acer and lenovo compare

acer and lenovo compare
acer and lenovo compare

The Icfai University Journal of Brand Management, V ol. VI, No. 2, 200954? 2009 Icfai Business School Case Development Centre. All Rights Reserved.*Team leader, The Icfai Business School Case Development Center, Hyderabad, India.E-mail: saradhi.gonela@https://www.360docs.net/doc/b213970823.html,

I n mid-2007, Acer, one of the world’s largest branded PC vendor with 5.9% market

share, reached a milestone. It became the third largest by acquiring Gateway, the world’s eighth-largest PC vendor with 2.2% market share. The combined share of these two companies is enough to dethrone Lenovo from its third spot, with 7.3%market share.1The acquisition also provided required scale for Acer, to challenge the top 2 PC vendors, Dell and Hewlett-Packard (HP).

In 2005, Acer set the goal of becoming the third largest, by surpassing Lenovo, the Chinese company that became an overnight heavyweight by acquiring IBM’s PC business.Back then, analysts opined that feat, if achieved, would be a fitting finale for the rejuvenating efforts of Acer. Forbes wrote, “that would mark a stunning turnaround for a company that nearly destroyed itself less than a decade ago.”2Since its inception in 1976,Acer’s journey had always been a roller-coaster ride, swinging between challenging the best in the industry and being marred in financial losses.

Acer: From Obscure to Obvious

Acer was started in 1976 by Stan Shih, an electrical engineer from T aiwan’s National Chiaotung University and his friends, under the name Multitech International with a capital of $25,000. Its objective was to capitalise in whatever way they could on the microprocessor chip, a hot invention at that time. The company survived by designing electronic products like hand-held electronic games for manufacturers in T aiwan. Shih was among the first to anticipate that the microprocessor, the brain of personal computers,would drive the new industrial revolution. From the early days, Shih encouraged a corporate culture that reflected his deeply held view that ‘human nature is basically good’and that there is no alternative to dealing honestly with people. Shih kept the engineers at Acer by sharing both technical expertize and profits. Shih learnt his business lessons when he sold duck eggs, as Fortune noted, “as a boy he learned the benefit of rapidly turning over inventory by helping his mother sell duck eggs in rural T aiwan.”3Further,Acer vs. Lenovo: Asian Brands’ Global Ambitions

Saradhi K Gonela*

Case Study

1Dean Jason and Chao Loretta (2007), “Acer’s Gateway Purchase Valuates it Ahead of Lenovo”, The Wall Street Journal (Asia), August 28.

2Orr Deborah (2005), “Acer Returns”, available at https://www.360docs.net/doc/b213970823.html,, November 28.

3Kraar Louis et al. (1994), “Y our Next PC Could be Made in T aiwan”, available at https://www.360docs.net/doc/b213970823.html, (Fortune ),August 8.

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Study “the profit on an individual egg was shell-thin. But sell enough of them, and a formula emerges: Low margins and high turnover can be a recipe for success.”4

Shih’s personal traits helped the company to win confidence of the employees from the beginning. Shih departed from the Chinese way of doing business and incorporated a professional environment at the company. “Traditional Chinese family companies often mix up company money and family money. Little information is shared with employees.I knew there had to be a better way of running a business.”5

The first success for Acer came in 1981, when it released Microprofessor, its first branded computer product and one of the world’s longest selling computers (even in 2005,the product is on the retail shelves). It was a simple and inexpensive training system for the Zilog Z80 microprocessor; it also helped as a learning tool for computer amateurs and university students and eventually became Acer’s first international hit. In the 1980s, to leverage low manufacturing costs in T aiwan, US companies like Compaq and IBM outsourced computer manufacturing to the T aiwanese companies. Acer was one among those companies, which made computers for western companies. Along with manufacturing for others, Acer also sold computers in its own brand name. In 1986, the company introduced a 32-bit PC using an Intel 386 microprocessor. It was next to Compaq and beat IBM to market the product. Staying ahead of IBM (an iconic computer-maker at that time)in introducing a product, helped in building goodwill among customers and sales increased substantially. In 1988, Acer went for its first public offer.

In the late 1980s, aiming to break the T aiwan pattern of copycat manufacturers and to expand on a global scale, Shih steadily invested in making original products under Acer’s own brand name. T o supervise this process, Shih recruited senior executives from outside,and one among them was Leonard Liu, a Ph.D. in computer science from Princeton, a 20-year veteran of IBM and IBM’s highest-ranking Chinese-American executive. In 1989,Shih recruited Leonard Liu as Acer’s president.

Liu led Acer into making an array of acquisitions, instead of joint ventures. For instance, in Germany, Shih proposed buying 50% share of a local distributor, but Liu insisted on 100% acquisition—the IBM way. Eventually the German management team was turned from owners to employees and as a result, Acer made losses from that investment. In a similar way, Liu persuaded Shih to buy 100% of Altos, a US minicomputer company, for $90 mn. Upon doing so, Acer paid hefty severance payments to its key managers. Losses in the company’s US operation, called Acer America (operations in the US started in 1983-1984), largely accounted for Acer’s three unprofitable years (1990-1992). Shih, who believed in giving a second chance to people, supported Liu by thinking that IBM was the best managed company; and with the experience of IBM, Liu was more experienced and capable than anyone at Acer. But, Shih realized that Liu was not an entrepreneur and that he had been delegated too much and too early. Eventually in 1991, the company made losses to the tune of $22.7 mn on sales of $985.2 mn; of those 4Kraar Louis (1995), “Acer’s Edge: PCs T o Go”, available at https://www.360docs.net/doc/b213970823.html,, October 30.

5Ibid.

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Brand Management, V ol. VI, No. 2, 200956losses, about $40 mn were from US alone and the insiders opined that inventory problems were responsible for the losses.6Instead of blaming Liu for Acer’s losses, Shih took personal responsibility and resigned in January 1992. Acer’s board refused it and issued a public statement in support of Shih that read ‘we admire and confirm the outstanding leadership ability of Chairman Shih’. After that Liu and most outside managers left Acer.Shih comprehended that there were too many layers in management (as the company expanded across the globe) and the decision-making was rather slow. On top of that, the employees neither had sense of ownership nor could they share risks. In the early 1990s,since Liu’s departure, Shih transformed Acer into a network of separate and independent companies, which mutually cooperated and existed under one brand. Managers of Acer Peripherals, which manufactured monitors and keyboards, owned shares in their division.Acer Peripherals sold components to Acer Computer International, the Singapore-based marketing company. But Acer Computer International was free to buy from other sources,if Acer Peripherals’ prices are higher than the competitors’. Shares of these companies were distributed among the employees and were also listed in local stock exchanges. This made all the independent companies competitive, apart from making the employees independent and accountable.

Further, Shih opened 39 assemble sites around the world. Uniform quality was ensured by establishing strict and uniform quality standards and testing procedures for all the sites.Just-in-time delivery schedule from factory to the assembly site was established to keep the inventories low. This helped Acer to respond quickly to the changing demands of various local markets and ‘to serve fresh PCs everywhere, not stale models’. Insiders of Acer call this fast-food strategy that was inspired by the McDonald’s approach (of preparing hamburgers in the local markets) to assemble Acer PCs locally, while still maintaining consistency. Acer’s inventory turnover was more than seven times a year,making it one of the efficient PC companies that sells through retail channels (some companies had done away with the conventional channels to follow direct-to-customer strategy—often called ‘the Dell Way’). By 1995, its high turnover earned Acer a 34%return on equity compared to an industry average of 15%-20%. This approach also provided flexibility of using latest variations of computer parts in assembling processes.Thus making it easier for Acer to produce all parts in T aiwanese and Malaysian plants and send the parts embedded with advanced technology to the assembling sites from Bangkok to Buenos Aires by air. Acer reduced expenses by buying internally. Internal buying,combined with low margins, allowed Acer to undersell any company by 5%-10% anywhere in the world. As Acer made almost everything itself and did not rely on various suppliers,it assured retail customers everywhere a uniform quality. In September 1995, Acer Computer International was floated at Singapore, marking the listing of Acer subsidiaries in the local exchanges. In the quest of becoming a global company, as Shih says,“eventually Acer will have a majority of local ownership in each country and no one will 6LaPedusMark and McHale T om (1996), “T aiwan’s T wist On Japanese-Style Strategy: T o Understand T aiwan’s Energetic Electronics Industry, Understand Acer Inc.”, available at https://www.360docs.net/doc/b213970823.html,, (Electronic Buyer News), August 28.

