Managing People†Lenovo China Essay

SummaryThis assignment expresses and evaluates the Lenovo chinaw atomic number 18s hu piece election concern from atomic number 23 parts. At stating, it tucks simply the novel-sprung(prenominal)s report of Lenovo china. Then, describing and analysing climax of muckle concern in Lenovo is the key point by marrow of cardinal elements of overall approach, system of reciprocateing surgical operation, employees conjurement, methods to remedy using employees and the idea of single(a)ist writ of transaction. In particularly, the last triad is jawed mainly. However, the appraisal system has a little job. Next, it mentions the attractors of Lenovo china which is mixture Chinese and western style. At goal of the assignment, it make passs nearly in the flesh(predicate) topic and recommendations on the appraisal system.1.0IntroductionThe report exit appraise tender recourse worry and give recommendations for Lenovo china. At beginning, it depart introdu ce the background of Lenovo mainland china. Then it provide cover Lenovo chinaw bes approach of deal finaglement from five aspects. E superfluously, it go forthing concenter on selecting and developing employees as headspring as the appraisal. Then it willing piffle about Lenovo chinaw atomic number 18s leading and organisational culture. Finally, it will give feeling-to-face opinions on Lenovo chinawargon and evaluation.2.0People at ten dollar billtion in Lenovo china2.1Introduction of Lenovo chinaw atomic number 18The Lenovo chinaw be was accomplished in 1984, turning the name of military unit Department into tender-hearted Resources Department in 1995 when they had been an increasing aw atomic number 18ness of the immenseness of persons (Ge, 2004). Nowadays, Lenovo china was a successful company because Lenovo mainland mainland mainland mainland China had ranked NO.450 in the ranking of the fact Global 500 (CNN, 2011).2.2Approach of People focal point in Lenovo China2.2.1Overall approachThe overall approach of Lenovo China is the mixture of unequivocal approach and modern worry supposition with combination of X and Y possible action (Mullins, 2010). In classical approach (Mullins, 2010), Lenovo China do non use compulsory reason and defy over people. They count spiritedly of homo pick, because they know the importance of the talents (Ren, 2003). In addition, Lenovo Chinas leadership similarly communicate with employees and listen to their opinions in parliamentary procedure to gain their trust, which could obtain to a greater extent minds for development of the union. In spite of this, Lenovo China still take hold a blast set of the corporation system to manage people (Pi, 2011).In Lenovo China, as employees are doing any conk, they must comply with these triple principles 1.insisting on melt according to the rules if at that place are rules. 2. Working according to the rules in advance and coming up with recommendations timely, if the rules are not reasonable. 3. Applying and working according to the ethnical value criteria of Lenovo China, if in that location are no rules (Pi, 2011). Employees of Lenovo China are in a condition of telling set control, except they will be provided properly independence to conduct activities and take responsibilities. For instance, technicians in Lenovo China accommodate rights to ad provideding their work hours with freedom (Deng, 2002). Thus, Lenovo China could flip opportunities to come across their self-importance unavoidablenesss.The overall approach is with Chinese and western characteristics of management and combine well these dickens management stupefy. Lenovo China do not allow exclusiveism hankering well America, yet they exhort collectivism. However, they are not standardized the archaic Chinese management deterrent examplecentralization. Thus, the new generations lavatory not only fulfil themselves but enjoy freedo m at the same time. There are rules to control yet.2.2.2System of rewarding performanceLenovo China break mainly the Alderfers ERG theory (Mullins, 2010) to cue employees, because they go two approaches which are in-person comfort and mental satisfaction (Pi, 2011).At beginning, for old generations of Lenovo employee, they have gritty psychological demands. In addition to prove that their ingest friendship female genitals transform into treasures, their purposes are concerns about development of China. These people do not ask for much in somatogenetic satisfaction (Ren, 2003). On the contrary, in that location is a noticeable collective genius of honour amidst the old generations of Lenovo people. Hence, the motivating for them is development of collective spirit and pauperism of goals (Ren, 2003).Further, at present, the new generations of Lenovo people is originally motivated by physical satisfaction, because a plenty of foreign corporations and joints ventures were entering into China after the 1990s with offering high wage to soak up diverse people, it peril state- protested enterprises (Ren, 2003). However, nowadays, Lenovo Chinas physical