ITB Group

Project
Group: 18
Anandita Pulugurtha
Ashish Ranjan
Frauke Diekmann
Iha Bansal
Shounak Mitra
Suraj Nanda

Human Resource Management System in IBM

International Business Machines
IBM is an American multinational and consulting corporation which manufactures and sells
computer hardware and software and offers infrastructure and services such as hosting and
consulting in areas ranging from mainframe computers to nanotechnology. It has an
employee base of over 4, 00,000 spanning over 170 countries.

Problems
It is a huge task in an organization like IBM, employing over 400000 people worldwide, to
manage the administrative process required to track and support employees. Some of the
important functions of HR are:

Maintain accurate records of every individual.

Secure the confidential information.

Ensure that the company pays the taxes and salaries correctly.

As IBM expanded itself in the growth markets and made the transformation into a globally
renowned enterprise, the legacy systems in IBM were unable to cope up with the challenge.
These legacy systems could not be scaled up in case of new employees joining the firm via
acquisitions. The entire process of dealing with the new employees was a very complex and
cumbersome process. Also since 2006, IBM has been moving on a path to build a globally
integrated enterprise to drive common standards and best practices across all countries. The
existing HR model was an obstacle towards this integration as different countries depended
on a disparate mix of applications to manage core HR processes like master data
management, payroll, benefits, compensation leading to complexity in operations and driving
up costs.

Human Resource Management System

HRMS is an amalgamation of human resource function and processes with Information
Technology. The human resource function in IBM realized in 2006 that it was necessary to
upgrade or replace its existing systems. Therefore, it undertook a major program to transform
its human capital management into a single global human resource management (HRMS)
replacing multiple applications with a single unified HRMS. To achieve this, IBM decided to

integrate its worldwide HR operations on a single platform built on SAP Human Capital
Management (HCM) applications. The HRMS was implemented by the collaborative efforts
of IBM Global Business Services and supported by an Application Management Services
team. The project was divided into two segments: Release, which focuses on the roll out of
SAP HCM application to IBM locations and Post production Support, also known as
Application Management services which focuses on post implementation support and
services for locations where the SAP application has gone live.
Initially waterfall model was followed for both release and post production support segments
but using this model in the 2nd segment made it difficult to react flexibly to changing
requirements thereby delaying the release cycle. To overcome this and work in a dynamic
environment, elements of Agile technologies were introduced in mid-2010 to support
activities around post production support.

Key Features:
The SAP HCM module provides employees with a personalized service and accurate
information. Some of the key features of IBM HRMS portal are as follows:
Your Work: Manage and Track items such as leave and transfer requests using a central
work list which contains tasks and tracking information.
Personal and Work life Data: Manage personal information such as address, bank details
and family members or view information about yourself such as residence details, PBC
(personal business commitments) ratings, education, previous employment, and contract
details.
Working Time and Leave: Record working time, create leave or separation requests and
view your work schedule and time accounts. Any request for leave through the portal is
automatically directed to the People Manager for approval. Once approved by the manager,
the employee receives a mail regarding the status of the leave.
Compensation: View information about basic pay, payroll, manage ESPP information.
Regarding salary, employees could provide all the details of house rent, Insurance, Loans for
Income tax.

Benefits:

HRMS implementation has played a major role in reducing operating expenses and
risk by streamlining operations and improving enterprise-wide visibility. Cost savings
of around USD 207 mn are expected by 2020 and up to USD 667 million in risk
mitigation benefits.

The new HRMS will replace the disparate collection of more than 170 legacy systems
and help HR teams to provide more consistent and better services in line with IBM
and industry best standards.

A single global platform for HRMS has opened a wealth of possibilities and help
senior leadership has access to a single source of information on employees all around
the world.

Make better strategic decisions around planning, staffing and compensation driving
greater innovation and competitive advantage with new insights into global workforce
data.

The new HRMS is much easier to use and has reduced the amount of manual work
and the errors made.

Improved data protection and privacy.

Swift Value Analyser in Citibank

CITIBANK
Citis Global Transaction Services, with a network that spans more than 100 countries and
supports over 65000 clients, offers integrated cash management, securities and fund services
to its diverse range of clients. The Bank Services Group was established within CITIs GTS
to deepen penetration banking services and through its network and processing infrastructure,
capture the flows generated by its customers.

Problems
CITIs BSG records large amount of data daily. Data are recorded for all its clients on their
personal, psycho-social, portfolio features, accounts, transactions per account, credit
liabilities, etc. This data is generated in the banks basic information system and stored in
transactional databases.
Though transactional databases have their prime advantage of flexibility, i.e. data base users
can modify information without touching sensitive or isolated information; their major
disadvantage is that they include potentially less readable data due to some implementations
only having an insert only feature. Also, there is less capability to change information
within a transactional database for many end-users. Basically, what this means is that if the
bank requires some particular information, for ex. The characteristics of its clients that have
been insolvent in the past; such information can take considerable amount of time before it
reaches the managers desk. By then, it may be too late for decision making.

Technology Backed Solution

BSGs primary aim is to ensure that CITI is growing in the proper areas and maintaining
business in the areas that are already strong. Through its BI efforts, it can measure CITIs
practices with its competitors and understand its lacuna. This Business Intelligence is
empowered using SWIFT VALUE ANALYSER, which is an essential tool to target areas
for improvement and to work towards reversing negative trends. It is an integral tool in
allowing CITI benchmark its business against the market.

Key Features:
Online Access
No software installation is required. Employees can access the analyzer modules or download
any reports from swift.com facilitating access of multiple departments and locations to this
rich pool of information.

Interactive and Intuitive tool

Drag and Drop interface - organized results using queries on-the-fly, simply by dragging and
dropping any field values next to each other, providing instant and combined sets of
measurements.

Monthly data updates

Each data set covers the prior two years plus current years data.

Secure
Separate end-user passwords are required.

How Value Analyzer Works?

The module lets the user delve into the message content to understand the true value behind
the payments, trade, securities, or any transactional activity using currency or amount
information. It refines market share assessments, optimizing the correspondent network and
managing the associated risk.

Benefits
1) Monitors CITIs total amount by currency in relation to the transactions, showing how
its transactional activity is evolving and its correlation with the total amount. Also
looks for deviation in specific currency flows.
2) Enables benchmarking of CITIs market share.
3) Identifies the areas for growth and areas where the business is under threat.
4) It empowers the regional managers, country managers and relationship managers in
the following:
a. Segmentation: A group of clients based on specific share characteristics.
b. Customer profitability: Profitability analysis in accordance with the expected
impact on the CITIs profit.
c. Cross-selling and up-selling: These types of analyses enable assessing clients
in terms of the ability to use several products and services simultaneously.
d. Channel effectiveness: Enables identification of the correct channel to
communicate with the clients.