TFM

1. © 2015 IBM Corporation
Be Known. Be Found. Be an Expert
Expertise@IBM

2. © 2015 IBM Corporation
TRANSPARENCY &
ENGAGEMENT
for IBMers and their managers
• Further enhance analytics that provide actionable insights that
IBMers can use to build skills and manage their careers
• Integrate small, discrete credentials defined organically by the
business as evidence of expertise
• Support informed investment
decisions based on skills analytics
and demand estimates
CULTURE OF SKILLS
CONTINUOUS
DEVELOPMENT
WORKFORCE PLANNING CURRENCY of SKILLS
• Tell IBMers which skills are strategic, what we know about
their expertise based on inference, and why it matters
• Integrate skills into performance management
• Recognize and motivate IBMers for achievements and
contributions through credentials
• Enhance the personalized
experience of enterprise tools
• Provide consumable reporting and insights for decision-
makers
• Use credentials as a currency of skills internally and
externally
• Provide a structured, repeatable,
and auditable approach to
identifying depth and breadth of
expertise
• Use Role/Specialty as the consistent means of identifying
an IBMer’s primary role
• Identify skills needed for the future
CONTINUOUS DEVELOPMENT
Expertise – Where We Are Heading Globally
2

3. © 2015 IBM Corporation
Be Known. Be Found. Be an Expert
Expertise@IBM
CULTURE OF SKILLS

4. © 2015 IBM Corporation
2015 Career Conversations Campaign
4
Key Messages for 2015:
 As our business rapidly transforms, we must continuously develop ourselves and explore new
opportunities as fresh areas of expertise emerge and new roles become strategic.
 It is essential that we reflect on our strategic skills and how these skills align with IBM’s business
priorities.
 We must seek creative and meaningful ways to connect IBMers to new opportunities in the IBM
ecosystem (within IBM or with a client, business partner, supplier, etc) that create value for our industry.
• Schedule a career discussion with your
manager
• Review the IBMer’s Guide to Career
Conversations
• Reflect on your strengths and your career
goals
• Consider your manager’s feedback and
develop a plan to achieve your goals
• Update career goals in IBM CareerSmart
Expectations of the IBMer
• Review Career Conversations at IBM guide to
structure the conversation and provide
meaningful feedback
• Evaluate how your team member’s skills align
to IBM’s strategy and consider opportunities for
growth
• Provide feedback on performance and
recommend actions to build strategic skills
• Share insights in the Manager Development
Community
Expectations of the Manager

5. © 2015 IBM Corporation
Career framework
5
Use Career Framework to build and demonstrate client‐valued capabilities

6. © 2015 IBM Corporation
Be Known. Be Found. Be an Expert
Expertise@IBM
CONTINUOUS DEVELOPMENT

7. © Copyright IBM Corporation 2011
Internal
Education
Useful Sources
Expertise
Sharing
External
Learning
Most Popular
Learning
Your
Competencies
Your Options
Your
Capabilities
IBM Support
THINK40
Mentoring
Communities
THINK40
 We must generate profitable revenue growth through differentiated client experiences: IBMers
differentiate IBM through our expertise, innovation and client-centricity
"I want you to self-initiate 40 hours of professional development
every year, minimum. IBM will enable it, but you have to initiate it”
Ginni Rommetti.
 We must evolve as IBMers by
continually developing our skills
and expertise - IBM is committed
to support IBMer professional
excellence

8. © 2015 IBM Corporation
“Click & Learn “
Explore Learning from IBM Universities
PM University
Smarter Analytics University
Big Data University
Global Industry Learning
Social Business University
Gateway to Technical Leadership
Smarter Commerce University
Cloud University
BAO Enterprise University
GPS University

9. © 2015 IBM Corporation
Be Known. Be Found. Be an Expert
Expertise@IBM
WORKFORCE PLANNING

10. © 2015 IBM Corporation
The Skills Value Framework consists of two dimensions which are
used to systematically re-mix the workforce to growth skills.
Scarce
Balanced
Saturated
Decline Maintain Grow
• Scarce - Skill demand is expected to outstrip supply over the next
12 months resulting in contention for skills and higher attrition risk
• Balanced – Skill supply/demand is largely balanced and industry-
normal attrition levels can be expected
• Saturated – Skill supply is readily available suggesting wage
depression and lower levels of attrition
Definitions
• Decline – Net skill capacity will decrease in headcount by over >10%
• Maintain – Net skill capacity will be stable in the next 12 months
• Growth – Net skill capacity will increase by >10%
Definitions
• Market specific (e.g. IMT/Country)
• Business unit agnostic
• Science (analytics, benchmarks) and SME judgment
Overview
• Specific to: Business Unit, Geography (IMT/Country),
Workforce (Delivery Center, Domestic)
• Aligns with unit financial plan
• 12 month outlook, quarterly refresh
Overview
Implementation Considerations
• Planning on both dimensions is performed
at the ‘role and specialty’ level
• HR develops and maintains the Market Skill
Position for key markets
• BUs develop and maintain the BU Skill
Strategy
• HR develops an approach for aggregating
data for both dimensions and providing
reporting capabilities.
IBM’s Skills Value Framework
Business Unit Skill Strategy
MarketSkillPosition

