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Human Resource Management at Apple Inc

  • 11 Pages
  • Published On: 04-11-2023

Introduction

Apple Computer Inc. is an American international company which manufactures and markets computer software, computer electronics, and personal PCs. The business is recognized for its hardware merchandises such as iPad, iPhone, iPod and the Macintosh line of processors. Apple Inc. software comprises of the iTunes media browser; the Mac OS X operational system; mobile operating system, a set of certified audial and movie production software merchandises, Final Cut Studio, and iOS among many others. Accordingly, Apple’s top executives understand that human resource management practices are the key drivers towards the success of any business. As a result, the company has a well- organized human resource department which is determined to ensure that it offers the best competent individuals to work for the enterprise (Sage.Schuler, and Jackson, 2014). Therefore, this paper discusses HR practices under the following topics within Apple Inc.; performance management and organization culture.

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Consequently, Apple Company executives are ware that for the success of the firm human supply sector is supposed to ensure that it battles any of discrimination within the company so that to be able to attain a competitive advantage against the competitors. Thus there is a necessity to recognize that there is no sole business that can cultivate a focused team of effective professionals without an established human resources crew (McDermott, Conway, Rousseau, and Flood, 2013). At Apple, the fundamental practices of the human resources organization team include recruitment training, performance assessments, job communication, and care and offering staffs with motivation. Concerning this, employees for any given corporation are required to carry out a various significant undertakings that will enable the firm to identify and attain their set goals and objectives. It thus the responsibility of executives and human resource professionals to see to it that they bring workers together so as to competently be able to perform different activities that are carried out the business. Consequently, Apple Inc. looks at its workers as assets and not as burdens to it. Regarding employees as assets has resulted in Apple being highly productive.

Apple Inc. Performance Management

Apple understands that operational performance supervision organization is significant as it improves employees’ confidence and devotion which heightens overall production (Cascio, 2014). The company enhances performance through various ways such as training and developing its workers and talent management. Apple Company success is a result of its determined human resource management which looks at its personnel as its internal customer and therefore it offers its services with that in mind.

Preparation and improvement

Teaching behaviors is a procedure that is openly connected to services, understanding as well as policies that are essential for a particular occupation. This comprises training of employees’ advanced abilities, exposing them to inexpert development, offering staffs with an opportunity to rehearsal and get the response on particular classes of operations with individuals as well as encouraging people to talk about their work with one another (Jehanzeb, and Bashir, 2013). This is a continuous course all through an employee’s occupation.

Apple’s Purpose for running the training program

Training of employees is of great importance in various ways some of these ways include:

It lets the employees learn that the business is serious about what it does, and this will encourage the employees to become serious about their service delivery too.

It decreases the workers' necessities of requesting other staff for advice, and through this interaction, it increases employee individuality and decreases the drain on other team members.

The program significantly reduces the chances that may make mistakes which may cost the organization in prestige, credibility, public relations or even money.

Through training of company's employees, it is of significant benefits to the corporation, and some of these advantages include:

It helps staff members to become continually proficient at what they do.

Training helps workforces by keeping them from becoming fed up and stale, this helps them to maintain interest in and enthusiasm for their work (Jehanzeb, and Bashir, 2013).

It keeps the firm as a whole with passion and provides the employees more reason of staying at the organization.

Training is something that happens while at work, about this Apple Inc. human resources department carries out some training methods to its employees that are very efficient and effective. These training methods include:

On-job teaching: This type of occupation allow employees to study from side to side real-time performance of particular responsibilities. The employees practically perform the job, and through this, they can acquire skills as time goes on. This type of job is done using hands and observing with the aid of tutorial room directives or may be free by use of hands only teachings. Accordingly, this kind of instruction has pros as there is an instant comment on performance (Cornelissen, 2014). Conversely, it can have a drawback to the firm as it is likely to a slow-down invention for the coach besides interrupting the workflow. Apple finds this training actually as the worker practically apply the knowledge they have gained which reduces flaws in productivity.

Occupation Counselling: Occupation guide encompasses offering workers with a trained mentor to oversee the workforce’s knowledge practice. The coach plays the part of giving guidance, directions but does not partake the work alongside the worker as it is the situation with on-job training. At this level, a beginner employee learns the work directly and only ask the guide at a time for support. This method of working is helpful since it motivates one-on-one teaching, the mentor is there to provide assistance and the new employee gains skills through development inside the company (Heracleous, 2013). The company applies job mentoring training as it allows the employee to work on their own and consult where things are only not bright. About this, an employee gains more and more courage ready to tackle any challenge with a lot of courage.

