大学申请文书：IBM的人才资源管理
人才管理有许多定义,发现基于事件的主观性质不同。有很多种复杂的矛盾的因素,发现在人力资源运作。这些超越训戒的报酬。人才管理是人力资源管理团队的平衡与无形和有形的意思。必须有保理的员工的需求。IBM的案例做了分析研究人才管理的细微差别。人才管理的五个因素被用来确定公司的人才管理方式。该公司一直是行业标准的一个例子为人才的发展。然而,有许多因素,公司需要改变为了改进过程。
大学申请文书：IBM的人才资源管理
他们最近建立了Kenexa人才管理系统开发公司的人才。有积极的反馈为新过程。尽管如此,仍有层次结构长链导致延迟认识到人才在公司的员工在公司内部。公司需要有更快的过程和关注员工的无形的方法识别。最后,IBM有很多积极因素,使经济增长。然而,他们需要改变较小,以确保维持目前的市场竞争优势。这将帮助公司在未来维持。
大学申请文书：IBM的人才资源管理
Talent management has many definitions, and it is found to vary based on the subjective nature of the events. There are many kinds of complex paradoxical factors that are found to operate within the human resources. These extend beyond the monitory remunerations. Talent management is the balancing of the human resource management team with intangible and tangible means. There must be factoring of the needs of the employees. The case study of IBM was done in this analysis to study the nuances of talent management. The five factors of the talent management have been used to determine the ways of talent management in the company. The company has been an example to be the industry standards for development of the talents. However, there are many factors that the company needs to change in order to improve the process.
大学申请文书：IBM的人才资源管理
They have recently established the Kenexa talent management system to develop the talent in the company. There is positive feedback for the new process. Nevertheless, there are still long hierarchy chains in the company that cause delay in recognizing the talent of the employees within the company. The company needs to have faster processes and focus on the intangible methods of employee recognition. To conclude, IBM has a number of positive factors that have enabled the growth. Nevertheless, they need to make smaller changes to ensure that there is maintaining of the current competitive edge in the markets. These would help the company to sustain in the future.
