PROJECT

Human Resource Development

“APPLE”

SUBMITTED TO

Professor Malay Patel

United World School of Law (UWSL),
Karnavati University
(Faculty-HRM)

SUBMITTED BY

Name: - Malvisha Jadeja, Fatin Tirmizi, Nupur Agrawal

Roll No: -27,16,32
Semester: -3
Section: -B

United World School of Law ,

Karnavati University.
 CERTIFICATE OF DECLARATION

We hereby declare that the project work entitled “APPLE” submitted

to Unitedworld school of law, Gandhinagar, is record of an original
work done by us under the guidance of Professor, Faculty Member,
Unitedworld school of law, Gandhinagar.

Name: Malvisha Jadeja, Fatin Tirmizi, Nupur Agrawal

Roll no.: 27,16,32
Semester: 3
Section: B
 ACKNOWLEDGEMENT

We would like to express my special thanks of gratitude to our

Professor Mr. Malay Patel who gave us the opportunity to this project
on the topic of “APPLE”, which also helped us in doing a lot of
research and we came to know about so many new things. We are
really thankful to him. Secondly, we would also like to thank my
parents, friends, who helped us a lot and have given us valuable
suggestion pertaining to the topic and in completing this project in the
given time frame.
THANKING EVERYONE
Table of Contents

What is Human Resource Management?..............................................5

Importance of Human Resource Management.....................................6
Objectives of the Human Resource Management................................7
Introduction to Apple Inc.....................................................................9
Human Resource Policy of Apple Inc................................................10
Human Resource’s role in Apple’s success........................................14
Conclusion..........................................................................................16
What is Human Resource Management?

1. Organization’s methods and procedures for managing people to enhance

skills and motivation
2. Activities to enhance the organization’s ability to attract, select, retain and
motivate people
3. An integrated set of processes, programs, and systems in an organization that
focus on the effective deployment and development of its employees.
4. The concept of fit with the strategic thrusts of the organisation
5. HR strategies exist to ensure that the culture, values, structure and processes
of the organisation, and the quality, flexibility, motivation and commitment of
its members to contribute fully to the achievement of its objectives… should
match the business strategy
6. The attainment of business objectives through the contribution it makes to the
creation of an environment in which people commit themselves to and
effectively accomplish the tasks assigned to them.
7. Strategic HRM is largely about integration; to ensure that HRM is fully
integrated into strategic planning; that HRM policies cohere across policy areas
and across hierarchies and that HRM practices are accepted and used by line
managers as part of their everyday work.
Importance of Human Resource Management

1. Development and Growth of the organisation: HRM paves way for

development and growth in the organisation. But how? Can you come out with
some answers? By improving the individual capabilities, acquiring necessary
cooperation and developing teamwork HRM makes sure that the organization
develops and grows well. Goals of the organization are met by HRM by
effective motivation and excellent utilization of employees.

2. Creation of healthy culture in the Organization: HRM creates and

maintains excellent culture in the organization and it makes people develop and
grow.

3. Maintenance of Human Resources: The development, care of Human

Resources is done by the HRM.

4. The concept of Human beings is a very crucial and vital factor of

production: HRM is gaining more and more importance day by day. It also has
important implication in societal development also. IT IS THE HEART AND
SOUL OF MODERN MANAGEMENT
Objectives of the Human Resource Management

1. The first and foremost objective of human resource management is to have a

highly committed, eligible, talented, and happy workers.

2. Development of employees:- An employee does not come alone into the

organization. What does he bring? He brings with himself abilities, attitude,
behaviour, personality etc. Individual has the objective of enhancing his
personal growth. He seeks the organization for realization of his personal
growth. Organization needs employees for fulfilment of organization objectives.
There is an element of mutuality of interests here. Individual and organization
need each other for fulfilment of their objectives. There is a need for
encouragement of employees in an organization to develop and grow. If
sufficient is given for growth it will leads to the efficient working, proper
maintenance, motivation and retention of work force. f the personal growth of
employees are hindered absenteeism, turnover will increase and performance
and satisfaction will come down. Hence HRM aims and strives for the
development of the employees.

