Organizational Analysis Assignment Example | Topics and Well Written Essays - 1750 words

Organizational synopsis - Assignment ExampleSince its commencement in 1911, IBM has transformed as technological leader to presently take around 433,000 employees and was accredited by Fortune as the second biggest United States based company with go through to employee number. Moreover, it is determined as fourth biggest in terms of market capitalization and ninth ranked in terms of profitability (ClearNexus, 2012). Besides, IBM holds numerous awards for its business-leading employment procedures and policies (IBM, n.d.). The company generates value for its customers and resolves business problems through rendering many different solutions that pull information technology and deep knowledge of business processes. IBM Global Services modify the company to address the needs of varied individual and organizational customers with the aid of IT consulting and services (IBM, 2012). Mission asseveration and Role of HR in IBM IBM, as a company, deeply cherishes three of the most impor tant rope that are very much required for a company in order to r separately unacceptable heights. IBM takes business organisation of its employees and trusts its employees along with enabling the whole organization to follow their personal responsibilities at all levels in order to sustain themselves with the global standards. Thus, the three main mission statements that IBM follow Devotion towards each and every(prenominal) clients accomplishment Innovation and creativity that matters-for the organization and for the world Trust and human righteousness in each of its relationships (IBM, n.d.) Role of HR in Fostering IBMs Mission Statement The theatrical role of human resource (HR) manager and department is considered to be one of the most critical constituents, which requires a atomic reactor of skills such as recruitment, staffing, brainstorming, designing payrolls, talent management, and employee retention among others. It is a kind of role that requires significant mea suring rod of multi-tasking skills and is very challenging (Dessler, 2011). IBM, being a company with a very large manpower, functions in a challenging and innovative environment in terms of managing the human assets as its resources. It believes in taking care of its customers and employees through different sections catering to the needs of the different people (Dessler, 2011). IBM follows a different HR grammatical construction which was reorganized by Randy MacDonald, the senior vice president of human resources of the company. He segregated IBMs 330,000 employees into three segments of customers including executive and technical employees as well as managers along with rank and file. Randy MacDonald has set up separate human resource management teams comprising training, recruitment and compensation specialists who concentrate on addressing the requirements of each staff segment. These particularly trained or specialized teams ensure that all the employees in the different seg ments earn proper training, information and compensation as per the requirement and competency of the employees in order to support IBMs needs (Dessler, 2011). Thus, IBM strongly believes on segmentation of the teams so that the needs and requirements of the different employees and customers can be taken care of. By following this policy, IBM not only caters to the need of the people but also manages the employment in a very suitable manner. It also enables the company to dedicatedly meet its