11. © 2015 IBM Corporation
Sales leaders have established expected industry expertise levels
for sellers across segments and bands.
Principles used to establish industry skill depth
expectations:
• Industry segment requires the highest level of industry mastery
across all bands
• Enterprise segment will also have industry depth expectations,
though will not be as high as for the Industry segment
• Sellers aligned to Industry Contained within Enterprise (ICE)
accounts will have the same skill mastery expectations as
Industry segment sellers
• Mid-Market/Digital (future Commercial) segment will also have
industry expertise expectations
Band
Segment 6 7 8 9 10 Executive
Industry / ICE Acquired Applied Mastered Mastered Innovative
Leader
Innovative
Leader
Enterprise None Acquired Applied Mastered Mastered Innovative
Leader
Commercial/
Mid-Market
None Acquired Applied Applied Mastered Innovative
Leader
Digital None Acquired Applied Applied Applied Applied
Acquired Applied
The employee has gained
knowledge of the subject through
formal or informal education,
training, mentoring, experience or
other skill development activities
and has limited, if any, application
of the skills.
The employee has repeated,
successful application of skills
with demonstrable results.
Mastered Innovative Leader
The employee has comprehensive,
in-depth knowledge of the subject
and extensive successful
applications of the skill, often using
this knowledge to influence senior
executives. The employee has
demonstrated the ability to mentor,
teach and led the application of the
skill and function as a subject
matter expert.
Innovative leaders have earned
reputations as both masters and
innovators, internally and/or
externally in their skill area. Their
help is sought to build by C-Suite
executives to implement novel
solutions to exceptionally difficult
and complex challenges – for
IBM, clients or society at large.
Industry
Proficiency
Expectations
Matrix
Proficiency Level Descriptions
Sales Leaders validated expectation levels
S&D Non-Brand

12. © 2015 IBM Corporation
TARGETED INDUSTRY LEARNING
Industry 101 ($1.5K)
Virtual program with leading IBM SMEs
Optional:
 Externally delivered industry program or
conference
Industry Plus! Workshop ($3K)
Financial. Insight and Consultative Selling
Optional:
 Industry conference ($1.5K)
 Business and Industry Insight ($5K)
Immersive Industry Learning Lab ($4K)
 PLUS: Industry conference ($1.5K for 20%)
Optional:
 Maestro ($8K)
PERFORMANCE OUTCOMES
KNOWLEDGE APPLIED
 Describe how industry trends impact a client’s
business
 Relate client needs to industry processes, KPIs.
 Describe how IBM industry solutions work in
the client’s business to meet their needs
 Provide IBM industry references, proof points
VALUE
 Offer insights informed by IBM’s industry point
of view and knowledge of client’s business.
 Present an industry-relevant financial business
case
 Describe how IBM solutions will work in the
client’s business and create desired outcomes.
 Use demos and case studies to prove real
solution value
COCREATION
 Present business model strategies for market
disruption and leadership
 Lead with a bold vision for IBM solution-
enabled transformation
 Present a compelling business case for
transformation
 Mobilize client stakeholders to gain broad-
based consensus
Marketing Enablement and Online Learning for All Sellers
• Know Your Industry (incl. external industry modules)
• Think Industry (incl. POVs)
• Smarter Selling Industry Academy
Plus
Industry Hubs, community calls
$ $$ $$$
2016 Industry Learning Investment Strategy for Sellers
Sellers progress a client opportunity Sellers advance IBM value
Sellers co-create a transformational
vision and business case for their client
* Without travel12
Achieving Industry Mastery

13. © 2015 IBM Corporation
Be Known. Be Found. Be an Expert
Expertise@IBM
CURRENCY of SKILLS

