Ibm Internship

SI
NO.
DETAILS
PAGE
NO.
Executive Summary
2.
Chapter I- Industrial Analysis
3.
Chapter II- Company Analysis
23
4.
Chapter III- Tasks accomplished during Internship
35
5.
Chapter IV- Analysis of Task/Research Undertaken
38
- Introduction and background
40
- Research design
45
- Findings, conclusions and Recommendations
57
6.
Bibliography
59
7.
Annexure
60
M.S.RAMAIAH INSTITUTE OF MANAGEMENT
Page 1
EXECUTIVE SUMMARY
Today, in every organization Human Resource Management is very necessary. It is an important part of an
organization which is a vital ingredient for the success of the organization in the long run. There are certain ways that
are to be followed by every organization, which ensures that it has right number and kind of people, at the right place
and right time, so that organization can achieve its planned objective.
The objectives of Human Resource Department are Human Resource Planning, Recruitment, Selection, Training and
Development, Career Planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each
objective needs special attention and proper planning and implementation.
International Business Machines Corporation or IBM, is an American multinational technology and consulting
corporation, with its headquarters in Armonk, New York, United States. IBM manufactures and markets computer
hardware and software, and offers infrastructure, hosting and consulting services in areas ranging from mainframe
computers to nanotechnology.
The study was carried out in order to understand the efficiency of recruitment delivery process The Project-Report is
about recruitment process and the rest of the processes that are followed till the candidates onboard which is an
important part of an any organization, which is considered as a necessary asset for a company. In fact, recruitment
gives a home ground to the organization acumen that is needed for proper functioning of an organization. It gives a
organizational structure of a company. Its a methodology in which the particular organization works and a new
candidate could be recruited in such a way that he/she would be fitted for the right kind of career and then follow all
the procedures to make sure all the documents and basic requirements are fulfilled before he joins the company.
The recruitment process is to choose the individual who can most successfully perform the job from the pool of
qualified candidates. This process typically follows a standard pattern beginning with an initial screening interview
and concluding with final employment decision. Its from here where recruitment delivery process starts where in the
all the background check are done as per companys policies and they communicate with the respective people till the
candidate on boards.
The process highlights each applicants skills, talents and experience. Their selection involves developing a list of
qualified candidates, thoroughly evaluating those candidates and selecting the most deserving one. The selected
candidates are then sent the documents which are later verified by the team and blue page profiles are made followed
by sending offer letter and confirming the candidates acceptance and helping them onboard .
Page 2
CHAPTER I
INDUSTRY ANALYSIS
1.1 INTRODUCTION
Page 3
Information Technology is a field that enables businesses in all industries to leverage productivity, and
function effectively in the modern global economy. It is a rapidly changing industry, with new
technologies, systems and software constantly being developed.
Information technology (IT) industry in India has played a key role in putting India on the global map.
IT industry in India has been one of the most significant growth contributors for the Indian economy.
The industry has played a significant role in transforming Indias image from a slow moving
bureaucratic economy to a land of innovative entrepreneurs and a global player in providing world class
technology solutions and business services. The industry has helped India transform from a rural and
agriculture-based economy to a knowledge based economy.
The outlook for IBMs IT consulting industry, subsidiary of the technology sector, appears to be neutral
to slightly positive. For the year to date, the technology sector as a whole has made up for 19 per cent
of the S&P 500 and grown 7.7 per cent. With this The IT/ITES industry has contributed to the growth
and development of the country in terms of various economic and social aspects through its for-profit
as well as not-for-profit activities. This particular study, commissioned by NASSCOM Foundation,
attempts to identify areas in the economic and social sector where IT/ITES industry has made a
significant contribution and assess the same based on quantitative and qualitative parameters. In the last
two decades, the Indian IT/ITES industry has contributed significantly to Indian economic growth in
terms of GDP, foreign exchange earnings and employment generation. However, equally significant
though not as tangible, has been the ripple effect it has created on the general economic environment in
the national and international economic space. The industry has been the trigger for many firsts and
has contributed not only to unleashing the hitherto untapped entrepreneurial potential of the middle
class Indian but also taking Indian excellence to the global market.slightly positive outlook there is
room for growth; however these opportunities are also associated with an assortment of risks and
negative aspects to the industry. Primarily, the ability for IT consulting companies to be successful
hinges on the status of the domestic and global economies. The uncertain outlook of the European
economy has not boded well for IT spending, as it is anticipated that overall spending will only increase
by 3.8% annually. Yet with this low growth outlook for spending, it appears there are steps companies
can take to possibly hedge against this risk.
Finally, in the pursuit of growth, companies are similarly to IBM pursuing expansion into developing
economies.
The opportunities presented by growth markets do present opportunities to make
international companies more efficient, but do present risk. By increasing exposure to developing
countries, IT consulting companies will need to spend more time evaluating political, currency and
Page 4
other risks often associated with foreign investment. As one can notice, IT companies need to be
cautious in their pursuit of creating extra value.
Direct contribution to the Indian economy

The current and evolving role of IT/ITES industry in Indias economy is well established. The sector is
proving to be the major growth pole within the services sector, which in turn drives several economic
indicators of growth in the country. A few key indicators of direct contribution are:
Growing share of the countrys GDP:
The sectors contribution to the countrys GDP has been steadily increasing from a share of 1.2% in
FY98 to 5.2% in FY07
Boosting the foreign exchange reserve of the country:
Export earnings in FY08 stood at approximately USD 40.0 billion with a growth of 36%
Employment generation:
Direct employment in the sector is expected to be 2.0 million by end of FY08, growing at a CAGR of
26% in the last decade, making it the largest employer in the organized private sector of the country.
THE INDUSTRY SECTOR CAN BE CLASSIFIED AS:
1. IT- Software These companies help in developing and implementation of different software for
their clients worldwide. These softwares could be for documentation, security services, banking
soft wares etc.
2. Business process outsourcings (BPO) Major Corporations across the world outsource
their back-office operations to some companies. E.g. Employee payroll for a US companys
global workforce is maintained by an Indian BPO. Slowly the definition is expanding to Human
resources, accounting, logistics, legal processes etc
.
3. IT- Hardware and peripherals - The stuff you can actually see and touch, and would likely break if
you threw it out a fifth-story window, is hardware. This would include laptops, desktops, Storage
devices, Networking devices, LCD, printers etc.
4. IT- Education This segment provides training for employment in the other segments. This would
include companies providing various certification courses, like Java, Oracle etc. These companies also
provide training for employees in corporate sector. Recently, some companies have also expanded this
service to cater to schools and colleges.
This sector has made significant contributions to Indias economic growth in terms of GDP increase,
foreign exchange earnings as well as employment generation. Its contribution to GDP has increased
tenfold in last decade, from 0.6% to 6% till 2009-10. The sector has helped India transform from a rural
Page 5
IN D IA N IT -IN D U S T R Y
S E G M E N T A T IO N
and agriculture-based economy to a knowledge-based economy. Besides this, the lives of people have
been positively influenced by direct or indirect contribution of IT sector to various parameters such as
employment, standard of living, per-capita income etc.
Software
IT-Services
ITes- BPO
Growth Drivers of IT sector:

Easy availability of Talent pool and cost advantage The sector is human power and knowledgeoriented and this cost accounts for more than 40% of overall cost. Indians are considered to have better
mathematical skills required for writing software. The easy availability of this talent pool makes it a
long-term advantage. Widespread knowledge of English makes this pool employable, as compared to
other countries like China, Japan etc. Also, it is 5 to 8 times cheaper to employ an Indian technologist
than one from developed countries and thus the business has been flowing to India over the years.
Page 6
Process and Quality Nearly all the Indian software companies takeCMM (Capability Maturity
Model) certification, which is the benchmark of quality management. Out of approximately 250
companies reaching supreme level i.e. level 5 of CMM, 60 are from India. This gives the impression of
the company being dependable and hence, helps them tap the market easily.
Supportive government policies In early 1970s when Americans began looking offshore for
software development, the government policies of India were not much supportive. However, post
liberalization the government recognized the potential and took supportive stance towards IT by
reducing import tariff on Hardware and Software, developing Software Technology Parks and
introducing legislative actions to protect intellectual property (e.g. Information technology act 2000).
Indian government policies are framed in a way that ensures maximum benefit out of IT outsourcing to
India.
Page 7
Page 8
1.2 COMPETITON IN IT INDUSTRY

