A Case Study Of Lenovo's Human Resource Management

Lenovo group limited company is the leading global manufacturer of personal computers. It as a brand came into existence only in 2004, but this company has a longer history. In 1984, the Legend Holdings was built with US$ 25,000 in a guardhouse in China. Then 1988, the company was incorporated in Hong Kong and would become the largest personal computer company in China. Next in 2004, Legend Holding company changed it names, which called Lenovo. And in 2005, the company acquired the original Personal Computer Division of IBM. Nowadays, Lenovo worth US$ 34billion and become the world largest personal computer vender. Lenovo has more than 33,000 employees in more than 60 countries serving customers and in more than 160 countries.
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Ensuring the business agility reaction and strong adaptability, then to help company achieve specific goals in competitive environment. And next paragraph will combined with the Lenovo human resource management practices to explain and analysis. Finally, will do the conclusion.

Analysis about recruiting
Today, employees are the most important aspect in the company. And any company needs to have sufficient staffs to support the company’s normal operations. However, choose employees are an important issue for company’s human resource department. A company how to choose what they want employees, and also a test of the ability aspects of the company’s human resources department. For the company, they first step is prepare for future changes in personnel, whether an increase or decrease. And control the reasonable number of company person. Therefore, human resource department need to have a planning process for recruiting. This planning process includes three stages. They are Forecasts of labor surplus or shortage, goal setting and strategic
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This is also important for a company’s human resources department. Training is a more effective to help employees get work related knowledge, skills and abilities, let employees can finish their work better. Training can enhance staff’s sense of belonging to the enterprise and sense of responsibility. For a company, to the full staff training, the employees more attractive, can play the human resources of high value-added, so as to create more benefit for the enterprise. At the same time, training can facilitate communication between the company and the employee, increase the company’s cohesion, shaping good company culture. Another important reason is that the employees training can improve the comprehensive quality of employees, improve production efficiency and service level, to establish a good image of the enterprise. For employees training, there is an important point that is stages of instructional design. And this stage includes five stages. They are assessing needs for training, ensure readiness for training, plan training program, implement training program, and the last is evaluate result of training. The first is assessing needs. This stage is based on the situation, the company to evaluate which department or company which employees need training, if employees need training, the company will implement stages behind. For the company, the human resources department in this stages will be

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