Association of human resource management experience.
Lenovo's business from 1984 when 11 people, 20 million yuan to today has nearly 7,000 employees, 1.6 billion of assets, total profits and taxes paid 10. .5 Million, a certain scale trade, industry, technology integration, private high-tech enterprises in China. . When the outside world are exploring, "Lenovo Why?" When there is a large number of outstanding young people are attracted to Lenovo Lenovo external ring, we may wish to associate into the interior, to see Lenovo's human resources management. .
??。.
Conceptual change: From the "candle" to "battery." .
And every business growth similar to that of history, Lenovo also experienced start-up, growth to maturity. In the firm's growth process, with the scale of business leadership is a growing recognition that person's role. In 1995, the Group of "personnel" was renamed as the "HR Department", this change is not only a name change, but rather a sense of renewal.
Mr. Jiang Beiqi said: "In the past the people of talent management as candles kept burning up to bid farewell to the stage of society.. And now, the talent as a resource, people like batteries, can be continuously charged and discharged.. Now Di management emphasizes the fit and position, the secondary importance to human resources development.. For talent management is not only so that he Wei enterprises to create wealth, while also make him the most suitable Gang Wei Xun Zhao, Zui Da Di Fahui their potential, Tixiangeren values conducive to personal growth.. ". .
Zhongguancun is a talent contest "powerhouse", Bell Labs, Microsoft research, IBM Research Center and other foreign research institutions have established a foothold in this. In the field of battle, talents suggests robbing is not a passive attack, and is actively engaged. They believe that these multinational companies entering the Chinese market and invigorate, domestic enterprises to provide an updated concept of talent, and change management mechanism of learning opportunities. To this end, the Association presented his new theory: necklace theory. That is: the biggest competition for talent is not the best beads to buy, but its a good first line of management to form a perfect management mechanism, to string together those many pearls, strung together a beautiful necklace. Without this line, beads and then a large more or disunity. Without a good management company formed a strong cohesive force, is also difficult to rely solely on high salaries to retain talent. .
??。.
Identify a good horse in the race. .
Association for people who work hard, willing and motivated and willing to struggle for young people offers many opportunities. Today, Lenovo Group management with an average age of only 31. .5 years. Lenovo computer company General Manager Yang yuanqing, Lenovo technology development company, Kuo, Lenovo technology park, General Manager Chen guodong ... does not exceed the 35-year-old young man, they have several million, or even billions of turnover of decision-making power. Since 1990, the Association began a large number of young people, the promotion and use of almost every year there are dozens of young people is promoted and reuse. Lenovo managers slogan is: you do not authorize, you will not be authorized; you do not promote people, you will not be promoted to ensure young people stand out from the system. .
Enable young people to take policy Association is to "identify the good horse race." This includes three meanings:.
1. Have "track", that is, the right talent positions;. .
2. to have the "runway" partition, cannot be a jumble of squeezing, you must guide them to the competition; in an orderly manner.
3. To formulate rules of the game, namely the establishment of a more scientific assessment of performance appraisal and reward system. .
Media commented that Lenovo "love toss." From 1994 onwards, every new year's 3-4 months is organization, business restructuring. These adjustments, the management and personnel changes are great. Through the "toss", Lenovo to provide as much of the competition, open to young people to come to the fore, while those who rest on its laurels, behind the times change, people will be eliminated? D? D this is a race in a good horse.
. .
Good at learning, good progress.
Lenovo's founder, Li Qin, vice president, said when summing up their own words: do primary school teaching is secondary. The implication is: do business he is a new challenge, to learn too much knowledge. Li Qin is not only a person, not just a business association, can say that China is still in the business world, youth, to learn too many good progress, good learners. .
Legend: focus on the famous advice. In human resource management, IBM, HP, etc are their teacher, and the company's human resources department maintains a close relationship. At the same time, they and internationally well-known consulting companies to bring in advanced management methods and concepts. They and the CRG consultation company, in the light of the company "international job evaluation system" in the Lenovo Group launched post assessment, unified salary projects, the implementation of the "where gang, competence management and adequate pay" approach.
