DEVELOPING A HUMAN RESOURCE

STRATEGY AT APPLE INC

CONTENTS
INTRODUCTION.......................................................................................................................................1
TASK – 1(ESSAY).....................................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing in
Apple Inc.................................................................................................................................................2
P2 Explain the strengths and weaknesses of different approaches of recruitment and selection used by
Apple Inc.................................................................................................................................................3
TASK – 2(REPORT)...................................................................................................................................5
Introduction.............................................................................................................................................5
P3 Benefits of different HRM practices within Apple Inc.......................................................................5
P4 Analyzing the effectiveness of HRM practices in increasing the output and profits of Apple Inc......6
Conclusion...............................................................................................................................................7
TASK – 3(IN-HOUSE LETTER)................................................................................................................7
P5 Importance of employee relation in influencing HRM decision making in Apple Inc........................8
P6 Key elements of employment legislation and its impact on HRM decision-making...........................9
TASK – 4..................................................................................................................................................10
Designing of Job Specification for HR Assistant at Apple Inc..............................................................10
Curriculum Vitae (CV)..........................................................................................................................11
Interview selection criteria....................................................................................................................11
CONCLUSION.........................................................................................................................................12
REFERENCES..........................................................................................................................................13
INTRODUCTION

In the present scenario, the main purpose of carrying out business has been changed from
its traditional purpose of generating only profits. Now, most of the firms are realizing that
without the suitability of the business, it is not possible to achieve continuous profits. Further,
sustainable business is also not possible without improvement in the human resources of the
firm. If there is good human resource management within the organization then workers will be
more satisfied, there will be low rate of turnover and costs and will help in leading a sustainable
business (Armstrong and Taylor, 2014). Concerning all these reasons, HRM are now taking a
vital concern to all the companies. The present write up will discuss in regards with the
definition of human resource management, its purpose and varied functions. Further, the
differences amid hard and soft models of HRM as well as workforce planning will also be
elaborated in this present research report. Other than this, different approached to recruitment
and selection, flexible organization, internal and external recruitment, performance and reward
and many other aspects of HRM will be discussed significantly in this write up.
In this regards, the case study of Apple Inc. will be taken under consideration. Apple Inc.
is an American multinational corporation and a leading technological firm being established in
the year 1977. It deals in designing, manufacturing and markets mobile communication, personal
computers, media devices as well as portable digital music players. The company has around 301
stores in more than 10 nations of the world along with and online store which sold hardware and
software products. Apple is one of the largest companies of the world surpassing Microsoft. The
segments of the firm include the Europe, America, Japan, China, and Asia Pacific. The firm has
considerably achieved a unique reputation in the consumer electronics market due to its
philosophy of comprehensive aesthetic design to its distinctive advertising campaigns. In
addition to this, the HR strategy of the firm was also the reason behind the strong stand and big
growth of the firm (Apple Inc (AAPL.O), 2018). Pertaining to this, the later of the report will
also throw light on effectiveness of various HRM practices in increasing the output and revenue
of the organization and will analyze employee relation and pieces of employment legislations
that influence the decision making of human resource management in Apple Inc.

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TASK – 1(ESSAY)
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing in Apple Inc.

Focusing towards the human resource management, it is being defined as a formal

process of managing the workforce within the firm. According to Dessler, HRM is nothing but a
process of acquisitions of employees, offering training to them, apprising them and
compensating the workers with maintaining their health, safety, labor relation and fairness. The
main mission, objectives as well as strategies of the firm are supported by HRM. In Apple Inc.
the human resource management has some specific purposes (Bach and Edwards, 2013). They
are serving basically two main purposes i.e. supplying the necessary amount of skills, attitudes
and knowledge manpower and contending the manpower which significantly includes satisfied
workers. In addition to this, HRM in Apple Inc. carries out some particular functions as well
such as HR planning, recruitment and selection, employees relations, training and development,
job analysis, work design and performance management. It is the responsibility of the HR
manager of the firm to establish and activate these functions within the organization.