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Study be able to say that we are a T aiwanese company. Some people talk about control with 51%ownership. But I control through an intangible approach, common interest.”7By doing all this, Shih increased the autonomy of the company’s divisions—so that each division was responsible for either manufacturing a particular part of the product line (such as monitors and keyboards) or for marketing all of Acer’s products in a particular part of the world.T op management at Acer had ‘a network of personal relationships’ among the division presidents, who worked with Acer for more than a decade. The strategies worked for the company and in 1994, International Data Corp. ranked Acer 7th worldwide and 9th in the US market. In 1995, Acer’s sales reached $5.8 bn, an 81% jump from 1994. Profits recorded a growth of 101.5% in 1995 to $413 mn. The company’s US market share grew from 2.4%in 1994 to 3.6% in 1995, where Acer’s PC sales grew 80% by surpassing HP’s 127%growth.8Upbeat by the success, Acer set a target of becoming a $15 bn (in sales) company by the turn of the 20th century.

But the market conditions changed, adversely affecting Acer. In the late 1990s, the US computer-makers, particularly IBM (others include Hewlett-Packard, Compaq, etc.), which have been outsourcing their computer manufacturing to Acer—apprehended that they were helping their competitors. It was felt that Acer would leverage its contract manufacturing business to undercut prices in the branded PC business. Another rationale was that Acer left its logo on the computer parts it made for other companies, and the companies did not like a competitor’s logo appearing on their products. Eventually, the US manufacturers abandoned their manufacturing contracts with Acer, and Acer lost substantial revenues. On the other hand, surge in the sales of unbranded PCs in the US market pressurized Acer, which operated at the lower end of the US PC market. In 1999,Acer withdrew from the US branded PC market, where its market share fell from 4.7%in 1996 to 2.2% in 1999.9In 2000, Acer lost $60 mn on revenues of $2.7 bn in the branded PC operations. In 2001, the contract manufacturing business further slipped. That year IBM’s share in Acer’s contract manufacturing business fell to 26% from 53% in 2000.10Most of the contract manufacturing business was taken away by upstarts such as Quanta Computer Inc. and Hon Hai Precision Industry Co. For 2001, Acer’s total revenues fell from $5.8 bn in 1999 to $3.2 bn.11

Under these challenging circumstances, the company was restructured in 2000-2001 to distinguish different operations. The contract manufacturing business was named Wistron and the peripherals unit, along with consumer electronics division, was named BenQ.Wistron, in which Acer had 40% ownership and BenQ, in which Acer’s holdings were reduced to less than 30%, were spun-off and the branded PC operations were allocated the 7“Acer’s Edge: PCs T o Go”, op.cit .

8“Taiwan’s T wist On Japanese-Style Strategy: To Understand Taiwan’s Energetic Electronics Industry,Understand Acer Inc.” op.cit .

9Einhorn Bruce et al . (2004), “Acer: Riding A Hot Streak”, available at https://www.360docs.net/doc/b213970823.html,, May 17.10Madhav Phani T and Gayatri D, “T aiwan’s OEM Industry: Acer’s Branding Dilemma”, available at https://www.360docs.net/doc/b213970823.html, 11Ibid.

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Icfai University Journal of

Brand Management, V ol. VI, No. 2, 200958flagship Acer brand. Acer kept minority stakes and several board seats in the spin-offs,but gave liberty to the new companies. Thus, the spin-offs helped Acer cut costs, as it got components from outside vendors and factories at competitive prices. The other divisions that were spun-off include AU Optronics, manufacturer of liquid-crystal display panels,Ambit Microsystems, maker of broadband communication equipment, and ALI Corp., that designs and makes specialty chips.

The independent Wistron increased its share of T aiwan’s Original Equipment Manufacturing (OEM)12 market. Shih forced Wistron to be competitive in the market by making Acer free to order hardware from Wistron’s rivals, thereby denying Wistron with readymade market. After the spin-off, Wistron won a contract to make PCs for Dell,proving that competitors are no more apprehensive. On the other hand, by 2002, the broadband equipment manufacturing division, Ambit Microsystems was selling 95% of its broadband networking gear to Apple Computers, Dell, IBM, Cisco Systems and Alcatel.In the mid-1990s, the company sold half of its output to Acer.

With other operations being spun-off, Shih concentrated on building Acer into a global PC brand. With an urge to streamline Acer’s manufacturing process, Shih further enhanced the ‘fast-food approach’. Engineers were ordered to design a standard structure without screws for all Acer models. The modular components of unfinished computers were shipped to distributors across the world. The distributors got price-sensitive components just in time to do the final assembly. All the components could be assembled together in 30 seconds. For the US market, Acer exported computers without the microprocessors and thereby saved 4% on tariff charges. Microprocessors were bought from Intel.

Acer adopted low-cost manufacturing and unconventional distribution strategies.It outsourced all its production to low-cost Chinese factories and shunned direct sales,instead marketed through distributors. Acer also drove price wars in the industry that had taken a toll on Dell and HP . It typically under-priced competitors by 5%-10% and offered retailers a major share in profits than rivals. Eventually, Acer’s profit margin was reduced to 2%, which was roughly about half of HP or Dell, but sales soared. By 2004, this approach helped cut inventory to a 45-day supply and boosted overall revenues per employee to 40%,to over $250,000. By keeping a tight control on operating costs and turning over inventory more than eight times a year, Acer made profits, while most of its competitors, emulating the same strategy faced losses.

The major success for Acer came in Europe. In 2000, Gianfranco Lanci, who was the chief of T exas Instruments’ Italian operations,13 was made head of Acer’s European operations. Lanci targeted corporate customers in Europe. Lanci teamed up with 12OEMs are companies that make desktop and laptop computers, handheld personal digital assistants, and other electronic devices for resale under other companies’ brand names. Before the spin-off, Acer dominated the T aiwan OEM market, but the clash of interest of a PC seller and contract manufacturer pulled Acer down from the top spot.

13In 1997, Acer bought T exas Instruments’ laptop computer business.

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Study distributors like Ingram Micro Inc. and T ech Data Corp.; and consumer-oriented retailers such as Carrefour and Dixons, across Europe, for retailing Acer PCs. By building distribution and retail network with the established players, Lanci increased the reach of the Acer without investing in expensive direct-selling channels and infrastructure. This strategy helped Acer to come closer to customers, unlike competitors who concentrated on building direct selling network. Eventually, by the end of 2004, Acer became top-selling laptop brand in Italy, Germany, Spain, the Netherlands and Austria. Sales of Acer grew more than $2 bn by 2004. The same strategy was implemented in US when Rudi Schmidleithner, a long-time associate of Lanci was handed over US operations in 2003.Schmidleithner targeted small businesses and pushed laptops, the fastest growing computer segment in the US PC market. In the late 1990s, Acer focused on the individual customers rather than corporate customers. The problems that handicapped Acer then were after-sale service, warranties and returns from hard-to-please consumers. In Asia,Acer has 2.1% market share in China, the biggest market of the region and is a leading PC seller in its home market, T aiwan; and in Thailand, where the government is in the midst of a campaign to boost computer literacy, giving Acer a chance for strong growth.While global PC sales grew at 14.7% in 2004, Acer’s sales grew at 34.5%. It was believed that Acer had gained on the top four PC vendors: Dell, HP , Lenovo (which purchased IBM’s PC business) and Fujitsu Siemens. In the course, Acer surpassed Fujitsu Siemens, to become the fourth largest PC seller. Steven T seng, an analyst with Yuanta Core Pacific Securities in T aipei, remarks, “most people couldn’t see a turnaround happening, but Acer has a decent brand that’s quite successful in Asia and Europe. It’s been a remarkable comeback.”14 Time notes, “Its strengths are flexibility and a willingness to buck conventional wisdom. While other PC companies were abandoning traditional sales channels to compete with Dell’s Internet-based direct-sales model, Acer stuck with conventional distributors such as Ingram Micro. The strategy allowed Acer to reach larger markets without building a costly direct-sales infrastructure.”15

The major challenge for Acer had been its operating margin. In 2004, the company posted profits of $219.7 mn with an operating margin of 1.7%, compared to Dell’s 8.6%.16One explanation for low profit was Acer’s lack of strong corporate client base, which was more lucrative than the individual customers. Apart from that, analysts believed that the lack of knowledge about the future needs of end-users would prove to be a major weakness.In general, the T aiwanese companies are the followers of the western companies in manufacturing and are lacking in R&D expertise. W estern companies are comprehensively ahead of T aiwanese companies. This is because scientists and engineers at US’ and Europe’s top research universities have a broader view, not only of the technology but of the way people use it. However, Acer is trying to forge a culture of innovation by building a $294 mn R&D centre in T aiwan. T o focus more on R&D, Acer entered into an alliance 14Huang Nellie (2005), “How to Revive A Fading Brand”, available at https://www.360docs.net/doc/b213970823.html,, June 25.

15Ibid.

16Ibid.

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Brand Management, V ol. VI, No. 2, 200960with the computer science lab at the Massachusetts Institute of T echnology. “Shih is hoping that MIT’s leading-edge Project Oxygen 17 will open a window into the future of computing, and he plans for Acer to be the first to leap through.”18 But industry watchers opine that the company cannot match the R&D budgets of IBM and other leading computer companies of the world.