Work cycle: This kind of training imparts workforces’ techniques on how to perform different jobs as time moves. The employee takes tums all over the place on dissimilar occupations within the business, performing diverse tasks that are not connected with the initial work. Job cycle has various benefits like reduction of boredom among employees, increased skills, create new opportunities to employees (Heracleous, 2013). Nevertheless, it comes with its disadvantages like employees not being satisfied by the different rotation, the drive of workers may decline in a case are moved for an extended period also to some degree it can interfere with the workflow as staffs learn different jobs.

Performance management relates to Maslow’s need theory which understands mankind performance and stimulus. It is of significance in the modern world industry and particularly the commercial world. For instance, Apple Inc. management benefit from accepting employees elementary desires of training and development, relationship, and acknowledgment for a job well-done. Through the creation of an atmosphere that lights these necessities leads to a self-actualized crew of associates who will work to the maximum of their potential for the company.

Talent Management

The chief objective of talent supervision at Apple Company is to build and maintain extraordinary performance operations. Different businesses have their traditions of leading group management Nonetheless, the common purpose of the procedure is collective in all companies. In the modern time, addressing skills shortages has become a fundamental challenge to a lot of organizations across the world. As a result of globalization and increased competitive pressure in the business environment, the likelihood of skills shortages is predicted to increase. Most workers will be required to look for different works with the advance of economic circumstances as a result of globalization. Apple Computer Inc. is unwavering to use the extra time to make sure it develop and keep talent, unlike other establishments which put considerable energies in enticing employees to their corporations (Kaufman, 2015).

Apple is assured that an organization with the precise talent has the maximum prospects of success and counteracting rivalry in the marketplace. This is a key obligation that human resource is entitled to. It is the role of the human resource to see to it that they provide the business with staffs of the right expertise and ensure that they stay in an organization for a very long time. Aptitude management features are the set of outfits that Apple uses to make sure that it is capable of staying in the market and stand all competition. Similarly, skill management aid a business to restructure the process of employment and teaching fresh staffs and help it to center on accomplishments that are connected to the company. This is the reason as to why there is a competitive trading environment with the adoption of human capital management and particularly talent management (Kaufman, 2015). Furthermore, it is significant to understand pledge of workers, administration improvement, and organizational culture also has great importance when it comes to aptitude maintenance in business.

Apple Inc. Organizational Culture

As a matter of fact, Apple’s structural custom is a primary aspect towards the firm's accomplishment. A firm’s organization culture defines its abilities to support new policies, changes as well as new strategies (Rothaermel, 2015). In Apple’s situation workers are excellently established and assimilated into the organization’s traditions, and this has enabled the rapid innovation. Some of the observable innovations include products such as iPod, Apple watch, iPhone, and iPad, just but to mention a few. Despite the fact that a business organizational culture mostly contributes the business triumph, to some extent it may impose restrictions and hitches to the company. Nevertheless, Apple Inc. has been progressively fine-tuning its structural structure so that accurately match the changes taking place in the business environment (Cornelissen, 2014).

Structure of Apple’s Organizational culture

The company’s fundamental culture is operational and backup its management as critical structures that fit the industry. Dissimilar organizations have different necessities for their culture, and for Apple’s situation, it has the following features which are quite relevant to its structural culture: creativity, innovation, secrecy, top-notch distinction and moderate combativeness.

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Creativeness- Apple’s workforces are carefully chosen for their acquaintance, expertise, and innovative capabilities. The company’s structural culture is interested in the significance of originality. Personnel involved in product manufacture and development practices are exceptionally creative. This distinctive feature of Apple Inc. fundamental culture enabled the corporation to keep the ability to advance answers to occupational requests and customer wants and demands.

Modernism- the company’s structural culture is incredibly inventive.Actually, Apple Inc. is often considered as one of the most inventive businesses globally. The majority of its staffs if not all are skilled and inspired to revolutionize regarding distinct work performance and by donating designs to the firm product improvement processes. Apple’s structural culture thrives in supporting fast modernism, which is at the core of the corporation.