14. © 2015 IBM Corporation
Expertise Manager – Overview and key features
• Expertise Manager provides
IBMers the ability to see their
inferred skill levels and
validate or change them
• This transparency is core to
the IBMer’s experience of
skills as a currency
Key features include:
• Display of inferred expertise levels based
on Job Role and Job Role Skill Set
• Ability to confirm or change inferred level
• Ability for IBMers add skills to their profile
• Development recommendations related to
the IBMer’s skills
• Highlight of skills that are strategic to the
business
• Mobile experience on tablets or smart
phones via Android or iOS
• Guidance that inferred expertise is used
to manage IBM’s business and workforce

15. © 2015 IBM Corporation
Expertise Manager - Preview
See what skill levels
have been inferred
Confirm or change
the skill level as
appropriate
Add a new skill if
needed
Tell us your skill level

16. © 2015 IBM Corporation
Expertise@IBM improves how employees, and their colleagues and IBM understand the depth
and breadth of one`s expertise based on work-related activity using data analytics
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17. © 2015 IBM Corporation
Search and find expertise
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IBM Expertise and Connections Profiles make
it easier to share what you are known for.
All IBMers should update these key features in
their Connections Profile to showcase
expertise and ensure they can find, and be
found, via an IBM Expertise search when
needed.
#ExpertNeeded and #ThankYouExpert
When searching for expertise or thanking
experts
#IBMExpertise when sharing your
experience using the IBM Expertise mobile
app
Connections Profile is the primary way to surface the expertise

18. © 2015 IBM Corporation
Actionable insights
18
Enhance Career Smart to provide IBMers with a
visualization to Career Pathways of others like them,
customized recommendations for learning and
experience to prepare for the next step in their careers,
and personalized job recommendations to available
openings in Global Opportunity Marketplace.

19. © 2015 IBM Corporation19
Blue Matching – Learn About Your Potential Job Matches
What is Blue Matching?
Blue Matching is a CareerSmart service
that automatically connects IBMers with
up to 10 currently available opportunities
in GOM by simply “opting in”!
A great way to prepare for Career
Conversations!
Blue Matching leverages employee & job
information through matching rules to create
personalized matches to potential jobs
What’s in it for you?
 More targeted job applications *
 1.5 - 2x interviews *
 3 - 5x offers *
 Better informed career
conversations
* Employee Top 10 potential job matches compared to a control group
How do you sign up?

20. © 2015 IBM Corporation
Blue Matching…
Is…
•An analytical solution that creates a list
of potential job matches from open
positions in Global Opportunity
Marketplace (GOM).
•A portal into open positions within IBM
•Updated weekly, sending subscribers a
report of up to 10 of the most relevant
potential job matches currently in GOM.
Is not…
•A replacement for searching job
openings within Global Opportunity
Marketplace (GOM).
•A recommendation that you should
move from your current role/position.
•A job offer.

21. © 2015 IBM Corporation
What’s the process?
Blue Matching leverages IBMer & job information through matching
rules to create potential job matches.
GOM = Global Opportunity Marketplace, IBM’s job posting system
Opt in to Blue
Matching via
CareerSmart
Analytics
algorithms
compare your
data with open
positions in
GOM*
Review your
Potential Job
Matches
report in
CareerSmart
If you see a
position that
interests you,
discuss with
your manager
Apply for
position using
normal GOM
processes.

22. © 2015 IBM Corporation
CULTURE OF SKILLS
WORKFORCE PLANNING CURRENCY of SKILLS
CONTINUOUS DEVELOPMENT
TRANSPARENCY &
ENGAGEMENT
for IBMers and their managers

23. © 2015 IBM Corporation
What can you do?
What do you want
to do?
What have you
done?
Traits
IMPACT
Career Development
Efficiency and Effectiveness
Succession Planning
Reduced TurnoverIndividualized Learning
Performance Management
REPLACING PARTIAL JUDGMENT WITH MORE COMPLETE INSIGHTS

24. © 2015 IBM Corporation
Selection and Assessment Solutions Holistically Assess IBM Candidates
Fit Interviews
IBM’s foundational strength in assessment – used across
most jobs globally – has been cognitive ability
Personality assessment has allowed us to add prediction
over and above cognitive ability – maximized with
personality profiles by job category and organization
segment
e.g. Consultants: Ambition, Awareness, Drive,
Flexibility, Sensitivity
e.g. Specialist Developer: Awareness, Conceptual,
Conscientiousnes, Mastery, Positivity, Influence,
e.g. Seller: Assertiveness, Conscientiousness,
Drive, Humility, Positivity, Sensitivity,
Adding interviews and skill assessment (e.g., coding) later
in the hiring process allow us to evaluate the whole person
and fit with the role
Cognitive
Personality
Assessments work together to evaluate the whole person and help ensure success as a new hire