However, executives at Acer expressed confidence that they would meet their target of becoming the third biggest PC vendor by 2008. As Gianfranco Lanci, who was appointed as the president in January 2005, expressed that “starting from 2000, we had been through a major re-engineering at Acer and we were able to build a very solid foundation for the future. I think Acer has demonstrated in the last three years that if you have the right strategy, the right business model, and consistent implementation of those two, you can be successful.”19Forbes writes, “the nice thing about being the underdog is that you can tell yourself you have nowhere to go but up.”20

Lenovo: The Chinese National Champion

Lenovo Group is the China’s biggest IT enterprise and PC maker , and is partly owned by the Chinese government, which holds 27% stake in it.21 Established as Legend Group in 1984 in Beijing, the company started off as a distributor for HP’s printers and peripherals and IBMPCs. By the late 1980s, it started designing and production of computer motherboards; by late 1990s, it began manufacturing its own line of PCs. By 1998, Lenovo became the biggest PC producer and vendor in China producing 770,000 computers a year.In 2000, the company with an intention of becoming an ‘all-round IT service provider’,ventured into cellphone production and also started offering IT services. In April 2003,the company changed its name from Legend Group to Lenovo Group. Its major Chinese clients comprised government and leading corporate houses. The company virtually created a market for PCs by developing Chinese Character Card that translated English operating software into Chinese characters, making computing easy to use for the Chinese.Its PCs became extremely popular among Chinese consumers because of their user friendly,tailor-made designs and customized solutions for various customer needs—including the Yangtian and Kaitian enterprise desktops and Tianjiao and Fengxing consumer desktops.Roger Kay, president of Endpoint T echnologies Associates Inc., says, “the Lenovo guys are 17Acer is one of the corporate sponsors of MIT’s Project Oxygen, a 5-year mission to develop ‘pervasive, human-centered computing’. Many of the technologies that are being developed through Oxygen, such as computers that respond to body gestures and facial expressions, will not be part of consumer products for years. Many might not succeed at all. But merely by gaining access to the research, Acer engineers are expected to learning how to think about the future of computing.

18Bray Hiawatha (2002), “Acer Embodies Taiwanese Climb Up Manufacturing Food Chain.”, available at https://www.360docs.net/doc/b213970823.html, (The Boston Globe), June 24.

19“Acer Appoints European President for Global Expansion”, available at https://www.360docs.net/doc/b213970823.html,, November 2004.20“Acer Returns”, op.cit.

21Lohr Steve (2006), “State Department Yields on PC’s From China”, available at https://www.360docs.net/doc/b213970823.html,/2006/05/23/washington/23 lenovo.html, May 23.

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Study the original PC company in China, so they’re a kind of comparable to what IBM was in the US. They’re the reliable original guys out of Beijing University.”22

The company credits its success in China to its relationship and transactional business models. T o target and establish long-term business relationships with big enterprises,Lenovo follows relationship business model, under which it receives bulk orders of pre-configured PCs from big enterprises. On the other hand, to target small- to mid-sized companies and individual customers, the company follows transaction business model—serving customers with common requirements and those who need lesser customization.This model helps to capture the market in small cities as well. Chinese considers Lenovo as a symbol of Chinese entrepreneurship and nation’s most trustworthy brand. The company markets PCs for all customers, ranging from $300 bare-bone desktops to most sophisticated Pentium speedster. Lenovo has been leading the Chinese PC market successfully since its inception and wants to continue the legacy forever.

Lenovo’s key advantage in China is its huge network of retail outlets. It established itself in the vastness of the country, with over 9,000 retail stores and other sales outlets.Amit Midha, president of Dell China opines, “they’ve (Lenovo) been the first player to get out on the fringes in the smaller cities and towns. They manage 15,000 promoters.They manage 78,000 shops in China. It’s massive.”23Lenovo manages what is often termed as an efficient supply chain network. With around 12 distribution centers, it very often fulfils orders on time. Small orders are even delivered by bicycles. Subsequently, by 2004,Lenovo dominated the Chinese PC market with over 25% market share. Yang Yuanqing,Lenovo chairman, explains, “the key advantages of Lenovo are two-fold. First, we are well positioned in high-growth areas, such as emerging and SMB markets. Second, we have a very clear strategic focus on our PC business. With this strategy, we continue to sustain our strong momentum in China while enhancing our relationship business outside of China. At the same time, we are expanding our transaction business outside of China.Going forward, we will continue to implement our strategy with decisive and persistent execution to keep the growth momentum.”24

The company believes that an efficient supply chain system helps the product to be quickly delivered to the end user. Computers tend to depreciate and become outdated easily, owing to continuous drumbeat of cheaper and faster technology, once they move out of factory as finished products. So if the product takes more time to reach the end user,profits will decrease. Therefore, to deliver the products faster in the global market, Lenovo started building manufacturing units in every geographic region it operated, for saving shipping time and costs. Subsequently, it established global presence with the production and distribution facilities in US, UK, Mexico, Malaysia, Hungary and Brazil. T o be successful in other markets, Lenovo plans to implement its China-based supply chain 22“Dell’s China Dilemma: How to Reach Consumers in a Challenging Market”, op.cit .

23Ibid.

24“Lenovo Reports First Quarter 2006/07 Results”, available at https://www.360docs.net/doc/b213970823.html,/news/us//en/2006/08/1Q06-07.html, August 3, 2006.

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Management, V ol. VI, No. 2, 200962model in other parts of the globe. William Amelio, president and CEO of Lenovo, says,“the way to get a world-class supply chain is to have a rich mix of transaction business and relationship business. A dual model is inherently more complex, but with SAP we can do it because we have a better IT system that can better support our business.”25Lenovo’s chairman Y ang Yuanqing says, “we want to have more market share in the future—and that means building a strong dynamic business model built on a flexible IT platform. In the future, innovation will not be based on product and technology alone, but also on the very business model that drives it.”26

In the quest to make Lenovo a global brand, it entered into an agreement with the International Olympic Committee in 2004, to sponsor technology for the T urin and Beijing Olympic Games. Furthermore, the company inked a marketing and partnership deal with the National Basketball Association in US, to promote its Lenovo brand. The 2005 acquisition of IBM’s PC division for $1.75 bn helped Lenovo to become the world’s third biggest PC maker after HP and Dell and overtaking Acer in the process. However,gaining in scale could not be of much help to China’s legendary PC maker . Competition intensified both in domestic and global markets. In the Chinese market, Dell has always been a closest rival, leveraging its global experience and strong brand name. In the global market, Acer—a rank below Lenovo—openly declared its intentions, to dethrone Lenovo and take its third spot.

The Rivalry

Acer acquired Gateway, a renowned US PC company in mid-2007 for $710 mn 27reordering the competitive landscape both in the US and global computer industry. During the quarter before the deal, Gateway had 5.6% market share in the US PC market, while Acer had 5.2%. Combined market share placed it third behind Dell and HP with 28.3% and 23.4% of market share, respectively.28The deal provided Acer with a famous brand in the US and access to prominent electronic retailers, such as Best Buy and Circuit City. Acer began marketing through Best Buy in 2007 and through Circuit City in 2006. The acquisition provided Acer the size and scale to cut procurement and component costs in the US, which could eventually be passed onto the rest of the globe. Size does matter in the global PC market, as demonstrated by HP and Lenovo, with the respective acquisitions of Compaq and IBM’s PC division.

The deal also helped Acer to increase its market share in Europe. By acquiring Gateway,Acer also acquired Packard Bell with a strong presence in western Europe, which Lenovo also wanted to acquire. In Europe, Acer had 14% market share by mid-2007 and Packard 25“An Industry Leader”, available at https://www.360docs.net/doc/b213970823.html,/germany/company/investor/reports/gb2006/en/success-stories/lenovo-2.html

26Ibid.

27Richtel Matt (2007), “T aiwan’s Acer to Acquire Gateway”, available at https://www.360docs.net/doc/b213970823.html,/2007/08/28/technology/28gateway.html, August 28.

28Ibid .

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Study Bell had 3% market share. Acer’s acquisition of Packard Bell hurts Lenovo much deeply than it appears. The deal would have helped Lenovo address one major weakness it inherited as a result of acquiring IBM’s division in 2005—Lenovo did not possess as strong a brand image among individual consumers, as it has with corporate customers.As consumer notebooks are expected to be the new growth drivers in the global PC industry, lack of strong brand could prove to be dearer for Lenovo, as the industry is ruled by Dell, HP and Acer, already quite strong and aggressive in that area.

