Strategic Human Resources Management At Lenovo

Published Date: 02 Nov 2017

Strategic Human Resources Management (SHRM) is the more practical management system that helps the company to think ahead and plan for the best meet of its employees as well as helps the employees to do best for their company as per its needs. This is the technique of employment management that can create positive improvement and add value by the combination of employment policies, programs and practices. According to Storey, Human Resources Management of two approaches to the timing and method approach compares with management personnel and human resource management are rooted in manpower planning approach, and see also focus on the relationship between man and high commitment, which is a key factor in achieving competitive performance (Storey, 2002). Approach as a strategy for human resource management and strategic human it is demonstrated resources to influence business performance and society recent empirical evidence strategy. In addition, you can develop a strategy for Access to change the system (Liao, 2005). 

Lenovo Human Resources Management 

As the fastest growing information technology provider, Lenovo’s core strength enables it to find its own way for challenging global economy, enlarge the opportunities for growth and play a leading role in characterizing the future of technology. Admiring company way, Lenovo chairman, Lui Chuanzhi said with great proud, "it has been especially delightful to observe the, we do what we say; we own what we do, Lenovo culture being embraced by our staff and the resulting boost in their morale."(Lenovo AR2009-10) the leading information company constantly gets concern of its commitments in providing quality services and products, with the ability of not only preventing its own position but also approaching in new markets all over the world. This is main strength and confident of Lenovo to look forward; do not draw back which helps the company at any crucial period such recent recovery from the financial crisis.

In the year 2011, Lenovo Group operates a total of about 23,000 employees worldwide, including 1700 designers, sceintists and engineers. With the large number of employees and human resource management, it plays an important role in integrating human resources strategy Planning and use. Lenovo as one of the jewels in China information technology industry, and personal renamed "the service 

"Human Resources" at some point early in 1995. They also protested reviews (1987) 

Human resource management is just a new label for personnel management, however, the designation Lenovo does not just change the words, but a step towards the concept of innovation (People's Daily Online / 2004). However, despite all this, as newest, the truth is that Chinese companies Many of their staff understand the human resources to know a lot of talk about human rights ideas for resources. They are still busy with traditional ideas and work. Team practice, says, generally used, and employee-based control thinking of them as instruments of the product (People's Daily Online 2004) 

Figure 1: Traditional Approaches of HRM

Source: http://www.quidgest.com/q_HRM_EN.asp?LT=LTG

Applying the theory of Strategic Human Resources Management 

Practice management is resource based, including recruitment and retention. To get an understanding, very foundations of management theory / SHRM human resource management to achieve the objective of recruiting and retaining staff. There are still vestiges of the dispute, which is a necessary for all human resources staff, and most of them by the Board. Implementation theory provides recruitment and human resource professionals a better. Understanding of changes in employment is subject to realization. In addition, the theory of the earth has been chosen as a means of selection of professionals to ensure that people have the knowledge necessary to keep talent in the organization. Earth theory allows the development of understanding and provides a solid basis for the information provided by staff responsible for labor organizations. 

Application of two models

This type of model provided by David is the analytical reviews of the six dimensions of human resource management. It summarizes the human resource management strategies and human resource management, and outcome of human resources and behavioral outcomes, performance outcomes and financial results. Based on the idea of ​​this model based approaches to human resources management, such as the requirement that a direct relationship with the corporate consequences. 

On the other hand, the traditional pay and reward system is still evident in the organization. SHRM models have the potential to inform understanding of how organizations can design and management of human resources. Maybe pay and rewards, and will also be a more effective working relationships, strategy and management, which can lead to a better understanding of the strategic human resource management.

According to Bamberger and Phillips (1991) model, and is closely Shaft between the poles: environment, business strategy and HR strategy (Bratton and Gold, 2003). Competitive and environmental changes, including marketing, technology and national, government policies, trade unions and global competitors, go to great human resource management strategies. Instead, the work is unskilled workers and semi-skilled Chinese salary levels for Lenovo, which requires more staff and engineers With high skills and knowledge, is much higher than other firms, · same Contestants,  Maintain competitive technology and staff. Lenovo is also based on its own training school and technical cultural Training and development. 

