ASSIGNMENT -3

SUBJECT-HRM

TOPIC- COMPARATIVE ANALYSIS OF HR

PRACTICES OF IBM AND ORACLE
CORPORATIONS

SUBMITTED TO: SUBMITTED BY:

MS. Maneet mam Pankaj Singh
ROLL NO: A10

MBA (SEM 2)
 INTRODUCTION

International Business Machines Corporation abbreviated IBM and nicknamed

"Big Blue" (for its official corporate colour), is a multinational computer
technology and IT consulting corporation headquartered in Armonk, New York,
United States. The company is one of the few information technology
companies with a continuous history dating back to the 19th century. IBM
manufactures and sells computer hardware and software (with a focus on the
latter), and offers infrastructure services, hosting services, and consulting
services in areas ranging from mainframe computers to nanotechnology.

IBM has been well known through most of its recent history as the world's
largest computer company and systems integrator, with over 388,000 employees
worldwide, IBM is the largest and most profitable information technology
employer in the world. IBM holds more patents than any other technology
company and has eight research laboratories worldwide. The company has
scientists, engineers, consultants, and sales professionals in over 170 countries.
IBM employees have earned five Nobel Prizes, four Turing Awards, five
National Medals of Technology, and five National Medal of Science. As a
chipmaker, IBM has been among the Worldwide Top 20 Semiconductor Sales
Leader in past years.

IBM is the world’s largest information technology company with more than 90
years of leadership in helping businesses innovate. With consultants and
professional staff in more than 160 countries, IBM Business Consulting is the
world’s largest consulting services organization. IBM Business Consulting
Services provides clients with business transformation and industry expertise,
and the ability to translate that expertise into integrated, responsive, on-demand
business solutions and services that deliver bottom-line business value.
 HR PRACTICES IN IBM

EMPLOYMENT ENGAGEMENT
Employees of IBM (also retired staff) worldwide now have access to an Intranet
site that serves as a home base for IBM on Demand Community. The employees
can register at the site and they have immediate access to a full range of
technology solutions that continue IBM’s commitment to advancing strategies
and outcomes for not-for-profits through technology. Resources on the site will
also enable employees to assess their skills, and take online training to improve
their volunteer ability.

HEALTH AND SAFETY

IBM will provide its employees with a safe and healthy workplace in
compliance with all applicable laws and regulations. Consistent with these
obligations, IBM will have and will implement effective programs that
encompass things such as life safety, incident investigation, chemical safety,
ergonomics, and will provide safe standards of health and safety in any housing
and transportation provided for our employees by the company.

RECRUITMENT AND MOBILITY

IBM is using the following recruitment process-

Identify vacancy, advertising the vacancy and manage response, shortlisted and
conducting interview and decision making. After that three stage procedure
follows i.e.; Online aptitude test, Technical interview, GD +HR

Most, if not all, HR positions are posted internally. Planned movement in

conjunction with succession planning will consider how to facilitate mobility
into and out of HR where it will help development. At more senior levels, HR
has historically participated in the company’s overall succession planning
process. A project team is developing a succession strategy that will carry the
process deeper into our Human Resources organization.

EMPLOY COMMUNICATION
IBM has three day discussion via corporate intranet to debate and discuss about
the company’s values, the nature of organisation and what it stood for.

EMPLOYEE ORIENTATION

However, in order to keep pace with the dynamic needs and challenges of our
globally integrated business model—and the critical importance of ensuring that
new IBMers are as successful as possible as quickly as possible—the company
solicited input from employees and business leaders around the globe on how to
make the orientation experience even more effective.

WORK/LIFE BALANCE
As one of its major employee retention strategies, IBM offered a comprehensive
work/life balance program based on the following seven principles:

• Employees must take responsibility for their own work/life balance needs.

• Work/life balance should have a positive impact on all employees involved.

• Quality of output is more important than the amount of activity.

• Teams should be flexible when balancing working and personal needs.

• Employees must be treated as individuals.

• Ongoing performance and contribution are a prerequisite.

• Achieving work/life balance is hard work and ongoing.

RECRUITING PEOPLE WITH DISABILITIES

IBM had a well-structured plan in place for recruiting and training people with
disabilities. The recruitment specialists and hiring managers were specially
trained for this purpose. In each business unit, IBM had 'line champions' - the
managers experienced in hiring and working with people with disabilities - to
facilitate the recruitment process.
SUPPORT FOR EMPLOYEES AND COMMUNITY
INVOLVEMENT

IBM provides numerous programs for employees to encourage and enhance the
positive impact of their community involvement. These global programs
include: On Demand Community, a suite of online tools and resources to
support employee volunteerism; Community Grants, a program that awards
long-term volunteer commitments with grants of cash or IBM equipment, and
Matching Grants.

