Lenovo 2012 Annual Report Download - page 24

MANAGEMENT’S DISCUSSION & ANALYSIS
2011/12 Annual Report Lenovo Group Limited
22
Talent: Become recognized as one of the best
companies to work for
At Lenovo, it is committed to its investment in talent
development and has a robust and systematic approach
to employee, manager and executive development. During
thefiscalyear,itcompleteditsformal“Organizationand
HumanResourcePlanning”reviewsforeachbusinessunit
and function around the world. Through this process it
reviewed its leadership pipeline and not only strengthened
its existing leadership team, but has now also identified the
next generation of Lenovo leaders so it can continue to
build on its momentum, address the new opportunities
beyond the traditional PC space that will drive growth, and
ultimately achieve its longer-term goals.
Its development agenda is targeted at building people and
organizational capability through three primary ways:
(1) Through experiences on the job. Learning while doing.
This is how 70% of all learning occurs.
(2) Through other people and the relationships Lenovo has
built with them. Mentors, guides, coaches, managers.
Lenovo learns through their successes, failures,
guidance and advice. It’s how 20% of learning occurs.
(3) Through education. Formal training in the classroom or
online that teaches key principles and puts them into
action. This is how 10% of learning occurs.
Its systematic approach combines all three to maximize
learning and includes formal employee and leadership
education programs, targeted people planning and
international rotations, Global Leadership Project Teams,
Women in Lenovo Leadership Forums, formal executive
coaching networks, informal mentor programs,
360-degree feedback processes and a variety of additional
assessment and development tools. For example, to
effectively prepare its managers and executives to lead in a
challenging macroeconomic environment, it has created
the Learning @ Lenovo series of formal education to target
the most senior executives (Leading @ Lenovo), people
managers (Managing @ Lenovo) and look to launch an
online suite of training tools and resources for all
employees in the coming year called Contributing @
Lenovo. It has also launched a series of customized
learning programs targeted to drive local business unit and
functional certification needs. As a result of these
integrated efforts, it has been honored in the last year as
one of 2011’s top 50 places to work for Engineers/IT
professionals by Universum, an employer branding
company. Lenovo was also named one of Asia’s best
managed technology companies by Finance Asia and one
of the world’s most reputable companies according to
Fortune’s Global Rep Trak 100.
20%
10%70%
Experiences
People & Relationships
Education
LENOVO LEARNING AND
DEVELOPMENT FRAMEWORK