Aalto Industrial Engineering, HR visit to IBM

19.11.2014, 13.30 17:00

IBM headquarter, Laajalahdentie 23
room 110

2014 IBM Corporation

Agenda

13:30 Registration opens

14:00 Welcome to IBM with coffee /Jyrki Koskinen
14:30 People in the core of IBM service business - people & talent management /Kari Huoponen
15:00 HR strategy aligned with business to succeed / Kirsi Melander
15:30 Break
15:45 Leadership development and corporate citizenship /Heli Tiainen
16:15 Q&A
17:00 End of event

2014 IBM Corporation

Aalto Industrial Engineering, HR visit to IBM

19.11.2014
IBM today
Jyrki Koskinen

2014 IBM Corporation

We add value
- with a mission of Smarter Planet

Business
Development

Technology as means to an end

We enable change

Services

We co-create

value with our clients

Innovating with clients

Technology

2014 IBM Corporation

IBM for Smarter Planet

Smarter energy
and utilities

Smarter
finance

Smarter
government

Smarter
consumer
products

Smarter
healthcare

Smarter
telecommunications

INSTRUMENTED
INTERCONNECTED
INTELLIGENT

Smarter
transportation

Smarter
retail

Smarter
electronics
2014 IBM
IBMCorporation
Corporation
2014

CAMSS for Smarter Planet

Revolutionalizes
business models
and operations
From big data
to big insight
for value

Get engaged
with ecosystems
for co-creation

2014 IBM Corporation

T-shaped professionals
depth & breadth

Many cultures
Many disciplines
Many systems
(understanding & communications)

Deep in one system

Deep in one culture

DEPTH

Deep in one discipline

BREADTH

+ Analytic thinking & problem solving

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2014 IBM Corporation

IBM: From strategy through to implementation and beyond

Business Consulting Services &

Project-based Systems
Integration

Business
Transformation
Outsourcing

Strategic
Outsourcing
& IT Hardware,
Software &
Services

Application
Management
2014 IBM
IBMCorporation
Corporation
2014

IBM job categories

1. Consultant

~10%

~5%
~10%

3. Architect

2. Sales

~5%

4. Project manager

~25%
6. Enterprice
operations

~45%
5. Specialist

Source: IBM global job profiles

2014 IBM Corporation

Cognitive computing is here with Watson

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2014 IBM Corporation

Questions,
comments?

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2014 IBM
IBMCorporation
Corporation
2014

People in the Core of IBM Services Business

People & Talent management
Kari Huoponen
Country Executive
Global Technology Services

2014 IBM Corporation

People in the Core of IBM Services Business:

People & Talent Management
Services business is about people, tools and processes
Developing talent is the key mission for management in services business
Aligning personal performance to IBM strategy and goals: Personal Business
Commitments
Developing talent and careers: IBM CareerSmart Career Framework
Ensuring personal development: Think40
Matching talent to job opportunities: Global Opportunity Marketplace, 5 minutes drill,
IBM Expertise Locator
Special leadership development opportunities, such as IBM Corporate Services Corps,
combining leadership development and social responsibility

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2014 IBM Corporation

Personal Business Commitments

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2014 IBM Corporation

Key elements for your career

EXPERTISE

CAPABILITIES

LEADERSHIP

Job Role
Expertise:

Career
Capabilities:

Develop deep
skills and
expertise
specific to your
job

Build a broad
set of
capabilities to
advance your
career

IBM
Demonstrating
Leadership:
IBMCompetencies:
Competencies
Demonstrate the
leadership that
distinguishes
IBM

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2014 IBM Corporation

The framework has five capability levels. Each level is a

milestone in career growth and linked to employee band levels.

Career Framework
- the basics you need to know
Entry

Foundation

Experienced

Thought
Leader

Expert

Actualizing IT solutions
Consulting

For each capability the

five capability levels are
described in so called
capability statements short descriptions of
activities and behaviors
employees typically
perform to drive client
value on that level. In
general greater
independence, a broader
scope of influence and
more complex work is
required at higher levels.