WORKFORCE DIVERSITY
The employees of IBM represent a talented and diverse workforce. Achieving
the full potential of this diversity is a business priority that is fundamental to our
competitive success. A key element in our workforce diversity programs is
IBM's long-standing commitment to equal opportunity.

WAGES AND BENEFITS

IBM will, at a minimum, comply with all applicable wage and hour laws and
regulations, including those relating to minimum wages, overtime hours, piece
rates, non-exempt or exemption classification and other elements of
compensation, and provide legally mandated benefits.

WORKING HOURS

IBM will not exceed maximum hours of work prescribed by law and will
appropriately compensate overtime. Employees will not be required to work
more than 60 hours per week, including overtime, except in extraordinary
business circumstances with their consent or where the nature of the position
requires such work, as for exempt employees and employees in executive,
managerial or professional positions.

NONDISCRIMINATION AND HARASSMENT

IBM will not discriminate in hiring, promotion, compensation of employees and

employment practices on grounds of race, colour, religion, age, nationality,
social or ethnic origin, sexual orientation, gender, gender identity or expression,
marital status, pregnancy. IBM will create a work environment free of
discrimination or harassment based on race, colour, religion, gender, gender
identity or expression, sexual orientation, national origin, disability.

RESPECT AND DIGNITY

IBM will treat all employees with respect and dignity and will not use corporal
punishment, threats of violence or other forms of physical coercion or
harassment.

FREEDOM OF ASSOCIATION

IBM will respect the legal rights of its employees to join or to refrain from
joining worker organizations, including labour organizations or trade unions.
IBM complies with legal requirements worldwide regarding employee and
third-party involvement. IBM respects the rights of employees to organize, and
makes managers at all levels aware of those rights.

TALENT MANAGEMENT
To achieve a balance between talent supply and demand, IBM often redeployed
its workforce. The internal redeployment process was designed to minimize loss
of productivity of skilled employees. Each of IBM's business units had its own
resource board that reviewed and approved external job postings on a regular
basis.

TRAINING AND DEVELOPMENT

Once your organization's skill sets are defined, the next logical step is to
determine the Training and Development needs of those employees. This
decision area lets you review employee competencies and understand the value
of improving them. Through analysis, HR department of IBM gains a
systematic picture of all training investments for better performance
management.IBM also enable employees to assess their skills, and take online
training to improve their volunteer ability.
 INTRODUCTION

Ellison co-founded Oracle Corporation in 1977 under the name Software

Development Laboratories (SDL). In 1979 SDL changed its name to Relational
Software, Inc. (RSI). In 1982, RSI renamed itself as Oracle Systems to align
itself more closely with its flagship product Oracle Database. At this stage
Robert Miner served as the company's senior programmer.

Part of Oracle Corporation's early success arose from using the C programming
language to implement its products. This eased porting to different operating
systems (most of which support C). This gave Oracle Corporation an advantage
over companies that used operating-system-specific languages. Oracle
Corporation programmers wrote the first C compiler for the IBM mainframe
platform in order to port to that platform

Oracle Corporation is a multinational computer technology corporation that

specializes in developing and marketing enterprise software products —
particularly database management systems. Headquartered in Redwood City,
California, United States, Oracle employs more than 101,950 people worldwide
as of 2009. It has enlarged its share of the software market through organic
growth and through a number of high-profile acquisitions. By 2007 Oracle had
the third-largest software revenue, after Microsoft and IBM.

The corporation has arguably become best-known due to association with its
flagship product, the Oracle database. The company also builds tools for
database development and systems of middle-tier software, enterprise resource
planning software (ERP), customer relationship management software (CRM)
and supply chain management (SCM) software.

As of 2010, Larry Ellison, the founder of Oracle Corporation, has served as

Oracle's CEO throughout its history. Ellison also served as the Chairman of the
Board until his replacement by Jeffrey O. Henley in 2004. Ellison retains his
role as CEO.
 HR PRACTICES IN ORACLE CORPORATIONS

LEADERSHIP CAPABILITY

In order to strengthen organisations capability, Oracle corporations continues on

developing talent through two unique programs the Global Leadership Cadre
(GLC) and Management Trainee (MT) program which hires the best talent from
top academic campuses and grooms them through a focused program to take up
higher managerial and decision making responsibilities. Oracle Corporations
develop leaders at all levels who achieve business results, exemplify our values,
and lead us to grow and win.

ORACLE I-RECRUITMENT
Oracle i -Recruitment is a full-cycle recruiting solution that gives managers,
recruiters and candidates the ability to manage every phase of finding,
recruiting, hiring, and tracking new employees. Focused on the manager-
recruiter-candidate hiring relationship, this end-to-end recruitment offering
incorporates all aspects of applicant tracking with capabilities that allow
managers, recruiters and candidates to fully manage the entire recruiting cycle
via a self-service interface.

