Best HR Practices of Apple
Best HR Practices of Apple
& 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 hardworking 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
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
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
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
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.
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
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.
and retain the best talents. Some of the new HR approaches the organization should embrace
will be in a position to spot potential talents at the earliest. This can be enhanced through the
social media and physical networking. This strategy will enable Apple to attract some of the best
talents in the market which are fresh from college. It is an essential strategy that will contribute
to the growth of the company and retain its position in the market (Rees & Smith, 2017).
opposed to the skills and experience of the employee (Rees & Smith, 2017). This strategy seems
complicated and may bar talented candidates from applying for open positions in the company.
In this case, Apple Inc. should adopt recruitment strategies which are simple and easily
accessible. The recruitment procedure should encourage employees to complete the application
at their convenience. The recruitment process should not be based on verbal interview only. It
should involve written interview to allow the recruiting managers to learn the other skills of the
potential candidates.
through particular processes as opposed to on-the-job training. The company should embrace
apprenticeship as opposed to leaving the employees to learn on their own. This will allow
employees to gain specific skills quickly to enable them to adapt to the organizational culture
(Sparrow, Brewster & Chung, 2016). This strategy will enable the organization to retain some of
its best talents since they will not be scared of the job during the first days at work.
identify where they can get the best talents. Conducting market research will enable the company
to determine where potential and talented candidates who are not on the job market hang out
(Rees & Smith, 2017). This strategy will enable the company to attract the best talents who are
provide to their employees as financial and nonfinancial benefits. This will enable it to extend its
value proposition to offer rewards which are slightly higher than the competitors. In this case,
work as a team. Therefore, the organization should consider creating a reward and bonus system
that awards outstanding group performance. This strategy will enhance team commitment and
competition. As such, the teams will become innovative and creative (Sparrow, Brewster &
Chung, 2016). The quality of the products will improve, and Apple will continue to dominate the