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Business Case

This report gives a summary of the Human Resource on sales executives, their role, competencies and contribution to the achievement of goals for the Lenovo Company. One of Lenovo organization goals is to expand markets especially in the developing countries by distributing computers and accessories at an affordable price ahead of other PC companies. The key strategies of establishing strong sales executives are price strategy, segmentation strategy, target strategy and competitive strategy, so as the products to reach the target consumers all over the world. In the long run, the company’s goals of profit maximization are achieved, through attainment of sales target.

Key Roles and Responsibilities

The sales executive is obliged to attain the sales targets through effective budgeting and planning. In order to accomplish the sales targets, the sales executive has responsibilities of devising the required strategies and techniques. The sales executive, through planning, helps in deciding the future course of action for the human resources. The sales executive anticipates in the generation of new opportunities for the market through mapping of the potential consumers. One of the key responsibilities is to coordinate in the implementation of pricing strategy through brand promotion in an effort to make the brand popular. The sales executives ensure that the products are easily accessible to the customers through adoption of a better distribution strategy to come up with renowned distribution channels (Pilbeam & Singh 2008).

A Selection Documentation Package

Linkages between HR Practices and Organisational Goals

Human resource practices involve developing a strong and competent force capable of performing organization duties so as to help in the realization of organization goals. In order to develop a strong team, the human resource managers have the responsibility of recruiting, selecting and hiring of individuals through their qualification and ability to contribute in the pricing, distribution, segmentation, target, and competitive strategy. Additionally, human practices such as promotion, motivation, performance appraisal, and providing employees with incentives is very important in developing of a strong organization force with higher ambition of achieving organization goals (Lyster & Arthur 2007).

Human Resource Planning

Human resource planning is critical in making sure that competent individuals are available in perpetuating smooth operation of activities in an organization. Therefore, human resource planning is considered as an effective tool of assuring of the future accessibility of proper manpower for carrying out organizational goals. In addition, human resource planning helps in developing skilled human resources in the future. Skilled manpower is achieved through training and development of the newly induced individuals who may help in the achievement of organization goals. Training and development are done so as to develop a strong organization force in the future, to avoid shortage and consequently halt of organization activities (Lawler, Boudreau & University of Southern California 2012).

Industrial Relations

Industrial relations refer to all element of the legal framework that any organization is supposed to meet. One of the vital elements of the Human Resource Management is the evaluation and implementation of employees’ remuneration and benefits in compliance with industrial standard. Therefore, better industrial relations are a good tool of coming up with motivated employees. There is increased production or output when employees work with immense zeal as their interests with employer’s interests are in harmony. Therefore, good industrial relations are highly recommended for the employer in the realization of organization goals (Venkataramana 2007).

Managing Performance

There are various approaches for managing performance and developing employees with value. The first approach is to develop ways of rating employees’ performance so that sound bases for promotion can be obtained. Performance review is done by comparing the actual performance and the standard performance. Setting realistic targets helps the employees to be motivated to improve their performance so that they can be promoted. In addition to that, incentives are provided for the best performer so as to motivate them to add value to the organization.

Change Management

The HRM focuses on attaining organization strategy through effective and efficient management of individuals in and organization. The role of the HR managers within an organization environment has been rapidly changing through change management. Change management is used to refer set of aptitudes and skills of an individual that is required to initiate and cause change. Therefore, a good change management is effected through the HRM where competent management is continuously replacing the old management, creating a good management transition through effective HRM policies of developing a strong human resource within an organization (Sims 2002).


Lawler, E. E., Boudreau, J. W., & University of Southern California. (2012). Effective human resource management: A global analysis. Stanford, Calif: Stanford Business Books, an imprint of Stanford University Press.

Lyster, S., & Arthur, A. (2007). 199 pre-written employee performance appraisals: The complete guide to successful employee evaluations and documentation : with companion CD-ROM. Ocala, Fla: Atlantic Pub. Group.

Pilbeam, E., & Singh, B. (2008). Management practice: Level 3. Cape Town, South Africa: Pearson Education.

Sims, R. (2002). Organizational success through effective human resources management. Westport, Ct: Quorum Books.

Venkataramana, P. (2007). Industrial relations. New Delhi: A.P.H. Pub. Corp.