AT IBM, Human Resources function is directed toward carrying out strategic goals and efforts are made to outsource the administrative, more routine operations related to personnel. A regular Human Resources job description includes daily operation of the HR office and the management of human resources policies, procedures and programs, while carrying out responsibilities in departmental development area, HRIS (Human Resources Information Systems), employee relations, training and development, benefits, compensation, organizational development and employment. An HR Generalist is accountable for recruiting and staffing logistics, organizational and space planning, performance and improvement system management, employment and compliance to regulatory concerns and reporting, employee orientation, development and training, policy development and documentation, employee relations and communication, compensation and benefits administration, employee safety, welfare, wellness and health and employee services and counseling.
The current approach to performance appraisal at IBM is based on the general career and compensation strategy objectives (competitive pay, performance pay and strong differentiation according to contribution). Performance reviews and the bonus pay program are expressed in the PBC (Personal Business Commitment) program that reviews aspects of individual performance in four major areas: business performance, managerial excellence, training and development and corporate responsibility, on a scale from one (best) to four (unsatisfactory). The PBC represents a significant improvement compared to the previous PPC&E (Performance, Planning, Counseling and Evaluation) program because it ties the employee effort to the business objectives. Senior managers define ...