With the acquisition, Acer moved to second place overtaking Dell and behind HP .Being strengthened in US and European markets, Acer jettisoned Lenovo, which had become world’s third largest PC maker almost overnight by acquiring IBM’s PC division.However, the Gateway acquisition will have little effect on the Asian market (excluding Japan), where Lenovo leads with about 21% market share and Acer far behind with 6.6%.Lenovo is “successful in China, [but] we are growing everywhere”29, opined J T Wang, chief executive officer, Acer. Kevin Chang, an analyst in T aipei with Credit Suisse Group, said,“For Acer, getting bigger is a survival issue,” he further added “Y ou need to be a top-three player to make a sustainable profit.”30

Lenovo hopes to guard its Chinese ground to maintain the required scale. Ravi Marwaha, senior vice president of Lenovo Group, in charge of global sales, says, “the most important thing is to make sure that Lenovo continues to grow in China. The Chinese market is the company’s primary concern and will act as a growth engine driving Lenovo’s expansion in global markets.”31With 60% of the Chinese living in rural areas, there was a huge untapped potential for the PC sales. Therefore, in August 2007, Lenovo launched a low-cost computer priced at $199 for them that included educational software and a television plug-in. This move of Lenovo differs from the industry trends. HP , Dell and to some extent, Acer have resorted to lessen the impact commoditization—by making PCs,especially notebooks, highly personal and stylish devices, rather than ‘one size fits all’products. Observers opine that the strategy seems to be working as HP and Acer recorded strong sales of notebook computers during 2007. This growth for the two companies came amid recent sluggish demand for desktop computers and that too when the products are increasingly become commodities.

Lenovo is said to be trying all to win over Acer. One immediate strategy is strengthening Lenovo brand by taking Think laptops away from IBM brand. Lenovo bought the Think brand from IBM, along with its PC division. Lenovo as a brand has been gaining recognition in the US and European markets, with the help of its advertising and sponsorship campaigns. William Amelio, Lenovo’s CEO, says, “by making substantial progress on all of our critical priorities over the past few quarters, we’re now a stronger,29Einhorn Bruce (2007), “A Racer Called Acer”, available at https://www.360docs.net/doc/b213970823.html,/globalbiz/content/jan2007/gb20070118_038922.htm?chan=search, January 29.

30Ibid .

31“China Still Key for Lenovo PC Sales”, available at https://www.360docs.net/doc/b213970823.html,/200505/20/eng20050520_186033.html, May 20, 2005.

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64healthier company. One important sign of this progress is our decision to completely transition our Think products from the IBM brand to the Lenovo brand two years earlier than planned.”32

Acer is targeting large distributors in China as it had done in Europe and US, to establish strong presence in the critical Chinese market, which is growing at around 40%a year. Chinese consumers prefer to buy from retailers, who answer their queries and offer after-sales service. This provides an advantage for Acer and Lenovo, over the companies indulging in direct selling. However, beating Lenovo in its own backyard can prove to be difficult for any foreign company, leave alone Acer. The company has not ruled out the option of acquiring any of Lenovo’s rival, to make quick advances. Even in US, there are challenges for Acer—particularly in marketing multiple brands through same retailers such as Wal-Mart, Comp USA and Circuit City. Acer has marketed itself as a relatively high-end brand, while Gateway has catered to the lower end of the market. And a more daunting challenge could be integrating a company that is losing market share. Apart from this, the company has to develop credibility among corporate customers and be aggressive in selling to small businesses—the two areas Lenovo is ahead, thanks to all the work done by IBM.

As the PC industry gets concentrated in the hands of fewer players, more consolidation is expected. And then having a strong presence in the US will become a differentiating factor for companies’ fortunes. As both companies have proven their acquiring skills, the battle between Lenovo and Acer becomes more intense. Businees Week writes, “the rivalry between the two companies isn’t just about desktops and notebooks. It’s also about some unfinished business from 1949, when Mao Zedong took control of the mainland and sent Chiang Kai-shek fleeing across the T aiwan Strait. Lenovo is the top computer company in China and many communist officials look at it as leading the Chinese challenge to become a global tech power. Acer is the champion from T aiwan, an island that is trying to maintain its status as a global tech hub while politically resisting Beijing’s efforts to absorb it back into the Chinese motherland.”33

32Einhorn Bruce (2007), “The Good Times Roll at Lenovo”, available at https://www.360docs.net/doc/b213970823.html,/globalbiz/content/nov2007/gb2007111_099085.htm?chan=search, November 1.

33Einhorn Bruce (2007), “With Gateway, Acer Foils Lenovo”, available at https://www.360docs.net/doc/b213970823.html,/globalbiz/content/aug2007/gb20070827_278512.htm, August 27.

65

Case

Study 1HP 14,695 19.011,921 17.823.32Dell 11,31414.69,66114.417.13Acer*7,3949.64,611 6.960.34Lenovo 5,8267.54,7627.122.35T oshiba 3,029 3.92,544 3.819.0

Others 35,12245.433,502 50.0 4.8

All V endors 77,378100.067,001100.015.5

*Acer 7,3949.65,9048.825.2

(with Gateway)

Annexure

T op Five V endors, W orldwide PC Shipments*, Fourth Quarter 2007 (Preliminary)(Units Shipments are in thousands)

4Q07Market 4Q06Market 4Q07/4Q06

Rank V endor Shipments Share (%)Shipments Share (%)Growth (%)Note: *IDC estimates prior to financial earnings reports.

Source: “PC Market Still Strong in Q4 with Solid Growth Across Regions, According to IDC”,https://www.360docs.net/doc/b213970823.html,, January 16, 2008.

Reference # 25J-2009-06-05-02

联想公司的员工行为规范手册(doc12页)

《员工行为规X 手册》 (1.0版) 联想()XX(联想电脑公司)

目录 1、联想介绍 (3) 2、专卖店经营理念 (5) 3、员工仪容仪表规X (6) 4、员工接规X (8) 5、日常行为规X (8) 6、媒体拍照规X (10) 7、偷窃行为处理规X (11) 8、附表:员工行为规X检查表 (12)

员工行为规X 前言 常言道:没有规矩,不成方圆。每一个公司都有一些行为准则来指导员工的日常工作与行动,这是使事业顺利进行的必要保障。作为联想1+1特许专卖店体系的重要成员,为了更有效地开展工作,请每一位员工仔细阅读本手册,以便时常检查自己是否全面、正确地遵守了联想1+1特许专卖店体系所要求的行为准则。本手册叙述不详尽、不全面之部分,请查阅联想1+1特许专卖店体系的其它手册,并请随时注意联想电脑公司对联想1+1特许专卖店体系的最新通知。 企业背景 1、联想电脑公司概况: 1984年成立的联想集团,如今已成为中国计算机行业中最大的产业集团,拥有国内30余家分、子公司、21家海外公司、千余家经销代理网点,海内外职工7000余人,净资产16亿元人民币。 成立于1994年3月的联想电脑公司,是联想集团的六大支柱产业之一,同时也是中国最大的电脑整机开发生产厂商,主要致力于联想品牌电脑及其相关信息产品的设计、制造、销售和服务。公司以“结联世界,着想中国”为产品策略,保持与世界先进技术同步发展。现已开发生产出包括商用电脑、家用电脑、笔记本电脑、服务器、工作 3 / 12

站五大系列产品。“幸福之家”、“我的办公室”等软件产品以及“商博士”、“网博士”、“电子教室”等应用产品。联想的功能电脑和应用电脑真正实现了“让中国人用的更好”。 随着社会信息化建设的进一步发展,社会网络化程度的进一步加强,联想电脑公司已逐步从一家计算机硬件厂商向一家倡导和提供INTERNET产品和服务的厂商过渡,面向INTERNET产品的开发已成为公司重中之重的发展战略。其开发包括INTERNET产品的接入装置、INTERNET上的信息服务类产品、广义的局端设备等等。 联想品牌个人电脑自94年以来,销量连续以每年超过100%的速度增长。96年首次获得中国个人电脑市场份额第一的桂冠,97、98年又以50万台和80万台的销量继续雄居中国市场榜首。最新消息表明,98年三季度联想电脑已进入亚太区前三名,并以15.2%的市场份额仍居中国市场第一(据IDC报告)。 公司以产品事业部为运作中心,以市场、制造、行政为运作平台。在全国(包括XX)设有8个外埠办事处,在和XXXX各建有一个现代化的年生产能力达到100万台的整机生产厂。公司高度重视产品质量,是全国首家通过ISO9001质量体系认证的PC整机生产企业。 面向二十一世纪,公司确立了年产销个人电脑150万台,进入世界个人电脑制造商前十位的2000年发展目标。并努力为中国信息化事业作出自己的贡献。