Band 6

IBM Capabilities

Defining Architectures
Demonstrating Leadership: IBM Competencies
Developing and Supporing Products

Band 7
v

Enabling the Globally Integrated Enterprise

Enabling a Globally Integrated Supply Chain

Band 8
v

Implementing Technical Products

Managing the Client Experience

Band 9
v

Managing Projects and Programs

Providing Industry Insight
Selling

Band 10
v

Supporting IT solutions

All employees has a unique

combination of capabilities most of
us focus on one or two but this varies
depending on experience. Sellers
typically have Selling and Providing
Industry Insight as their capabilities.
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The validation process determines if an employee has successfully

demonstrated the capability statements required at a selected level for the
capability he/she wish to advance in. The validation process is triggered by
the employee who request a new level in Career Framework. As first line
manager you may not be the only reviewer of your employees package, but
you will always be the first one to review the package.
2014 IBM Corporation

IBM Competencies
http://learning.atlanta.ibm.com/hr/global/learningsuite
s/competencies.nsf/Pages/HomePage

Embrace challenge
Partner for clients' success
Collaborate globally
Act with a systemic perspective
Build mutual trust
Influence through expertise
Continuously transform
Communicate for impact
Help IBMers succeed
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2014 IBM Corporation

Integrated view of Competencies, Skills, and Capabilities

linked to career progression
I want to progress in my
career.

Capabilities
(demonstrated behavior + experience + knowledge + education)

Behaviors for all

IBM employees
across all jobs
and all business
units
I want to perform better in
my job by developing new
skills and demonstrating that
I have mastered these skills.

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Competencies

Input

Job RoleSpecific, linked

to development
and training for
a specific role

Skills
(Expertise Assessment)

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2014 IBM Corporation

Think40

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IBM Expertise Locator

Browser / Smartphone / Tablet application to find expertise anytime anywhere

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Global Opportunity Marketplace

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Corporate Service Corps

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HR Strategy Aligned With Business To Succeed

Kirsi Melander
HR Partner

2014 IBM Corporation

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Think Future and the Future of Work - 2011

The future landscape will be dynamic, complex, and uncertain
The speed of change is exponentially increasing
Globalization of the work environment creates new opportunities for collaboration
Hyper-connectivity is increasing, especially the use of social networks
Skills and capabilities of the workforce must keep pace with a constantly evolving work
New Labour Markets will evolve
Labour Resources will come from different facets of life and different regions like aging
populations and through hyperconnectivity
The Global Economy as we look at the Future
The world economy will be two-thirds bigger in 2020 than in 2005.
China and India will be among the fastest-growing economies.
The Digital Age is here
YouTube claims to receive 24 hours of video every minute
The Volume of Data doubles every 18 months
Changing demographics will have a significant impact
Changes in the population pyramid

2014 IBM Corporation

Think Future and the Future of Work - 2011

Other significant changes in the way we work
The global labour market is looking more like a free economy where people compete for jobs
based on their reputation value, rate, skill
The workforce is building strong relationships through collaboration tools and social
networks
The structure of work is to be more flat, not hierarchical

A globally connected workforce requires significant changes in all facets of life education, corporate governance, regulatory and political environment etc.
Opening the borders to enable a true global business environment (visa-less federation,
tax-reciprocity etc.)
Less regulation over labor controls, taxation, employment quotas, retirement & disability
benefits and information/data privacy laws
Government investment in education and technological infrastructure
Collapsing / unification of educational credential standards
2014 IBM Corporation

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IBMs HR Strategy requires capability now and in the future

Develop deep expertise in business, HR,

execution methods and systems thinking
to enable IBMs ability to produce value
for clients, IBMers, investors and
communities
Use technologies to capture, analyze
and integrate data that will yield rich
insights and advance the science of
predicting, shaping and adapting to
business trends
Use contemporary technologies and
techniques within the HR community to
enable seamless global communication
to develop, test, refine and implement
the best ideas

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September, 2011

2014 IBM Corporation

One Purpose

Nine Practices

Three Values

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Leadership development and corporate citizenship

Heli Tiainen
Senior Consultant, Strategy & Analytics
IBM Global Business Services

2014 IBM Corporation

Leadership development and corporate citizenship

Agenda
IBM Corporate Service
Corps program
Program benefits
Program participation
My experience

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What is IBM Corporate Service Corps?

Global IBM initiative designed to provide government, small business, educational
institutions, and non-profit organizations in growth markets with pro bono consulting work
to help improve local conditions and foster job creation

Communities
To have their problems solved

Individuals
To get a unique set of
leadership opportunities and
training experiences

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TRIPLE BENEFIT

Company
Increased knowledge and
understanding of the growth
markets

CSC is one of the most appreciated and innovative

global leadership courses in the world

2014 IBM Corporation

Said about the IBM Corporate Service Corps

"IBM is making real some

new ideas about what it
means to be global that were
just a lot of talk before
Harvard Business Review

We want them to have a

transformative experience,
so theyre shaken up and
walk away feeling theyre
better equipped to confront
the challenges of the 21st
century. G. Tesla

This is not just

traditional philanthropy
or volunteerism. Our
goal is to start building a
new generation of global
leaders.- S. Palmisano

