dissertation topics hr   Impact of New Technology Implementation on Employee Performance: IBM

1. Introduction

As mentioned by Appelbaum (2013),employee performance is based on several factors, that is, environment of workplace, communication among employees and other factors. On the other technology is also one of the factors which affect the performance of individual.


1.1 Aim of research

The main aim of this research study is to analyze the impact of new technology implementation on employee’s performance. In addition to this, the analysis of relationship of technology with employee performance is also aim of this study.


1.2 Objective of research

The main objective of this research study is –

  • To analyze and evaluate the impact of new technology implementation on employee performance
  • To determine the relationship among the new technology and employee performance.
  • To analyze the impact of new technology implementation on organization performance.
  • To evaluate the reason behind implementation of new technology in IBM

1.3 Hypothesis

H1– New technology implementation is beneficial for IBM and their employee performance

H0 - New technology implementation is not beneficial for IBM and their employee performance



2. Literature review

2.1 Introduction

As mentioned by Davenport (2013), with the change in technology performance of employee is also affected. That is, the change process creates knowledge gap and deficiency in information. In context to this Siemens (2014) stated, IBM is an information technology based firm and their clients are available all over world. So they have to decide technology implementation as per their client requirement and compatibility. On the other hand, they have to also consider their employees expertise level regarding the technology. In addition to this Christensen (2013) commented, the implementation of new technology increases the operation cost of IBM.


2.2 Impact of new technology on organization overall performance

In context to this stated Ford (2014), adoption of new technology is good and motivational factor for organizational. On the other hand, it also affects the performance of organization and its operational cost. For example, if IBM is planning to change their database management system or they are planning to adopt new technology for storage of data. Then they have provide their employees proper training regarding the technology. On the other hand, they will have to change their working style and method. In context to this GrintandWoolgar (2013) commented, it will automatically increase the operational cost of IBM. Apart from this, it will also improve the performance level of organization, that is, their profit level will be increased.


2.3 Impact of new technology implementation on individuals

As mentioned by Camisón and Villar (2014), the change in technology will also improve the expertise level of employees. That is, each employee will get chance to learn new technologies and tools. On the other hand, the practical experience of new technology will help IBM employees to improve their skill set. With the help of this new and improved skill set their career will get better option. In context to this Grint and Woolgar (2013) stated, implementation of technology has both positive and negative effect on employee performance.


2.4 Reason behind implementation of new technologies in IBM

As mentioned by Christensen (2013), the main reason behind implementation of new technology in IBM is increase the profit level. On the other hand, it will also help organization to improve their sustainability in IT organization. In addition to this Ford (2014) stated, the competition in IT sector is always increasing. The sustainability is the main factor on which IT firms focus and in case of IBM implementation of new technology help in sustainability process.


2.5 Summary

The implementation of new technology helps IBM in improving their profitability and it also help in improving the sustainability process.


3 Research Methodology

3.1 Research approach

As mentioned by Christensen (2013), with the help of research approach relation among different theories and principles is development. The inductive research method is adopted for this research study.


3.2 Research Design

The research design used regarding this research study is descriptive research design. It helps in designing of research in proper details.


3.3 Research philosophy

The research philosophy helps in collecting information from different theories and others related to topic. It helps in collecting all relevant information related to new technologies in IBM.


3.4 Data collection

The data collection in this research study is done with the help of primary and secondary data collection methods (Siemens, 2014). These methods help in collecting information from different sources.


3.5 Sample size

The sample size of this research is 10 IBM technical experts and 10 managerial level employees. They all are interviewed separately reading the new technology implementation process and other.


3.6 Research ethics

This research is completed under rules and regulation and code of conduct are also considered.


3.7 Limitation

The main limitation is regarding this study is budget and time.




Appelbaum, E. (2013). THE IMPACT OF NEW FORMS OF WORK ORGANIZATION ON WORKERS”. Work and Employment in the High Performance Workplace120.

Davenport, T. H. (2013). Process innovation: reengineering work through information technology. Harvard Business Press.

Christensen, C. (2013). The innovator's dilemma: when new technologies cause great firms to fail. Harvard Business Review Press.

Siemens, G. (2014). Connectivism: A learning theory for the digital age.

Grint, K., and Woolgar, S. (2013). The machine at work: Technology, work and organization. John Wiley and Sons.

Camisón, C., and Villar-López, A. (2014).Organizational innovation as an enabler of technological innovation capabilities and firm performance. Journal of Business Research67(1), 2891-2902.

Ford, J. K. (2014). Improving training effectiveness in work organizations.Psychology Press.