A STUDY ON CAREER

DEVELOPMENT WITH
SPECIAL REFERENCE TO
IBM
-Vidhi
Birla Institute of Technology
WHAT IS CAREER
DEVELOPMENT?
You are responsible for managing your career.


1)Set your goals:- set personal business and

development goals.
2)Manage your career:- Learning to manage your
career is one of the best investments.
3)Build on your expertise:- Continuous learning
and development is fundamental for
furthering your career.
CAREER DEVELOPMENT
IN IBM
More than 330,000 employees.
In 175 different countries.
450 different job roles.


 IBM has long understood the importance of

personal and career growth, and these job roles
and groupings help to foster an environment of
lifetime learning and career advancement.

CAREER DEVELOPMENT
@ IBM
Employees at IBM are encouraged to take
control of their own skills and development
and learn to identify resources, build
relationships and use personalized learning to
their advantage.
The company naturally stresses technical skills
it places equal value on such soft skills and
the ability to cooperate and collaborate, as
well as the skills needed to embrace a
changing environment and adapt to new
situations in a changing world.

(1) FOUNDATIONAL
COMPETENCY
Foundational competencies will deepen your
understanding of IBM Values by providing an
outline of the behaviours that demonstrate
our Values and create a high-performance
culture.
The foundational competencies also establish a
benchmark for high performance and
collectively, they will provide you with a solid
base on which to base your development
priorities.
(2) NEW EMPLOYEE
DEVELOPMENT
New employees join us at different stages in
their careers. But they all share a common
goal: to work in a place where their
contribution will make a difference. And they
also share a common need to learn and build
bonds with fellow employees.
IBM Connections is a program designed to help
new employees quickly and effectively join
the team.
(2) NEW EMPLOYEE
DEVELOPMENT
The programme is structured to help new
employees in two key ways:
Ø Develop their business effectiveness;
Ø Establish a good social network with their
manager and colleagues.
To document development plans and monitor
their progress throughout the year.
(3) EXPERTISE
ASSESSMENT
It is important that before jumping into a career
development plan that employees understand
what value and skills they bring to the table.
Expertise Assessment helps employees identify
their gaps between their current skill levels and
expected targets.
Expertise Assessment tool will recommend specific
learning recommendations to close skill gaps. The
employee can then leverage a website called
"Learning@IBM Explorer" to manage their
development activities needed to help grow
employees’ careers.
(4) LEARNING @ IBM
EXPLORER
Learning@IBM Explorer is the entry point for
personalized learning and career
development guidance on IBM’s intranet.
It offers various e-learning, a selection of
classroom offerings available, and other
resources that help employees select the
appropriate learning and development
activities that are right for them.
On-demand personalized learning
recommendations.
(5) CAREER PORTLET
Personalized learning.
The Your career portlet provides employees
personalized actions and status items related
to their career development, along with
access to the key resources/activities related
to career planning, training, and career
development, all in one place.
The portlet delivers links to common career
tasks to help employees find available
projects, jobs, mentors, as well as career
guidance.
(6) BLUE OPPORTUNITY
Employees of IBM also have the ability to
access a variety of developmental and
learning programs using a company initiative
known as Blue Opportunity.
Blue opportunity, includes e-learning
opportunities, traditional classroom learning,
job projects, on the job training, mentoring
programs and more, all designed to help
employees learn, grow and succeed.

(7) ALAP
IBM also subsidizes various external learning and
certification programs.
The company spends in excess of $30 million each
year on its Academic Learning Assistance
Program, or ALAP.
IMPORTANCE:
Ø Pre-employment evaluation process.
Ø Overall work environment at the company.
Ø To provide IBM's clients with the best solutions to
their problems, to help maximize the confidence
of clients.
(7) ALAP
Ø To provide a standard of excellence and
success for the company and its employees.
Ø This helps these mission critical employees
update their skills and enhance their value to
the company.
In order to ensure these high standards, the
company requires recertification every three
years.
(8) IBM PROFESSIONS
If an employee ever face any professional,
career and development challenges, an
excellent source of support is the IBM
Professions community.
Made up of professionals and managers who
are involved in similar projects, employee will
find helpful assistance on a wide range of
issues.
(9) ON DEMAND
LEARNING
At IBM, learning is embedded in our DNA. It is
essential to our success, allowing us to
develop new initiatives, re-skill our workforce
and address key market shifts. But we
recognise that it is challenging to find time for
formal learning.
That's why we created On Demand Learning,
which enables employees to learn according
to their schedules and priorities. It also
enables us to recommend learning to
employees based on their individual needs.
(9) ON DEMAND
LEARNING
On Demand Learning offers three options:
Ø Work Apart - you take a leave of absence to
learn new skills.
Ø Work Embedded - we offer guidance at the
exact moment you need it.
Ø Work Enabled - you learn as you work .

SHORT NOTES:
(A) MENTORING
IBM encourages all employees to have mentors
as it is great way to learn from others.
In fact, most people benefit from having
several mentors in different areas such as
career growth, technical knowledge and
enhancing business and client awareness
(B) CLASSROOM
LEARNING
Classroom learning is available to IBM
employees with a range of topics offered:
technical, professional skills and certification.
This gives employees an opportunity to learn a
set of base skills to then apply in their
everyday roles.
Classroom training is an excellent channel for
hands on, face to face learning.

(C) e- LEARNING
e-learning is a standard way of learning in IBM
that is closely tied to our e-business strategy
and is a complement to IBM’s traditional
classroom offerings.
E-learning allows IBMers to not be limited by
when and where classroom training is offered.
Employees get 24 hour-a-day, on-demand
availability of the thousands of on-line
learning offerings IBM provides.

THA
NK
 YOU