3. Growth and development of the organization:- HRM objective is to bring

about the overall development and growth of the organization. The HRM
department serves all the department of the organization. Behaviour analysis of
employee is focused at individual, group, and organizational levels. Integration
of individuals and groups is done in an organization structure is maintained.
Overall the objective of organizational development is kept at the forefront.

4. The development of HR function and climate:- The objective of HRM is to

develop an effective HR functions for development and maintenance of human
functions. HRM also has the objective of maintaining an excellent HR culture.
What do you understand by culture?
Culture is our philosophies, faith and beliefs. By organization culture we mean
the philosophies, practices and the codes of practices which are prevalent in the
organization. A culture with innovative ideas and opportunities for humans to
develop and grow will pave way for all round development of humans and
organization. The objective of HRM is to develop HR function is according to
the organizational needs and see that good culture is established in the
organization.
5. Objectives for the welfare of the society:- Our society as you know very
well consists of all our systems and their beliefs. Every organisation faces the
societal impact. HRM seeks to do maximum good to the society and also tries to
minimize the effects of the so called social events.

Introduction to Apple Inc.

Apple Inc. is an American multinational corporation headquartered in
Cupertino, California, that designs, develops, and sells consumer electronics,
computer software and personal computers. Its best-known hardware products
are the Mac line of computers, the iPod media player, the iPhone smartphone,
and the iPad tablet computer. Its consumer software includes the OS X and iOS
operating systems, the iTunes media browser, the Safari web browser, and the
iLife and iWork creativity and productivity suites.

Apple was founded by Steve Jobs, Steve Wozniak, and Ronald Wayne on April
1, 1976 to develop and sell personal computers. It was incorporated as Apple
Computer, Inc. on January 3, 1977, and was renamed as Apple Inc. on January
9, 2007 to reflect its shifted focus towards consumer electronics.

Apple is the world's second-largest information technology company by

revenue after Samsung Electronics, and the world's third-largest mobile phone
maker after Samsung and Nokia. Fortune magazine named Apple the most
admired company in the United States in 2008, and in the world from 2008 to
2012. On September 30, 2013, Apple surpassed Coca-Cola to become the
world's most valuable brand in the Omnicom Group's "Best Global Brands"
report. However, the company has received criticism for its contractors' labor
practices, and for Apple's own environmental and business practices.

As of May 2013, Apple maintains 408 retail stores in fourteen countries as well
as the online Apple Store and iTunes Store, the latter of which is the world's
largest music retailer. Apple is the largest publicly traded corporation in the
world by market capitalization, with an estimated market capitalization of $446
billion by January, 2014. As of September 29, 2012, the company had 72,800
permanent full-time employees and 3,300 temporary full-time employees
worldwide. Its worldwide annual revenue in 2013 totalled $170 billion. As of
Q1 2014, Apple's five-year growth average is 39% for top line growth and 45%
for bottom line growth. In May 2013, Apple entered the top ten of the Fortune
500 list of companies for the first time, rising 11 places above its 2012 ranking
to take the sixth position. Apple is the most successful start-up company of all
time, by market capitalization, revenue, and growth.

Human Resource Policy of Apple Inc.

The key people who work for Apple are at the marketing, technical, staff
positions. The primary objective of the company is to attract and retain its
employees (Rees & Smith, 2017). To achieve this, the company has employed
different strategic human resource practices to attract skilled professionals.
Apple is interested in maximizing the efforts of its workforce by investing in
their skills. The company recognizes human capital as a vital element for
overall competitiveness (Storey, 2014). The human resources are the driving
force towards its development strategy. As such, the firm has capitalized on the
competencies of its staff with the primary objective of achieving competitive
advantage in the market. The great talents and people management approaches
used in the company have enabled it to become the most innovative firm in the
consumer electronics industry. The HR of Apple Inc. works towards
maximizing the returns on investment by minimizing the financial risks while
capitalizing on human capital. The human resource management of Apple Inc is
charged with various responsibilities including recruitment and selection,
leadership development, incentive compensation, employee development, and
employee relations among others (Storey, 2014). These activities are carried out
by human resource managers efficiently and consistently. The key strategic
human resource functions are discussed below.