Jiang Qi Manager North, said: "suiting Kong, requires first an analytical assessment of the position, job responsibilities are clear and quantitative evaluation indicators; followed by the skills of employees and psychology, and the potential for further analysis. At the same time, it must be a mechanisms to ensure suiting Kong. through the establishment of the enterprise labor market and job rotation system to achieve optimal configuration and status..
"Job rotation, refers to the same person in the same post cannot stay too long, there should be a conscious in intra-group post-shift. Implementing rotation, enabling individuals to discover their potential, find their most suitable positions, but also conducive to creative work. Adopted subsequently to the predecessor of ' discarding ' guarantee the posts get innovation and progress. ”。.
"Small companies need to pass, Zhang, Zhao, large companies need to Liu Bei." .
When asked what one of the fastest growing in the Lenovo, Jiang Manager answer is first to understand what people think. Association Executives has long been concerned about the leader training, entrepreneurial CEO, said: the leader is like a 1 followed by a 0 to 10, with 2 x 0 is 100 ....
Compared with a less precise: the rise of a small company just needs Guan Yu, Zhang Fei's fierce good fight, and an already large enterprises need to make good use of Liu Bei's Interpersonal Perception. Good leaders need to know people's vision and culture of people of courage. .
So, anyone can be successful?.
First of all, he has a strong ambition. Lenovo is more training and self-care stage performance opportunities for young people, the state and the nation into a prosperous professional career to those who simply seek employment there are no major development in the association. .
Secondly, he would be willing to accept the new knowledge and to learn. the rapid development of science and technology today, knowledge is updated faster and faster, does the learner is illiteracy.
Third, he must have the sensitivity of things can foresee the results, with a power saw in the end of a thorough (this ability is intelligence plus experience). .
Fourth, and most importantly, to see ourselves, not exaggeratedidea, always conscious awareness to companies and individuals are insufficient, and instead. Young people are somehow still too high, you cannot clear the evaluation itself, nor can you fully appreciate the people of this kind are often difficult to progress.
Finally, the young savvy to be strong, be good at summing up. Mistakes is not terrible, terrible is in the same place the second fall for the same reason. . Lenovo Group's business in 1984 when 11 people, 20 million yuan to today has nearly 7,000 employees, 1.6 billion of assets, total profits and taxes paid 10. .5 Million, a certain scale trade, industry, technology integration, private high-tech enterprises in China. .When outsiders have to explore "Lenovo and why?", when a large number of outstanding young man is Lenovo's external aura attract to Lenovo, we might as well go to Lenovo, and take a look at Lenovo's human resources management.
. .
Concept: from "candles" and "battery".
And the growth history of each enterprise are similar, Lenovo has also experienced start-up, growth to maturity stages. In the process of business growth, as companies expanded and more and more business leaders recognize the role of people. In 1995, the group "the Ministry of Personnel," renamed "human resources", this change is not only a name change, it is an idea of the update. .
Mr. Jiang North Ki said: "in the past, the people of talent management as a candle to burn until the farewell to the social arena. And now, the talent as a resource, people like the battery, you can continually charging or discharging. Now in managing people and job adaptor, emphasizing the development of talent. Talent management is not just let him for enterprises to create wealth, but also to let him in finding the most suitable positions, the most striking its own potential, and reflect the personal values is conducive to personal growth. ”。.
Zhongguancun is the competition for talents "powerhouse", Bell Labs, Microsoft Research, IBM Research Center, and foreign R & D institutions have in this camp. In this talent war grabbing, Lenovo is not vulnerable to attack, but the initiative against. They think that the entry of multinational companies, to stimulate China's talent market invigorating, but also to provide an update domestic enterprises of talents, and change the management mechanism of learning opportunities. To this end, Lenovo made its own new theory: necklace theory.That means: the competition for talent is not to put the largest and best buy back the beads, but rather to better their own line, forming a perfect management system, with each string of pearls, into an elegant necklace. Without this line, beads and more or loose sand. There is no good management to form a powerful enterprise cohesion, depend only on the high salary difficult to retain talent.
. .
In identifying good horse race.