Learn more at www.ibm.com/corporateservicecorps

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Corporate Citizen & Corporate Affairs

Corporate Service Corps: 2400+ participants since 2008

on over 1000 projects in more than 30 countries

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2014 IBM Corporation

Corporate Citizen & Corporate Affairs

Huge leadership development and significant

management support
Employees say
97%: I would recommend a colleague to apply for the CSC program
93%: Compared to other leadership experiences at IBM, this was the best
90%: CSC increased my leadership skills
82%: My CSC experience increased my desire to continue my career at IBM
Managers say
90%: I would recommend another employee to apply for the CSC program
89%: Employee increased his/her understanding of businesss role in society
78%: My employee shows improved attitude and motivation
Leadership development video:
https://www.youtube.com/watch?v=q
asrtWm9h24

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5th Anniversary video:

https://www.youtube.com/watch?v=x
wgMRtHxIgQ

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Participation in the CSC program

Pre-executive employees (bands 6-10) from all roles who have
At least 2 years of IBM experience
Top performance
Commitment to community service
Manager endorsement
Application period once a year in the spring, highly competitive selection process
Former CSC participants volunteer in the selection process and also mentor the
new teams being deployed
IBM Executive Service Corps, an extension to CSC, was established in 2010 to
enable executive level employees participate in similar leadership development

2014 IBM Corporation

From participants perspective, its a full experience

planned with 3 phases
ON FIELD

PREPARE

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Re-entry tasks
Presentations
Interviews

Virtual teaming
E-Learning
Pre-Project
Pre-work
40-60h

SHARE

In-country
4 weeks

Post-work
20-30h

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Why did I apply to CSC?

I wanted to...
1. Challenge myself by working
in a place that is totally
different
2. Use my skills and expertise
for a good cause and
experience new, meaningful
ways to make a difference on
the society
3. Learn about myself and my
global team of fellow-IBMers
GlobalEveryone
IBM initiative who
designed
to provide
government,has
smallsaid
business,
educational
has
participated
that
institutions, and non-profit organizations in growth markets with pro bono consulting
it is an amazing experience!
work to help improve local conditions and foster job creation
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2014 IBM Corporation

CSC Kenya 8 Team: 15 members representing 12 nations

Mariana
Brazil

Tiago
Brazil

Dominic
Ireland

Raghuveer
India

Rajesh
India

Ulla-Britt
Sweden

Luke
United States

Maria
Slovakia

Bakul
United States

Jackie
Canada

Daniela
Chile

Shane
China

Heli
Finland

Alexandra
Netherlands

HS
Singapore
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CSC Kenya 8 Team 4 Sub-teams and projects

Women Enterprise Fund: strategy for empowering

women through partnerships

Federation of Kenya Employers: national framework

for university internships

Kenya Agribusiness & Agroindustry Alliance: dairy &

rice value chain development

Strathmore university:
Mobile application development with students
2014 IBM Corporation

Employers association FKE is bridging the gap between

education and industry needs
Kenya has large youth population, high level of unemployment
Universities are out of touch with requirements of todays business and society
Critical mismatch between the skills expected by employers and those of youth
The Federation of Kenya Employers (FKE) provides value-added services to employers to
strengthen their ability to attain competitiveness

FKE wants to create new

national internship
framework between
educational institutions and
companies to prepare
todays university
students to be productive
employees and members
of Kenyan workforce
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Following weeks full of scheduling and conducting

interviews around Nairobi, analyzing and building
recommendations

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We delivered the following.

Leading practice examples from other countries internship programs
5 step internship process, describing the stakeholders, tools/templates required
for each step (e.g. Employers guide for setting up an internship)
3 simple actions FKE can take immediately with employers, universities and
students

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CSC Community Service Days

Jacaranda School for the

mentally handicapped
children
Strathmore university

2014 IBM Corporation

Experiencing the culture

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Thanks for your time!

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2014 IBM Corporation

Wrap-Up + Q&A

How to choose right people to right positions?

How to ensure/know that everyone works according to the strategy and goals?
How is individual talent developed?
How are they awarded/compensated?
How are individuals managed and taken care of?
How to get feedback from partners?
What has been difficult or problematic?
What, in your opinion, are the factors that enable you to succeed as a manager?
What HR specialist services to you personally use?
What HR services does you project team use?

How do you know that the procedures targeted to personell are in align with your
companys strategy?
Is there a specific HR strategy?
If yes, what is it and how was it set up? Who are developing it? When is it updated?

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IBM Finland Student Careers and Community

https://www.facebook.
com/IBMFI

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http://www935.ibm.com/services/us/g
bs/thoughtleadership/

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