Recruitment and Selection

Recruitment and selection are the keys to the success of most organizations
(Sparrow, Brewster & Chung, 2016). Apple has invested a lot in recruitment
process with the primary objective of getting the right talents who can fit the
organizational culture (Storey, 2014). The company requires employees who are
hard working and committed to the activities of the enterprise. Apple uses a
different recruitment strategy which is different from other employers. Apple
does not promise its employees on career progression. The employees are
required to own their career (Rees & Smith, 2017). In this, case the company
does not support career path. The workforce is expected to seek information
concerning their jobs. The company also relies on pirate raiding of talented
workers from other businesses. The recruitment process is designed in such a
way that only employees who fit the organizational culture are hired. The
selection process is based on the verbal interview. The recruitment and selection
model enables the company to get right talents to serve the organization.

Diversity and Equal Employment Opportunities

Apple provides equal employment opportunities to all people regardless of their
gender, race, ethnicity or disability among others (Grant, 2016). The company
also employees people from diverse backgrounds. As such, it has been able to
attract a talented workforce from different parts of the world that have
contributed to its continued success and growth.
Employment Benefits and Compensation
Apple provides competitive packages to attract talented staff. The benefits are
provided based on the employment status and the geographical location of the
employer (Storey, 2014). Some of the benefits provided by the company include
insurance cover, employee stock purchase programs and investment and savings
plan. Employees are also entitled to products discounts. They are also given
bonuses for working with experienced talents in the industry (Grant, 2016).
Apple provides flex benefits where employees are required to choose the
benefits that best suit their lifestyles. The Economic reward has been used as the
best retention strategy by Apple. Employees are awarded periodical stock grants
for their contribution to the company (Rees & Smith, 2017). This is a great
opportunity for employees to create wealth and realize individual
accomplishment at retirement. The company also embraces agility. This has
been the major contributing factor to its success and employee retention.
Employees are encouraged to shift from one manufacturing department to
another (Storey, 2014). For instance, an employee can shift from music industry
to computer and then to the smartphone industry. The company encourages
employees to be a master of all activities as they prepare themselves for the next
big thing. This strategy has motivated employees to commit their effort to the
organizational culture since they are in a position to enhance their skills.

Employee Appreciation and Recognition

The company has a program known Apple Fellows Program that was created in
1995 to recognize employees who make an extraordinary contribution to the
company (Rees & Smith, 2017). Employees who receive this award are
appointed as leaders. They provide visionary guidance to the organization in
their field of expertise (Storey, 2014). This strategy motivates employees to
work hard since it also associated with economic benefits. Apple appreciates
and values employees who are committed to innovation. As such, the firm has
attracted some of the best and committed talents in the industry.

Career opportunity
The recruitment policy of Apple focuses on the suitability of the candidate to fit
the organizational culture as opposed to the level of skills and experience
(Grant, 2016). Apple gives the employees opportunity to advance their skills
while working for the organization. It provides an opportunity for training and
development. Employees are encouraged to learn on the job. Besides, the
company provides on-the –job training to allow employees to advance their
skills on the job.

Apple also absorbs employees through an internship. Those who are on

internship are provided with actual learning experiences that allow them to
develop in their prospective careers. The internship opportunity attracts the
most talented students. They are provided with the opportunity to develop their
skills to equip them for future employment opportunities (Rees & Smith, 2017).
At the end of the internship, the interns who display outstanding performance
are employed. Besides, those who are not fortunate to get employment from the
company can get jobs immediately. This is because Apple provides a real
learning experience that other firms cannot provide. The interns from Apple are
promptly employed by other companies within the industry.

On-the-job training provides junior staff opportunity to interact with the

experienced and talented workforce (Storey, 2014). In this case, they can
overcome challenges that they are likely to experience in the course of their
duty.

Training and Development

Apple utilizes a unique training approach to ensure that the employees are
equipped with right skills for the job. The company allows the employees to do
things on their own to encourage them to develop strong self-reliance (Storey,
2014). In this case, the workers can learn from their mistakes. This strategy has
enhanced skills development. Employees are encouraged to develop innovative
skills since they are allowed to work in different units within the organization.
Apple uses a unique approach to assigning roles to different teams (Grant,
2016). In this case, several groups are assigned to perform a particular task.
After accomplishing the task, they are then assigned an entirely different role.
The teams are required to do something new at all times. This is the reason why
Apple has developed as one of the innovative companies in the world. The
teams always compete to provide something new that is entirely different from
the previous projects (Storey, 2014). After completing the tasks, the work of
each team is reviewed, and the best is selected or chosen.

