Managing People†Lenovo China Essay Example

Managing People– Lenovo China Essay Drumhead This assignment expresses and evaluates the Lenovo China’s human resource direction from five parts. At saying. it introduces merely the history of Lenovo China. Then. depicting and analyzing attack of people direction in Lenovo is the cardinal point through five elements of overall attack. system of honoring public presentation. employees’ enlisting. methods to better development employees and the assessment of single public presentation. In peculiarly. the last three is talked chiefly. However. the assessment system has a small job. Next. it mentions the leading of Lenovo China which is mixture Chinese and western manner. At terminal of the assignment. it gives some personal thought and recommendations on the assessment system. 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Finally. it will give personal sentiments on Lenovo China and rating. 2. 0People direction in Lenovo China 2. 1Introduction of Lenovo China The Lenovo China was established in 1984. turning the name of Personnel Department into Human Resources Department in 1995 when they had been an increasing consciousness of the importance of individuals ( Ge. 2004 ) . Nowadays. Lenovo China was a successful company because Lenovo China had ranked NO. 450 in the ranking of the luck Global 500 ( CNN. 2011 ) . 2. 2Approach of Peoples direction in Lenovo China 2. 2. 1Overall attack The overall attack of Lenovo China is the mixture of classical attack and modern direction theory with combination of X and Y theory ( Mullins. 2010 ) . In classical attack ( Mullins. 2010 ) . Lenovo China do non utilize absolute power and control over people. They think extremely of human resource. because they know the importance of the endowments ( Ren. 2003 ) . In add-on. Lenovo China’s leaders besides communicate with employees and listen to their sentiments in order to derive their trust. which could obtain more thoughts for development of the corporation. In malice of this. Lenovo China still have a complete set of the corporation system to pull off people ( Pi. 2011 ) . In Lenovo China. as employees are making any work. they must follow with these three rules: 1. take a firm standing on working harmonizing to the regulations if there are regulations. 2. Working harmonizing to the regulations in progress and coming up with recommendations seasonably. if the regulations are non sensible. 3. Applying and working harmonizing to the cultural value standards of Lenovo China. if there are no regulations ( Pi. 2011 ) . Employees of Lenovo China are in a status of comparative rigorous control. but they will be provided decently freedom to carry on activities and take duties. For case. technicians in Lenovo China have rights to seting their work hours with freedom ( Deng. 2002 ) . Therefore. Lenovo China could offer chances to carry through their self-importance demands. The overall attack is with Chinese and western features of direction and combine good these two direction theoretical account. Lenovo China do non let individuality like America. but they advocate Bolshevism. However. they are non like the old Chinese direction model—centralization. Therefore. the new coevalss can non merely fulfil themselves but enjoy freedom at the same clip. There are regulations to command yet. 2. 2. 2System of honoring public presentation Lenovo China use chiefly the Alderfer’s ERG theory ( Mullins. 2010 ) to actuate employees. because they have two attacks which are physical satisfaction and psychological satisfaction ( Pi. 2011 ) . At get downing. for old coevalss of Lenovo employee. they have higher psychological demands. In add-on to turn out that their ain cognition can transform into hoarded wealths. their intents are concerns about development of China. These people do non inquire for much in physical satisfaction ( Ren. 2003 ) . On the contrary. there is a strong corporate sense of honor between the old coevalss of Lenovo people. Hence. the motive for them is development of corporate spirit and motive of ends ( Ren. 2003 ) . Further. at present. the new coevalss of Lenovo people is chiefly motivated by physical satisfaction. because a plentifulness of foreign corporations and articulations ventures were come ining into China after the 1990s with offering high pay to pull diverse people. it threatened state-owned endeavors ( Ren. 2003 ) . However. presents. Lenovo China’s physical satisfaction includes several sides: wage. fillip. public assistance and warrants. Boness have company’s. departmental and single ( Ren. 2003 ) . For illustration. the half of the extra complete portion shall be handed over to the corporation. and their section will dispose the remainder of portion to honor or give public assistance ( Pi. 2011 ) . Welfare is normal public assistance. such as insurance and lodging public fund and so on. However. Lenovo China take the high criterion. For blink of an eye. authorities has set a regulation that each individual have to salvage the 4 per centum to8 per centum of wage for the lodging public fund. so Lenovo China will salvage the 8 per centum for employees ( Ren. 2003 ) . The advantage of method of motive is that employee could be stimulated to give oneself to fulfilment of overall aims and personal outlooks. In add-on. the ways of stimulations of Lenovo China are really sensible. because it is harmonizing to difference of assorted people to supply distinguishable stimulation. such as different personality. cognition and characteristics of occupations ( Deng. 2003 ) . Nevertheless. the more physical wages. the more outlooks. Overmuch physical wages could non precisely stimulate betterment of employees. to the contrary. it possibly leads the employee to be greedy and acquire private benefit without thought of organisational ends. 2. 