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3月10日,联想集团正式公布了其“战略裁员5%”的消息。据悉,这是联想历史上第一次真正大规模的裁员。联想声称,“此次裁员系战略调整的行动之一,与员工的表现及业绩无关;同时,联想集团安排了周详的补偿计划,并为离职员工提供心理辅导、再就业支持等服务。”在媒体眼里,此次联想裁员表现得非常专业。然而,3月11日晚,在互联网上发布的一些联想留任员工的文章,让业内人士对此次裁员的系统规划性及员工情绪及沟通策略表示怀疑。看多了跨国企业裁员,怎么看我们本土公司的规模性裁员,这是个问题。而且,对联想集团裁员所引发的有关裁员平衡术及企业战略决定下的人才策略的讨论,要比对联想集团裁员本身的讨论,对中国企业更有建设意义。
March 10, Lenovo Group officially announced its “strategic layoffs 5%” message. It is reported that this is the first real Lenovo large-scale layoffs in history. Lenovo claims that “the layoffs are one of the strategic adjustment actions that have nothing to do with the performance and performance of employees; meanwhile, Lenovo has arranged a detailed compensation plan and provided services such as psychological counseling and re-employment support for the departing employees.” The eyes of the media, the Lenovo layoffs performed very professional. However, on the evening of March 11, some articles released by Lenovo on the Internet, leaving employees in the industry skeptical about the systematic planning and employee sentiment and communication tactics of the layoffs. Look at the multinational layoffs, how to see the scale of our layoffs, this is a problem. Moreover, the layoffs caused by the Lenovo Group on layoffs and business strategy decisions under the talent strategy discussion than layoffs of the Lenovo Group itself, the discussion on the Chinese companies more constructive.