A Study On Career Development Of High Potential People Based On Life Cycle

With the economic globalization, the society informatization and the management modernization, the competition and the war for talent between enterprises is increasingly fierce. For companies, building and maintaining a good high potential’s team is the base that can be on realizing sustainable development by companies. From learning person to learning organization, the country always promotes learning society. In the enterprises, Lenovo can be called a model of success in China. From startup to maturity, Lenovo’s life cycle is the most complete. It achieves globalization successfully and completes following plan perfectly. In view of role models by Lenovo, this paper thinks that Lenovo can be an important learning example by managers.Studies have shown that high potential’s individual needs and feeling in enterprises has commanded increasing attention with the popularization of fine management. Employee accomplishment is a feeling of success in work. Career is an outcome variable and it can been affected by employee accomplishment. The study that is an influence mechanism between employee accomplishment and career has important implications to managing high potentials in companies.Based on the life cycle theory, this study will discuss Lenovo’s person-organization fit in different life cycle and employee accomplishment affects high potential’s career in specific person-organization fit. This study mainly based on case of Lenovo which is a deputation of Chinese IT Industry will collect, organize and analyse Lenovo’s data, then reach conclusions. At last, it will give advices and guidances for managers.The main conclusions are as follows in case of Lenovo. In 1984-1987, Lenovo is in the start-up period.The company’s high potential people conclude NI Guangnan,ZHANG Zuxiang,LI Qin,MA Xuezheng,HU Xilan etc in the period. The company appears supplementary fit when it is an emerging and people above exict consistency match with the company. In 1988-2000, Lenovo is at growth-stage. The company’s high potential people conclude YANG Yuanqing,GUO Wei,SUN Hongbin,ZHU Linan,CHEN Guodong etc. The company appears complementary fit when it is at growth-stage and people above exict complementary fit with the company.From 2001 to today, The company’s high potential people conclude LIU Jun,CHEN Shaopeng, Ali Mayo etc. The company appears two fits above when it is mature, and people above exict consistency match and complementary fit with the company.At every life cycle, Lenovo improves high potentials’ accomplishments via improving their relationship accomplishment, job accomplishment, career growth accomplishment and pay accomplishment. Thus, they can affect high potentials’ career positively. So managers should ensure that high potentials’ accomplishments have been improved in management practices. Managers can implement effective measures to retain high potentials from the aspects of relationship accomplishment, job accomplishment, career growth accomplishment and pay accomplishment. So then, companies can achieve long-term development.