2. 3Recruiting and choosing employees The procedure of choosing employees in Lenovo China is really rigorous. There are two facets which are inside enlisting and outside enlisting ( Mullins. 2010 ) . Inside enlisting involve taking directors from within the organisation. nevertheless. Lenovo China adhere to detect their abilities in same on the job conditions instead than proud accomplishments in the yesteryear ( Deng. 2002 ) . which is particular. In add-on. outside enlisting demands to engage new from outside by put up the information of campus enlisting at first ( Pi. 2011 ) . Then. beside proving of quality and rating of comprehensive capacity, Lenovo China besides have a face to confront conversation ( Deng. 2002 ) . There are nine inquiries Lenovo will inquire: 1. ego debut. 2. what do you make in your company and what does your company do. 3. your high qualities and state why Lenovo demand you. 4. your failings. 5. do you hold some suggestions for Lenovo. 6. do you hold wallet. 7. do watch the intelligence. 8. what do you believe of the occupation you apply and how to make good. 9. contrast with Lenovo and other trade name. and the their advantages ( Shi. 2008 ) . Furthermore. Lenovo China are willing to enroll the immature who graduate from a higher establishment. such as. Tsinghua University. Peking University and Beijing Science and Technology University and so on. In order to contend with rivals to seeking the individuals with ability of professional technique and senior direction. Lenovo China held enrolling activities in universities in progress. and carry oning activities was earlier than foreign companies in each twelvemonth. These activities included promotion of thought of Lenovo China and a meeting between pupils and outstanding employees with an on-site audience of employment. Further. Lenovo China sponsored a competition of website appellation for the national college pupils and put up a particular award ( Pi. 2011 ) . Supplying these chances helps Lenovo China to better advance their ain and attract calibrated pupils and graduands efficaciously. Furthermore. presents. Lenovo china focus on people who operate efficaciously on a planetary graduated table. regardless of their birth country ( Hegar and Hodgetts. 2011 p. 536 ) . Lenovo China had appointed William Amelio who was an American executive from DELL in late 2005 ( Schuman. 2010 ) . However. in those old ages. Lenovo was losing out on the faster-growing sections of Personal computer markets ( Schuman. 2010 p. 2 ) . It demonstrated that foreign was non quit cognizing about Chinese markets. 2. 2. 4Methods to better development of employees Lenovo China stress preparation and retaining employees via four methods. because all of these preparations and consequences are associated with publicity ( Wang. 2006 ) . At first. each employee must be working from underside of the corporation. so. holding promotion measure by measure. due to organisational civilization though this procedure being inherited and absorbed sooner ( Ren. 2003 ) . Second. they will take those employees who are the most improved employees to preparation by experient leaders learning immature rivals who will be the deputy occupations ( Ren. 2003 ) . Third. it is indispensable to developing co-ordinated operational capacity through learning how to construct squads ( Ren. 2003 ) . Finally. Lenovo China deem to be substance that is an confidence to pull gifted individuals. such as. giving 10 nowadays of stock of coordination. fillip and societal public assistance harmonizing to taking highest criterions ( Ren. 2003 ) . particularly. holding holiday with sala ry and honoring instantly ( Deng. 2002 ) . In add-on. with respect to new employments. they all require to go to assorted oriented preparations. Then. they need to bit by bit accept preparations of organisational civilization. generic accomplishments and facets of concern and direction ( Deng. 2002 ) . What’s more. though a series of preparations consequences. rating of specializers and 360 degree feedback analyse what aspects of the employees need to beef up. Next. Lenovo China see what aspects employees require to develop harmonizing to their ain development. Combination of two parts determines content of preparation of these employees and the whole twelvemonth preparation programs. ( Wang. 2006 ) On the other manus. the method of dismissal and station changing is an old manner. but it is popular with employees. When an employee could non precisely exercise his cognition in his place. leaders will see to giving his opportunity to look into his ability by giving his specific objects. If he could cover with. it illustrates that the ideas of leader has divergence. If he failed. the leader will hold a personal talk when he admits his mistakes. the leader will go on to provide an chance to him. If he could non success until the 3rd chance. he will run into review the place he stays at nowadays. Then. even if the leader give him a demotion with the same pay as before ( Deng. 2002 ) . meanwhile. he will experience non uncomfortable. To reason. it is a hommization direction esteeming for each member of the development. supplying infinite of development and assisting. 