At present, the Indian software development sector is way ahead of others in the global offshore
outsourcing market. However, latest Information Technology Industry news indicates that it is to face
stiff competition from other emerging outsourcing sectors, in the near future. New companies from
China, Philippines and Russia are emerging in the global market, posing hard competition for the Indian
Software Development sector.
China has now emerged as the second most preferred destination for overseas IT services, though it is
still far behind from India in the field of software and services. Also, the growth of Indian outsourcing
sector is much too rapid compared to other countries. More and more overseas investments are taking
place in the country in the field of Information Technology. Big IT Brand names such as IBM,
Accenture, Microsoft and many others have huge investments in India. Local brand names such as TCS,
Wipro, Satyam and many others are also doing well at the international level.
Among others in the market, Philippines and Russia are also doing well. These countries attract many
companies to deal with them. Some of the IT companies have also started to select them as their route
for Software Outsourcing Services. Still most of the companies prefer to stick with Indian software
development sector when it comes to overseas IT development or IT Outsourcing. It is also true that
India is facing competition from other multinational corporations. These companies have also started to
provide low cost development services and posing challenges for Indian Software Development.
However, the Indian advantage is that it known not just for low cost services, but for cost effective and
best quality services. With the growth of many countries in the field of Software Outsourcing,
competition in the global market is increasing. Many of the companies are providing good quality
services that can pose challenges for Indian Software Development. Though, India is still well known
for its high quality, cost effective and dedicated resources. Again, India possesses one of the largest
pools of English speaking people, which make it the number-one choice for other BPO (Business
Process Outsourcing) and KPO (Knowledge Process Outsourcing) services, as well.
It is true that, the global market for Software Outsourcing is becoming tougher gradually as more and
more players are entering the market. Still, unique and qualitative services from Indian Software
Development sector makes it the first choice for software services outsourcing.
An analysis of the industry features on the basis of Michel porters five forces model indicates the
following:
1. THREAT OF NEW ENTRANTS
Powerful source of competition (New capacity & product range)
Bigger the entrant -more severe
Limit prices, affect profitability
2. BARGAINING POWER OF CUSTOMERS
Groups/ cartels (Industrial products), formal/informal groups,
Pressure on price, quality, delivery
Affect cost & investment (demand by customers)
3. BARGAINING POWER OF SUPPLIERS
Specialized product
Limited supply
Affects cost of raw materials Industry attractiveness & profitability
Page 9
4. RIVALRY AMONG EXISTING PLAYERS

Influence price
Cost of competing in industry
Production facilities -product development
Advertising, sales force etc.
5. THREAT FROM THE SUBSTITUTES
Price advantage
Performance improvement
Coir decreased demand synthetic fiber
Substantial invest -R&D
Limit price & profitability
POWER OF BUYER
the buyer group is concentrated, or purchases large volumes relative to the sellers sales
products purchased from the industry represent a significant percentage of the buyers costs or
purchases
products purchased from the industry are standard or undifferentiatedalternative suppliers are easy
to find and competitors are played against each other
few switching costs exist (i.e., little penalty for moving to another supplier)
profits earned are low (i.e., greater incentive to reduce purchasing costs)
buyers pose a significant threat of backward integrationbuyers demand concessions, and may
engage in tapered integration (i.e., producing some components in-house and purchasing the rest from
outside suppliers)
he industrys product is not important to the quality of the buyers products or services
the buyer has full information (i.e., their knowledge of demand, market prices and supplier costs
provides them with leverage)
Major IT Hubs
Ranking City
1
2
3
4
Description
Popularly known as the capital of the Silicon Valley of India is

currently leading in Information Technology Industries in India.
It is the second largest exporter of Software, Hyderabad called as
Hyderabad:
Cyberabad.
Chennai:
It is the third largest exporter of Software
Pune, a major industrial point in India. It is also referred to as
Education Hub of India. It was declared as Gamma-Global City
Pune:
recently. As one of the largest cities in India, and as a result of its
many colleges and universities, Pune is emerging as a prominent
location for IT and manufacturing companies to expand.
Bangalore:
Page 10
NASSCOMs survey during 1999-2000 indicates a reversal in the mode of services offered by India. In
1991-92, offshore services accounted 5 per cent and on-site services 95 % of the total exports.
However, during 1999-2000 offshore services contributed over 40 percent of the total exports.
The NASSCOM - McKinsey report on India's IT industry
According to a NASSCOM-McKinsey report, annual revenue projections for Indias IT industry in 2008
are US $ 87 billion and market openings are emerging across four broad sectors, IT services, software
products, IT enabled services, and e-businesses thus creating a number of opportunities for Indian
companies. In addition to the export market, all of these segments have a domestic market component
as well.
Other key findings of this report are:
Software & Services will contribute over 7.5 % of the overall GDP growth of India
IT Exports will account for 35% of the total exports from India
Potential for 2.2 million jobs in IT by 2008
IT industry will attract Foreign Direct Investment (FDI) of U.S. $ 4-5 billion
Market capitalization of IT shares will be around U.S. $ 225 billion
Projected
($ US billion)
IT Services
Software
Products
IT-enabled
Service
E-business
Total
Revenues
India
Based
India
Centric
23
7*
Subtotal
(International Domestic
)
30
8.5
10
15
4
50
1
12
2008
Total
1998
38.5
2.1
9.5**
19.5
0.6
17
19
0.4
5
62
5
25
10
87
0.2
3.3
1.3 POTENTIAL ENTRANTS IN THE INDUSTRY

Potential entrants are those which have the capability to compete with those firms which have already
proved their worth to the world. With effect of Globalization, big-shot firm entered in India as they
found Indian market very much suitable and has got immense potential.
As these firms started doing the business, gradually it began to prosper and made huge profits. Various
MNCs also entered in India during this period and started working well. People are now able to
recognize the software firms and computer science and information technology gradually became the
buzzword for the nation as more number of people have started taking interest towards private sector
Page 11
and helped a lot in overcoming the problem of unemployment to greater extent. Indian economy began
to rise which aroused interest among the people and made them to think that whether they want to go
for a government job or private job.
The IT sector had a huge impact on engineering and research and development sector which helped us
in creating an efficient workforce. This also helped in bringing up of the small and medium enterprise,
are companies which possess smaller workforce and production is also less when compared with bigger
firms.
The situation was good until the economic crisis and recession in 2008. Suddenly, even well established
firms stumbled and everything started to move in reverse direction. Many firms became bankrupt, many
were closed down, share prices of these firms went very low and many other mishaps also happened.
Still many companies are facing lot of economic problems. But now, the things have started changing,
but still not stable. In this scenario, Small and Medium Enterprises have emerged as of great value.
They are now found in almost every sector and are performing well. They are capable of bringing a
small change to a drastic change. Hence, these small and medium enterprises (SMEs) are becoming a
potential competent to the sector.
The threat of entrants for the market of IBM is low because of the enormous amount spent on the R&D,
relevant support products and services, manufacturing and the distribution. For example, IBM spent
nearly $171 million in system and technology, for server product in 2005, (Annual Report, 2006) and
IBM spent over $1 billion in the Linux operating system in 2001(Shankland, 2002).
The success of a companys competitive strategy depends on how it relates to its environment. Although
the relevant environment is very broad, encompassing social as well as economic forces, the key aspect
of the company's environment is the industry or industries in which it operates. The collective strength
of the forces determines the ultimate profit potential in the industry, where profit potential is measured
in terms of return on invested capital. Competition extends well beyond the established players.
Customers, suppliers, substitutes and potential entrants are all competitors and may be more or less
prominent depending on the particular circumstances. And also the potential of an entrant depends upon
the economies of scale and it can act as a deciding factor for any firm as it leads to cost reduction with
respect to the increased production.
Promotion of IT- industry in terms of governmental incentives:
With the formation of a new ministry for IT, Government of India (GOI) has taken a major step towards
promoting the domestic industry and achieving the full potential of the Indian IT-entrepreneurs.
Constraints have been comprehensively identified and steps taken to overcome them and also to provide
incentives. Thus for example, venture capital has been the main source of finance for software industry
around the world. However, majority of the software units in India is in the small and medium
enterprise sector and there is a critical shortage of venture capital kind of support. In order to alleviate
this situation and to promote Indian IT industry, the Government of India has set up a National Task
Force on IT and Software Development to examine the feasibility of strengthening the industry. The
Task Force has already submitted its recommendations, which are under active consideration. Norms for
the operations of venture capital funds have also been liberalized to boost the industry. The
Government of India is also actively providing fiscal incentives and liberalizing norms for FDI and
raising capital abroad.
Page 12
Recently, an IT committee was set up by the Ministry of Information Technology, Government of India,
comprising Non Resident Indian (NRI) professionals from the United States to seek expertise and
advice and also to step up U.S. investments in India's IT sector. The committee is chaired by Minister
of Information Technology, Government of India, and the members include Secretary, Ministry of
Information Technology and a large number of important Indian American IT entrepreneurs.
The group will:
Monitor global IT developments and refine Indian IT policy to meet global requirements.
Specifically, this will help angel investors, venture creators and incubation
Promote the growth of human resource development in the IT sector with the aim of creating
quality-based education
Promote R&D in the sector by identifying thrust areas and drawing up a blueprint for action
Indias most prized resource in in todays knowledge economy is its readily available technical work
force. India has the second largest English-speaking scientific professionals in the world, second only
to the U.S. It is estimated that India has over 4 million technical workers, over 1,832 educational
institutions and polytechnics, which train more than 67,785 computer software professionals every
year. Government of India is stepping up the number and quality of training facilities in the country to
capitalize on this extraordinary human resource. It is the knowledge industry that will help take the
Indian economy to a sustained higher rate of growth and the policy makers are fully aware of this.
1.4 POWER OF SUPPLIERS

