{"id":837,"date":"2017-10-16T18:49:59","date_gmt":"2017-10-16T16:49:59","guid":{"rendered":"https:\/\/www.hpbbnieuws.nl\/?p=837"},"modified":"2017-10-16T18:56:14","modified_gmt":"2017-10-16T16:56:14","slug":"ibms-hr-leaders-on-how-a-culture-of-innovation-can-boost-employee-engagement","status":"publish","type":"post","link":"https:\/\/www.hpbbnieuws.nl\/?p=837","title":{"rendered":"IBM’s HR leaders on how a culture of innovation can boost employee engagement"},"content":{"rendered":"

\u00a0IBM Director en HR leader Katherine Faichnie: By improving its employee experience, IBM Canada knows that employees are more likely to not only work with the company, but stay and help it grow \u2013 and ultimately, provide better service to clients. Post van Eric Wood op\u00a0itbusiness.ca<\/span>, augustus 2016.<\/em><\/p>\n

IBM\u2019s HR leaders on how a culture of innovation can boost employee engagement<\/h2>\n

Innovation is built into\u00a0IBM Corp.\u2019s<\/a>\u00a0DNA, and that extends to its HR practices, its HR leaders say. It\u2019s no accident that, in addition to running one of the largest\u00a0research and development divisions<\/a>\u00a0in the world and being the\u00a0top U.S. patent recipient<\/a>\u00a0for 23 consecutive years, the Armonk, New York-based tech giant has been declared\u00a0one of Canada\u2019s most desirable employers<\/a>\u00a0by international HR services provider\u00a0Randstad Holding nv<\/a>\u00a0for two years in a row.<\/p>\n

\u201cAt IBM\u2026 we have a heavy focus on innovation \u2013 innovation in our products and solutions that we give over to our clients, but also innovation that we hope, and that we know, impacts the world,\u201d Katherine Faichnie, IBM Canada\u2019s director and HR leader, tells\u00a0ITBusiness.ca<\/span><\/em>.<\/p>\n

By improving its employee experience, IBM Canada knows that employees are more likely to not only work with the company, but stay and help it grow \u2013 and ultimately, provide better service to clients, Faichnie says.<\/p>\n

\u201cSurveys and statistics show that employees that are proud of the company they work for deliver better customer service,\u201d she notes.<\/p>\n

And just like its products and solutions, the company applies its ethos of innovation to multiple facets of HR, Faichnie says.<\/p>\n

Innovating performance management<\/h3>\n

Unlike the company\u2019s dedication to research and patent applications, IBM\u2019s current performance management strategy isn\u2019t even a year old \u2013 but like many of its newest technological breakthroughs, it was driven by\u00a0big data<\/a>, Carrie Altieri, IBM\u2019s vice-president of communications for HR, says.<\/p>\n

\u201cThere\u2019s almost no area of HR at IBM that hasn\u2019t been reinvented because of data,\u201d she says. \u201cThere are hundreds of data scientists within IBM that are looking at HR\u2026 and the surprising reality is that the one skill expected more from HR people than ever before is analytics capabilities.\u201d<\/p>\n

Much of the reason for IBM\u2019s reliance on HR data lies, of course, with the sheer scale of its operations: the company has hired more than 100,000 new employees worldwide since January 2015, including 30,000 since January alone.<\/p>\n

\u201cIf you look at our current portfolio, IBM is a very different business than when I started over 10 years ago,\u201d Altieri says. \u201cAll of this analytics and cloud computing and helping clients design their web interface\u2026 that\u2019s all work that we were not doing years ago, but we\u2019re doing it now. So we need those skills.\u201d<\/p>\n

Coming from the wider tech world and accustomed to user-friendly\u00a0consumer experiences<\/a>, many of these new hires expect their work life to be much more personalized, she says \u2013 that they will be asked for their opinion and that the company will act on it, a feature that was absent from IBM\u2019s former annual performance review system, known as Personal Business Commitments.<\/p>\n

\u201cThat system, which we had in place for more than a decade, was no longer aligned with how IBM-ers were working,\u201d Altieri says. \u201cIt wasn\u2019t even aligned to how work gets done anymore.\u201d<\/p>\n

And so, rather than convening a group of HR managers to design a new performance management system, the company\u2019s HR department shifted its focus to soliciting ideas from employees, using Connections, IBM\u2019s internal social media platform, to run roundtables and encourage feedback.<\/p>\n

The company\u2019s initial blog post asking employees to share their ideas for a new performance management system received more than 200,000 views alone, and staff collected nearly 100,000 comments from the project\u2019s various blogs and physical roundtables.<\/p>\n

\u201cWe wanted an online debate,\u201d Altieri says. \u201cLike, \u2018You\u2019re not really going to make any changes\u2026 You have the whole thing worked out, and this is all for theatre. You\u2019re going to come out in two weeks and tell us your plan.\u2019 We received comments like that.\u201d<\/p>\n

Using social listening technologies, the company also determined which demographics weren\u2019t fully participating in the project \u2013 and made a point of including them in the roundtables.<\/p>\n

[…]<\/p>\n

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Voor de rest van het artikel: klik\u00a0hier<\/a><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

\u00a0IBM Director en HR leader Katherine Faichnie: By improving its employee experience, IBM Canada knows that employees are more likely to not only work with the company, but stay and help it grow \u2013 and […]<\/a><\/p>\n<\/div>","protected":false},"author":3263,"featured_media":838,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,2,4,3],"tags":[138,81,127,23,30,57],"class_list":{"0":"post-837","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-employee-experience","8":"category-happiness-at-work","9":"category-hr","10":"category-organisatie","11":"tag-best-practice","12":"tag-english","13":"tag-featured","14":"tag-geluk","15":"tag-hr","16":"tag-werk"},"_links":{"self":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/837","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/users\/3263"}],"replies":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=837"}],"version-history":[{"count":2,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/837\/revisions"}],"predecessor-version":[{"id":840,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/837\/revisions\/840"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/media\/838"}],"wp:attachment":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=837"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=837"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=837"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}