Professional Documents
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1 Running Head: Performance Management at Ibm: Professional Assignment 1 - CLO 2, CLO 3, CLO 4, CLO 5
1 Running Head: Performance Management at Ibm: Professional Assignment 1 - CLO 2, CLO 3, CLO 4, CLO 5
Sarthak Aryal
Westcliff University
Abstract
This paper lists down two of the main strategies implemented by IBM to manage the
performance of its employees. The company is well-known for selling computer hardware and
software. Besides that, the company has retained global success for over 100 years now. After
discussing two of the most efficient performance strategies implemented by IBM, this paper talks
about how Nepalese companies could implement the learnings from IBM to improve the
Introduction
department which is responsible for assessing the individual employee performance, and taking
measures the improve the performance of each and every employee[ CITATION Ulr97 \l 1033 ].
By measuring the performance level of every employee, the organization can reward employees
whose performance remains superior than others. Also, the action of reward and praises will
motivate other employees to perform better. On the contrary, HR managers can take necessary
steps to improve the performance of those employees who seem lacking by providing them
training and development programs, or by counselling[ CITATION Agu13 \l 1033 ]. Else, it would
be better to get rid of employees who is inconsistent when it comes to performance. There are
performance level of its employees, as the performance of all the employees results in the
IBM is renowned for producing and supplying computer hardware, and software. Also, it
is known for employing more than thirty thousand employees all across the globe. Managing
such a diverse workforce will be extremely difficult, it would require much of a systematic
approach towards catering the needs to the employees to ensure their performance remains
ensure that the performance of individual employee can be tracked, measured, and evaluated in a
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PERFORMANCE MANAGEMENT AT IBM
single platform[ CITATION Har88 \l 1033 ]. Along with that, the company is very grateful towards
its employees, which is one of the main reason why top-performing employees seem to like
working for the company, and other potential job-seekers aspire to get placed in the company.
employee working for IBM[ CITATION Wal07 \l 1033 ]. The app contains individual
database for each employees which can be viewed by everyone. Only the ranking officers
are allowed to provide feedback on the performance of the employee. Employee are
asked to set short-term goals, and its accomplishment is supervised by the ranking
officers who provides feedback assessing the employee’s performance level. This model
of performance appraisal is much more advanced than the traditional form. Prior to
department. Many employees shared their feedbacks upon updating the performance
appraisal system which led towards the birth of Checkpoint. This application has created
an atmosphere for collaboration for employees which have not only improved the
IBM as well.
properly for the growth of its employees[ CITATION Kol141 \l 1033 ]. Firstly, the company
has access to finest resources in the tech-industry which are made available to its
employees are skilled and knowledgeable. Secondly, work environment is a crucial factor
which determines the performance level of an employee. The company have not
comprised to provide a safe, and healthy workplace environment, which have resulted in
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PERFORMANCE MANAGEMENT AT IBM
motivated employees only. Finally, the company dwells on providing ample amount of
career development, and training programs to its employees. This have enabled the
Here are few of the learnings which can be implemented by Nepalese companies:
feedbacks based on observation rather than scale ratings. Many Nepalese company
employees like IBM did with Checkpoint can be done by Nepalese companies. They
might not have the right resource to build a system like Checkpoint, but they can at
which mostly causes the company to suffer through a series of turn-over incidents. As
Conclusions
employees, and taking necessary actions to improve the performance level of individual
employees. From IBM’s PM strategies, it can be learnt that a company must invest towards the
productivity.
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PERFORMANCE MANAGEMENT AT IBM
References
Aguinis, H. (2013). Performance management. Upper Saddle River, NJ: Pearson Prentice Hall.
Hartenstein, A. (1988). Building integrated HRM systems. Training & Development Journal,
42(5), 90-94.
Jayne, M. E., & Dipboye, R. L. (2004). Leveraging diversity to improve business performance:
Kolachi, N., & Akan, O. H. (2014). The role of HR managers in developing intellectual capital:
Ulrich, D. (1997). Measuring human resources: an overview of practice and a prescription for
Business Administration, The University of Michigan and in alliance with the Society of