To enhance the culture of free thinking and innovation, the teams meet twice in
a week. During the meetings, they can brainstorm to come up with something
new full of innovation. Apple does not prepare training programs, but
employees are encouraged to learn on their own (Rees & Smith, 2017). This
type of learning allows the employees to receive incredible returns that
contribute to the development of the company. The challenges experienced
during the projects encourage employees to become proactive about what will
be taking place the following day (Grant, 2016).  The employees of the Apple
can learn on their own without training. This strategy has enabled the company
to nurture and develop talents that have made the company to achieve
international recognition.

The strategic human resource management approach used by Apple Inc. is

aimed at attracting the best talents and retaining them at the same time (Grant,
2016). These strategic HR practices have enabled the firm to become the
leading provider of consumer personal computing products in the world.

Human Resource’s role in Apple’s success

March 28, 2012 Occasional Contributors Employee Relations, Human
Resources, Recruiting and Hiring, Training and Development. What is it about
the Apple Store that’s just so great? Is it the super chic product line? The fact
that you can tinker with just about anything in there? The super modern layout
and design? All of those things are neat, sure, but I’d argue there’s something
more—something you may not have paid as much attention to.

Apple is running a seriously smooth operation in its retail stores. Each

employee has a distinct role to play, understands that role, and does his or her
part to deliver the level of service we’ve come to expect from this powerful
brand. All of this requires serious alignment of brand, business goals and people
processes.

Finding the right people to work in the stores is half the battle. There are things
that Apple’s retail arm does particularly well in organizational development—
things any organization could learn from:

Know your roles! Tightly defined roles ensure that your employees knows
exactly what he or she is expected to do, what others do and what other
roles they could move into. Those boldly coloured T-shirts that Apple
Store employees wear aren’t just for looks; they designate the distinct
role each employee plays. From “Experts” who assess visitors’ needs, and
direct them to the right place, to “Geniuses” who speak your language
when something’s wrong with your precious MacBook, everyone in the
store knows his or her place.

Free up your leadership. When your workforce is deployed effectively—

with minimal room in the process for bottle-necking—managers spend
less time wondering who should be where and more time keeping the
machine in shipshape. Apple Store employees are busy delivering Apple-
grade customer service, so it’s up to leadership to maintain the same level
of awesome day after day. They’re doing more than managing the
operation; they’re coaching staff, leading training and driving sales.

Make work meaningful. When your employees know that what they’re
doing matters, it’s easier to inspire them to do their best. And no one
 appreciates this more than the employees staffing the stores, who are on
the front lines of the customer relationship. Apple would be hard-pressed
to deliver their standard of service in retail unless their employees were
satisfied with the level of employee engagement.

Retain with growth opportunities. Many organizations are struggling to

retain top talent, but how many offer a great opportunity for college grads
to make something of themselves? Besides having a great job portal on
their site with multiple open positions, Apple prides itself on promoting
from within. For the 20-something “Expert” with a master’s degree who’s
manning the entrance to an Apple store today (I could name more than
one), that’s pretty encouraging.

A lesson for your grinding gears

Organizational development at this calibre doesn’t just happen, but it’s a

necessary part of a thriving company culture like Apple’s. Getting to that level
requires open dialogue between senior leadership and business partners and
human resources and recruiting. You’ve already got Experts, Specialists,
Geniuses and Creatives in your organization. It’s up to you to find them, engage
them and let them know you want them to grow with you.

Conclusion
It is evident that Apple has the best talents that have enabled it to be rank as the
best company in providing personal computing. However, its corporate culture
does not promote the morale of the employees. The HR strategy should be
aligned with the overall organizational strategy to ensure imminent and
sustainable long-term success. Apple should adopt HRM policies that encourage
systematic practice where employees are involved in decision making. This will
enable the company to manage a diverse workforce and realize sustainable
growth.