集团公司校园招聘计划实施方案

八)附件------------------------------ 第9 页 附件一--------------------------- 第10 页 附件二--------------------------- 第11 页 附件三--------------------------- 第12 页 附件四--------------------------- 第13 页 一.招聘计划实施方案说明 为做好2011 年应届本科生招聘工作,结合公司对于各类专业人才的需求以及公司实际情况,特定本招聘计划实施方案。 二.应届毕业生招聘计划方案目的 通过制定合理和有效的招聘程序,引进一批具有专业知识技能的应届大学毕业生,充实公司各部门及相应岗位的人才队伍,提高公司人员的综合素质,构建企业人才梯队,为今后公司的发展补充新鲜血液、储备人力资源。 三.应届毕业生招聘预期目标: 1.在1 个半月内,力争招聘到40 名(其中20名储备)优秀的毕业生; 2. 利用校园招聘宣讲会作为宣传媒介,以提升公司的形象、扩大我司在高校 的知名度与美誉度; 3. 利用校园招聘的机会了解目前高校人才培养情况,以便更好地招聘到公司合适的才 人。 应届毕业生招聘计划具体实施细则

、2010 年应届毕业生招聘负责人: 领导: 成员: 二、2010 年应届毕业生招聘原则: 1、德才兼备原则:招聘人员在招聘过程中不仅要考虑毕业生的专业知识,更 要考察其人品与素质; 2 、双向选择原则:招聘人员在招聘过程中要尊重毕业生的职业选择; 3、择优录取原则:在同等条件下应选择相对优秀的毕业生。 4、准确原则:招聘人员在招聘过程中要能准确预测到毕业生未来的工作 表现; 5、公平原则:招聘人员在确保选拔制度给予合格应征者平等的获选机会 6、认同原则:招聘人员在招聘过程中应侧重与公司价值观趋同的认识; 三、2010 年应届毕业生招聘时间安排:(历时一个半月) 2010.9.5 ---- 2010.9.8 各部门招聘需求统计与目标院校的选择与确定; 2010.9.8 ---- 2010.9.12应届毕业生招聘计划实施方案的拟定; 2010.9.14 --- 2010.9.15招聘各项前期准备工作; 2010.9.16 --- 2010.10.15招聘工作的实施;

联想公司校园招聘方案

联想公司招聘专员校园招聘方案 目录:

一、招聘需求信息 1、招聘目的 a)招聘原则 b)招聘需求 c)岗位招聘标准 (二)招聘活动日程表 (三)招聘费用预算表 (四)甄选流程 a)筛选简历执行流程表 b)行为化面试执行流程表 (五)附录 a)简历筛选表 b)结构化面试评价量表 c)结构化面试试题 d)招聘专员胜任力要素

◆项目一、招聘需求信息 一、招聘目的 1、为了企业注入新的血液,提升企业工作人员的活力; 2、提高企业的知名度,让更多的人了解企业的文化和价值观; 3、让企业更好地了解高校的教育状况,有针对性地展开人力资源工作; 4、增强企业的内部凝聚力,提高企业的核心竞争力。 二、招聘原则 1、公正公开公平的原则 把招聘的种类,数量要求的资格条件及考试方式均像社会公开化,且在面对应聘者的时候保持一视同仁的态度。这样有助于形成公平竞争的氛围,使招聘单位确实招到德才兼备的人才。 2、认同原则 应聘者认同企业的发展前景和文化底蕴。只有理念共鸣,才能合作志远。 3、3P原则 招聘单位在招聘的过程中应该满足3P原则,即(1)PJ人岗匹配,即人要匹配岗位,岗位也要匹配人。(2)PG个人——团队匹配,即新员工与团队的价值观、信念、目标匹配且性格观念等互补。(3)PO个人——组织匹配,即员工的目标和 组织的目标一致,个人的价值观与企业的价值观匹配。 4、全面考察原则 对于人才的识别,一定要坚持全面考察的原则,要全方位的多角度的去考察应聘者,不仅要看学历、专业,还要深入了解求职者的个性特征和态度能力等。 5、按标准招聘原则 招聘单位的招聘的应聘者,必须符合《联想集团公司招聘制度》,按需招聘,确保招聘质量。

员工行为规范的意义

规范自己,方便他人 -----员工行为规范意义员工行为规范是指企业员工应该具有的共同的行为特点和工作准则,它带有明显的导向性和约束性,通过倡导和推行,在员工形成自觉意识,起到规范员工的言行举止和工作习惯的效果。 行为规范是企业文化的重要支撑和保证,行为规范的执行力却是其灵魂,我们常常强调行为规范就是要突出建设行为规范执行力,以达到整体提高员工素质,使其能够为企业文化真正的保驾护航的目的。 我厂开展“员工行为规范月”活动的直接目的就是为了提高行为规范的执行力。在过去俩年里,我厂也开展过这样的活动,但收效胜微,根本原因是很多人存在着这样的认识误区:行为规范的关键在于安全员的监督和逼迫,没能调动员工的主观能动性,导致我厂内不文明现象屡禁不止。这种不文明现象直接加重了保洁人员的工作负担,是企业形象大打折扣,更是使企业文化的根基毁于一旦。 所以我们不得不重新认识员工行为规范的重要性和紧迫性,了解提高员工行为规范执行力的必要性。 我一直觉得工作是生活的一种手段,不能让工作影响了情绪;但是在这炎热的季节里工作本就会带有或多或少焦躁的情绪,而我们的一些不规范行为甚至是不道德的做法更是给他人带

来了不便甚至是造成工作难题,直接恶化工作人员的工作情绪。 试想,当你拖着疲惫的步子来到餐厅,发现有自己喜爱的饭菜,满心窃喜的端着饭菜时却发现没有空余的餐桌时,突然你像发现新大陆一般一个箭步冲到刚空出的餐桌前,准备就餐,眼角余光一扫,不由注意到桌面乱七八糟,甚至有饭菜堆积在餐桌上,你是否还能继续保持愉悦的心情就餐?你是否会在心中暗骂? 我们中国人最喜欢说将心比心,大家是否想过打扫餐厅的大姐在面对狼藉的餐桌时的无奈表情和复杂心理?虽说人都有自己的本分工作,但安排你去清理餐桌时,你内心是否会期待别人的行为能够规范? 这仅仅是微观方面一些不规范行为带给别人的烦恼;宏观方面的代价或许就更高了,山西正处于转型发展的非常时期,我公司也在规范和创立自己的企业形象和企业文化,员工的行为规范,直接关系到企业形象的树立和企业文化的底蕴。 以小见大,举一反三,是我们中国人学习的方式,希望大家能够餐厅事例联想其他场景。时时刻刻谨记自己不规范行为给别人带来的困惑,或者别人不规范行为给自己带来的难题。“规范自己,方便他人”希望这不仅仅是我内心的想法,更是大家的行为的体现。

校园招聘会方案

校园招聘会方案 一、活动名称: 九嶷学院首届校园模拟招聘会 二、活动的目的和意义: 本活动主要侧重于引导学生就业观念的转变,准确对待就业、择业和创业。组织该活动基于当前大学生中普遍对于未来的职业生涯缺乏长远的规划和有针对性的准备,对社会就业方面的详细情况缺乏切身的体会,导致学习目标不明确,甚至失去对未来的追求,而企业也无法在大学应届毕业生中补充大量新鲜的血液,形成大学生就业困难和企业难觅人才的现象并存。面对大学生就业的严肃形势和人才市场经济激烈竞争,为了让同学们了解招聘的礼仪、技巧,进一步加大就业指导力度,创新就业指导方式,特举办模拟招聘会,以提高在校大学生的应聘和就业技巧,增强学生的心理素质,提高学生应聘能力和社会竞争力。这不仅对同学们来说是一次难得的实践机会,这更是有良好的教育指导作用。让我校学子能够在就业之路上赢在起跑线上。 三、活动主题: 扬就业之帆启梦想之旅 四、活动单位: (一)主办单位:XX学院校团委 (二)承办单位:XX学院校勤工助学中心 (三)协办单位:XX学院财政金融学院学生会 (四)合作厂家:主赞助商一名(享有冠名权),其他合作商若干。 (五)到场嘉宾:校团委老师及各学院就业指导处老师,企业代表。 五、活动时间: 12月16日下午招聘会正式开始 活动地点:XX号教学楼一层,大教室为同学候场区;中型教室为招聘区,同学可在教室旁听。 参与对象:XX院系全体毕业班同学和部分非毕业班同学(要求非毕业班每班五人及以上参加本活动) 六、前期准备阶段: (一)确定合作商:一个主赞助商,若干其他赞助商 (二)邀请企业负责人及团委与各学院老师作为活动的嘉宾评委 三)礼仪准备:请学校礼仪团小组参加开幕式(颁奖仪式) (四)道具准备:横幅,桌子,饮料,纸杯,报名表,优秀者奖品,宣传海报,红地毯、音响设备等。 (五)工作人员培训:对本次招聘会的工作人员进行培训,使他们熟悉的了解本次招聘会的过程。 七、前期宣传阶段 (一)发给学院邀请函,请各院团总支、学生会协助宣传 (二)招聘会之前举办专题讲座,为同学们介绍参加招聘会的有关注重事项,并为赞助企业做相应的企业文化宣传。 (三)通过不断更新海报,悬挂横幅进行宣传,扩大本次招聘会在学校内部的影响力,鼓励同学积极参加。 (四)制作大型流动展板,介绍本次参与企业的有关情况以及本次招聘会的流程、评分细则应聘人员纪律等信息。 (五)邀请校广播站,新闻中心对活动进行宣传报道

