Apple focuses on a lean talent management approach that emphasizes having fewer, highly productive employees. It measures workforce productivity per employee and recruits only candidates deemed hardworking and committed. However, Apple has faced criticism for its treatment of workers, including violating labor laws, underpaying employees, and not providing a work-life balance. Several strategies could help Apple improve, such as expanding into emerging markets and addressing issues negatively impacting workers like their health, welfare, and motivation.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
**Download for slide notes.** Presentation given at the Women in Manufacturing Summit in Milwaukee, WI on October 29, 2012 by Marni Hockenberg of Hockenberg Search and Mary Scheibel of Trefoil Group. (Note the large file size)
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
**Download for slide notes.** Presentation given at the Women in Manufacturing Summit in Milwaukee, WI on October 29, 2012 by Marni Hockenberg of Hockenberg Search and Mary Scheibel of Trefoil Group. (Note the large file size)
Performance appraisal of 5 companies done by shweta-bebartaShweta Bebarta
It is a PPT which describes briefly about Performance appraisal process of 5 companies. they are - TCS, GENERAL ELECTRIC, SAP, BIG BAZAAR and TITAN. These 5 companies, which process they have adopted for appraisal and why it is good for the company?
Talent management practices of TCS-
Recruitment and selection process
Learning and Development
Performance Management
Compensation and Benefits
Employee Retention
Succession Planning
Markov Chain Analysis in HR Decision Makingrahul23t263
Markov chain is one of the techniques used in operations research with possibilities view that managers faced in organizational decision making .Manpower planning process which the management determines how an Markov Chain move its current manpower position to its desired manpower position.
Through planning, management strives to have the right number and right kinds of people, at the right places at the right time, doing things which result in both the organization and individual receiving maximum long-run benefits.
Performance appraisal of 5 companies done by shweta-bebartaShweta Bebarta
It is a PPT which describes briefly about Performance appraisal process of 5 companies. they are - TCS, GENERAL ELECTRIC, SAP, BIG BAZAAR and TITAN. These 5 companies, which process they have adopted for appraisal and why it is good for the company?
Talent management practices of TCS-
Recruitment and selection process
Learning and Development
Performance Management
Compensation and Benefits
Employee Retention
Succession Planning
Markov Chain Analysis in HR Decision Makingrahul23t263
Markov chain is one of the techniques used in operations research with possibilities view that managers faced in organizational decision making .Manpower planning process which the management determines how an Markov Chain move its current manpower position to its desired manpower position.
Through planning, management strives to have the right number and right kinds of people, at the right places at the right time, doing things which result in both the organization and individual receiving maximum long-run benefits.
Engage Employees to Better Serve Your CustomersOpenSpan
How can your company gain a competitive advantage?
The answer is more simple than you might think – engage your customer-facing employees. The
brand of your company is represented by each of your customer-facing employees. By engaging
and empowering front, middle and back office workers, you can successfully create loyal brand
ambassadors. It is only by leveraging and optimizing these brand ambassadors that will provide the
world-class customer experience to set you apart from competitors.
Age diverse work groups are more productive!Joe Slade
According to the Bureau of Labor Statistics (BLS), age-diverse teams demonstrate both deep business experience and a network of friends and colleagues built over 3-5 decades. They also found that workers over 55 are more loyal. In 2016, workers above the age of 55 had a median tenure of more than ten years with an employer vs. 2.8 years for Millennials. We’re not knocking Millennials, just making sure you are aware of why skill sets are not always the answer.
When recruited and managed purposefully, multi-generational work forces are more productive and have less turnover than those in companies without age diversity.
Running Head HUMAN RESOURCE INVESTMENT 1HUMAN RESOURCE INVESTM.docxwlynn1
Running Head: HUMAN RESOURCE INVESTMENT 1
HUMAN RESOURCE INVESTMENT 5
Apple Inc. Human Resource Investment
Student’s Name
Institution Affiliation
Human Resource Investment
Apple Inc. is an American company with its headquarters in Cupertino California. The company specializes in the manufacturing of soft wares IPad smartphones, Macintosh Computers, and personal computers. The company has been in existence since the year 1976 and has expanded globally to date. Apple stores have been set up in almost every country in the world. The company has successfully stood out over its competitors due to its emphasis on the quality of their products. The company has also employed strong human resource policies that have motivated their employees to achieve greater heights and won their loyalty (Ragan, 2006). The purpose of this paper is to look into various ways in which Apple has managed to keep the focus of its human resource using various strategies a such as employee engagement globally talent management, corporate social responsibility, human resource technology, employees law and human rights, emerging trends in human resource human capital challenge and best practice in human resource.
In employees’ engagement, Apple has successfully considered the ideas of their employees in making their decision. This has resulted in the creation of a conducive environment for the employees. As a result, a relationship based on integrity and trust has been achieved Employees are allowed to freely air their ideas and concern to the management without fear of discrimination. The management also has successfully communicated to employees on the goals of the company and various approaches to be employed. Feedback on employees’ performance has constantly been given back and hard work rewarded. To this effect, the employees are vast with the companies’ approaches to different issues and work extra hard to be rewarded. Improvement of the handling on employees’ emotions should be given a priority and collective handling of issues need to be avoided. This is in recognition that employees are all unique and therefore should be handled an individual’s other than groups and departments.
