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The Guide talked to Vera Chota of IBM about the company's MBA Guide Recruiting Manual.
What is the importance of talent development?
As the working world continues to become more global and technically complex, it is more important than ever for companies to attract and develop strong talent. The education system does its part to help prepare students for an environment that is ever changing in giving them the basics of how to approach a problem and ensure that different perspectives are considered. Our role as employers is to identify and recruit the right talent and once on-board, develop their skills and expertise through challenging projects, mentorship, and training and learning mechanisms or tools. An employee that feels valued, happy, and continuously growing is an employee that will remain committed - not only in their individual work role, but to an organization itself.
How can recruiters address deficiencies in technology training, management skills and social intelligence?
Early on we work with schools, grades one through twelve, to emphasize the importance and focus on math and science. At the University level, we work with professors and faculty to help improve curricula to prepare students for the complex work world they will enter into. This includes making technical students aware of the business, social, and communications skills needed to succeed in the technology world. It also includes having business students possess a foundation in technology - because business and technology are no longer in separate silos.
Our recruiters look for individuals that are armed not with just education, but have the passion to be hard working, innovative, and collaborative. In return, our employees are offered true value-based culture - with opportunities to customize careers and career paths, collaborate with an incredible workforce, and be part of an environment that is flexible through work-life balance. Everyone attends an initial IBM orientation about the company and our overall business, direction, strategy and our values. Afterwards, the bulk of our development is ongoing and training is done by "doing". We have a buddy system that enables new IBMers to have someone to go to for basic questions and then mentor and reverse mentor relationships are constructed for deeper communication and individual growth. Managers are very involved in working with new employees to help them develop what we call "Individual Development Plans" - which aid employees in thinking through and customize their careers. An unbelievable system of e-learning and on-line training is available to employees, in addition to on or off-site in person classroom and skill courses.
How does the business case for diversity impact on talent acquisition and development?
IBM has long been a leader in diversity recruiting and talent development, not only because it's the right thing to do but also because it is a business imperative. As a globally integrated company, our employees work with colleagues and clients in 170 countries. Diversity includes many things but ultimately, value comes to fruition through diversity of thought. This means that to be truly innovative, ideas and thinking comes from diverse cultures, backgrounds and experiences. Employees at IBM are more successful in teams, with clients and in being innovative simply because we are an inclusive organization.
What constitutes good management skills and is there a need for a more holistic approach to this?
Good management skills are truly holistic. A manager should be able to review a situation and think through the impact technically, strategically operationally, legally, financially, organizationally and socially. This means exposure to all the disciplines. It does not mean one needs to be an expert in all, it means to have enough of an understanding of the potential impact that each can have on the project or business issue. Great leaders take that holistic approach and are able to collaborate with others to come up with the ideal solution and move their business forward.
Developing Diversity and Talent at IBM: Interview
By QS Contributor
Updated UpdatedThe Guide talked to Vera Chota of IBM about the company's MBA Guide Recruiting Manual.
What is the importance of talent development?
As the working world continues to become more global and technically complex, it is more important than ever for companies to attract and develop strong talent. The education system does its part to help prepare students for an environment that is ever changing in giving them the basics of how to approach a problem and ensure that different perspectives are considered. Our role as employers is to identify and recruit the right talent and once on-board, develop their skills and expertise through challenging projects, mentorship, and training and learning mechanisms or tools. An employee that feels valued, happy, and continuously growing is an employee that will remain committed - not only in their individual work role, but to an organization itself.
How can recruiters address deficiencies in technology training, management skills and social intelligence?
Early on we work with schools, grades one through twelve, to emphasize the importance and focus on math and science. At the University level, we work with professors and faculty to help improve curricula to prepare students for the complex work world they will enter into. This includes making technical students aware of the business, social, and communications skills needed to succeed in the technology world. It also includes having business students possess a foundation in technology - because business and technology are no longer in separate silos.
Our recruiters look for individuals that are armed not with just education, but have the passion to be hard working, innovative, and collaborative. In return, our employees are offered true value-based culture - with opportunities to customize careers and career paths, collaborate with an incredible workforce, and be part of an environment that is flexible through work-life balance. Everyone attends an initial IBM orientation about the company and our overall business, direction, strategy and our values. Afterwards, the bulk of our development is ongoing and training is done by "doing". We have a buddy system that enables new IBMers to have someone to go to for basic questions and then mentor and reverse mentor relationships are constructed for deeper communication and individual growth. Managers are very involved in working with new employees to help them develop what we call "Individual Development Plans" - which aid employees in thinking through and customize their careers. An unbelievable system of e-learning and on-line training is available to employees, in addition to on or off-site in person classroom and skill courses.
How does the business case for diversity impact on talent acquisition and development?
IBM has long been a leader in diversity recruiting and talent development, not only because it's the right thing to do but also because it is a business imperative. As a globally integrated company, our employees work with colleagues and clients in 170 countries. Diversity includes many things but ultimately, value comes to fruition through diversity of thought. This means that to be truly innovative, ideas and thinking comes from diverse cultures, backgrounds and experiences. Employees at IBM are more successful in teams, with clients and in being innovative simply because we are an inclusive organization.
What constitutes good management skills and is there a need for a more holistic approach to this?
Good management skills are truly holistic. A manager should be able to review a situation and think through the impact technically, strategically operationally, legally, financially, organizationally and socially. This means exposure to all the disciplines. It does not mean one needs to be an expert in all, it means to have enough of an understanding of the potential impact that each can have on the project or business issue. Great leaders take that holistic approach and are able to collaborate with others to come up with the ideal solution and move their business forward.
This article was originally published in . It was last updated in
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