标点符号的正确写法[1]

标点符号的正确写法 一、句号、问号、叹号、逗号、顿号、分号和冒号一般占一个字的位置,不出现在一行之首。这几种标点符号均需一个标点一格,这七个标点符号不能标在一行的开头。如果一句话的未了一个字正好应写在该行最后格,书写时符号就点在紧靠最后一个字的右下边,不要点到下一行的开头。 句号问号叹号逗号顿号分号冒号 二、括号、引号、书名号这三种符号分别标在文字的前后,各占一格的位置。括号前后边应靠紧注释的前后文字,即括号的前半边点在格内的右侧,括号的后半边点在格内的左侧。引号的前半边点在格内的右上侧,后半边点在格内的左上侧。书名号的前后边均应靠书名的前后文字。如下文所示:(注释)“五育”《语文》 注:引号、括号、书名号的前一半不出现在一行之末,后一半不出现在一行之首。如果句子末尾的最后一个字恰好在一行的末尾时,引号和括号的后半边必须紧跟句子,不能移到下一行的开头。 引号和括号经常和其它的标点符号连用,书写时,它们的前半边和后半边可以和其它的符号共同占一格。 三、破折号和省略号都占两个字的位置,中间不能断开,上下居中。省略号六个圆点,不能多也不能少,写时六点一样距离。如下文所示: 这两种符号书写时都要占两格,位置在格子的中间。它们可以放在每行的末尾也可以放在每行的开头,但不能把一个符号分成两半。如果一个句子结束了,只剩下一个空格,不够破折号和省略号的位置了,就必须划出格之外一点。如果不是方格纸书写,则可以将前面的字略略拼紧一些,再腾出一个空格来;当然也可以把这行的最后三四字间隔拉大,不出现空格,把它标在下行的开头。 四、连接号和间隔号一般占一个字的位置,上下居中。 例如:13—17日(连接号)唐·白居易(间隔号) 着重号、专名号标在字的下边,可以随字移行。 例如:怀古伤今 ....(着重号)中国上海(专名号) 书写标点符号,态度要认真严谨,一丝不荀,即使不是用方格纸,也必须按要求写,以体现卷面的美观、清晰、大方。

联想集团薪酬方案

联想(集团)股份有限公司 薪酬管理制度 2006年12月

目录 第一章总则 (1) 第二章薪酬体系 (2) 第三章薪酬结构 (3) 第四章年薪制 (6) 第五章结构工资制 (10) 第六章工资确定与调整 (11) 第七章工资特区 (13) 第八章员工津补贴 (15) 第九章员工福利 (17) 第十章新员工试用期与转正 (19) 第十一章薪酬组织管理 (20) 第十二章附则 (22) 附件 附件1员工岗位技能工资档级调整办法 (23) 附件2 特殊贡献奖管理办法 (25) 附件3 项目奖管理办法 (28) 附件4 加班工资管理办法 (32) 附件5 岗位工资等级表 (33) 附件6 岗位职级与技能等级表 (34)

第一章总则 本方案适用于XXXX集团股份有限公司(以下简称集团公司)全体正式员工以及集团各分、子公司经营班子成员。 建立规范的薪酬管理体系,提升薪酬体系的内部公平性和激励性,从而充分调动员工工作积极性,促进企业发展,实现企业与员工双赢。 在集团公司内部建立职、权、责、利相结合的运行机制和“对内具有公平性,对外具有竞争力”的薪酬体系,遵循“按劳分配、效率优先、兼顾公平及可持续发展”的分配原则,采取“以岗定薪、以能定级、以绩定奖”的分配形式,合理拉开收入差距。 按需设岗,通过薪酬体系实现岗位竞争、动态调整。 薪酬分配的主要依据是:岗位重要性、业绩贡献、能力、工作态度和合作精神。 集团公司根据当期经济效益及可持续发展状况决定薪酬水平,并在同行业内保持一定竞争力。

第二章薪酬体系 根据岗位工作性质和内容,集团公司及各分公司所有岗位分类如下: (一)管理类:指科级干部(含副、助)以上,承担一定管理责任的管理岗位。(二)管理服务类:指职能部门中管理系统的普通岗位。 (三)技术类:指与工程项目、生产管理、技改研发、设备等相关的岗位。(四)财务类:指从事财会、审计等相关工作的岗位。 (五)供销类:指分公司直接从事销售并承担具体销售任务的岗位和直接从事原材料采购的岗位。 (六)生产类:指分公司直接从事生产并承担定额任务的岗位。 (七)辅助类:指从事行政、后勤的辅助性岗位。 集团公司涉及的岗位有管理、管理服务、技术、财务、辅助五大类。 (一)与年度经营业绩相关的年薪制; (二)与日常管理、技术管理、生产管理、后勤保障等工作相关的结构工资制;(三)与销售业绩相关的提成工资制; (四)与完成工作量直接相关的计件工资制; (五)与特殊岗位工作相关的定额工资制。

电脑公司员工行为规范手册完整版

电脑公司员工行为规范 手册 Document serial number【NL89WT-NY98YT-NC8CB-NNUUT-NUT108】

《员工行为规范手册》 (1.0版) 联想(北京)有限公司(联想电脑公司) 一九九九年七月

目录 1、联想介绍 (3) 2、专卖店经营理念 (5) 3、员工仪容仪表规范 (6) 4、员工接电话规范 (8) 5、日常行为规范 (8) 6、媒体拍照规范 (10) 7、偷窃行为处理规范 (11) 8、附表:员工行为规范检查表 (12) 员工行为规范 前言 常言道:没有规矩,不成方圆。每一个公司都有一些行为准则来指导员工的日常工作与行动,这是使事业顺利进行的必要保障。作为

联想1+1特许专卖店体系的重要成员,为了更有效地开展工作,请每一位员工仔细阅读本手册,以便时常检查自己是否全面、正确地遵守了联想1+1特许专卖店体系所要求的行为准则。本手册叙述不详尽、不全面之部分,请查阅联想1+1特许专卖店体系的其它手册,并请随时注意联想电脑公司对联想1+1特许专卖店体系的最新通知。 企业背景 1、联想电脑公司概况: 1984年成立的联想集团,如今已成为中国计算机行业中最大的产业集团,拥有国内30余家分、子公司、21家海外公司、千余家经销代理网点,海内外职工7000余人,净资产16亿元人民币。 成立于1994年3月的联想电脑公司,是联想集团的六大支柱产业之一,同时也是中国最大的电脑整机开发生产厂商,主要致力于联想品牌电脑及其相关信息产品的设计、制造、销售和服务。公司以“结联世界,着想中国”为产品策略,保持与世界先进技术同步发展。现已开发生产出包括商用电脑、家用电脑、笔记本电脑、服务器、工作站五大系列产品。“幸福之家”、“我的办公室”等软件产品以及“商博士”、“网博士”、“电子教室”等应用产品。联想的功能电脑和应用电脑真正实现了“让中国人用的更好”。 随着社会信息化建设的进一步发展,社会网络化程度的进一步加强,联想电脑公司已逐步从一家计算机硬件厂商向一家倡导和提供

语言描写的标点符号使用 (1)

练习给对话描写加标点 儿歌:提示语在前面,冒号引号紧相连。 提示语在中间,点个逗号在后边。 提示语放最后,结尾画个小圆圈。(小圆圈就是句号) 一、请你给下列句子加上标点吧,注意提示语的不同位置: 1. 小男孩摆弄了很久说一切准备停当 2. 一定会飞回来的男孩肯定地说 3. 是的小男孩站起来鞠了个躬请让我进去吧 二、判断下面的句子提示语在什么位置,并把标点加上。 (友情提醒:千万不要只加前引号,而把后引号忘了哟!) 1. 高尔基走到窗前大声喊道孩子回来我给你胶卷我这儿有很多胶卷 2.父亲见庆龄停住了脚步奇怪地问庆龄你怎么不走啦

3. 朋友很奇怪提醒他说楚国在南边你怎么往北走呀 三、下面的句子提示语在中间,你来分辨一下哪是提示语,哪是人物说的话。记住:人物说的话要全部用引号引起来。 1.“我明白了,我们的庆龄是个守信用的孩子”, 妈妈望着庆龄笑了笑,说那你就留下来吧 2. “我确实不敢碰你 ,但并不是懦弱 ,”陶罐争辩说, “我们生来就是盛东西的 ,并不是来互相碰撞的。” 3. “把手举高,老师要点数了”,我提高了声音,“啊 ,这么多啊!” 4. “住嘴。”铁罐恼怒了,“你怎么敢和我相提并论。” 四、看看下面的句子提示语在什么位置,你会加标点吗? 是你扔的纸团吗高尔基问 是的小男孩站起来鞠了个躬请让我进去吧