2. 2. 5The assessment of single public presentation Lenovo China wage attending to public presentation and ability with really rigorous assessment of single public presentation ( Wang. 2006 ) . Human resource section and every section of directors implement and command the assessment through two ways which are public presentation steps and capableness appraisal. Performance was measured by quantitative rating of quality and measure and cost of complete work and other parts for company. Capability assessment involves work ability. work attitude and possible development ( Wang. 2006 ) . Furthermore. there are four signifiers to advise: higher-ups to subsidiaries. staff in the same degree. subsidiaries to higher-ups. and the section to the section. Meanwhile. Lenovo China usage questionnaires for sections evaluate each others in each twelvemonth ( Wang. Zhao and Li. 2009 ) . Furthermore. each leaders and employees should put aims they want to accomplish in each one-fourth and twelvemonth and depict what the ends are and list specifically. In the terminal of each twelvemonth and one-fourth. Human resource section and every section of directors have to exam whether the work is achieved and how the quality of work consequences is ( Wang. 2006 ) . In a word. salary determination. publicity and content of preparations are based on these consequences of the assessment ( Wang. Zhao and Li. 2009 ) . The advantage of the assessment of single public presentation is recognizing the importance of taking duty by promoting employees to set their ain aims into endeavor ends ( Deng. 2002 ) . In add-on. it could oversee the achievement of the work. Further. organisation could supervise and mensurate the public presentation with equity. However. the assessment of Lenovo China has disadvantages that employees are evaluated by directors. Due to unsteady factors like personal factors and environmental factors. the consequence of assessment will be influenced. What’s more. sometimes emotional jobs highly affect consequences of rating in the procedure of the assessment. Some public presentations are easy to mensurate like gross revenues. but some are non. 2. 3Lenovo China’s leading Recently. the intelligence said Liu ChuanZhi resigned Chairman of Lenovo China but be an honorary Chairman ; what’s more. Yang YuanQing became the Chief executive officer and Chairman ( Lenovo. 2011 ) . Liu ChuanZhi. as one of innovator of the Lenovo China. he creates tonss of fables. Therefore. he has his ain leading manner. He is more like a participative manner of leading. Liu ChuanZhi ever allow them raise their new thought. he merely animate them to convey up new ideas without pull offing specific affairs ( Deng. 2002 ) . Furthermore. Yang YunQing’s direction theoretical account is uncomplete directing leading. because he gives his advice at get downing. and so allow employees give their positions. and at last. he makes determination ( Deng. 2002 ) . Consequently. they have a common point which is leting employees to take part in procedure of doing determinations. They both wish employees’ originative power to acquire near to organisational ends ( Deng. 2002 ) . Hence. this manner of encouragement is a great chance to carry through self-importance demands. In add-on. Liu ChuanZhi has typical personality and strong personal appeal which convinces employees. because he is a adult male of his words. which shows non merely in high demands to him but his complete committednesss for stockholders and employees ( Deng. 2002 ) . 2. 4Lenovo China’s organisational civilization Liu ChuanZhi pays more attending on organisational civilization. because it is a representative of Lenovo China and has significance of ends accomplishment ( Ren. 2003 ) like undertaking civilization ( Mullins. 2010 ) . It is reflected in the statement: We do what we say and own what we do ( Lenovo. 2011 ) . There are four major organisational civilizations. First. Lenovo China rather advocate spirit of cooperation. because Lenovo China believe that it is a demand of keeping a consistent squad ( Deng. 2002 ) . Second. they emphasize spirit of battle. because Liu ChuanZhi said that five per centum of hope turned into one hundred per centum of world. For illustration. in 1991. Lenovo Hong Kong had loss of more than 50 million Hong Kong dollars in three months. Lenovo overcame. As a consequence. Liu ChuanZhi suffered Meniere’s from syndrome ( Deng. 2002 ) . Third. great repute and recognition is life of corporation. There are two types which are persons and corporation. Individual repute and recognition agencies that working earnestly and making what they had said can win the trust of users. co-workers. subsidiaries and superior. The repute and recognition of corporation came from satisfaction of users. Lenovo China would instead lose money than lose credibleness and repute ( Deng. 2002 ) . For case. in 2003. the rate of bad history is less than 0. 