G. V.

Lahari
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Apple Talent management strategies

The Talent Management Process at Apple Inc.

Background information on Apple Inc. & outline of the HR function and its responsibilities

In any company, the Human Resources Management process is an expansive practice that involves the
association and harmonization of exercises and practices in a firm particularly with respect to the
association’s overall quarterly or yearly targets. The HR Management team looks over several
departments of a business, such as hiring, employee’s wellness, training, and administrating employee
benefits. The HR team is widely considered as the backbone of all businesses and can easily make or
break any organization. Large firms like Apple and Amazon heavily depend on the efficiency of their HR
departments for the wellbeing of their employees. This paper looks into the strategies and process the HR
and Talent Management team of Apple Inc. use.

“Apple Inc. designs, manufactures and sells mobile and media devices, personal computers and portable
digital music players, and wide range of related software and services. Apple sells its products worldwide
through its retail stores, online stores and direct sales force, as well as through third-party retailers. The
Company sells to consumers, small and mid-sized businesses and education establishment, enterprise and
government customers.” Refenitive (2022)

Apple is widely known as one of the largest smartphone and computer companies in the world with over
Two Million Employees. Apple also ranks 6 among the happiest companies in the US. D. Sellers (2019).

Talent Management process at Apple Inc.

Apple Inc. uses both internal and external enlistment and choice techniques with a goal to improve its
labor force. Out of the many techniques Apple uses to hire new employees, one of the main techniques
they use is talking to their new candidates about their life goals or about things they are passionate about.
This allows the HR department to get a better idea of the person they are hiring and makes the candidate
feel comfortable when being interviewed. Apple also relies on data based on the candidate, such as their
past experiences and education. Apple Inc.’s HR team is able to get a better understanding of their
candidates by using these techniques.
The HR team also uses certain viable tests that assist with measuring the candidate’s overall capabilities.
They use these tests to get a hypothetical angle of their candidates so they do not just depend on their
physical or virtual interview meeting. The HR team’s objective is to understand the candidate inside and
out since general responsive meeting methodology may not be suitable as the candidate might be nervous
or might not tell the truth. Relevant information-based tests are the other strategy that is applied in Apple
Inc. and involves doling out certain assignments that are connected to the work they will be doing if they
get hired. This is an extremely viable strategy as it gives the HR team a reasonable image of the specific
candidate and shows the HR department the level of work the candidate is able to achieve.

Apple’s HR department also uses the work of psychometrics as a method in the

Enlistment and hiring process for their new candidates. This involves the psychological Examination of
the specific candidate using psychometric instruments. This strategy targets

Gathering exhaustive data that might work with the comprehension of the candidate, Considering their
way of behaving and their decision-making process. The psychometric Instruments are planned in a way
where each candidate is tested in a different way.

Apples Human Resources Planning

Apple’s Human Resources planning consists of four major factors – Selection and Recruitment, Forcing
Unique Thinking. Employee Rewarding and Appreciation, and Benefits and Compensation. IvyPanda
(2021):

1. Selection and Recruitment

Apple focuses on its primary objective of hiring the talented and right candidate. The selection process is
based on verbal communication by identifying the person who hold out of the box thinking and ready to
commit himself or herself to the company.

2. Forcing Unique Thinking

Apple provides a considerable amount of opportunities to its employee to develop prospective careers.
The intern who showed high performance will automatically get hired. In fact to force free-thinking,
designing team are allowed to attend the meeting twice in a week. This led anyone to brainstorm and
about the ideas changes which can be made (Schaarschmidt, 2019).

3. .Employee Rewarding and Appreciation-

Apple runs APPLE FELLOW PROGRAM to recognized employee major contribution to the company.
Those employees are rewarded and later on designated as leaders. This is how the company appreciates
employee contribution who became a star player (Sharma, 2019).

4. Benefits and Compensation-

To attract talented staff, apple provides competitive packages, flex benefits, periodical stock grants for
their contribution to the company. They are also entitled to the products discounts.

Apple Inc.’s HR department centers around the candidates who are focused, steadfast and who are able to
determine each detail impeccably. By forcing unique thinking. Apple is allowing its employees to think
outside the box instead of the conventional mindset that most companies use. The employee rewarding
and appreciation strategy incentivizes Apple’s employees to work harder and more efficiently. Their
benefits and compensation strategy attract the best candidates in the market, when employees get hired,
they will not feel like they are being paid unfairly. Apple’s Human Resources planning has proven to be
extremely effective for decades and Apples employees have been known to be the most productive and
the more innovative.

Incorporating Internal and External changes & trends at Apple Inc.

Apples Inc.’s internal brand image has been unique since it was founded several decades ago. This is
mainly due to the fact that Apple invented many of the tech-based items we use today. This has created a
proud mentality for Apple employees, mainly because they believe they are changing the world with the
products and services they are selling. The Talent Management uses this philosophy when recruiting or
when helping out their team. The Talent Management makes the employees realize that they are
important and that a lot of people throughout the world depend on their hard work and innovation. This
process has proved to be successful since the Steve Jobs days of Apple Inc.

Apple Inc. has consistently maintained customer satisfaction, customer retention, and brand growth
throughout the year. The Talent Management process at Apple has worked towards making the name
“Apple” a household name by maintaining a certain brand image through its employees and
spokespersons. From Steve Jobs famous presentations to Tim Cooks current presentations, Apple has
always had their audiences at the edge of their seats. Apple has focused on continuously following
external market trends, such as new phone/computer colors that cater to newer audiences, or higher
quality products that last their customers longer.

Conclusion

Apple has continuously proven to be one of the most successful companies in the world. The company
caters to billions of consumers worldwide and has been known as a house hold name for decades. Other
than the groundbreaking technology it has produced over the years, Apple has always maintained a
friendly and customer centric brand image. From its vigorous hiring process to its employee benefits and
compensation programs – much of Apple’s success is due to its Talent Management process and its HR
departments.