PERFORMANCE APPRAISAL

Performance Appraisal is an objective system to judge the ability of an

individual employee to perform his task. A good performance appraisal system
should focus on the individual and his development, besides helping him to
achieve the desired performance. In Oracle Corporations appraisal happens
twice a year.

TIME AND LABOUR

Oracle Time and Labour automates the entire time and attendance record-
keeping process and provides an intuitive, web-based interface for time entry
and approval. It offers a simplified way to submit, review, track and approve
timecards. At the same time, it helps you control costs and time worked,
consolidate timecard information, and adhere to organizational time
management rules.

ORACLE I-LEARNING

Oracle i-Learning is the best way for select Oracle customers to improve
workforce performance, ensure partner channel sales and service readiness, and
increase revenue through training product sales to customers. With Oracle i-
Learning, businesses with large or small learning communities can provide
learning and development with a full-featured learning solution that keeps pace
with evolving business requirements

WORKFORCE SCHEDULING

Oracle Workforce Scheduling is a comprehensive offering that helps

organizations accurately forecast and schedule workers to meet both customer
service and cost objectives. Based upon the functionality Oracle obtained
through its acquisition of Tempo Soft’s intellectual property, Oracle Workforce
Scheduling expands Oracle's human capital management (HCM) footprint and
enables companies in the retail and hospitality industries to optimize schedules
and meet forecasted workload demand. Oracle Workforce Scheduling is
currently available and sold as a stand-alone product.

ORACLE ADVANCED BENEFITS

Oracle Advanced Benefits is a flexible, rules-based benefits administration

application that enables improved benefits support and analysis while reducing
overall costs through easy setup and process automation. Oracle Advanced
Benefits enables professionals to adapt to evolving business needs by
simplifying the implementation, management, and monitoring of benefits
offerings, while addressing the effects to the bottom line.

ORACLE INCENTIVE COMPENSATION

Oracle Incentive Compensation (OIC) is a global variable compensation
application that automates the design, administration, and analysis of
transactional pay-for-performance incentive programs to align sales behaviour
to corporate goals. OIC allows organizations to connect sales incentives to
business objectives to motivate workers (sales reps), 3rd party representatives,
customers / suppliers, resellers and partners through incentive insight. With
OrIC, what-if incentive programs can easily be modelled and optimized to drive
stronger sales/channel performance while reducing compensation expenditures.

ORACLE PAYROLL

Payroll Management is a fundamental business requirement demanding

compliant and accurate financial controls in a timely manner. Oracle Payroll, a
rules-based payroll management system, will assist in controlling the workforce
costs; ensure the entire workforce is being paid on time and according to your
compensation rules

LEARNING MANAGEMENT
Oracle Learning Management (OLM) is the best way for Oracle E-Business
Suite customers to:
Improve workforce performance, Ensure partner channel sales and service
readiness, Increase revenue through training product sales to customers.OLM is
an enterprise learning management system (LMS) that lets organizations
manage, deliver, and track training participation in online or classroom-based
environments.

ORACLE SELF-SERVICE HUMAN RESOURCES

Oracle Self-Service Human Resources (HR) allows your workforce to update

and use employee-specific information, online via a browser, that is
personalized to an individual's role, experience, work content, language, and
information needs. By allowing managers and employees to access and manage
information and transactions in a paperless environment, you can streamline
business processes, decrease costs, and improve service. With managers and
employees empowered to update and maintain their own information, HR
professionals can now move from being transaction processors to being
consultative partners.
ORACLE TUTOR
Y9Oracle Tutor lets you quickly create, customize, and maintain process
documentation, Training and reference materials related to Oracle HRMS and
across the entire Oracle E-Business Suite. You can customize handbooks and
procedures for your business, and then deploy documents across your enterprise.
As a result, you reduce training and implementation costs, increase adoption
rates, raise compliance awareness, and ensure adherence to policies and
procedures

ENABLE WORKFORCE COMPLIANCE

Human Resources departments routinely face the challenge of ensuring

compliance with laws and mandates throughout the world. Oracle Human
Resources offers the best of both worlds within one installation. It delivers a
foundation consisting of non-legislative information common across all
countries, as well as fully localized data specific to each country, including
legislative data, reporting guidelines, business rules, process requirements, data
entry forms standards, and online help in the appropriate languages.

EMPLOYEE EXPERIENCE

Every high performance organization needs to build and nurture its past, present
and future employment relationships. Successful companies aim to reinforce the
psychological contract at every touch point to ensure employees are engaged in
the organization. Oracle Corporation aims to provide a delightful employee

Experience by applying cutting edge know-how of HR, communication

practices and technology.

References
www.ibm.com
www.oracle.com
www.google.com
www.wikipedia.com
www.quickmba.com

THANK YOU