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14 Task Performance 1

Lenovo pursued a geocentric staffing policy that focused on employees' capabilities and competencies rather than attributes like gender, age, or nationality. This policy matched Lenovo's transformation strategy of becoming a global company through acquiring IBM and hiring the best talent worldwide. The strengths of this policy included creating a multicultural workforce to achieve global goals, while potential weaknesses could be the high expenses of recruiting experienced international employees. For Lenovo to truly become global, HR must facilitate cross-cultural cooperation, provide training on goals and work ethics, and build efficient evaluation processes to identify the best candidates for global roles.

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Janine Caldito
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131 views2 pages

14 Task Performance 1

Lenovo pursued a geocentric staffing policy that focused on employees' capabilities and competencies rather than attributes like gender, age, or nationality. This policy matched Lenovo's transformation strategy of becoming a global company through acquiring IBM and hiring the best talent worldwide. The strengths of this policy included creating a multicultural workforce to achieve global goals, while potential weaknesses could be the high expenses of recruiting experienced international employees. For Lenovo to truly become global, HR must facilitate cross-cultural cooperation, provide training on goals and work ethics, and build efficient evaluation processes to identify the best candidates for global roles.

Uploaded by

Janine Caldito
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Caldito, Janine B.

14 Task Performance 1
Lenovo

1. What is the staffing policy that Lenovo is pursuing?

Stephen Ward, who formerly oversaw the PC division, was chosen as CEO. Lenovo made the
choice for the new CEO after realizing that the entire transaction would have been for nothing
if the organization's key staff left. These are all signs of a certain staffing strategy. The main
considerations in hiring and keeping employees are based on their capabilities and
competencies under a geocentric staffing policy. In other words, there is less attention on
things like gender, color, age, or whether the employee is from the nation of the company.

2. What strategy do you think the company is pursuing? Does its staffing policy match its
strategy?

Lenovo, in my judgment, was aiming for a transformation strategy that goes above and
beyond the employee's performance business operations. It is a plan that takes into
consideration the organization's technology, procedures, and people resources. Aiming for a
broader global audience is possible for organizations in the modern day. They bought IBM as
their first step toward globalization. Lenovo made an effort to hire the best and most seasoned
personnel they could find despite having no prior experience as a global brand.

3. What are the strengths of Lenovo’s staffing policy? Can you see any potential weaknesses
or problems that the company might encounter as a result of this policy?

The hiring approach used by Lenovo focused on a person's skills and abilities. A multicultural
workforce will help Lenovo achieve this goal, which is supported by its geocentric approach
to marketing, which encourages cultural diversity in the workplace. The disadvantage or
difficulty they could have is that putting this idea into practice might be expensive. Because
the individuals they seek have the most experience and are knowledgeable in their chosen
professions, the geocentric approach attempts to recruit the finest workers, which may come
at a large expense.
4. What should the HRM function do to enable Lenovo to become a truly global enterprise?

HR will be in charge of figuring out how to get employees to work together harmoniously.
They will also be in charge of planning the important employee training so that they can grasp
the company's purpose, goals, and objectives. Because the employees come from different
countries, it is also it’s their duty to make them aware of the different work ethics and to help
them understand properly. They should be able to identify who is actually competent for key
roles in the global markets they are trying to enter. They need to build up an efficient
evaluation process so they can find the best applicant for a position.

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