IBM is a global company which is spread out throughout the globe. It is the power of the suppliers
which supports its functioning.
GLOBAL PROCUREMENT
The purchasing arm of IBM:
IBM Global Procurement's mission is to achieve the lowest overall cost for goods and services being
procured, to ensure that the goods and services provided meet required quality standards and/or
customer expectations, and to deliver correct quantities of goods or services at the right global location
at the time specified. All are governed by IBM Procurement's policies, practices, and business controls.
Procurement objectives:
IBM procurement aims to:
Drive quality improvements from our suppliers of goods and services
Deliver lowest overall cost and greatest competitive advantage
Improve client perception of our values through increased influence and exemplary customer
service and support
Page 13
Premier supplier relationships:

Establish relationships that give IBM:
Access to the latest technologies
Supply continuity
Speed to market
Growth in e-Procurement leadership
Retention of the best talent within the profession
Social chain social responsibility

From its inception almost a century ago, IBM has been based on a set of fundamental values. IBM's
values shape and define our company and permeate all of our relationships--between the company's
people and the shareholders, the clients, the communities where people live and work, and among
network of their suppliers.
Within their supply chain relationships, they know that the company's sizable purchasing power is a
unique resource that must manage responsibly. IBM spends nearly $2 billion a year with diverse
suppliers, for example, greater than any other technology company. Yet more than managing spend, they
have a responsibility to hold their selves--and their suppliers--to high standards of behaviour. This
means complying with all applicable laws and regulations. But it goes beyond that. It entails a strong
commitment to work with suppliers to encourage sound practices and develop sound global markets.
They have always maintained an open channel of communications with suppliers to set expectations.
Today, in an increasingly interconnected world market, the expectations for all players across the entire
supply chain go up. Therefore, they are both reaffirming their existing policies and instituting some new
practices, which are spelled out in the following Supplier Conduct Principles. These principles establish
for our suppliers the minimum standards they expect from their suppliers as a condition of doing
business with IBM. IBM will have the right to take action with suppliers that fail to comply with these
principles, including terminating their relationship with them.
Their goal is to work with their suppliers to foster full compliance as they, in turn, apply these to their
extended sources of supply engaged in the production of goods and services for IBM. They will
consider these principles and adherence to them in their selection process and will seek on-going
compliance by actively monitoring performance.
E- Procurement
Definition:
The acquisition of direct and indirect products and services using the internet and new
technologies to facilitate a seamless, end-to-end stream of strategic procurement activities by
connecting buyers with suppliers.
Page 14
The inclusion of tools and business intelligence systems that enable improved responsiveness
and analysis within the procurement organization.
The linkages between suppliers and internal systems across the supply chain.
IBM Global Procurement Supplier Integration Strategy
The mission of IBM Global Procurement is to acquire goods and services efficiently and effectively for
internal and external customers with the most competitive supply chain cost. This is done with an eye
toward flexibility to react to changing market demands.
They fulfil their mission by using commodity councils to strategically source all goods and services and
through the use of common processes across the global enterprise. This is conducted in an environment
of pervasive e-Procurement across all steps of the acquisition process from initial market intelligence,
strategic sourcing, tactical implementation, invoicing, and electronic payments. These e-Procurement
processes are an integral part of an optimized end-to-end supply chain, which benefits their customers
and suppliers. E-Procurement applications are based upon open public standards, are designed to enable
B2B integration between IBM and its suppliers to reduce transaction and handling costs, and to enable
automated timely information exchange.
Within the broad umbrella of B2B are Server-to-Browser (S2B) applications, such as Web Order
Invoice, used to support purchase order and invoice transactions for their low transaction-volume
suppliers, accessible through a web browser. Electronic Data Interchange (EDI) and Rosetta-Net (an
XML implementation), which are their Server-to-Server (S2S) integration enablers, support a broad
range of business processes used to connect IBMs back-end applications to the suppliers back-end
applications to support high transaction-volume suppliers.
1.5 POWER OF CUSTOMERS
With the changing scenario, customers are now much aware of the latest happenings. Internet is their
major source of knowledge along with being educated. They are now able to differentiate among service
providers and they give importance to value added service and quality. Since IBM is an organization
which has completed more than 100 years, naturally, a trust is built in the minds of customers .
Due to cut throat competition in the industry customer are empowered with choosing among the best
alternatives which suits them. They can have their own preference while choosing their required
product. The switching costs are also low as there are many players in the industry like HP, Dell, etc.
Hence, the customers not only concentrate on firm but also to the benefits associated, which makes the
task difficult for the organization and they work to strive for something very new that leads to
innovation.
IBM being a global company has clients all over the globe, most of them being business clients. The list
of customers also includes governments of different countries all over the globe. The quality of the
products and services offered by IBM provides as well as its brand image offers a competitive
advantage for IBM over its competitors. Some of their major clients are Samsung, Volkswagen, Toyota
Motors, BP, Wal-Mart , etc.
Page 15
1.6 THREAT OF SUBSTITUTES:

Two goods are substitutes in demand if, when the market price of the first good rises, the price of the
second good also rises, and vice-versa. That means they are replaceable. But here in this sector, each
firm has its own unique selling proposition (USP) and that is why the competition here is a cut throat
competition and the IT firms always try to do in an innovative and different manner. There exist many
items which might be similar in many aspects but possess some or the other different characteristic that
leads to the product differentiation. There are various other players (TCS, HP, Dell, etc.) in the industry
which are providing almost same kind of products and services and creating a competitive environment
for the organization.
The major threat to the IT industry is piracy which has increased as termites. Piracy is considered as a
crime and various laws are also there but still it has not been controlled as it very difficult to monitor
continuously what is going wrong.
CHAPTER II
COMPANY ANALYSIS
Page 16
2.1 ABOUT IBM

International
Business
Machines
Corporation (NYSE: IBM)
or IBM is
an
American multinational technology and consulting corporation headquartered in Armonk, New York,
United States. IBM manufactures and sells computer hardware and software, and it
offers infrastructure, hosting
and consulting
services in
areas
ranging
from mainframe
computers to nanotechnology.
The company was founded in 1911 as the Computing Tabulating Recording Corporation through a
merger of three companies: the Tabulating Machine Company, the International Time Recording
Company, and the Computing Scale Corporation.[4][5] CTR adopted the name International Business
Machines in 1924, using a name previously designated to CTR's subsidiary in Canada and later South
America. Its distinctive culture and product branding has given it the nickname Big Blue.
In 2012, Fortune ranked IBM the #2 largest U.S. firm in terms of number of employees (433,362), the
#4 largest in terms of market capitalization, the #9 most profitable, and the #19 largest firm in terms of
revenue. Globally, the company was ranked the #31 largest in terms of revenue by Forbes for
Page 17
2011. Other rankings for 2011/2012 include #1 company for leaders (Fortune), #2 best global brand
(Interbrand), #1 green companyworldwide (Newsweek), #5 most admired company (Fortune), and #18
most innovative company (Fast Company).
IBM holds more patents than any other U.S.-based technology company, and has nine research
laboratories worldwide.[12] Its employees have garnered four Nobel Prizes, six Turing Awards,
nine National Medals of Technology, and five National Medals of Science. Famous inventions by IBM
include the automated teller machine (ATM), the floppy disk, the hard disk drive, the magnetic stripe
card, the relational database, the Universal Product Code (UPC), the financial swap, SABRE airline
reservation system, DRAM, and Watson artificial intelligence.
IBMers value:
Dedication to every clients success.
Innovation that matters for our company and for the world.
Trust and personal responsibility in all relationships.
IBM is a global technology and innovation company that stands for progress. With operations in over
170 countries, IBMers around the world invent and integrate hardware, software and services to help
forward-thinking enterprises, institutions and people everywhere succeed in building a smarter planet.
IBM has been present in India since 1992. The diversity and breadth of the entire IBM portfolio of
research, consulting, solutions, services, systems and software, uniquely distinguishes IBM India from
other companies in the industry. IBM India's solutions and services span all major industries including
financial services, healthcare, government, automotive, telecommunications and education, among
others. As a trusted partner with wide-ranging service capabilities, IBM helps clients transform and
succeed in challenging circumstances.
IBM has been expanding its footprint in India - and has a presence in over 200 cities and towns across
the country - either directly or through its strong business partner network. IBM India has clearly
established itself as one of the leaders in the Indian Information Technology (IT) Industry - and
continues to transform itself to align with global markets and geographies to grow this leadership
position. Widely recognized as an employer of choice, IBM holds numerous awards for its industryleading employment practices and policies.
Vision - Solutions for a small planet
Mission At IBM, we strive to lead in the invention, development and manufacture of the industry's
most advanced information technologies, including computer systems, software, storage systems and
microelectronics.
They translate these advanced technologies into value for our customers through our professional
solutions, services and consulting businesses worldwide.
RESEARCH AND INVENTIONS: Famous inventions by IBM include the following:
Automated teller machine (ATM)
Floppy disk
Page 18
Hard disk drive
Electronic keypunch
Magnetic stripe card
Virtual machine
Scanning tunnelling microscope
Reduced instruction set computing
Relational database
Universal Product Code (UPC)
Financial swap
SABRE airline reservation system
Dynamic Random Access Memory (DRAM)
Watson artificial intelligence
PRODUCTS AND SERVICES:

MAJOR PRODUCTS:
Systems and servers by processor (AMD processor-based servers, POWER systems etc.)
Systems and servers by operating system (IBM i (i5/OS), Linux, etc.)
Systems (Power Systems, Blue Gene (US), etc.)
Software (Software product finder, Systems software, etc.)
Software by brand (DB2, IMS, SPSS, Lotus, etc.)
Products forSmall & Medium Business and Business Partners
Printing products
Other products networking, semi-conductors, workstations, etc.
Resources
IBM Certified pre-owned equipment
Page 19
Recycling
Financing options
Systems Advisor Tool (US)
Warranty information
MAJOR SERVICES:
Business Services
Functional expertise
Strategy and Transformation, etc.
ITServices
Application management
Integrated Communication Systems
End User Services
Outsourcing Services
BPO
IT Outsourcing and Hosting
Other Services
TRAINING (Certifications, Conferences and Events, etc.)
FINANCING (Asset Recovery, Commercial Financing, etc.)
CORPORATE RECOGNITION AND BRAND: (Position of the Company in the Industry)

In 2012, Fortune ranked IBM the #2 largest U.S. firm in terms of number of employees, the #4 largest
in terms of market, the #9 most profitable, and the #19 largest firm in terms of revenue. Globally, the
company was ranked the #31 largest firms in terms of revenue by Forbes for 2011. Other rankings for
2011/2012 include the following:
1 company for leaders (Fortune)
Page 20
2 best global brand (Interbrand)
1 green company worldwide (Newsweek)
5 most admired company (Fortune)
18 most innovative company (Fast Company)

For 2012, Vault ranked IBM Global Technology Services #1 in tech consulting for cyber security,
operations and implementation, and public sector; and 2 in outsourcing.
2.2 MARKETING AT IBM

MARKETING COMMUNICATION STRATEGIES ADOPTED BY IBM
IBM uses various strategies to market its products and services to create awareness among the clients
about the existing products and new innovations and services.
The marketing strategies include Advertisement, Direct marketing, Public relations/media, sponsorship
marketing etc
SPONSORSHIP MARKETING:
IBM uses sponsorship marketing to increase brand awareness among the people through its business
partners through go to market strategy by which the business partners help in generating demand and
sell IBM solutions to businesses.
PUBLIC RELATION:
For small and medium sized businesses it has become important for IBM to maintain relationship with
its clients and understand its culture to provide solutions to the businesses
IBM launched worldwide accessibility centers in 2000 to ensure all its products are accessible
and to bring notion of access to every one irrespective of ability or disability to businesses
around the world.
It is also marketing through video production of its goods and services which are telecasted in
customer events.
Advertising (general/traditional):IBM Involves the purchases of activities related to creating
advertising concepts developed to present the company's name, products, or services externally and
resulting in the placement of the advertisement via print or broadcast media (i.e., newspapers,
magazines, television, radio, billboard, internet, and sms (short message service). IBM advertises its
products by a global agency which is core /strategic supplier Ogilvy &Mather, Ogilvy One WW, and
Mindshare which was acquired by IBM.
Promotional items: Specialty promotional items that include an IBM eight bar/e-business logo and
sub-brand logo: pens, cups, shirts, hats.
Public relations/media: Involves the purchase of goods and services related to the creation, design, and
presentation of messages, materials, and related activities used to publicize IBM strategy, leadership,
products, and offerings. Includes: creation/implementation of communications strategy; advice/counsel
Page 21
to IBM management on industry issues and competitive developments; developing relationships with
reporters, analysts, and industry influences to increase awareness and coverage of IBM; executive
communications support, including development of bylined articles, presentations, and media training;
preparation of communications materials, such as press releases/kits, management, and employee
communications..
Video productions: Creation of all video production and related services for customer events falls
under Marketing Events. Following is the direct competitor share comparison of IBM:
Table: 2.3.1
Computer Hardware (US) Ranked by Sales:
Company
Symbol
Price
Market Cap
International
Business
Machines
Corporation
IBM
196.70
226.89B
HewlettPackard
Company
HPQ
22.79
45.10B
Dell Inc.
DELL
12.71
22.36B
Cisco
Systems, Inc.
CSCO
16.48
88.28B
Xerox Corp.
XRX
7.26
9.78B
Seagate
Technology
PLC
STX
25.40
10.80B
Apple Inc.
AAPL
568.86
531.92B
NCR Corp.
NCR
21.24
3.37B
EMC
Corporation
EMC
24.32
51.06B
Toshiba
Corp.
TOSBF.PK
3.76
15.92B
Page 22
MARKETING COMMUNICATION STRATEGIES ADOPTED BY IBM

Advertising (general/traditional): It involves the purchases of activities related to creating advertising
concepts developed to present the company's name, products, or services externally and resulting in the
placement of the advertisement via print or broadcast media (newspapers, magazines, television, radio,
billboard, internet, and sms (short message service). All of the purchases for this activity (fee,
production, and media) are handled by one enterprise/ strategic /core supplier: The Ogilvy Group, Inc.
(Ogilvy & Mather, Ogilvy one WW, and Mindshare).
Direct marketing: The creative concept/development/design of advertisement via mediums that are
intended to cause a response through appropriate calls to action.
Lead generation: Marketing communications agencies that specialize in development of lead
generation and lead response management programs specifically designed for information technology
(IT) industry marketplace.
Marketing events: Procurement of creative events. This does not include hotels/convention centres.
Naming/branding/design: Creation and management of brand promise, positioning and identity
creation, the valuation of a brand, establishment of brand principles and practices, sub-brand strategies,
brand extensions.
Promotional items: Specialty promotional items that include an IBM eight bar/e-business logo and
sub-brand logo: pens, cups, shirts, hats. Also the give-aways to promote IBM services.
Public relations/media: It involves the purchase of goods and services related to the creation, design,
and presentation of messages, materials, and related activities used to publicize IBM strategy,
leadership, products, and offerings. Also the creation and implementation of communications strategy;
advice or counsel to IBM management on industry issues and competitive developments; developing
relationships with reporters, analysts, and industry influences to increase awareness and coverage of
IBM; executive communications support, including development of by-lined articles, presentations, and
media training; preparation of communications materials, such as press releases/kits, management, and
employee communications.
Sponsorship marketing: Although IBM selects the properties/relationships with whom to enter into
sponsorship agreements, support services in areas of sponsorship hospitality and event management,
sports information technology, or specialized consultant market services organizations can be addressed.
Video productions: Creation of all video production and related services for customer events falls
under Marketing Events.
MARKET SHARE COMPETITION

Indian IT services market is estimated to be at $4.8 billion dollar. This is the not the software exports
by Indian IT services which will be close to $50 bn per year. $4.8 billion is really less for a country this
Page 23
big. Wipro is closing the gap with IBM. It is 2 percentage points behind. It has seen an explosive
growth in 2008 alone with 43% increase in revenues over 2010.
Top 8 Vendors for Indian IT:
1
2
3
4
5
6
7
8
IBM 10.8%
Wipro 8.7%
TCS 6.1%
HP-EDS
HCL
Datacraft
Satyam
Siemens Information Systems Limited
The Indian companies are also giving a tough fight for market share with IBM, along with other MNS.
The Indian competitors of IBM are as depicted in the chart below
MARKET STRUCTURE:
The IT industry has emerged as one of the most important industries in the Indian economy contributing
significantly to the growth of the economy.
The IT industry of India got a major boost from the liberalization of the Indian economy. India's
Page 24
software exports have grown at an annual average rate of more than 50% since 1991. The structure of
the IT industry is quite different from other industries in the Indian economy. The IT industry of India is
hugely dependent on skilled manpower. Primarily a knowledge based industry, the IT industry of India
has reordered significant success due to the huge availability of skilled personnel in India.
The industry structure in the IT sector has four major categories. These are IT services
IT enabled services
Software products
Hardware
IT services constitute a major part of the IT industry of India. IT services include client, server and web
based services. Opportunities in the IT services sector exist in the areas of consulting services,
management services, internet services and application maintenance. The major users of IT services are
Government
Banking
Financial services
Retail and distribution
Manufacturing
IT enabled services
The services which make extensive use of information and telecommunication technologies are
categorized as IT enabled services. The IT enabled services is the most important contributor to the
growth of the IT industry of India. Some of the important services covered by the ITES sector in India
are Customer-interaction services including call-centres
Back-office services
Revenue accounting
Data entry and data conversion
HR services
Transcription and translation services
Content development and animation
Remote education,
Data search
GIS
Market research
Network consultancy
Software products are among the most highly exported products from India. The software industry in
India originated in the 1970s and grew at a significant pace in the last ten years. Between 1996-1997
and 2002-2003, the Indian software industry grew more than five times from 2630 crores to 13200
crores. During the same period software and service exports from India grew by almost twelve times.
The hardware sector of the It industry focuses on the manufacturing and assembling of computer
hardware. The consumption of computer hardware is high in the domestic market. Due to the rise in the
number of IT companies, sales of desktops, laptops, servers, routers, etc. have been on the rise in recent
years. Many domestic and multi-national; companies have invested in the computer hardware market in
India.
Page 25
Another categorization in the structure of India's IT industry is related to the market. There are two
major market classifications - the domestic market and the export market. The export market, dominates
the IT industry accounting for 75% of the revenue.
2.3 HUMAN RESOURCES:

In an on demand enterprise, human resources can be more efficient. All employees can have effective
training delivered to them when they need it, and they can receive immediate service through the
lowest-cost channels that meet their needs.
Highlight:
In IBM human resources business transformation outsourcing service areas include HR

transformation, HR analytics, HR applications and infrastructure, and HR specialty services.
Having an on demand environment means that multiple vendors are integrated transparently, providing
the most cost-effective solution, and all of the online resources an employee needs are available through
one consistent interface. Human resources (HR) applications can be added or updated as needed through
a flexible, low-cost architecture.
Business transformation outsourcing (BTO) services can make HR on demand happen for you by
implementing solutions that unlock business value and helping you develop the attributes of an on
demand business:
Responsive: HR staffing changes fluidly as people are acquired or divested.
Variable: Technology advances allow HR to become a virtual organization.
Focused: HR managers focus on strategy and vision, not transactional processing.
Resilient: HR strengthens its role in managing risk and opportunity.

IBM BTO services comprise a full range of outsourced HR services, including:
HR transformation:
Business-to-employee (B2E) strategy
HR process redesign
Service delivery strategy
Decision support
HR analytics:
Access to consolidated HR information
Data warehouse design and implementation

Page 26
Performance metrics and benchmarking

HR applications and infrastructure:
Full HR process delivery
Transaction processing (benefits, payroll)
Web-enabled self-service and contact centres
Vendor aggregation and management
IBM learning solutions
Specialty processes (e-HR expertise)
AMS - Systems integration, application development and management, specialized applications
Infrastructure and hosting

HR specialty services:
Separation services
Expatriate services
The potential benefits of outsourcing your HR functions to our BTO services include savings from
utility-like HR costs, more dynamic and responsive systems, and the risk reduction that comes with
technical and process improvements. We have partnerships with leading specialized providers and a
truly global understanding of HR and its legal requirements, all of which facilitate a smooth transition to
an outsourced solution.
SENIOR MANAGEMENT:
The Executive management of IBM is as follows:
Samuel J. Palmisano - Chairman of the Board
Virginia M. Rometty - President and Chief Executive Officer
Rodney C. Adkins - senior vice president for Systems and Technology Group.
Colleen Arnold - Senior Vice President, IBM Global Business Services
James P. Bramante - Senior Vice President, Growth Markets
Michelle H. Browdy -Vice President, Assistant General Counsel and Secretary
Erich Clementi - Senior Vice President, Global Technology Services
Michael E. Daniels - Senior Vice President and Group Executive, Services
Michael (Mike) E. Daniels is senior vice president of IBM Global Technology
Robert F. Del Bene - Vice President and Treasurer
Bruno V. Di Leo - Senior Vice President, Sales and Distribution
Jon C. Iwata - Senior Vice President, Marketing and Communications
James J. Kavanaugh - Vice President and Controller
Dr. John E. Kelly, III - Senior Vice President and Director of IBM Research
Robert LeBlanc-Senior Vice President, IBM Software Group
Page 27
Mark Loughridge - Senior Vice President and Chief Financial Officer

J. Randall MacDonald -Senior Vice President, Human Resources
Michael D. Rhodin - Senior Vice President, IBM Software Solutions Group
Linda S. Sanford - Senior Vice President, Enterprise Transformation
Timothy S. Shaughnessy - Senior Vice President, GTS Services Delivery
Bridget A. van Kralingen - Senior Vice President, Global Business Services
Training & Development:

IBM look for graduates who want to focus on continuously building their skills and knowledge in line
with the ever changing business environment, it goes without saying that continuous learning and
development is really important to us at IBM.
One of the most valuable things IBM offers is the opportunity to apply knowledge in a hands-on,
commercial environment. They make people work with real projects for real clients and real bottom-line
deliverables, all with the support of manager, enabling to gain lots of experience as a graduate.
The IBM Graduate Programme has been designed to attract the best in the market and is focussed on the
on-going development of our new graduates.
The programme begins with a 12 week training academy which exposes you to the many facets of IBM
and assists in the move from being a student to working in a corporate environment.Each one starts their
IBM career with an induction that will help to understand more about IBM and how they operate. The
training will have together with a number of other graduates with varying degrees and backgrounds and
will involve taking part in valuable team building exercises which will assist in giving you an instant
network of friends. Some of the modules covered during the training programme include; Effective
Communication, Time Management, Conflict Management, 21st Century Workplace, Presentation
Skills, Project Management.
Once you have completed this, you will move into the business. All along this path you'll have your
individually assigned mentor (a professional working at IBM) available to you who will enhance your
professional and personal development.IBM's on-going training and development programs cover both
commercial exposure as well as industry recognised certification. Our training and development
programs typically cover two areas:
Commercial exposure:
One of the most valuable things we can offer you is the opportunity to apply this knowledge in a handson, commercial environment, or IBM on the job training'.
Candidates will work on real projects, with real clients, and real bottom-line deliverables. But not to
worry, both the Manager and Mentor will be there to lend their full support, enabling them to gain as
much as possible from your exposure.
Certification:
In order to achieve career goals, people need to have the right technical and professional skills, as well
as appropriate accreditation and certification for your particular area. IBM will help you by providing
opportunities to gain the most relevant and globally accredited certification necessary.
2.4 OPERATIONS:
Functions and Processes:
IBM, more than 100 year old country, functions in more than 160 countries throughout the world. This
Page 28
company uses its own ERP system to integrate its functions throughout the company, for example IBM
Lotus Notes and IBM Sametime.
IBM Lotus notes is collaboration software that empowers people to connect, collaborate and innovate
while optimizing the way they work. This provides flexibility to the employees to work. They are able
to work from anywhere by logging in to IBM Lotus notes via their Think Pad. IBM Sametime
software is a social communications offering that is the evolution of unified communications (UC),
providing integrated voice, data and video. It includes built-in integration with many productivity and
collaborative applications your workforce uses every day and also provides open-standards-based tools
to help developers provide Sametime services in business processes. The Sametime user interface
provides easy access to enterprise instant messaging, online meetings, telephony, video conferencing
and morewherever people are working. With Sametime software, businesses have an immediate and
cost-effective way to use social communications to help improve customer engagement and to make
faster expertise-based decisions with people inside and outside your business, without travel costs.
The global delivery head monitors the performance of IBM in different countries. The performance as
well as the functioning of IBM in different countries should be in accordance with the global IBM
standards. There also exists an internal QC team which does the quality check of every process done
within IBM.
2.5 FINANCE AT IBM

A snapshot of commonly used financial measurements - IBM stock performance, financial indicators,
valuation and effectiveness ratios and profitability gauges. The information is presented as of a specific
moment in time or measured over the course of longer time periods (quarter, rolling three months
average, trailing twelve months.
Quarterly snapshot
Mil=Millions
RTMA=Rolling
Three
Months
TTM
=
Trailing
Twelve
Months
MRQ
=
Most
Asterisk (*) indicates numbers are derived from Earnings Announcements
All the details are given per share values.
2.7.1Price and volume
Recent price $
Recent
Average
Quarter
194.30
52 week high $ 210.69

52 week low $
157.13
Average
vol
4.00
(Mil)(RTMA)
Beta
0.62
Page 29
2.7.2Dividend information
Yield %
1.70
Annual
3.40
dividend
Payout
ratio
22.00
(TTM) %
2.7.3 Per share data
Earnings
13.38
(TTM)$
Sales (TTM)$
92.75
Book
value
17.95
(MRQ)$
Cash
flow
18.03
(TTM)$
Cash (MRQ)$
10.26
The following represents the snapshot of financial data of IBM :
Performance reflects the strength of IBM's business model
Continued strong performance across IBM's growth initiatives
Expanded Operating (Non-GAAP) gross, pre-tax and net margins
Delivered 14% Yr/Yr Operating (Non-GAAP) EPS growth
Generated $3.7B of Free Cash Flow, +9% YtY, $18B over the last 12 months
Increased FY'12 Operating (Non-GAAP) EPS expectations to at least $15.10
($ in Billions, except per share amounts)
Table:2.7.4
Page 30
Table:2.7.5
Table:2.7.6
Page 31
Table:2.7.7
Figure:2.7.1
Figure:2.7.2
Page 32
Figure:2.7.3
Figure:2.7.4
FIVE YEARS SUMMARY:
Figure:2.7.5
Page 33
2.5 ORGANIZATIONAL HIERARCHY AT IBM:

I worked in IST (Integrated Services Team) Department which over looked the HR transitioning
activities related with Outsourcing and Acquisition in different parts of the world.
Lead IST Europe,
South Africa, United
States Of America
,Canada,Global
Recruitment
Senior Operations
Manager IST
Senior Operations
Manager IST
Operations Manager
Canada
Operations Manager
U.S.A
Recruitment
Specialist/
Recruitment
Coordinator
Rehire specialist
Page 34
2.7 SWOT Analysis:

IBM is an information technology (IT) company. It is organized into five business divisions; global
services, hardware segment, software segment, global financing andEnterprise investments. IBM has
operations in over 170 countries worldwide including the UK, Japan, Italy, Germany, France, China and
Canada. The company maintains a clear market leadership in its key market segments but the low cost
proposition of offshore consulting companies can adversely affect the companys market share.
Strengths
Leading provider of IT Services

Large number of Patents
Focused business model
Strong research and development
capability
Opportunities
Growth drivers in hardware,

software and global services
Increased financial flexibility
Market opportunity in government
sector
Expansion in emerging markets
Weakness
Impact of pension and benefit cost

Legal Proceedings
Threats
Intense competition
Economic Slowdown in US and
Europe
Low growth in hardware segment
and professional services
Page 35
CHAPTER III
Tasks accomplished during Internship
Page 36
3.1 ROLES AND RESPONSIBILTIES:

IBMS internship programme started on 18th May 2013. The first week was a training on various
services the firm offers and the complete recruitment process.
From the second week onwards, I was assigned with the different tasks which come under recruitment.
The task was followed by screening, background checks of the candidate and the proper use of
recruitment channels and the compliance of the process. During my internship I was a part of Integrated
Service Team Department (IST) which handles all the different steps of recruitment. I was working for
the US-TEAM also called as IR-TEAM(International Relocation). The main role was to set the correct
strategy for doing all the process efficiently and effectively. The work needed a great accuracy.
3.2 DESCRIPTION OF THE TASKS HANDLED:

1.SCREENING OF THE CANDIDATE:
In the recruitment process of IBM, the screening comes one of the important phase where first the
details of the candidates are maintained in a tracker. The candidates serial number is matched and
thereby his qualifications too with the respective jobs. Once the qualifications are matched with the
demanded jobs, the candidates are said to be screened where his resume is selected. The recruitment coordinator then send him the feedback on e-mail. The feedback can be in the form of selection or
rejection of the candidate.
If the resume is rejected, then the co-ordinator will update the tracker and close the loop of the
candidate.
If the resume is shortlisted, then the co-ordinator will start scheduling telephonic or face to face
interview.
After this phase, if the shortlisted candidates are rejected in course of interview, then the recruiter will
obtain the feedback from the interview panel ad pass on to the co-ordinator so the he/she can close the
loop. If the candidate is selected, then he/she can be scheduled for the next rounds.
2.BACKGROUND VERIFICATION:
Before on boarding of the candidates on floor, his background verification checks are being done. Here
the different applications are minutely checked on the various criterias. This phase is very important
because here the candidates applications are being checked on different attributes such as rehire,
restricted hire, foreign-nationals, criminal background etc.
Here I was trained in order to proper checking of the candidates and rectify the errors if found. And if
there were errors being found, then I had to check for the approvals being attached to the respective
attributes. This work needed a great focus and concentration to work upon. In order to acquire a quality
work force, this step was done with a great accuracy.
And if the background verification work was done, then the candidates were sent offer letters to join the
respective jobs. Finally the selected candidates are on boarded followed by orientation program.
Page 37
3.3 LEARNING EXPERIENCE:

The internship gave me the platform to understand the life of corporate culture as well as the HRProcess being followed there. The different types of training which was provided in course of internship
enabled me to get an idea about the recruitment process of the IBM India, Pvt Ltd. It helped in earning
the diverse knowledge about the recruitment process from its core. Thus, recruitment is the life blood of
any organization.
3.4 CONTRIBUTION TO THE ORGANIZATION:
I served the organization by helping the team members in preparing checklist/ tracker in order to
maintain the daily records of the works which were assigned to me.
I worked on the live projects in the company along with the different team members.
Page 38
CHAPTER IV
ANALYSIS OF TASK/RESEARCH
UNDERTAKEN
Page 39
4.1 INTRODUCTION TO RECRUITMENT :

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an
organization or firm. For some components of the recruitment process, mid- and large size organizations
often retain professional recruiters or outsource some of the process to recruitment agencies.
The recruitment industry has five main types of agencies: employment agencies, recruitment websites
and job search engines, head-hunters for executives and professional recruitment, niche agencies which
specialize in a particular area of staffing and in-house recruitment. The stages in recruitment include
sourcing candidates by advertising or other methods, and screening and selecting potential candidates
using tests or interviews.
RECRUITMENT PROCESS AT IBM:

PLANNING FOR THE WORK FORCE
CREATING A REQUISITION
DEVELOPING PIPELINE OF CANDIDATES
SCREENING
SELECTING CANDIDATES
MAKING OFFERS
Page 40
Purpose of recruitment:
Attract and encourage more and more candidates to apply in the organization.
Create a talent pool of candidates to enable the selection of best candidates for the organization.
Determine present and future requirements of the organization in conjunction with its personnel
planning and job analysis activities.
Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help reduce the probability that job applicants once recruited and selected will leave the organization
only after a short period of time.
Meet the organizations legal and social obligations regarding the composition of its workforce.
Begin identifying and preparing potential job applicants who will be appropriate
candidates.
Increase organization and individual effectiveness of various recruiting techniques and sources for all
types of job applicants
RECRUITMENT PROCEDURE
recruitm
ent
planning
contactin
g
sources
recruitment
process
sources
of
recruitm
ent
applicati
on tool
Page 41
1) Recruitment Planning:
This process starts with its planning which involves the determination of the number of applicants and
type of applicants to be contacted.
Number of contact
Type of contact
2) Sources of recruitment:
There are two types of sources of recruitment process :
a) Internal sources of Recruitment
Transfers
Promotion
Up gradation or demotion
Retired or retrenched employees
Recruitment Planning
Sources of recruitment
Contacting sources Application pool
b) External sources of recruitment
Press advertisements
Educational institutes
Placement agencies
3) Contacting sources:
There are three alternative theories which explain how a candidate arrive at a decision to choose an
organization to join
a) Objective factor theory:
This theory measures the characteristics of employment offer, such as financial compensation and
benefits
b) Subjective factor theory:
This theory emphasize the congruence between the personality pattern of the candidate and the image of
an employee
c) Critical contact theory:
Assumes key attractor is quality of contact with the recruiter or recruiter behaviour, e.g. (promptness,
warmth, follow-up calls, sincerity,etc.).Research indicates that more recruiter contact enhances
acceptance of offer, also experienced recruiter (e.g. middle-aged) more successfulthan young or
inexperienced recruiter - may be especially importantwhen recruiting ethnic minorities, women, etc.
Page 42
FACTORS AFFECTING THE RECRUITMENT PROCESS :

The internal and external forces affecting the recruitment function of an organization are
INTERNA
L
ORGANIZATION
IMAGE
SIZE OF
ORGANIZATION
EXTERN
AL
RECRUITMENT
POLICY
COST OF
RECRUITMENT
LEGAL FACTORS
COMPETITORS
SUPPLY AND
DEMAND
SOCIAL CULTURE
FACTOR
Internal factors
1) Organization Image:
The image of an organizationof an human resource market depends on HRM practices like- traning &
development, promotion avenues, compensation & incentives, work culture.
2) Size of the organization:
The size of the firm is an important factor in recruitment process. If the organization is planning to
increase its operations and expand its business, it will think of hiring more personnel, which will handle
its operations.
3) Recruitment policy:
The recruitment policy of an organization specific the objectives of recruitment and provides the
framework for implementation of recruitment programmed.
4) Cost of recruitment:
Page 43
Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment
which will bear a lower cost of recruitment to the organization for each candidate.
External Factors
1) Supply and demand:
The availability of manpower both within and outside the organization is an important determinant in
the recruitment process. If the company has a demand for more professionals and there is limited supply
in the market for the professionals demanded by the company, then the company will have to depend
upon internal sources by providing them special training and development programs.
2) Legal factor:
There are various legal factors which affected the recruitment policy of an organization.
3) Social culture factor:
Various government regulations prohibiting discrimination in hiring and employment have direct impact
on recruitment practices. For example, Government of India has introduced legislation for reservation in
employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play
important role in recruitment. This restricts management freedom to select those individuals who it
believes would be the best performers. If the candidate cant meet criteria stipulated by the union but
union regulations can restrict recruitment sources.
4) Competitors:
The recruitment policies of the competitors also affect the recruitment function of the organisations. To
face the competition, many a times the organisations have to change their recruitment policies according
to the policies being followed by the competitors
4.2 EFFECTIVENES OF RECRUITMENT PROCESS:

1. AIM OF THE PROJECT:
To study the effectiveness of Recruitment Delivery process at INTERNATIONAL BUSINESS
MACHINE Pvt. Ltd. (IBM)
Analyze the overall Recruitment process at IBM.
2 .STATEMENT OF PROBLEM:
Recruiting and selecting the right people is paramount to the success of the company and its ability to
retain a workforce of the highest quality. Recruitment and selection procedure sets out as to how to
ensure, as far as possible, that the best people are recruited on merit and that the recruitment process is
free from bias and discrimination. Finding the right candidate and recruiting him is not the end of
recruitment process. once the candidate is selected there is a long process which goes on at the back end
in order to verify the eligibility of the candidate to join the company based on various policies laid
down by both the company and the government. This requires an understanding of the complete
Page 44
recruitment cycle and validate if the right kind of recruitment processes and identify inherent
efficiencies and deficiencies .The process post recruitment till the candidates onboard is the recruitment
delivery process which should be very efficient so that the candidate and the management are updated
from time to time about the final selection and joining of candidates into the organization at the same
timing checking if the entire process is abiding to the guidelines provided.
3. OBJECTIVES OF THE RESEARCH PROBLEM:
To examine the effectiveness of the present recruitment delivery process
To analyze the recruitment procedure
To give relevant suggestions based on the findings and conclusion of the study
4. SCOPE OF THE STUDY:
The scope of the project is to study on recruitment delivery process at INTERNATIONAL BUSINESS
MACHINE, India Pvt Ltd, Bangalore. The need of the study is to offer new and improved measures and
strategies to improve the efficiency of the recruitment delivery process.
The study elaborates the role of Recruitment Delivery Team which supported IBM Canada ,USA,
Middle East Asia and Europe recruitment process.
A total of 50 employees were being surveyed apart from which data was primarily collected
from 15 people having varying designations in various teams.
The study is based on the views of the employees which mainly includes recruitment
coordinators, recruitment specialist, and different case managers of International Relocation
team of Recruitment Delivery team along with other employees
The survey was conducted at IBM, Manyata Tech Park, Bangalore
5. LIMITATIONS OF THE STUDY:

i)
ii)
iii)
iv)
The sample size is limited to 50 samples which mainly includes recruitment

coordinators, recruitment specialist, and different case managers of International
Relocation team of Recruitment delivery department along with other employees.
The study cannot be considered as a generalized one as procedures and policies differs
from company to company and organization to organization.
The factors mentioned here are the major factors which effect the process but other
factors might also play a role in the effectiveness of the process.
The study is based on the views of the employees as well as the managers working in
different teams but only in IBM .
v)
Page 45
6. RESEARCH METHODOLOGY:
My topic for research is Effectiveness of recruitment delivery process at IBM
The objective of my research study:
PRIMARY OBJECTIVE:
Study the effectiveness of recruitment delivery process at IBM
SECONDARY OBJECTIVE:
To analyze the overall recruitment process.

To see how effective recruitment process will help in better recruitment delivery
To analyze effectiveness and reliability of various recruitment sources which In turn helps in the
recruitment delivery process.
Social Media as a recruitment source
RESEARCH DESIGN: Research design is DESCRIPTIVE RESEARCH DESIGN. A descriptive study

is one in which information is collected without changing the environment (i.e., nothing is
manipulated)..
Methods of descriptive research:
Survey or questionnaire
Observation
Sample size: 50
Technique of sampling used: Probability sampling
Data collection:
Primary data collection:
Surveyed questionnaire for Employees of Global recruitment delivery team.
Secondary data collection
Journals
Websites
Newspapers
Internal IBM Learning centre
GOM
Research methodology is purely and simply the framework or a plan for study that guides the collection
and analysis of data. It is a way to systematically solve the research problem.
Page 46
The responses were evaluated based on the demographics and questions related to the factors of
recruitment on the itemized scale of yes and no with the help of Google Docs.
The study is descriptive one which will help in understanding the major factors of recruitment. The
pictorial representation of the analysis is being done which will give a better understanding of
responses. Once this is done, the interpretation will tell what exactly the satisfaction level is by
considering and taking mean.
Pictorial Representation of the analysis:
7. DATA ANALYSIS:
For the purpose of analysis, Google Docs has been used to do data analysis. The sample size is of 50
people who gave responses and previous data from GOM .
The predefined factors are being asked to rank from being most important to least important and later
the questions are based on these factors. The factors are as follows:
Page 47
Analysis of Recruitment Delivery Team at IBM

Total Number of HR Personnel (Gender wise)
Table - 1
Total Number Of HRs (Gender wise)
Gender
Number
Male
32
Female
44
Total
76
[ Source : IBM Manyata Tech Park, Banglore 2013-2014]

Figure 1
Total Number Of HRs (Gender wise) Number
Male
Female
Most of the HR personnel responsible for recruitment are Females, with Male members in the HR Team
corresponding for supervision and/or assistance related support activities.
Page 48
HR Team Analysis of Experience

Table - 2
Experience
Experience
Number
Fresher (0-1 years)
16
Experienced (1-3 years)
32
Professional (3+ years)
28
Total
76
[Source : IBM Manyata Tech Park, Banglore 2013-2014]

Figure 2
Experience
Fresher (0-1 years)
Experienced (1-3
years)
Professional (3+
years)
The HR Team at IBM consists of Professional employees who guide the lesser experienced employees
on the key areas to focus on during recruitment. Also, significant number of new recruits into the HR
Team itself maintains constant flow of fresh talent.
Page 49
Tracker/Database Management
The usage of regular trackers and scanners keep searching key data pools for fresh talent that is also
maintained and updated in order to have the best candidates available for interviewing and recruitment.
An analysis of the types of trackers and their updation time intervals allows us to understand the
recruitment efficiency.
Table - 3
Tracker Type
Avg. Time Interval (Days) between

updation
New Talent Scanner
Job Portal Scanner
Social Network Scanner
10
Referral Scanner
Walk-In Scanner

Figure - 3
Avg. Time Interval (Days) between updation

New Talent Scanner
Job Portal Scanner
Social Network
Scanner
Referral Scanner
Walk-In Scanner
Job Portal Scanner Scans the available popular job portals like Naukri, Times Jobs etc.
Social Network scanner Scans the professional social networks for suitable and desirable candidates.
Also, useful during background verification checks.
Referral Scanner Constantly searches and shows suitable profiles based on accumulated data pool of
internal referrals.
Page 50
Walk-In Scanner Enables searching suitable profiles amongst previously put on hold profiles during
Walk-Ins
New Talent Scanner Combines all the above and shows the best suited results.
Methods of Intimation of Vacancies

Table - 4
Intimation of Vacancies
Type
Number
Job Portals
40%
Newspapers
37%
References
23%
Total
100%

Figure - 4
Intimation of Vacancies
Job Portals
Newspapers
References
As is clearly visible from the above table, the best used method of intimation of available vacancies are
the Job Portals followed by Newspapers, and Internal References being the least.
Page 51
Background Checking prior to the Interviews

Table 5
Number of Employees Rejected after Background Checks before
Interviews
Status
Number
Rejected
34%
Selected for Interview
66%
Total
100%

Figure - 5
Number of Employees Rejected after Background Checks before Interviews
Rejected
Selected for Interview
Page 52
This shows that almost 34 % of the candidates suited to the profiles are rejected prior to the Interview
calls due to various reasons, making background checking before the Interviews a necessity and also,
gives scope of improvements in the area to avoid errors.
Average Number of Days for the Hiring Process
Table - 6
Days taken for the Hiring Process
Stages
Tracker Search
Profile Selection
Finalizing and Interview Calling
Aptitude Rounds
HR Interview Rounds
Profiling of selected candidates
Senior HR/Technical Rounds
Profiling for Cofirmation
Total
Days
6
2
2
3
3
4
2
2
24

Figure - 6
Days taken for the Hiring Process

6
5
4
3
2
1
Days taken for the Hiring

Process Days
As we can see, the largest time is consumed during initial database searching for suitable candidates,
giving it necessity to be more efficient. This is followed by the first interview profiling of the selected
candidates, again giving a necessity of making it more efficient.
Page 53
Aftermath of the Hiring Process

Table - 7
Number of Candidates Joining
Status
Percentage
Joined
72%
Not Joined
21%
No Response
7%

Figure - 7
Number of Candidates Joining Percentage
Joined
Not Joined
No Response
As we can see, as most of the interviewed and selected candidates join after the entire process is
completed, we can say that the Hiring process as well as the overall reputation of the organization and
It's brand is very good.
Page 54
Employee Retention Percentages
Table 8
Average duration spent before resigning (New hired employees)
Peiod
Percentage
<6 months
6 months -1 year
12%
18%
1 - 2 years
2-4 years
23%
34%
4+ years
Total
13%
100%

Figure - 8
Average duration spent before resigning (New hired employees) Percentage

<6 months
6 months -1 year
1 - 2 years
2-4 years
4+ years
Page 55
Hence, most of the candidates stay with the organization for 2-4 years. This throws some light on the
HR activities that take place after the Hiring process is complete and gives a scope of improvement in
the Employee Retention and Employee Satisfaction areas.
Hiring Process Efficiency Metric Net Worth of Employee

The Net worth of the employee is how much the employee contributes to the organization interms of
revenue and what is the worth/value of the employee in Rupees. This, when compared with the salary
offered to the employee while hiring gives us an idea about the hiring process efficiency.
Table 9
Level
High
Medium
Low
Total
Comparison: Hiring Salary vs. Net Worth Of Employee