In Apple Inc. best fit and best practices approaches of human resource management are
extensively adopted. The best practices approach laid emphasis on high performance or
commitment which will help in facilitating the firm at any context. Furthermore, it is dependent
on universalism and can be applied in any other type of firms or sector. It helps in identifying the
indicators of best practice, helps in getting the top level management, offers fair appraisal and
rewards and provides high profile to human resource. In Apple Inc. the best practice approaches
are significantly establishing rule of thumb for training and selection as well as appraisal process.
On the other side, best fit approaches recommends inter-connected relationships amid various
systems and strategies of the organization (Farnham, 2015). These approaches pay attention on
accomplishing the immediate needs and wants of the firm and is quite complex to universalism.
However, it is also flexible and varies as per time and situations. With these approaches in place,
Apple Inc. can gain short as well as long term goals.
At Apple Inc. the main purpose of best fit and best practice is that the best practice helps
the firm in developing varied human resource policies and practices and on the other hand, best

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fit supports the firm in selecting the most suitable reward system for them. The function of best
practice at Apple Inc. comprises selection of the employee and offering them training and
appraisal. Contrary, the function of best fit encompasses selection, appraisal, reward techniques
as per the position of the job, placing the job and performance. The human resource management
consists of varied practice like workforce planning, recruitment and selection, employee relation
and many others. All these practices are mainly adopted in Apple Inc. Seeking help from the
recruitment process; the firm is able to attract large pool of applicants for the required position in
the company. Furthermore, from the selection process the firm can select the best people from
the pool of applicants for the vacant job position. Additionally, Apple Inc. also makes use of
workforce planning for the purpose of identifying the job vacancies, promotion, job placement
and other issues (Hall, Pilbeam and Corbridge, 2012). Also, the employee relations helps in
making a bridge amid workers and the organization that further helps in creating favorable
workplace and resolves various disputes.

P2 Explain the strengths and weaknesses of different approaches of recruitment and selection
used by Apple Inc
Throwing light in relation with the recruitment and selection, it is being considered as
one of the main functions of HRM. Recruitment is defined as a method of encouraging required
skills to apply for the vacant job position. Selection on the other side, it is a process of opting
suitable people from the pool of applicants. Thus, it can be said that the main purpose of
recruitment and selection is selecting right people for the right job. Recruitment approaches
comprise of job analysis, job description and job specification. Their strength and weakness of
approaches being adopted by Apple Inc. are being defined below:

Recruitment Strength Weakness

Approaches
 Help in determining the required  Consumes more time
Job analysis skills in the firm  Narrow source of information
 Helps in formulating effective
hiring strategies
 Helps the applicants in  If person specification is poor,
understanding their qualities then efficient people will be
Job specification rejected and low skills people
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  Provides idea to applicants about
the expectations of the firm from
them (Rees and Smith, 2014)
 Encourages right skills for right
job
Job description  Clear roles and responsibilities
will be selected
 Too much requirements will
not reap out good results
 Often fails to attract right
people
 It discourages innovation as
responsibilities of the job are
defined

Focusing on the selection approaches, there are mainly two approaches i.e. reliability and
viability. Reliability is nothing but a degree to which the techniques of selection achieves density
in what it is evaluating from continuous use. On the other hand, viability refers to the degree to
which the selection methods evaluate what it decides to analyze (Amit and Zott, 2012). Strength
and weakness of selection approaches being adopted by Apple Inc. are as follows:

Selection Strength Weakness

approaches

Reliability  Less time is consumed  The usage of same technique

 Helps in determining standard over period of time reduces its
selection technique for the effectiveness
company  Different as per the nature of job

Viability  Helps in identifying the  Change in techniques is cost

effectiveness of selection oriented
techniques  Changing techniques consumes
 Support in understanding the lot of time (Lado and Wilson,
need of change in technique 2014)

Talking about the methods of recruitment and selection, Apple Inc. takes into
consideration both external and internal method of recruitment. Internal recruitment is defined as
a process when the required skills are gathered from the firm itself. For instance, Apple Inc.

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provides notice on the board of the firm for the required post. This type of recruitment in the
company takes place through company newsletter, notice board, fliers, intranet and e-mail. On
the other said, external recruitment is defined as the method of searching people outside the firm.
For illustration, Apple Inc. makes use of advertisement in the local newspaper, professional
journals, job center, recruitment agency, jobs websites and company’s website.