Association for those who work hard, motivated and willing to provide young people willing to fight for a lot of opportunities. Today, the average age of Lenovo Group, the management is only 31. .5 Years. General manager of Lenovo's Yang, Guo Wei, general manager of Lenovo technology, science and technology park, general manager of Lenovo Chen Guodong ... ... are no more than 35-year-olds, their respective hold Jige Yi, even billions of turnover decision-making power. Since 1990, Lenovo began to promote and use a large number of young people, almost every year dozens of young people from being promoted and reuse.Association for managers of the slogan is: you are not authorized, you will not be authorized; you will not be promoted, you will not be promoted from the system and ensure young people have come to the fore.
Lenovo's strategy is to enable young people to "identify a good horse in the race." This includes three meanings:. .
1. to have the "racetrack", that is, to provide a suitable post personnel;.
2. Have "runway" division, not disorder, huddled together, we must guide them orderly competition;. .
3. to establish the competition rules, namely the establishment of a more scientific assessment of the performance assessment and reward system.
Media commented that the association "love torment." . Since 1994, every new year will be between 3 to 4 months for the organization, business restructuring. . In these adjustments, the management, personnel changes are great. . By "tossing", Lenovo to staff as many chances to compete in the work-and-coming young stand out, and those who stand still, keep up with changing times people will be out? D? D This is the "in horse racing identify a good horse. " .
?? 。.
Good progress, good learners. .
Lenovo co-founder, Vice President Li Qin summary themselves said: the company is the primary school teaching middle school. Its meaning is: business-to-he is a new challenge, you need to learn too much. Not only is Li Qin a person, not just the Association a corporation, it can be said that China's entire business is at adolescence, you need to learn too much, good at learning, good progress.
Lenovo's focus on large companies to the world-renowned advice. Human resources management, IBM, HP, etc. are their teachers, and human resources of these companies maintain a close relationship. At the same time, they and some well-known international consulting companies to introduce advanced management methods and concepts. They CRG consulting companies, in the light of the company's "international job evaluation system," Lenovo launched in the post assessment, unified payroll projects, implementation of the "right man in right Kong, appropriate post appropriate remuneration" management approach. .
Jiang North Ki Manager said: "where posts are requested to undertake an analysis of the first post, job responsibilities clearly and quantitative targets; and secondly to staff and technical qualities, psychological qualities and potentials, etc. for analysis. At the same time, you must also have a mechanism to guarantee concentrated. Through the establishment of enterprises in the labour market through job rotation system, to achieve the optimum configuration and job.
"The so-called rotation, is the same person can not stay in the same position for too long, should be conscious job rotation within the Group. To implement rotation, both advantages and potential of individuals to explore and find their most suitable positions, and are conducive work creative play. latecomers on the previous work by the 'abandoned' to ensure that the posts are innovation and progress. ". .
"Small businesses need clearance, Zhang, Zhao, large companies need to Liu Bei,"..
When asked what were the fastest growing in the association, the Jiangjing Li's answer is to first understand what kind of people think. Lenovo's decision-making has been concerned about the training leader, president once said Liu: leader is like a 1, followed by a 0 to 10, with 2 0 100 ... .... .
An inexact analogy: a small business needs to rise, Guan Yu and Zhang Fei's Valor good bucket, and a well-established enterprises need to Liu Bei's knowledge and use. Good leaders need to have a great knowledge of human vision and tremendous courage.
So, what people can be successful? . .
First of all he wants to have a strong self-motivated. Lenovo to develop more care arena and self-expression opportunities of young people, for the country, the national wealth and the professional career become one, purely jobs at Lenovo is no greater development.
Secondly, he should be happy to accept new knowledge and study hard. Rapid development of science and technology today, faster and faster to update their knowledge, not learners are illiterate. .
Thirdly, he should have a sensitivity to things, can foresee results, a really thorough force (this ability is the wisdom and experience).
Fourth, and most important is to have self-knowledge, do not regard themselves as too high, we should always realize that companies and individuals a clear position, and then know enough to correct the mistakes. Somehow regard themselves as too young, not sober assessment of their own, can not fully appreciate the excitement of other people, such people are often difficult to progress. .
Finally, young people tend to be good at understanding. Making mistakes is not terrible, terrible is in the same place for the same reason fell for the second time.
. .