satisfaction includes several sides salary, bonus, welfare and warrants. B iodins have companys, plane sectional and exclusiveist (Ren, 2003). For example, the half(prenominal) of the excess comp allowe part shall be handed over to the corporation, and their department will dispose the rest of part to reward or give welfare (Pi, 2011). well-disposed welfare is normal welfare, such(prenominal) as policy and lodgement public fund and so on. However, Lenovo China take the high standard. For instant, governing has set a rule that distributively person have to save the 4 percent to8 percent of salary for the housing public fund, thus Lenovo China will save the 8 percent for employees (Ren, 2003).The value of method of motivation is that employee could be excite to devote oneself to fulfilme nt of overall objectives and personal expectations. In addition, the ways of stimulations of Lenovo China are very reasonable, because it is according to difference of respective(a) people to provide distinct stimulation, such as different personality, knowledge and features of jobs (Deng, 2003). Nevertheless, the to a greater extent physical reward, the more expectations. Overmuch physical reward could not exactly arouse improvement of employees, to the contrary, it perhaps leads the employee to be jealous and get private benefit without thought process of organizational goals.2.2.3Recruiting and selecting employeesThe process of selecting employees in Lenovo China is very strict. There are two aspects which are inside recruitment and orthogonal recruitment (Mullins, 2010).Inside recruitment ingest choosing managers from within the organization, however, Lenovo China adhere to sustain their abilities in same working conditions kinda than proud achievements in the past (De ng, 2002), which is special.In addition, outside recruitment call for to contract new from outside by come out up the information of campus recruitment at first (Pi, 2011). Then, beside testing of quality and evaluation of comprehensive capacity Lenovo China also have a face to face conversation (Deng, 2002). There are order questions Lenovo will ask 1.self introduction, 2. what do you do in your company and what does your company do, 3. your superiorities and pick out why Lenovo need you, 4. your weaknesses,5.do you have few suggestions for Lenovo,6.do you have wallet, 7.do watch the news, 8.what do you mobilize of the job you apply and how to do well, 9.contrast with Lenovo and early(a) brand, and the their advantages(Shi, 2008).Moreover, Lenovo China are willing to recruit the young who graduate from a higher institution, such as, Tsinghua University, Peking University and capital of Red China attainment and Technology University and so on. In order to contest with compe titors to seeking the persons with ability of victor technique and senior management, Lenovo China held recruiting activities in universities in advance, and conducting activities was earlier than foreign companies in each year. These activities included publicity of idea of Lenovo China and a meeting between students and outstanding employees with an on-site consultation of employment. Further, Lenovo China sponsored a competition of website designation for the case college students and set up a special award (Pi, 2011). Providing these opportunities helps Lenovo China to better elicit their birth and attract graduated students and graduands effectively.Moreover, nowadays, Lenovo china focus on people who make effectively on a ball-shaped scale, regardless of their birth country(Hegar and Hodgetts, 2011 p. 536). Lenovo China had appointed William Amelio who was an Ameri raft executive from dell in late 2005 (Schuman, 2010). However, in those years, Lenovo was scatty out on t he faster-growing segments of PC markets (Schuman, 2010 p.2). It demo that foreign was not quit discerning about Chinese markets.2.2.4Methods to improve development of employeesLenovo China emphasize rearing and retaining employees via quadruple methods, because all of these preps and consequents are associated with forward motion (Wang, 2006). At first, each employee must be working from bottom of the corporation, then, having promotion step by step, due to organizational culture though this process being inherited and oblivious preferably(Ren, 2003). Secondly, they will choose those employees who are the most(prenominal) improved employees to grooming by go through with(predicate) with(predicate) leaders teaching young challengers who will be the deputy jobs (Ren, 2003). Thirdly, it is essential to training coordinated operational capacity through teaching how to build squads (Ren, 2003). Finally, Lenovo China hold in to be substance that is an assurance to attract talented persons, such as, giving ten present of stock of coordination, bonus and social welfare according to taking highest standards (Ren, 2003), especially, having pass with salary and rewarding immediately (Deng, 2002).In addition, with regard to new employments, they all hire to attend various oriented trainings. Then, they need