TASK – 2(REPORT)
Introduction
The success of the company is closely related with the effectiveness of human resource
management function within the organization. Staff members or workforce are considered as an
integral part for each and every firm. Thus, the strategic objectives of Apple Inc. can only be
fulfilled by the efficient use of available resources (Mathis and Jackson, 2011). The current task
will show different human resource practices within Apple Inc. and their effectiveness in terms
of increasing the output as well as profits of the company.

P3 Benefits of different HRM practices within Apple Inc

The human resource management practices within Apple Inc. are too wide. It
significantly includes learning, training and development, performance measurement, reward and
payment system, job design and workplace design, flexible organization etc. However,
considering the case of Apple, major HRM practices are discussed below i.e. training and
development and performance management and reward system and flexible work practices.

 Learning, training and development – Training and development is regarded as the most
significant practices of HRM that is applied in each and every organization. Not even a
single employee is perfect with their skills and knowledge base. Further, many new
changes and challenges come within the firm which makes training and development
essential for employees of Apple Inc. It helps in continuous improvement of the
employee’s performance. In addition to this, it is vital on the part of organization to
design their training and development efforts by taking into account the skills, abilities
and knowledge of their workers (Beer and Eisenstat, 2010). Through this, they can serve
the objectives of the firm effectively. Many methods are adopted by Apple Inc. in order

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 to provide training to their employees such as apprenticeship, audio-video based,
informal learning, seminars, case study, role playing and many more.
 Performance Management and reward – It is being regarded as another HRM practice
being adopted by Apple Inc. Performance management is defined as a process through
which performance of the workers can be evaluated which in turn supports the firm in
accomplishing their goals and objectives. Seeking help from this practice, performance of
the employees can be analyzed and rewards can be offered to them. This in turn helps in
motivating the workers and increases their rate of job retention. In addition to this,
performance appraisal and reward are inter-related with each other. This pertains to the
fact that employees are allowed for reward only if their performance level is high. Apple
Inc. takes into consideration 360 degree, self-appraisal and kaizen method for evaluating
the performance of the employees. Furthermore, they also offer various financial and
non-financial rewards to their employees such as salary, commission, bonus, pension
scheme, share, job rotation, enlargement, recognition and many more (Dass and Parker,
2009).
 Flexible working organization – With this practice in place, Apple Inc ensure their
employees that they are valued and respected by their organization. By offering flexible
work practices, employees feel enthusiastic and get a chance to understand a complete
new experience. Workplace of the workers is being altered for the purpose of breaking
down the monotony of the job. Other than this, the employee of the firm also has an
option of work from home whenever they feel so to avail, they can use.

P4 Analyzing the effectiveness of HRM practices in increasing the output and profits of Apple
Inc

Apple Inc. makes use of most appropriate training, development and learning techniques
for the purpose of improving the abilities and skills of the workers. For instance, on-the-job,
informal learning, apprenticeship methods will help in increasing the skill and competence of the
employees by working within the firm (Armstrong, 2006). This type of technique is cost
effective which in turn reduces the cost of training and supports the firm in improving their
productivity and profits as well. On the other hand, off-the-job training is sometimes cost

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oriented. However, this type of technique is essential for management development of Apple Inc.
The success of the firm is largely based on the management skills, application capabilities and
knowledge. This short term costs will reap out long term productivity, suitability and
profitability of the operation of the company.

Throwing light towards the effectiveness of performance management and reward

system, they are very essential within the firm. People work within the firm to get benefits in
return which can satisfy them effectively. And this is the reasons, why performance and reward
system are necessary. The reward as well as performance management system of Apple is quite
effective and considerably support in their profitability and productivity (De Waal, 2007). Each
and every firm desires that their employees will perform better and the performance appraisal
system of Apple Inc. supports them in comprehending the actual performance of each and every
employee against the standard being set. With this, the firm can also understand the strength and
weakness of their employees and take further corrective initiatives within right time. As a result
of this, the productivity of the workers will be increased and this will ultimately help the firm in
reaping out better revenue (Cook, 2005).
For improving the motivation of the employees as well as to eradicate melancholy from
the work, reward is quite well accepted tool at Apple Inc. each and every employee employs
their best efforts to bring betterment for the organization and thus, in return they demand proper
recognition for their efforts and performance. Apple Inc. makes use of both financial and non-
financial reward system that increases the motivation of workers and eventually the output and
profits of the company is raised (Kaufman, 2001).