来吧我让他们放你进来高尔基说 五、下面这篇短文我们没有学过,写的是两个小伙伴之间的对话,你能不能把标点加对呢? 一个星期天的下午何志勇正在街上走着李文华悄悄地走到何志勇的背后突然大声问干什么去 何志勇吓了一跳见是自己的好朋友就美美地说看电影去 什么电影李文华忙拉着何志勇的手问 《蜘蛛侠3》可有趣呢何志勇神气地说带我一起去吧李文华一下拉住何志勇的手摇晃着央求说带上我吧我也想看这个电影 行啊何志勇伸手在李文华的鼻子上按了一下说算你来得巧我这里正多着一张票呢 真的那太好啦李文华一听张开双臂跳了起来 我们复习人物对话的几种形式,应该是这样几种: 第一种、人物的提示语在句子的前

xx公司校园招聘方案

xx公司招聘专员校园招聘方案

目录: 一、招聘需求信息 1、招聘目的 a) 招聘原则 b) 招聘需求 c) 岗位招聘标准 (二) 招聘活动日程表 (三) 招聘费用预算表 (四) 甄选流程 a) 筛选简历执行流程表 b) 行为化面试执行流程表 (五) 附录 a) 简历筛选表 b) 结构化面试评价量表 c) 结构化面试试题 d) 招聘专员胜任力要素

◆项目一、招聘需求信息 一、招聘目的 1、为了企业注入新的血液,提升企业工作人员的活力; 2、提高企业的知名度,让更多的人了解企业的文化和价值观; 3、让企业更好地了解高校的教育状况,有针对性地展开人力资源工作; 4、增强企业的内部凝聚力,提高企业的核心竞争力。 二、招聘原则 1、公正公开公平的原则 把招聘的种类,数量要求的资格条件及考试方式均像社会公开化,且在面对应聘者的时候保持一视同仁的态度。这样有助于形成公平竞争的氛围,使招聘单位确实招到德才兼备的人才。 2、认同原则 应聘者认同企业的发展前景和文化底蕴。只有理念共鸣,才能合作志远。 3、3P 原则 招聘单位在招聘的过程中应该满足3P 原则,即(1)PJ 人岗匹配,即人要匹配岗位,岗位也要匹配人。(2)PG 个人——团队匹配,即新员工与团队的价值观、信念、目标匹配且性格观念等互补。(3)PO 个人——组织匹配,即员工的目标和组织的目标一致,个人的价值观与企业的价值观匹配。 4、全面考察原则 对于人才的识别,一定要坚持全面考察的原则,要全方位的多角度的去考察应聘者,不仅要看学历、专业,还要深入了解求职者的个性特征和态度能力等。 5、按标准招聘原则 招聘单位的招聘的应聘者,必须符合《xx集团公司招聘制度》,按需招聘,确保招聘质量。

联想公司校园招聘方案

联想公司招聘专员 校园招聘方案 目录: 一、招聘需求信息

1、招聘目的 a)招聘原则 b)招聘需求 c)岗位招聘标准 (二)招聘活动日程表 (三)招聘费用预算表 (四)甄选流程 a)筛选简历执行流程表 b)行为化面试执行流程表 (五)附录 a)简历筛选表 b)结构化面试评价量表 c)结构化面试试题 d)招聘专员胜任力要素

◆项目一、招聘需求信息 一、招聘目的 1、为了企业注入新的血液,提升企业工作人员的活力; 2、提高企业的知名度,让更多的人了解企业的文化和价值观; 3、让企业更好地了解高校的教育状况,有针对性地展开人力资源工作; 4、增强企业的内部凝聚力,提高企业的核心竞争力。 二、招聘原则 1、公正公开公平的原则 把招聘的种类,数量要求的资格条件及考试方式均像社会公开化,且在面对应聘者的时候保持一视同仁的态度。这样有助于形成公平竞争的氛围,使招聘单位确实招到德才兼备的人才。 2、认同原则 应聘者认同企业的发展前景和文化底蕴。只有理念共鸣,才能合作志远。 3、3P原则 招聘单位在招聘的过程中应该满足3P原则,即(1)PJ人岗匹配,即人要匹配岗位,岗位也要匹配人。(2)PG个人——团队匹配,即新员工与团队的价值观、信念、目标匹配且性格观念等互补。(3)PO个人——组织匹配,即员工的目标和组织的目标一致,个人的价值观与企业的价值观匹配。 4、全面考察原则 对于人才的识别,一定要坚持全面考察的原则,要全方位的多角度的去考察应聘者,不仅要看学历、专业,还要深入了解求职者的个性特征和态度能力等。 5、按标准招聘原则 招聘单位的招聘的应聘者,必须符合《联想集团公司招聘制度》,按需招聘,确保招聘质量。

联想公司员工行为规范手册000001)

内部资料注意保密 《员工行为规范手册》 (1.0版) 联想(北京)有限公司(联想电脑公司) 一九九九年七月

目录 1、联想介绍 (3) 2、专卖店经营理念 (5) 3、员工仪容仪表规范 (6) 4、员工接电话规范 (8) 5、日常行为规范 (8) 6、媒体拍照规范 (10) 7、偷窃行为处理规范 (11) 8、附表:员工行为规范检查表 (12)

员工行为规范 前言 常言道:没有规矩,不成方圆。每一个公司都有一些行为准则来指导员工的日常工作与行动,这是使事业顺利进行的必要保障。作为联想1+1特许专卖店体系的重要成员,为了更有效地开展工作,请每一位员工仔细阅读本手册,以便时常检查自己是否全面、正确地遵守了联想1+1特许专卖店体系所要求的行为准则。本手册叙述不详尽、不全面之部分,请查阅联想1+1特许专卖店体系的其它手册,并请随时注意联想电脑公司对联想1+1特许专卖店体系的最新通知。 企业背景 1、联想电脑公司概况: 1984年成立的联想集团,如今已成为中国计算机行业中最大的产业集团,拥有国内30余家分、子公司、21家海外公司、千余家经销代理网点,海内外职工7000余人,净资产16亿元人民币。 成立于1994年3月的联想电脑公司,是联想集团的六大支柱产业之一,同时也是中国最大的电脑整机开发生产厂商,主要致力于联想品牌电脑及其相关信息产品的设计、制造、销售和服务。公司以“结联世界,着想中国”为产品策略,保持与世界先进技术同步发展。现已开发生产出包括商用电脑、家用电脑、笔记本电脑、服务器、工作

站五大系列产品。“幸福之家”、“我的办公室”等软件产品以及“商博士”、“网博士”、“电子教室”等应用产品。联想的功能电脑和应用电脑真正实现了“让中国人用的更好”。 随着社会信息化建设的进一步发展,社会网络化程度的进一步加强,联想电脑公司已逐步从一家计算机硬件厂商向一家倡导和提供INTERNET产品和服务的厂商过渡,面向INTERNET产品的开发已成为公司重中之重的发展战略。其开发包括INTERNET产品的接入装置、INTERNET上的信息服务类产品、广义的局端设备等等。 联想品牌个人电脑自94年以来,销量连续以每年超过100%的速度增长。96年首次获得中国个人电脑市场份额第一的桂冠,97、98年又以50万台和80万台的销量继续雄居中国市场榜首。最新消息表明,98年三季度联想电脑已进入亚太区前三名,并以15.2%的市场份额仍居中国市场第一(据IDC报告)。 公司以产品事业部为运作中心,以市场、制造、行政为运作平台。在全国(包括香港)设有8个外埠办事处,在北京和广东惠州各建有一个现代化的年生产能力达到100万台的整机生产厂。公司高度重视产品质量,是全国首家通过ISO9001质量体系认证的PC整机生产企业。面向二十一世纪,公司确立了年产销个人电脑150万台,进入世界个人电脑制造商前十位的2000年发展目标。并努力为中国信息化事业作出自己的贡献。

企业校园招聘策划书

企业校园招聘策划书 随着高校的扩招,高校就业压力日渐增大,高校校园招聘是毕业生就业求职的主要渠道。下面是有20xx校园招聘 策划书,欢迎参阅。 20xx校园招聘策划书范文 1 (一)背景:目前,大学生就业难已经成为社会公认的事实,自从20xx年大学扩招以来, 普通高等院校毕业生大幅度增长,我校毕业生也由20xx年的786人增加到20xx年的1245人,09届毕业生将近1401 人,就业工作任务将更加困难和艰巨。为促进我校毕业生就业,特举办此次校园招聘会。 (二)宗旨:宣传学校,促进就业 (三)主办单位:广州大学市政技术学院 (四)协办单位:就业与职业发展部、青年志愿者协会、组织宣传部、外联部、组织部、资讯部、各系的部门 (五)对象:本次校园招聘会将面向我校20xx届毕业生 及有实习需求的在校生 (六)时间:20xx 年3月12日(星期四)1:3017:00 (七)地点:学校正门广场 (八)目的:为吸引招聘单位来校参会选才,我们需通过 各种途径大力宣传此次校园招聘会,作为我校举办的大型综合毕业生校园招聘会,学校相关部门和各院(系、部)要高度重视、全力配合,确保本次招聘会的成功举办。

