for some than others, they must be trained and practiced in a business environment.
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3 hours ago
Sheila Magnan
IBM Discussion
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If IBM were to implement a new HR structure, HR leaders I believe will have to increase their knowledge of general business skills while also having administrative skills. I think because administrative duties are becoming more and more automated, there is less need for employees to carry out these administrative tasks, and more towards implementing business strategies. For example, HR would be able to contribute more to employee training for a project and getting the right personnel for certain jobs in the organization. I think that HR leaders need to have background of both business and HR education in order to be the most effective in helping a business. We still need people to understand the automated processes and be able to explain them. I think traditionally trained HR recruits would have a harder time in being effective in the new structure because there are so many new skills and complexities now in what makes a business successful, which includes more responsibilities from HR. Traditional HR employees might have a harder time learning new structures if they have already been set to utilize a limited number of skills for many years. I think the roles for people such as talent strategists and decision makers would ultimately be working together with HR in a two way communication stream in order to create a culture that would help a business succeed. People who are able to seek out talent and make thought out decisions are extremely valuable to companies and I don’t see them going away. I think business leaders have to be able to communicate with HR back forth on a consistent basis, and also know how to engage their employees to get the most out of them. Proper training should be a very higher standard in company culture to mitigate any type of internal risk. Business leaders also have to be able to adapt to what the company will need from its employees and be able effectively communicate that to the firm. I do think executives and leader should have a very hands on approach in the development of its culture and the training of their employees.
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