Conclusion
Thus, it can be concluded that benefits of HRM are too many but the actual benefits will
be availed only when it is practiced with right tool and methods as well as considering the
mission, goals and objectives of the firm. After this, the firm can get concrete paybacks from
HRM practices.

TASK – 3(IN-HOUSE LETTER)

To,

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The Human Resource Manager
Apple Inc.

Subject: Evaluating internal and external factors effecting HRM decision making including
employment legislation in Apple Inc.

P5 Importance of employee relation in influencing HRM decision making in Apple Inc

Articulating in regards with the human relation approach of Apple Inc., it is the idea that
workers are more motivated to do better work when they are praised by their superiors. They
also work even better when a feeling of achievement or when they are given any type of
financial reward (Kennerley and Neely, 2003). The quality of work of the employees will be
higher of the view that their work have significance and is being encouraged to be active and
productive. The human relation theory also states that people want to be a part of group which is
supportive and desires the growth of its members. This is being regarded as one of the most
crucial type of management to have in the firm. Furthermore, the relationship amid the employee
and employer is quite essential when there are numerous things that need to be performed. This
is the way each and every business conducts their operation. If there is not positive relationship
between employees and co-workers, projects and work task will be not completed efficiently and
the same time new ideas will not be generated as there will be no motivation. The place where
workers work should be engaged and stable and this brings human relations into that space. It is
very important to provide workers the satisfaction of their work being performed well and it
should be valued as well. This will help in increasing the motivation as well as productivity
(Admin, 2013). The business will ho long way, if they recognizes the value and needs of their
workers. Thus, the building of relationship should be active inside the firm as it will bring
creativity and motivation. If relationships are built inside the workplace, employees will try to
communicate amongst others and will bring out innovative ideas. The general attitude of the
management and atmosphere within the firm usually identifies the level of performance. Work
becomes a drag, if employees cannot form relationship. Employee relations help in increasing
the productivity and profitability of the company. Thus, it can be said that human relationship is
very vital as it is the relationships that stem communication which in turn forth success.

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Therefore, the main element of positive working environment in Apple Inc. is communication
(Wheeler, 2016).
Apple Inc. is quite popular and leading company that deals in numerous electronics
which are being used by the whole world in today’s era. The firm does not have a program to
train their employees rather they have to do it on their own time. The firm is of the view that
their workers should develop their own skills and become self-reliant. For provoking their
employees to do this, company reward then financially. If the staff members contribute
something great to the company by their performance then they will get stock grants. In addition
to this, the firm also wants agility within the firm such that the workers can be switched to other
projects quickly. Furthermore, the firm has many teams that work on one project at a time. For
managing this process meetings are also held by Apple Inc. Thus, it can be said that this
approach has helped the firm in bringing out creativity firm their workers. Employees should be
encouraged to train themselves, as it will help in flourishing creativity within the company. At
the initial level, they will be little worried and nervous too, as they didn’t have any kind of
guidance and direct instructions of training (Kirkpatrick, 2006). However, the employees will
begin finding their ideas and skills by themselves, which might not have been recognized earlier.
Consequently, this approach has helped Apple Inc. in increasing human relations between the
employees and has significantly brought forth new as well as innovative ideas.

