A Comprehensive Analysis of Apple Inc.

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Table of Contents

Introduction
Training Issues
Addressing the Issues
Researching Into Similar Organizations
Conclusion
References

Introduction

Apple Inc. is the largest and most well-known American company producing computers, tablets, phones, iPods, and software. The uniqueness of the firm’s reputation is mainly due to innovative technologies and aesthetic design of products comparable to the consumer electronics industry cult (Han et al., 2021). Nevertheless, such a corporation’s success is primarily determined by a competent, correct, and thoughtful approach to interacting with the team and its members. Thus, it is known that Apple Inc. has implemented a team approach in internal processes and systems, thereby ensuring increased productivity and cost reduction (Trivedi, 2019). However, despite these innovations, the business is experiencing a wide range of difficulties and problems in training. This paper is devoted to a comprehensive analysis of Apple Inc. from the point of view of considering potential training issues and their possible solution.

Training Issues

It is no secret that today both external and internal conditions of an organization’s functioning are changing quickly, putting most companies in front of the need to train personnel to work in new situations. In addition, the principles based on which personnel management is implemented are changing. In this case, new organizational tactics and approaches require significant adjustments to personnel management systems. Training employees in these conditions becomes a critical element of personnel management processes.

Therefore, Apple Inc. may face the following issues in the training field. Among such problems, one should especially highlight the difficulties of retraining, reskilling, and upskilling the personnel, adaptation to learning at a distance, outdated training strategies, developing leaders from within, corporate software, measuring ROI of training programs, scaling personalized training and development, and busy employees find time for training (Ford, 2020). Furthermore, with a higher degree of probability, eradicating these difficulties may require considerable costs and a lot of resources to implement team training programs. These are some of the most critical and significant modern problems in the context of obtaining essential skills, knowledge, and abilities necessary for successful work at Apple Inc.

Addressing the Issues

In general, employers at Apple Inc. are much more interested in having highly qualified and competent staff capable of creating goods and services that could successfully compete with goods and services that have flooded into the country from other regions. Hence, the solution to these problems seems acceptable by appealing to the generally accepted practice in the Human Resource Development (HRD) field. Solving the difficulties outlined earlier can be done by training managers, enriching jobs, connecting with the team, dealing with poor performance, establishing group discussions, utilizing peer coaching, staying informed, training managers and employees, and investing in compliance software.

In addition, it is no secret that Apple Inc. is already taking confident steps towards eliminating potential risks and obstacles in training with HRD. For instance, Apple Inc. invested money in developing special courses and training for management and executive staff, considering new industry trends. Based on the principles of team-based approaches, every employee in the company is essential and valuable, and they can get a unique opportunity to study, develop, and improve in a particular profession for free.

Researching Into Similar Organizations

Comparing Apple Inc. with similar organizations based on a team-based approach and working with modern technologies and innovations, the following conclusions should be drawn about specific areas that may be relevant to the selected organization and the training needs. For example, Nokia and Zapier, the same as Apple Inc., apply to companies built on a team-based approach. Equally, both Nokia and Zapier are committed to training employees in accordance with the desire for growth and development of personnel in order to create and develop new innovative solutions. Consequently, the recommendations presented earlier for solving problems may be relevant for the three designated companies since they have relatively common goals, objectives, missions, and values in terms of bringing people together through technology.

In general, based on the comparative characteristics and research of firms, it should be concluded that specific areas in training are associated mainly with the continuous development of personnel for the implementation of new innovative solutions and, as a result, the promotion of Apple Inc, Nokia or Zapier in the industries and gaining the trust of consumers. Thus, the areas of professional development and the provision of broad development opportunities are directly relevant to Apple Inc. and its training needs, as can be seen in the example of Nokia or Zapier, taking into account the current needs of buyers and the rapidly developing markets. Moreover, both at Zapier and Nokia, the staff works in small independent teams, where everyone informs about the status of projects and shares knowledge, and these points can be said about Apple Inc.

Conclusion

Based on the above, Apple Inc. is one of the most well-known companies appealing to a team-based approach. It should be recognized that the company risks facing such problems in the field of personnel training as difficulties in professional development or retraining of personnel, development of employees to leaders, investments in training programs, corporate software, and much more. However, strategies to expand vacancies and jobs, train managers, establish links with the team, invest in software, and more will help solve these issues.

References

Ford, J. K. (2020). Learning in organizations: An evidence-based approach. Routledge.

Han, J., Forbes, H., & Schaefer, D. (2021). An exploration of how creativity, functionality, and aesthetics are related in design. Research in Engineering Design, 32(3), 289-307. Web.

Trivedi, S. (2019). A study on development of personal and management skills in Apple Inc. International Journal of Human Resource Development and Management, 9(1), 1-9. Web.

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A Comprehensive Analysis of Apple Inc.

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