Percentage
48%
35%
17%
100%

Figure - 9
Comparison: Hiring Salary vs. Net Worth Of Employee Percentage
High
Medium
Low
Page 56
Hence, we can see that the HR Process is fairly efficient. However, it can be improved further to have
more high worth employees as compared to the salaries offered to them.
The Hiring Process Review Internal HR Opinions

An assessment of the opinions of the existing team of HR at IBM gives us an idea of what they think of
the existing recruitment process.
Table 10
Level
Bad
Average
Needs Improvement
Good
Exceptional
Total
Hiring Process Review

Percentage
3%
16%
29%
48%
4%
100%

Figure - 10
Hiring Process - Review Percentage

Bad
Average
Needs Improvement
Good
Exceptional
Page 57
Most of the HR Team employees say that the existing hiring process is good. However, a significant
number of the employees of the HR Team also say that there is scope of improvement making it fairly
questionable as to what key areas need to be focused and improved.
FINDINGS
Findings are based on both primary data collected via questionnaire also secondary data
collected from the employees and office sources
Most of the employees who have been surveyed are females

Most of the recruitment specialist and recruitment coordinators are females
The higher management posts are occupied by males like managers and Quality analysts.
The major source of recruitment is via social networks especially Linkeldn and the second
source being IBM job portals.
The employees working in the organization are mostly the experienced people along with
freshers hence showing that career growth is pretty good in HR Team.
Recruitment delivery process is very manual and involves lot of repetition.
There are lesser number of people for each designation in every team hence leading to higher
targets to reach.
Back ground verification and rehire checks are done separately leading to double work.
The employees who have been surveyed here have got the knowledge about the job vacancy
through job portals and internal recruitment portals.
The employees think that employee referral plays an important role in the process of recruitment
in the organization.
The recruiter should be knowledgeable and experienced professionals.
Maximum numbers of employees are aware of the recruitment delivery process of the
organization and are satisfied with it but looking forward for changes to avoid repetition of
work.
The company has its own web site for the recruitment process and it makes screening easier.
The recruitment processes of the organization strictly adhere to the Hr policies of the
organization.
In coming future, Linkeldn and Facebook might play a great role in posting job vacancy apart
from job portals.
Page 58
CONCLUSION
The major objective of my study is to analyze the effectiveness of recruitment delivery process at IBM Pvt
INDIA Ltd. in Bangalore. The satisfaction level of employees is moderate about the present process of
recruitment delivery .The employees are of the view that a faster and a regularized approach towards
recruitment delivery process would enhance the effectiveness to great levels.
Recruitment delivery process which starts with the recruitment co-ordinator screening the applications based
on the job vacancy and ends with the candidate being successfully on boarded .The background verification
varies from hire to hire .various hires include rehires, regulars , epics ,non-epics, GBS, Contractors etc.. The
process of selection, verification offer letter generation etc varies a lot and utmost care is required to make
sure the process goes in an order. The employees look forward for more automation in GOM so that the
manual trackers are avoided which involve lot of work also more prone to errors.
Hence automating the recruitment delivery process in relation to GOM can make the entire process very
effective also recruiting more people for same designation in the Global Recruitment team can help them
increase the productivity and the lag between various steps of recruitment delivery.
Finally I would like to conclude by saying that my learning experience at IBM Pvt INDIA Ltd was
memorable and very insightful giving me a broader view about Corporate culture and the scope of HR field
in the organization. The sessions on various fields of HR at IBM taught us about how HR is the back bone of
any organization and showed us how career growth in the field of HR could be in IBM.I also learnt the
importance of team work and how team members help each other resulting in excellent performance by the
whole team .My co workers and managers have helped me develop and learn the process explaining not just
the work but the entire recruitment cycle. The work culture at IBM has provided me with the right focus to
perform my tasks in the best possible way helping me reach my targets and building a healthy competitive
spirit in me.
Page 59
SUGESSTIONS AND RECOMMENDATIONS

Based on the above the following can be suggested to the organization:
Recruitment process should be known to each and every employees of different teams so that in
case any transfer is done from one team to another, employees would be aware of the process.
Automation of recruitment delivery process via GOM so that the process happens on time with
minimum errors.
Better communication mode between Indian Recruitment delivery and Global Recruitment team
to coordinate events without hassles.
Recruitment procedure should be efficient enough to retain the selected candidates .
Recruitment delivery process which involves salary determination and offer letter generation should
be attractive enough and for the employees to accept the offer.
Repeated trackers about OAN and HRIS processing should be replaced by a software which can
create the employee Blue pages on GOM without much manual intervention reducing occurrence of
errors.
The current working employees should be provided with different activities through which they
could get learn more and more about the ongoing processes.
Page 60
BIBLIOGRAPHY
Textbooks:
V S P Rao
Aswathappa
Magazines And Newspaper:
Business Today
Times of India
World Wide Web:
https://www.google.co.in/
http://www.wikipedia.org/
Page 61
http://www.citehr.com/
http://www.ibm.com/in/en/
http://wiki.answers.com/
http://answers.yahoo.com/
ANNEXURE
1
NAME OF THE EMPLOYEE
GENDER
MALE
FEMALE
QUALIFICATIONS
FRESHER
EXPERIENCED
PROFESSIONAL
AGE
18-25 YEARS
Page 62
26-40 YEARS
ABOVE 40 YEARS
TENURE AT IBM
6 MONTHS
6 MONTHS- 2YEARS
ABOVE 2 YEARS
ARE THE EMPLOYEES AWARE OF THE RECRUITMENT PROCESS OF THE

ORGANIZATION?
YES
NO
1. RatethefollowingaboutyourGOMon1to5scales
1Excellent2verygood3good4Fair5Poor
Userfriendly
Securityandauthenticity
StrongLoginIDand
passwordprotection
Flexible
Is there any recruitment tracker maintained?
Yes
No
How do you intimate vacancies?

JOB PORTALS
NEWSPAPER
INTERNAL REFERENCE
DO you think the Employee checks should be done before selecting the candidate?
YES
NO
10 Do you think the entire recruitment delivery process is very manual?

YES
NO
11 ARE YOU SATISFIED WITH THE OVERALL PROCESS OF THE RECRUITMENT
Delivery?
Page 63
YES
NO
12 You think the recruitment delivery process is very repetitive?

YES
NO
13 DO YOU THINK RECRUITMENT OF EMPLOYEES IS STRICTLY ADHERING TO
THE HR-POLICIES OF THE ORGANIZATION?
YES
NO
14 Do you think the recruitment process at IBM is efficient?
YES
NO
15 WHICH SOCIAL NETWORK SITE WOULD BE MORE EFFECTIVE IN THE
PROCESS OF RECRUITMENT IN THE COMING FUTUTRE?
FACE BOOK
TWITTER
LINKED IN
OTHERS
Page 64
Page 65
Page 66
Page 67

Ibm Internship

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Ibm Internship

Uploaded by

Copyright:

Available Formats

SI

Chapter I- Industrial Analysis

Chapter II- Company Analysis

Chapter III- Tasks accomplished during Internship

Chapter IV- Analysis of Task/Research Undertaken

- Introduction and background

- Findings, conclusions and Recommendations

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

The opportunities presented by growth markets do present opportunities to make

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

Direct contribution to the Indian economy

Growth Drivers of IT sector:

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

1.2 COMPETITON IN IT INDUSTRY

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

4. RIVALRY AMONG EXISTING PLAYERS

Popularly known as the capital of the Silicon Valley of India is

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

Potential for 2.2 million jobs in IT by 2008

Market capitalization of IT shares will be around U.S. $ 225 billion

1.3 POTENTIAL ENTRANTS IN THE INDUSTRY

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

1.4 POWER OF SUPPLIERS

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

Premier supplier relationships:

Social chain social responsibility

1.5 POWER OF CUSTOMERS

1.6 THREAT OF SUBSTITUTES:

2.1 ABOUT IBM

Dedication to every clients success.

Trust and personal responsibility in all relationships.

Automated teller machine (ATM)

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

Hard disk drive

Magnetic stripe card

Scanning tunnelling microscope

Reduced instruction set computing

Universal Product Code (UPC)

SABRE airline reservation system

Dynamic Random Access Memory (DRAM)

Watson artificial intelligence

PRODUCTS AND SERVICES:

IBM Certified pre-owned equipment

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

Systems Advisor Tool (US)

Strategy and Transformation, etc.

Integrated Communication Systems

End User Services

IT Outsourcing and Hosting

TRAINING (Certifications, Conferences and Events, etc.)

FINANCING (Asset Recovery, Commercial Financing, etc.)

CORPORATE RECOGNITION AND BRAND: (Position of the Company in the Industry)

1 company for leaders (Fortune)

M.S.RAMAIAH INSTITUTE OF MANAGEMENT

2 best global brand (Interbrand)

1 green company worldwide (Newsweek)

5 most admired company (Fortune)

18 most innovative company (Fast Company)

2.2 MARKETING AT IBM