P6 Key elements of employment legislation and its impact on HRM decision-making

 Workplace equality act 2010 – Workplace equality act 2010 is one of the most vital and
crucial employment legislation in regards with the workplace. This act is also passed by
the parliament of United Kingdom which states that in each and every firm irrespective of
their sector or industry, should not discriminate their employees in terms of religion,
creed, sex, gender, marital status and caste (Stevens, 2000). Apple Inc. has employed
their best efforts in engaged a large. In this regards, they have also done appointment of
fresher workforce and also made efforts in improving their experience, safety at
workplace and rendering satisfaction of their customers. Moreover, the firm also does not
possess criteria about the selection of applicant of a specified religion or gender. Each
and every employee at Apple Inc. is treated equally.
 Health and Safety at Work Act 1974 – As per this act, the HRM of Apple Inc. is required
to offer conductive and healthy working environment to their employees. In addition to
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 this, it is also important to make sure that should be no harm to the workers at the time of
handling equipments and other machinery tools. They are also entitled to get travel
allowance, insurance, medical facility, tour allowance and many others according to the
act being passed by the parliament of UK (Aswathappa, 2005).
 Compensation and benefits – Compensation and benefit is another significant law being
passed by the parliament of UK that influences the decision making of human resource
management within Apple Inc. The human resource department of the organization is
required to specify the amount of remuneration being received by the applicant on getting
a particular job. They are also propelled by this law to offer minimum wages to their
workers considering the regulations of the compensation and benefits act. Apple Inc. has
a great reward system in place to make their employees satisfies. If there are slight
changes in the regulations of the act being prescribed by the government, the company’s
decision regarding the remuneration and other financial benefits will be affected
significantly.
 Race relation act 1976 – The race relation act 1976 was being established by the
government of UK in order to prevent discrimination in relation with the races. It
encompasses all discernment in relation with the nationality, color, race, religion, ethnic
origin and employment. Thus, the human resource department of Apple Inc. should take
into account every possible laws and regulations at the time of taking crucial decisions
about the workers (Eisner, 2006). Employees perform their duties in teams and all are
engaged effectively to accomplish the growth and success.

TASK – 4
Designing of Job Specification for HR Assistant at Apple Inc

Needed qualification
For the role of Human Resource Assistant in Apple Inc. there is a need of bachelor’s
degree in regards with the areas of management and human resource. In addition to this,
Master’s in business administration (MBA) in HR or leadership from the popular university will
be required considerably.

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Personal features

 Good communication skills

 Knowledge about computer skills and various practices of Human resource Management
 Inter-personal and leadership skills (The professional body for HR and people
development, 2018)

Experience required
For the post of Human Resource Assistant at Apple Inc. minimum 3 or more years is required
essentially.

Curriculum Vitae (CV)

Objective of career – I am in search for the position in the company where my abilities and
competences can be employed at the workplace. I am quite focused and oriented towards my
goals along with strong ethics to work. Additionally, I am also passionate about acquiring
wisdom in new subjects and areas. Seeking help from mu inter-personal and communication
skills I can significantly add value to the firm.

Work Experience – I was a working in a XYZ company as a Human resource Assistant from past
4 years. My roles and responsibilities as HR Assistant in my previous job are being described
underneath:

 Planning and implementing orientation programs

 Preserving the useful records of the workers
 Checking the reference of the applicants as well as their screening
 Records of recruitment on monthly basis
 Managing various types of plans such as medical, insurance, dental life etc.
 Development of training and development events for improving employee relation and
motivation
 Offering details to the workers in regards with the procedures, policies and practices of

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 the organization

Qualification

 Master’s in Business Administration – Human resource, Harvard University, 2013

 Bachelor’s in Business Administration – Leadership development and human resource
management, Harvard University, 2010

Individual Details

Date of Birth: 24th August, 1991

Time-out recreation: Dance, listening to music, reading journals and books and travelling.
Languages known: English, German

Interview selection criteria

For the purpose of selecting the best candidate for the required job position in Apple Inc. the HR
department has determined certain selection criteria and these are being defined below:

 It is vital that the academic background of the candidate should be in the areas of HR and
business administration
 More than 1 year of experience in the area of HRM is pre-requisite
 Must have good inter-personal as well as communication skills
 Good communication as well as inter-personal skills
 Must be active and agile (Prospects, 2018)
 Applicant should possess some leadership qualities
 And must be of age between 25 to 35 years
Henceforth, it can be concluded that if this type of human resource practices and
interview selection criteria is adopted in Apple Inc. then it will help the firm in getting very

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efficient and competent workforce on board. In addition to this, the HR managers of the firm can
also select the best employee from the pool of applicants through best selection process (He, Lai
and Lu, 2014). Further, the vacancies for the required job position can be filled up easily and
helps the firm in reaching the seventh sky.