Figure 2: Strategic Human Resources Management

Source:http://www.ace-alliedconsultants.com/human-resource-management

On the other hand, the theory of competitive advantage for emergencies Model (Tools and Jackson, 1987) is a strong link between business Strategy and human resource management strategies, which mean that human resource management strategy must adapt overall strategy to reduce costs, improve quality and innovation. Companies should use the strategy of cost cutting to control costs and reduce we welcome the new economies of scale. Therefore, efficiency mostly obtained by hard human resource management techniques, important for companies Success (Beardwell, 2004). 

Link to emergency approach and strong relationship between business strategy and human resource management strategy, it seems to be the model of rational planning strategy Management. It focuses on vertical integration between business strategy 

and human resource management strategy, which determines eligibility. Previously compared In the context of national and horizontal integration in the human resources policies and Practice is useful to take a different approach to consider in order to understand s the relationship between corporate strategy approach human resource management performances (Beardwell, 2004). 

Finally, to hold an international strategy; Lenovo will continue to focus the quality and innovation strategy. Research shows increase it is useful to take the way strategy for human resource management degrees Celsius, which Training is characterized by high involvement and reward high-quality organization commitment, especially those high-tech companies. And Logo and innovation service has developed the practice of human resource Lenovo Bund What is the purpose and commitment to flexibility and innovation. Therefore, this is a decisive influence on the outcome of human resources and business performance, with less labor turnover and lack of innovation, but big profits. 

TASK2

Examine the HR planning process briefly (you should use academic references whenever deemed necessary) and critically analyze at least two methods used by the organization for HR planning and development, (recruitment and selection, training and development, etc.). This part of the work should address all important issues in HR planning and development.

Performance management: 

Although a strong argument for performance and administration, particularly the tension between the governance assessment process and development process and support and to avoid subjective factors, it is clear that this process of human resources practices that contributes to human resource management strategy and related organizational objectives and guidance. Performance management systems (PMS) to attempts to demonstrate the strategic integration of human resource management and basic operations organization s concern with improved performance and competitiveness advantage (Bratton, 2003). PMS can use to improve business performance identify training needs, and determine remuneration levels and managing certificates staff. In general, the performance management cycle, and five elements, including setting goals admeasuring results, and reactions Results, and what are those matters, changes in the objectives and activities (Mabey, 1998). 

Opportunities for training, action planning and tags principle that mean the improvement in skill and performance of employees. In accordance with the standards and 20% of staff Rated as%, equivalent to 70 excellent, 10% must be improved all and interview with the first analysis of the strengths and weaknesses. 

Improve the effectiveness of self-development is excellent and the two Low employee performance, management and maintenance staff and other them. Finally, the performance results to determine Bonus, special bonus, and future development, such as training and promotion. If not the team together, the results are the right to file a complaint with the department staff and learn to reassess. 

Figure 3: succession for HRM planning

Source: http://connect.in.com/human-resource-planning/html

Recruitment Process 

In accordance with what was said; it encourages Lenovo primarily through internal recruitment managers and other key positions filled by external recruitment. Lenovo vacancies on the site of the company's human resources and other sites, such as 51job.com, ChinaHR.com, initial screening of resumes, and follow the first interview, and job knowledge tests work, and the second interview (www.lenovo.com ), If candidates meet the criteria of tendering for job. However, the recruitment process is not well developed in Lenovo. 

Recruitment Methods 

In today's "job market in the most popular styles in China are looking for sites or newspapers, and published resources, or go to job fair Lenovo centers and their recruitment. Vacancies, however, unlike companies many multinational HSBC, for example, the BBC that the candidate can be applied directly on the site, the only site of recruitment for Lenovo important information on jobs and reports (www. lenovo.com). Applications are recruited through external recruitment agents and job fair.

Selection Process 

Standard requirements for working in Lenovo namely those that are consistent with values ​​of society, equipped with specific functions. Lenovo has selected the candidates to identify the qualities above, but the ones best suited to identify for this purpose, which was always a priority for Lenovo (University website Ning Bo, 2005). In addition, Lenovo distinguish between graduates and job applicants with practical experience and by applying different selection techniques. 

Selection methods 

Lenovo interview method chosen sovereign, which usually is associated with the analysis of VC (Chinahrd 2004). In the interview, Lenovo also use other techniques, such as choosing to discuss the range of knowledge and experience to evaluate the function of qualified candidates. For example, Lenovo uses a test analysis of five different people with other personnel, if the application of the five candidates, according to World Health Organization is likely to succeed in their work. When standard answers, and candidates are monitored on the basis of guesses and opinions (Chinahrd 2004). 