005 % ( Ren. 2003 ) . Fourthly. invention and survey are one of the cultural of corporation ( Deng. 2002 ) . Today’s successes are consequence from Lenovo China innovating and analyzing continually. Further. there is a particular organisational civilization ; they have a CTIME for promoting pass oning like a friend. Meanwhile. CTIME means java clip. Each afternoon at 1o’clock. employees and leaders go to the 3rd floor and can speak easy. Particularly. leaders will pay employees for java every Tuesday which is for promoting friendly commu nicating from each other ( Pi. 2011 ) . Therefore. the civilization of Lenovo China is successful to allow employees hold coherences through communicating and teamwork. In add-on. the efficiency of executing is high because of nice teamwork. Overall. it is a comparative perfect civilization. 3. 0Personal sentiments on Lenovo China If there is an chance to work in Lenovo China. YES is the reply. At get downing. this is a large and well-know corporation. For self-importance demands. it is based on satisfaction of physical demands at first. like nutrient. apparels and so on. In add-on. leading in Lenovo China is different from other old state-enterprises. because it can bring forth a sense of belonging through each engagement of employees. When employees contribute to Lenovo China. it is of import to incarnate the significance of single being. They are non complete power control but participative manner. Therefore. there are more infinites to let employees to develop strengths though proper freedom. Furthermore. the relationship of co-workers is just competitions alternatively of barbarous and harmful competitions. which makes employments safety. Due to Lenovo China recommending friendly communicating between leaders and employees. this policy can acquire rid of alienation between people and give adequate regard for employees which is attractive. Hence. self-importance demands could be satisfied. Then. for single development. Lenovo China offer relevant aid. They choose developing employees to larn new accomplishments for free. because they have their ain preparation base. Apart from the theoretical cognition. there are leaders go throughing on cognition of their experiences which is hoarded wealth and can non larn from books straight. However. the assessment of single public presentation has a small job which is rating with personal emotions. Possibly. it is ineluctable. but it can be evaluated through assorted channels. For illustration. single rating could make like section assessment which is evaluated by making questionnaires in other sections. directors and employees. In other words. the assessment of single public presentation can be evaluated by co-workers. directors and users. 4. 0Conclusion In decision. it can be seen so that Lenovo China’s people direction is comparatively successful. Success of Lenovo China is showed on three parts which are attack of people direction. leading and organisational civilization. In peculiarly. in portion of attack. it focuses on three facets which are choosing employees and how to develop employees and the assessment system. Particularly. it indicates that the assessment of single public presentation has deficit. In add-on. it mentions that organisational civilization is the nucleus of corporation. Finally. it gives sentiments on human relation of Lenovo China and grounds. Mention CNN. 2011. Annual ranking of the world’s largest corporations [ On-line ] . CNN Money. Available from: hypertext transfer protocol: //money. cnn. com/magazines/fortune/global500/2011/full_list/401_500. hypertext markup language [ Accessed 11 December 2011 ] . Deng. Z. H. 2002. The human resource direction of fable. Hohhot:Publication of the people of Inter Mongolia Ge. Ten. 2004. To discourse the Manpower Recourses Management of Legend Grow up. Journal of Liaoning Business Vocational College. 63 ( 2 ) . 18-19. [ On-line ] . Wang Fang Data. Available from: hypertext transfer protocol: //d. g. wanfangdata. com. cn/Periodical_lnswzyxyxb200402009. aspx [ Accessed 11 December 2011 ] . Hegar. K. W. and Hodgetts R. M. 2011. Modern human dealingss at Work. Google Books. Available from: hypertext transfer protocol: //books. Google. com. au/books? id=kleg0QYjidUC A ; pg=PA536 A ; dq=Lenovo+China+human+resource A ; hl=zh-CN A ; ei=BL_lTuqtHMSaiAf9v8y2BQ A ; sa=X A ; oi=book_result A ; ct=book-preview-link A ; resnum=2 A ; ved=0CEMQuwUwAQ # v=onepage A ; q=Lenovo % 20China % 20human % 20resource A ; f=false [ Accessed 12 December 2011 ] Lenovo. 2011. Our Company [ On-line ] . Lenovo. hypertext transfer protocol: //www. lenovo. com/lenovo/ca/en/our_company. hypertext markup language [ Accessed 15 December 2011 ] Mullins. L. J. 2010. 9nd erectile dysfunction. Management A ; organisational behaviour. London: Prentice Hall Pi. B. W. 2011. Liu ChuanZhi: Diaries of Pull offing Lenovo. Beijing: China Railway Publication. Shi. Y. Y. 2008. 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