CONCLUSION
Consequently, from the above case of Apple Inc.it can be attributed that HR department
is quite basic necessity of business. There are numerous activities which needs to be undertaken
by the HR department and which ultimately regarded as the main driver of prosperity and growth
in business. It can be said that Apple Inc. is an early adaptor and design innovative products
foremost from its competitors. The firm also enjoys strong brand image, position in the market
and customer loyalty, but it needs to be careful as far as various internal and external factors are
concerned.

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REFERENCES

Books and journals

Amit, R. and Zott, C., 2012. Creating value through business model innovation. MIT Sloan
Management Review, 53(3), p.41.

Armstrong, M. and Taylor, S., 2014. Armstrong’s Handbook of Human Resource Management
Practice. 13thed. London: Kogan Page.

Armstrong, M., 2006. Performance Management. Key Strategies and Practical Guidelines. 3rded.
London: Kogan Page.

Aswathappa, K., 2005. Human resource and personnel management. Tata McGraw-Hill
Education.

Bach, S. and Edwards , M., 2013. Managing Human Resources. Oxford: Wiley.

Beer, M. and Eisenstat, R.A., 2010. The silent killers of strategy implementation and learning.
MIT Sloan Management Review, 41(4), p.29.

Cook, M., 2005. Performance appraisal and true performance. Journal of Managerial
Psychology, 10(7), pp.3-7.

Dass, P. and Parker, B., 2009. Strategies for managing human resource diversity: From
resistance to learning. The Academy of Management Executive, 13(2), pp.68-80.

De Waal, A., 2007. The characteristics of a high performance organization. Business Strategy
Series, 8(3), pp.179-185.

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Eisner, A.B., 2006. Strategic management: text and cases. Richard d Irwin.

Farnham, D., 2015. Human Resource Management in Context: Strategy, Insights and Solutions.
3rded. London: CIPD

Hall, D., Pilbeam, S. and Corbridge, M., 2012. Contemporary Themes in Strategic People
Management: A Case-Based Approach. London: Palgrave Macmillan

He, Y., Lai, K.K. and Lu, Y., 2014. Linking organizational support to employee commitment:
evidence from hotel industry of China. The International Journal of Human Resource
Management, 22(01), pp.197-217.

Kaufman, B., 2001. The theory and practice of strategic HRM and participative management:
antecedents in early industrial relation. Human Resource Management Review, 11(4),
pp.505-34.

Kennerley, M. and Neely, A., 2003. Measuring Performance in a Changing Business

Environment. International Journal of Operations & Production Management, 23(2), pp.
213-229.

Kirkpatrick, L.D., 2006. Employee Performance through Appraisal and Coaching. New York:
Amacom.

Lado, A.A. and Wilson, M.C., 2014. Human resource systems and sustained competitive
advantage: A competency-based perspective. Academy of management review, 19(4),
pp.699-727.

Mathis, R.L. and Jackson, J., 2011. Human resource management: Essential perspectives.
Cengage Learning.

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Rees, G. and Smith, P., 2014. Strategic Human Resource Management. London: SAGE
Publications Ltd.

Stevens, J., 2000. What are the attributes of a high-performance company? People Management,
5(14), pp.29-31

Online references

Admin, B., 2013. HR Strategy at Apple Make Their Employees Creative and Innovative.
[Online]. Available through: <http://management-training-guru.com/2013/12/hr-strategy-at-
apple-make-their-employees-creative-and-innovative/>. [Accessed on 4thAugust 2018].

Apple Inc (AAPL.O). 2018. [Online]. Available through:

<https://www.reuters.com/finance/stocks/companyProfile/AAPL.O >. [Accessed on
4thAugust 2018].

Prospects. 2018. [Online]. Available through: < https://www.prospects.ac.uk/ >. [Accessed on

5thAugust 2018].

The professional body for HR and people development. 2018. [Online]. Available through:
<https://www.cipd.co.uk/>. [Accessed on 5thAugust 2018].

Wheeler, R., 2016. The Human Relations behind Apple. [Online]. Available through:
<https://auorgcomm.wordpress.com/2016/11/02/the-human-relations-behind-apple/>.
[Accessed on 4thAugust 2018].

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