Effectiveness of recruitment and selection 

As can be discussed in the literature that cannot be effective recruitment and selection in an organization is measured as easily as it is difficult to measure the contribution of the processes of the organization's overall performance. However, it can be measured by looking at the effectiveness of the satisfactory work, and organizational performance, and so on. In addition, it can be represented in the Organization of recruitment efficiency" and selected by adopting cost-benefit analysis.

Recognizing ‘Fine Horses’ from ‘Horse Racing’

‘Bo Le judging horses" one of Chinese ancient word where ‘Bo Le’ means of fine horses, and long tribute to those who are good at identifying talent. Believed that ‘the company was rated as’ Best Bo Lenovo books Employer of the Year "in 2005 by Lenovo managers ChinaHRD.net It is proposed motto (People Daily on the Internet since 2006.):" Unless you learn how activate, and that authority, and if you do not know how to stimulate a person, will not do. "The strategy for the selection of talent in recognition of" level best ways "to" horse racing ", contains the following effects: 

1. Provides bench race ", which provide opportunities for the best talent equipped 

2. Parts Department, which leads the competition routine 

3. And development of competition rules, which are designing a series of evaluation and

systems.  

Satisfactory level of service 

It can be considered for recruiting and selecting a satisfactory level of new employees hired new managers and employees on their jobs and the organization. This does not mean that a new team is "specific to that task, but the Organization tree. In fact, China and many new employees quit their jobs shortly after joining the organization or because their suitability for use or not adapted to the culture of the organization.

Figure 4: levels of service

source:123px.com

The report by management staff of the department management staff, and applicants for employment was approved at a satisfactory level in Lenovo. As it is said, the level of satisfaction from Lenovo is 3.15 of 5, which refers to the level of 63% of the diseases (www.123px.com). However, there is a leading company in China, and quite satisfactory high level. Therefore, the development company has achieved a satisfactory level of 75%, and a way to achieve this objective is to implement effective recruitment and selection 

 

TASK 3

Discuss human resource policy requirements in the chosen organization and analyze the impact of regulatory requirements on HR policies of the organization.

HR policy in Lenovo

Human resources policies help the company with the necessary tools to deal with any kind of critical situation by upgrading the current trends of the employment quality and legislative matters. HR policies in Lenovo are made up of its vision, objectives and values, that assists the company to reach its goals as well as achieve the target determined by its HRM department. In that case, fastest growing information technology company culture and values help the employees realize how to behave with the customers, clients, stakeholders and so on. Therefore, Lenovo always is committed to show respect to corporate relation and good governance by giving its employees security and safety in their jobs. So that their tasks are done perfect with complete effort and efficiency in safe and sound working environment.

Reward Management 

Management fees, which consists of external and intrinsic rewards, one of the important aspects of employment relations. Influenced by an effective system rewards every step of the strategy and links to organizational goals. Organizational behavior reward system three objectives: Conduct State recruit and retain sufficient qualified personnel and a mission to encourage staff to their resources and staff to encourage compliance behavior and decide to follow rules of behavior beneficial to organizations without direct supervision or instruction (Bratton and Gold, 2003). In general, there are three options, bonuses, including base pay and pay indirect, and hard disk performance. To determine the level and pay structure, it is necessary to analyze internal and external capital competition (Bratton, 2003). 

Figure 5: Reward management

Source:http://connect.in.com/human-resource-planning.html

As I Gouging and Senior Director of Strategic Planning Division, Lenovo, there are three main types of rewards within the company, which is the salaries, allowances and social security, and remuneration of the product revenue "teams (ChinaHRD.net). The key to success for Lenovo to attract, retain and encourage high-quality staff. With that in mind and to decide on external labor markets and products, Lenovo offers the market a competitive salary, bonuses and benefits in China. First, the wage is below 60 per cent of total national income

The assessment, training and development 

The assessment is divided into four phases of Lenovo. In the objective, initially, it can be modified and realistic situation. Secondly, the routing process, and the guidance and assistance to the objectives help the investigation team. In addition, performance evaluation, which express the strengths and weaknesses of each team member and provide training. Finally, the application of the assessment is resulting from the payment of remuneration (www.Chinahrd.net). Evaluation system is to assess all staff as individuals, setting goals and creating incentive payment of remuneration to employees.