Privacy- Steve Jobs technologically advanced Apple Inc. to have an administrative culture of confidentiality. Confidentiality is part of the business’s tactic to minimalize stealing of brand-named info or knowledgeable assets (Shafie, Siti-Nabiha, and Tan, 2014). Upon hiring, Apple staffs have adhered to this administrative culture of confidentiality, which is revealed in the business strategies, guidelines, and service deals. This feature of Apple Inc.executive culture aids to guard the company against shared intelligence work and the undesirable sound effects of worker thieving.

Chief-notch superiority- Apple Inc. structural culture includes a strategy of choosing competent staffs. Steve Jobs is recognized to freely fire employees who failed to meet the company prospects. Quality is stressed as a precarious achievement aspect in the business, particularly in merchandise design and development.

Reasonable combativeness- Apple’s structural culture has reasonable combativeness. The issue is related to Steve Jobs confrontational style of governance. Jobs is recognized for his arbitrarily challenge to workers to certify right skills to work at Apple Inc. Conversely, with Tim Cook’s management, the firm has begun to change its organizational culture to a friendlier and less confrontational. Therefore, Apple’s corporate culture currently has a sensible notch of combativeness (Heracleous, 2013).

Benefits of Apple Inc. structural culture

By combining the top-notch quality, creativeness and modernization in Apple’s executive culture have been able to support the business management. These features of human resources have enabled Apple to remain ahead of opponents. These features of the company's structural culture are important aspects that allow achievement as well as competitive gain. Creativeness plus brilliance are mainly significant to Apple’s rapid revolution practices.

On the other hand, organizational culture focuses on theory Y which has a progressive outlook about beings nature thus adopts that in general individuals are productive, imaginative and can take up accountability by exercising self-control in their occupation.

Conclusion

Basing on above it is real that Apple Inc. has a élite technique of handling its workforce. The company is primarily focused on employees who are connected to administrative accomplishments by giving them support in job development, the necessity to maintain workers and organizational culture. In fact, this is a chance since employees feel contented and compel them to work to the best of their capacity. Apple Inc. recognizes that the only worthwhile economical benefit is to ensure that employees are contented and inspired towards their job (Krapfl, and Kruja, 2015).

Recommendation

Accordingly, Apple Inc. organizational culture is seen to bring challenges because due to stress on privacy and the restrained notch of combativeness. It is true that an environment of confidentiality restricts rapport amongst employees. Additionally, the understated combativeness is still there in the company currently is a weakness that limits the morale of staffs. These matters designate that the business’s managerial culture still needs enhancements so that to reinforce the corporation’s human resource competencies. For Apple to remain the top of the market, it should strive to ensure combativeness is entirely done away with.

Bibliography

  • Cornelissen, J., 2014. Corporate communication: A guide to theory and practice. Sage.
  • Cascio, W.F., 2014. Leveraging employer branding, performance management, and human resource development to enhance employee retention.
  • Cornelissen, J., 2014. Corporate communication: A guide to theory and practice.
  • Heracleous, L., 2013. Quantum strategy at Apple Inc. Organizational Dynamics, 42(2), pp.92-99.
  • Shafie, S.B., Siti-Nabiha, A.K. and Tan, C.L., 2014. ORGANIZATIONAL CULTURE,
  • TRANSFORMATIONAL LEADERSHIP AND PRODUCT INNOVATION: A
  • CONCEPTUAL REVIEW. International Journal of Organizational Innovation, 7.
  • Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study. Training and Development, 5(2).
  • Krapfl, J.E. and Kruja, B., 2015. Leadership and culture. Journal of Organizational Behavior Management, 35(1-2), pp.28-43.
  • Kaufman, B.E., 2015. Market competition, HRM, and firm performance: The conventional paradigm critiqued and reformulated. Human Resource Management Review, 25(1), pp.107-125.
  • McDermott, A.M., Conway, E., Rousseau, D.M. and Flood, P.C., 2013. Promoting effective psychological contracts through leadership: The missing link between HR strategy and performance. Human Resource Management, 52(2), pp.289-310.
  • Rothaermel, F.T., 2015. Strategic management. New York, NY: McGraw-Hill.
  • Sage.Schuler, R. and E. Jackson, S., 2014. Human resource management and organizationaleffectiveness: yesterday and today. Journal of Organizational Effectiveness: People and Performance, 1(1), pp.35-55.

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