to gradually accept trainings of organizational culture, generic wine skills and aspects of business and management (Deng, 2002). Whats more, though a series of trainings results, evaluation of specialists and 360 power point feedback analyse what aspects of the employees need to strengthen. Next, Lenovo China cope what aspects employees require to train according to their knowledge development. Combination of two parts determines substance of training of these employees and the whole year training plans. (Wang, 2006)On the early(a) hand, the method of electric arc and post changing is an old way, but it is popular with employees. When an emplo yee could not exactly utilise his knowledge in his position, leaders will consider to giving his chance to check up on his ability by giving his unique(predicate) objects. If he could deal with, it illustrates that the thoughts of leader has deviation. If he failed, the leader will have a personal talk when he admits his faults, the leader will continue to supply an fortune to him. If he could not success until the triplet opportunity, he will meet retrospect the position he stays at present. Then, even if the leader give him a demotion with the same wage as onwards (Deng, 2002), meanwhile, he will feel not uncomfortable.To conclude, it is a hommization management respecting for each appendage of the development, providing space of development and helping.2.2.5The appraisal of mortal performanceLenovo China pay help to performance and ability with very strict appraisal of individual performance (Wang, 2006). Human resource department and every department of managers impleme nt and control the appraisal through two ways which are performance measures and capability assessment. Performance was measured by quantitative evaluation of quality and beat and cost of accomplished work and other contributions for company. Capability assessment involves work ability, work attitude and potential development (Wang, 2006). Moreover, in that respect are four forms to apprise superiors to subordinates, ply in the same level, subordinates to superiors, and the department to the department. Meanwhile, Lenovo China use questionnaires for departments evaluate each others in each year (Wang, Zhao and Li, 2009).Furthermore, each leaders and employees should set objectives they want to achieve in each quarter and year and list what the goals are and list specifically. In the end of each year and quarter, Human resource department and every department of managers have to exam whether the work is achieved and how the quality of work results is (Wang, 2006).In a word, sala ry decision, promotion and content of trainings are establish on these results of the appraisal (Wang, Zhao and Li, 2009).The advantage of the appraisal of individual performance is realizing the importance of taking business by encouraging employees to put their own objectives into enterprise goals (Deng, 2002). In addition, it could supervise the motion of the work. Further, organization could monitor and measure the performance with fairness.However, the appraisal of Lenovo China has disadvantages that employees are evaluated by managers. Due to unsteady factors the like personal factors and environmental factors, the result of appraisal will be influenced. Whats more, sometimes stirred problems extremely affect results of evaluation in the process of the appraisal. Some performances are lightheaded to measure like sales, but some are not.2.3Lenovo Chinas leadershipRecently, the news said Liu ChuanZhi resigned chairman of Lenovo China but be an honorary Chairman whats more, Yang YuanQing became the Chief executive policeman and Chairman (Lenovo, 2011). Liu ChuanZhi, as one of pioneer of the Lenovo China, he creates lots of legends. Therefore, he has his own leadership style. He is more like a participative style of leadership. Liu ChuanZhi always let them raise their new idea, he just inspire them to bring up new thoughts without managing specific matters (Deng, 2002).Moreover, Yang YunQings management model is incomplete directive leadership, because he gives his advice at beginning, and then let employees give their views, and at last, he makes decision (Deng, 2002). Consequently, they have a common point which is allowing employees to participate in process of making decisions. They both wish employees creative power to get belt up to organizational goals (Deng, 2002). Hence, this way of encouragement is a great opportunity to fulfil ego necessitate. In addition, Liu ChuanZhi has distinctive personality and strong charisma which convinces employ ees, because he is a man of his words, which shows not only in high demands to him but his accomplished commitments for shareholders and employees (Deng, 2002).2.4Lenovo Chinas organizational cultureLiu ChuanZhi pays more attendance on organizational culture, because it is a delegate of Lenovo China and has significance of goals accomplishment (Ren, 2003) like task culture (Mullins, 2010). It is reflected in the avowal We do what we say and own what we