Evaluation system is also adopted in Lenovo, and there are many types of training available to employees to encourage personal development and professional development. The first course to train new employees is essential for the provision of training on business, corporate culture and communication staff, and so on. The second training method is to teach general education skills such as time management workers and office software operations. A third course for professional training in technology, which has different skills, such as resources, human logistics, manufacturing, sales, employees and specific jobs. 

TASK 4

Examine how human resource is managed in the chosen organization. Your discussions should include discussions on the impact of organizational structure and culture on the management of HR as well as how the effectiveness of HRM is monitored in the chosen organization. You should make justified recommendations to improve the effectiveness of HR management in an organization.

Good HR Management is the Key to Lenovo's Success

Lenovo establishes a supplementary pension plan for employees in China July 5, 2006.In a press conference in Beijing, Lenovo Group has announced the supplementary pension plan for its employees in China. It is the first Chinese company Lenovo record company pension with the Chinese Ministry of Labor and Social Protection and one of the first times in the computer industry in China for corporate pension program for its employees. "We are very proud to be among the first companies to offer retirement benefits to the head of the team in China," said Ezra Singer, vice president of Lenovo wages and benefits. 

Figure 6: HRM activities in Lenovo

Source: http://www.lenovo.com/q_HRM_EN.asp?LT=LTG

The focus on employee welfare 

It is the biggest win of their parents. Lenovo is committed to providing safe and health work. To equip workers with products and equipment are safe for use. Also, focus on implementing and improving processes and controls to prevent occupational accidents, injuries and diseases. Corporate Policy 3, is the responsibility for health and safety of staff and focuses on creating and maintaining a job that health and safety of employees and strengthen Lenovo places importance on health and safety at each location to do business. Lenovo offers a competitive compensation and agree to implement the minimum wage requirement in every country and region where it operates. Thus, Lenovo has admitted the largest employers in all parts of the world. 

Responsibility for health and safety personnel 

Lenovo is committed to creating and maintaining a workplace that Health and safety. You must be on the corporate strategies, policies and guidelines to support the commitment Health and safety. The conditions are listed below concerning the Lenovo operations worldwide. Lenovo and not every organization must support this policy and any Manager and staff and the contractor does any work for Lenovo to take personal responsibility for achieving the objectives follows. 

>> Provision of safe products and equipment used by our team. 

>> Meet applicable legal requirements and voluntary practices, we It aims to protect employees. Set strict and special needs us. 

>> Include the employees' health and safety requirements in business strategies, 

Plans, reviews and product presentations. Implemented and continually trying to improve the processes and controls relating to the prevention of work accidents, injuries and diseases. 

>>Investigate accidents and deal with health and safety.

Provide adequate resources to achieve those objectives. Full support for health and safety through prevention education, and controls are vital to our innovation, productivity and continuous improvement.  If the employees and the contractors have to follow the policy and report for safety, concerning for the health department of Lenovo.

     

Maintaining high ethical standards 

Lenovo is committed to the highest standards of integrity and accountability and working with stakeholders. Lenovo coaching staffs are on a wide range of ethical issues such as reporting illegal or inappropriate, and respect for and protection of intellectual property and trade, According to security and government relations. It is necessary for employees to report any evidence of fraud, unethical behavior and training to break, and a danger to health and safety or any other breach of company policy.

Conclusions and Recommendations: 

In this study, and early and is difficult to conclude definitively on human resource management strategy, in general, Lenovo. In addition, there may be other one strategy and work my strategic goal. In 2004, the Group announced that improve profitability and reduce the number of employees by 5% outside of China. He was a human resources policy is unlikely to generate employee commitment, which is to the success of Lenovo. In addition, after you have the IBM PC division, Lenovo is now the daunting task of integration, culture and clashes outside and inside.  In general, high technology and human resources to success, and Lenovo should continue to rely on highway-resource management strategy degrees Celsius; it can create commitment, creativity and innovation. 

The structure of employment is still quite traditional Chinese in Lenovo. As a leading manufacturer of personal computers, you should look at Lenovo in recruitment more efficient and effective. Relating to the selection method with other multinational companies, however, should be included in the efficiency of use for the better. Lenovo uses current resources but less, and technology selection. Interviewing is still the main method of choice in the selection of staff and managers. Although Lenovo uses a number of tests to aid selection decisions, they are not used often. There is no effective way to evaluate the effectiveness of Lenovo selection decisions, as is the relationship between interview ratings and performance evaluation. There is always Lenovo Assessment Centers tried before, despite that appears to be an option much better talent.