Brief view about Organizational Development in IBM starting from 1918.

1. Organisation Development
Interventions in IBM
Prepared by,
Mayur Surani
IGTC Chennai
C1411

2. Organisation Learning Concept
A blended learning approach optimizes the return on
IBM’s training investments
( web-based , interactive, collaborative and face-to-face)
Vision of learning—an investment in the future
Learning started in the early days of IBM’s
history(1918) and will continue into its future.
(55 hours per employee every year)

3. Organisation Development Learning
Governance
Key principles ensure maximum effectiveness of OD
i) Align with IBM business.
ii) Manage enterprisewide corporate learning investment
iii) Demonstrate a measurable level of effectiveness
iv) Use of Best of Breed Learning Methodologies,
Practices and design approach

4. Organization Development For Future
Employee Development furthers both employee and
corporate Needs.
A focus development Curriculum master
Fundamental competencies.
Employees reach goals through use of focused,
Individual learning (IDP Programs, Web Base tool for
benchmarking )
Sales Skill Transformation (Online Portals )

5. Theme of OD Program (For Managers)
i. Customized requirement by Business Unit( based
on Industry or location)
ii. ManagerJam (Dialogues discussion)
iii. Edvisor( Web base Tool for all Managers)
iv. Manager Ongoing Dialogue(Online Space for
same group of manager )

6. Key Organization Interventions in IBM
Job Redesign
Work Schedule Option
Process Consultation
MBO
Decision Centers
Mergers and Acquisitions

7. Conclusions
To Ensure Competitive advantage, Maximize
revenue , Minimize risk Companies must
provide and embrace innovative learning
“ IBM is Allocating Approx. $750 millions
annually to develop and institute highest level
of learning capability for all of its employees”
Reference
www.ibm.com