do (Lenovo, 2011). There are four take apart organizational cultures. Firstly, Lenovo China quite counselor-at-law spirit of cooperation, because Lenovo China believe that it is a requirement of maintaining a consistent team (Deng, 2002). Secondly, they emphasize spirit of struggle, because Liu ChuanZhi said that five percent of hope turned into one hundred percent of reality. For example, in 1991, Lenovo Hong Kong had pass of more than fifty million Hong Kong dollars in three months, Lenovo overcame. As a result, Liu ChuanZhi s uffered Menieres from syndrome (Deng, 2002). Thirdly, great reputation and accredit is life of corporation.There are two types which are individuals and corporation. Individual reputation and credit means that working seriously and doing what they had said can win the trust of users, colleagues, subordinates and superior. The reputation and credit of corporation came from satisfaction of users. Lenovo China would sooner lose money than lose believability and reputation (Deng, 2002). For instance, in 2003, the rate of boastful account is less than 0.005% (Ren, 2003). Fourthly, innovation and study are one of the cultural of corporation (Deng, 2002). Todays successes are result from Lenovo China innovating and studying continually. Further, there is a special organizational culture they have a CTIME for encouraging communicating like a friend. Meanwhile, CTIME means java time. from each one afternoon at 1oclock, employees and leaders go to the third floor and can talk easily. Esp ecially, leaders will pay employees for coffee every Tuesday which is for encouraging friendly talk from each other (Pi, 2011).Therefore, the culture of Lenovo China is successful to let employees have cohesions through communication and teamwork. In addition, the efficiency of execution is high because of nice teamwork. Overall, it is a relative perfect culture.3.0Personal opinions on Lenovo ChinaIf there is an opportunity to work in Lenovo China, YES is the answer.At starting, this is a big and well-know corporation. For ego needs, it is based on satisfaction of physical needs at first, like food, clothes and so on. In addition, leadership in Lenovo China is different from other old state-enterprises, because it can produce a sense of belong through each involvement of employees. When employees give to Lenovo China, it is important to embody the meaning of individual existence. They are not complete power control but participative style. Thus, there are more spaces to allow empl oyees to develop strengths though proper freedom. Moreover, the relationship of colleagues is fair competitions instead of vicious and harmful competitions, which makes employments safety. Due to Lenovo China advocating friendly communication between leaders and employees, this policy can get resign of estrangement between people and give enough respect for employees which is attractive. Hence, ego needs could be satisfied.Then, for individual development, Lenovo China offer relevant help. They choose training employees to involve new skills for free, because they have their own training base. Apart from the theoretical knowledge, there are leaders passing on knowledge of their gravels which is treasure and cannot learn from books directly.However, the appraisal of individual performance has a little problem which is evaluation with personal emotions. Perhaps, it is unavoidable, but it can be evaluated through various channels. For example, individual evaluation could do like dep artment appraisal which is evaluated by doing questionnaires in other departments, managers and employees. In other words, the appraisal of individual performance can be evaluated by colleagues, managers and users.4.0ConclusionIn conclusion, it can be seen then that Lenovo Chinas people management is relatively successful. Success of Lenovo China is showed on three parts which are approach of people management, leadership and organizational culture. In particularly, in part of approach, it focuses on three aspects which are selecting employees and how to develop employees and the appraisal system. Especially, it indicates that the appraisal of individual performance has shortage. In addition, it mentions that organizational culture is the core of corporation. Finally, it gives opinions on human relation of Lenovo China and reasons.ReferenceCNN. 2011. one-year ranking of the worlds largest corporations On-line. CNN Money. acquirable from http//money.cnn.com/magazines/fortune/global 500/2011/full_list/401_500.html Accessed 11 declination 2011.Deng, Z.H. 2002. The human resource management of legend. HohhotPublication of the people of Inter MongoliaGe, X. 2004. To discuss the Manpower Recourses caution of Legend Grow up. Journal of Liaoning care Vocational College, 63(2), 18-19. On-line. Wang Fang Data. for sale from http//d.g.wanfangdata.com.cn/Periodical_lnswzyxyxb200402009.aspx Accessed 11 December 2011.Hegar,K.W.and Hodgetts R.M. 2011. Modern human relations at Work. Google Books. 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