Apple PLC.: HR Planning Process

Posted on | by Laureen
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  1. Human resource strategic process
  2. External analysis
  3. Internal analysis
  4. Integration and Success measurement
  5. Reference

Human resource strategic process

  • Mission, Vision and Values:

    • Understanding the various production models and personal etiquette in the environment of the Apple company.
    • Understanding quality control and best approaches in efficient production.
    • Proper packaging and presentation of company products hat appeal to target customers.
    • Understanding the best practices of team work as a motivation to achieve the company targets.
  • Strategic Formulation and Implementation:

    • Developing a training and development strategy requires creation of relevant objectives and realistic budget.
  • Delivery mode:

    • The program will be delivered via power point presentation through an expert(s) in the human resource management department.
    • This delivery mode is easier to use and cheaper in the long run, especially since the targeted trainees are more than 50 employees.
  • Duration of the Training:

    • The training and development strategy is continuous but periodically executed after every six months.
    • The first phase of training will be on personal development while the second phase on teamwork and production quality skills (Bohlander and Snell, 2007).
    • The two phases will target intra and inter personal development of an employee in relation to performance in the work environment.

Self evaluation skills on individual concentration level in the company encompass actual and expected outcome.

Through designing relevant program training model, concentration evaluation will remained active in developing dependence of interest attached to an activity, creating proactive relationships, and monitoring their interaction with physical aspects of team evaluation.

Eventually, this pays off since that individual will learn to appreciate the essence of learning and need to stay active.

Thus, despite training coordination being rated as a high self management assessment strategy, actionable planning is of essence to create solution oriented task and strategy implementation secession for quantifying performance levels.

Human resource strategic process

External analysis

Political Factors

  • Strategies for health and safety.
  • Campaigns for employee rights.
  • Labeling of production process.
  • Proactive personal safety at work.
 Economic Factors

  • Low setup costs training.
  • Growing employee skills.
  • Support from major employee trainers.
  • Value for money.
  • Increased disposable income of the employee.
Social Factors

  • Active lifestyle for employee.
  • Awareness of Healthy work habits and illnesses.
  • Social activities.

 Technological Factors

  • Online requisition forms.
  • Investments in technological Innovations.
  • Introduction of on-job training services.

External analysis

Internal analysis

Strengths

  • Great degree of employee service customization.
  • Employee loyalty.
  • Choice of healthy work habits.
  • Partnerships with employee trainers.
 Weakness

  • High employee turnover.
  • Inconsistent employee welfare service.
  • Brand coordination with franchisees.
Opportunities

  • Increasing demand for specialized skills.
  • Introduction of quarterly employee performance. evaluation.
  • Technological advancement.
 Threats

  • Strong employee relationship with brand of the competitors.
  • Expiring first mover advantage.
  • Currency fluctuations on salary variances.

Internal analysis

Integration and Success measurement

Motivational Required Resources Leadership responsibility Steps taken Barriers Performance Indicators Time taken
Empowering employees Outsourced expert.

Training materials.

 Group leaders –implementing.

Training manager-evaluation.

 Periodic training.

Interactive forums

 Educational levels.

Authority and responsibility

 Analyzing feedbacks from suggestion boxes 6 months
Creating more motivational programs involving outdoor activities Sporting facilities.

Entire workforce participation.

 Team leaders

Team captains.

Overall captain.

 Initiating sports day in the calendar.

Resource allocation for awards

 Convincing the workforce to embrace the event. Testing team spirit and insight. continuous

Integration and Success measurement

Reference

Bohlander, G., & Snell, S. (2007). Managing human resources (14th ed.). Mason, OH: Thomson Higher Education.

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