(九)活动事件与负责单位: (十)准备工作 20xx校园招聘策划书范文 2 一、活动主旨:模拟招聘 二、活动主题:真知、灼践 三、活动目的:为了使我校学生能在以后的应聘途中少些崎岖,对应聘有个初步了解。综合提升我校学生的应聘知识及应聘经验 四、活动场所:西阶一教室 五、活动时间 xx年10月25日——xx年11月15日 六、活动对象:全体在校生 七、奖项设置 “校园最佳应聘之星”一名,奖励现金300元; “校园”一名,奖励现金200元; 大赛优秀参与奖三名,精美奖品; 八、活动安排 (一)前期策划宣传 10月15日一10月18日,在学生食堂前、校门口以海报,主干道路旁以横幅、气球等多种形式对活动进行全面宣传。 (二)报名 10月16日一10月20日在第二食堂前设置报名点。 (三)场地的布置

语言描写 练习题

有一位媳妇,人送外号“馋媳妇”。除非她不说话,一说话,张口就说吃的东西。有一天,她丈夫准备外出做买卖,就让她出门看看天气怎么样,她开门看了张口就说:“哎呀!天正下大雪呢,那雪白得就像白面似的。”“雪下得有多厚?”丈夫又问道。“有锅饼那么厚。”馋媳妇道。丈夫一看媳妇的老毛病又犯了,就上去打了她一耳光,馋媳妇摸着被打肿的脸,说:“你好狠心哪,把我的脸打得像面包似的。”儿子一看妈妈挨了打,就哭了。馋媳妇一把搂过孩子,边给儿子擦眼泪边说:“好宝宝,别哭了。你哭得‘抽答、抽答’的就像喝肉汤的声音。” 1、请选择相应的人物填空 天下大雪,秀才、县官、财主相遇,财主提议以雪为题,每人念一句诗。说了一句:“大雪纷纷落地。”接了一句:“都是皇家瑞气。”笑着说:“再下三年何妨?”这时,来了一个,一听就生气,骂了一句:“放你娘的狗屁。” 2、现场说话:(1)弟弟不小心把你心爱的钢笔摔坏了,这时—— 性格温和的你会说: 脾气暴躁的你会说: (2)去年雅典奥运会我国运动健儿取得了辉煌的成绩,同学们也许还记得一面面五星红旗升起的情景吧,下面还是让我们通过模拟采访重温那段激情的时刻吧!学生模拟: 问:当一面面五星红旗升起时,你有何感受?一位小朋友、一位大学生、一位老体育工作者。小朋友: 大学生: 老体育工作者“ 找一找:从语文书中,找一找写“说”没用“说”的语言描写。 A、“来呀!”我最好的朋友杰利对我叫喊,“别做胆小鬼。” B、“我来了!”我一面应着,一面跟着他们跑。 C、“嗨,慢着,”我软弱地哀求道,“我没法——” 5.运用练习 A.给下面的对话增加适当的提示语 参加“海选”的妹妹回来了。“你被选上了吗?”我问她。“嗯!” “那你为什么不开心?”“因为角色。” “你的角色是什么?”“他们让我演狗。” 范文展示 “砰!”门被重重地踹开了,全家顿时愕然。原来是参加“海选”的妹妹回来了,她阴沉着脸一屁股坐在椅子。 “你被选上了吗?”我小心翼翼地问她。“嗯!”她气哼哼地蹦出一个字。 “那你为什么不开心?”我壮着胆子问。“因为角色。”她愤愤地答道。 角色会有什么问题?我有些疑惑,可又不敢去惹她。 “你的角色是什么?”妈妈上前抚摸着她的头关切地问道。 “他们让我演狗。”妹妹委屈地趴在妈妈怀里哭道。我们大家面面相觑。

最具代表性的公司校园招聘方案说明

公司校园招聘方案 ------ 人事部 年月曰

一、招聘计划方案说明 为做好2012年校园招聘工作,结合公司对专业人才的需求以及公司的实际情况,特制 订本招聘实施方案。 二、应届毕业生招聘计划方案目的 通过制定合理有效的招聘程序,引进一批具有专业知识技能的人员,充实公司各部门及相应岗位的人才队伍,提高公司人员的综合素质,构建企业人才梯队,为公司今后的发展补充新鲜的血液、储备人力资源。 三、应届毕业生招聘预期目标 1、在x年x月份与各学校联系,建立合作关系; 2、利用校园招聘宣讲会作为宣传媒介,以提升公司形象,扩大我司在高校的知名度; 3、利用校园招聘的机会了解目前高校人才的培养情况,使公司能招聘到更合适的人才。

应届毕业生招聘计划具体实施细则 一、应届毕业生招聘负责人 领导:人事总监 成员:人事部招聘专员、人事助理 二、应届毕业生招聘原则 1德才兼备原则:招聘过程中不仅要考察毕业生的专业知识,更要考察其人品和素质; 2、双向选择原则:招聘人员在招聘过程要要尊重毕业生的职业选择; 3、择优录取原则:在同等条件下应选择相对优秀的毕业生; 4、准确原则:招聘人员在招聘过程中要准确的预测到毕业生未来的工作表现; 5、公平原则:招聘人员要给予毕业生平等的获选机会; 6、认同原则:招聘人员在招聘过程中要侧重与公司价值观趋同的认识。三应届毕业生招聘时间安排 L ---------- 1 统计各部门用人需求以及目标院校的选择与确定四、应届毕业生招聘具体实施细则:1、拜访目标院校 实习生培训轮岗及考核(根据实际情况安排) 拜访目标院校,确定招聘专业、时间等信息

联想公司校园招聘方案

联想公司招聘专员校园招聘方案

目录: 一、招聘需求信息 1、招聘目的 a)招聘原则 b)招聘需求 c)岗位招聘标准 (二)招聘活动日程表 (三)招聘费用预算表 (四)甄选流程 a)筛选简历执行流程表 b)行为化面试执行流程表 (五)附录 a)简历筛选表 b)结构化面试评价量表 c)结构化面试试题 d)招聘专员胜任力要素

◆项目一、招聘需求信息 一、招聘目的 1、为了企业注入新的血液,提升企业工作人员的活力; 2、提高企业的知名度,让更多的人了解企业的文化和价值观; 3、让企业更好地了解高校的教育状况,有针对性地展开人力资源工作; 4、增强企业的内部凝聚力,提高企业的核心竞争力。 二、招聘原则 1、公正公开公平的原则 把招聘的种类,数量要求的资格条件及考试方式均像社会公开化,且在面对应聘者的时候保持一视同仁的态度。这样有助于形成公平竞争的氛围,使招聘单位确实招到德才兼备的人才。 2、认同原则 应聘者认同企业的发展前景和文化底蕴。只有理念共鸣,才能合作志远。 3、3P原则 招聘单位在招聘的过程中应该满足3P原则,即(1)PJ人岗匹配,即人要匹配岗位,岗位也要匹配人。(2)PG个人——团队匹配,即新员工与团队的价值观、信念、目标匹配且性格观念等互补。(3)PO个人——组织匹配,即员工的目标和组织的目标一致,个人的价值观与企业的价值观匹配。 4、全面考察原则 对于人才的识别,一定要坚持全面考察的原则,要全方位的多角度的去考察应聘者,不仅要看学历、专业,还要深入了解求职者的个性特征和态度能力等。 5、按标准招聘原则 招聘单位的招聘的应聘者,必须符合《联想集团公司招聘制度》,按需招聘,确保招聘质量。

公司校园招聘策划方案

公司校园招聘策划方案 公司需要广纳人才,大学就是一个人才聚集的地方,那么公司校园招聘如何策划呢下面由小编为大家精心收集的公司校园招聘策划方案,欢迎大家阅读与借鉴! 一、概述 二、招聘需求汇总 各用人部门发出针对20xx届毕业生的招聘需求,具体由部门负责人提出,需报用人部门分管领导、人力部经理、常务副总经理审批。招聘需求需包括:部门、岗位、招聘原因、人数、到岗时间、特殊招聘要求、目标院校、专业、用人部门招聘责任人等,同时需附上部门组织架构图以及待招聘岗位的岗位说明书。 人力部在汇总公司各系统各部门的招聘需求后,需明确人力部内负责各待招聘岗位的责任人及配合人。 三、校园招聘薪酬福利及相关人力政策 四、招聘前期准备 (一)物资准备 包括宣传材料、易拉宝、测试题、宣讲PPT、公司宣传片等。 (二)目标院校的选择及确定 目前院校的确定需要根据过去校园招聘的经验、大量的调研工作得出,主要从过去校园招聘的经验、需求专业、目

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