The management of talent in Apple Company has also contributed to the success of the company at a great deal. This has been achieved in three major ways. First, the company has successfully embraced ideas of its employees who come up with innovation that are completely different areas from the one the company majors on. For example, it has successfully ventured into the music industry via iPod and I tune channel distribution. This later led to the company’s domination in the field of smartphones. This is all related to the company’s zeal to embrace ideas from its employees and put them into practice. This has contributed to its agility success in becoming the next new thing in a different field in the technology market. Care should also be taken to avoid wasted investe.
Page 7 of 30Business Plan for a Startup BusinessThe business p.docxbunyansaturnina
Page 7 of 30Business Plan for a Startup Business
The business plan consists of a narrative and several financial worksheets. The narrative template is the body of the business plan. It contains more than 150 questions divided into several sections. Work through the sections in any order that you want, except for the Executive Summary, which should be done last. Skip any questions that do not apply to your type of business. When you are finished writing your first draft, you’ll have a collection of small essays on the various topics of the business plan. Then you’ll want to edit them into a smooth-flowing narrative.
The real value of creating a business plan is not in having the finished product in hand; rather, the value lies in the process of researching and thinking about your business in a systematic way. The act of planning helps you to think things through thoroughly, study and research if you are not sure of the facts, and look at your ideas critically. It takes time now, but avoids costly, perhaps disastrous, mistakes later.
This business plan is a generic model suitable for all types of businesses. However, you should modify it to suit your particular circumstances. Before you begin, review the section titled Refining the Plan, found at the end. It suggests emphasizing certain areas depending upon your type of business (manufacturing, retail, service, etc.). It also has tips for fine-tuning your plan to make an effective presentation to investors or bankers. If this is why you’re creating your plan, pay particular attention to your writing style. You will be judged by the quality and appearance of your work as well as by your ideas.
It typically takes several weeks to complete a good plan. Most of that time is spent in research and re-thinking your ideas and assumptions. But then, that’s the value of the process. So make time to do the job properly.Those who do never regret the effort.And finally, be sure to keep detailed notes on your sources of information and on the assumptions underlying your financial data.
Business PlanLaMeka Wright-Potter, Julius Potter, & Audrey Wright
Cate’s TLB LLC
Street Address
1515 Overton Crossing
Memphis, Tennessee 38120
800-210-1200
800-210-0200
[email protected]
Table of Contents
I.Table of Contents3
II.Executive Summary4
III.General Company Description5
IV.Products and Services6
V.Marketing Plan7
VI.Operational Plan15
VII.Management and Organization19
VIII.Personal Financial Statement20
IX.Startup Expenses and Capitalization21
X.Financial Plan22
XI.Appendices25
XII.Refining he Plan26
Executive Summary
Write this section last.
We suggest that you make it two pages or fewer.
Include everything that you would cover in a five-minute interview.
Explain the fundamentals of the proposed business: What will your product be? Who will your customers be?Who are the owners? What do you think the future holds for your business and your industry?
Make it enthusiastic, professional, complete, and concise.
I.
Training and Development - Manu Melwin Joymanumelwin
“Training is learning that is provided in order to improve performance on the present job. ” - Dr. Leonard Nadler
“The purpose of any training program is to deliver results. People must be more effective after the training than they were before. ” - Mr. Bob Pike
#1NWebinar: Talent Brand - The Missing Piece of Your Brand PuzzleOne North
Talent Development Manager Sarah Mueller describes the untapped element of brand every professional services organization should be taking advantage of: the Talent Brand. Attracting, engaging and retaining top talent is an essential activity for marketers and HR professionals alike, but what really helps a company stand apart from the rest in a highly competitive talent market is a well-defined and unique talent brand.
During her presentation, Sarah broke down the meaning of a talent brand, showed what a successful talent brand in action looks like and described the tools needed to start your own talent brand initiative.
2. Talent
Management
Talent management is a top business and HR issue as organizations
report capability and leadership challenges.
New, innovative HR programs are becoming essential to attract and keep
critical talent in an increasingly demand-driven talent market.
Changes taking place in the business world have increased the demand
for a talented workforce; as a result, it has become more difficult to find
the right talent.
The classic model of Talent, Recruitment, and Retention strategies are
neither relevant nor successful anymore. Talent has become a focal point
because talent is crucial for a company’s success.
Due to the scarcity of supply in the workforce market, it is of the utmost
importance to support business and functional strategies with talent
strategies and programs.
3. TALENT MANAGEMENT @ APPLE
• Apple is a multinational corporation and one of the most valuable companies globally is due to its unique
management strategies
• The technology industry is very competitive it continues to outdo its competitors due to its superior leadership,
availability of great talents from the staff, and its unique way of managing talents
• Its Talent Management approaches have enabled the company to increase the productivity of the workforce
and innovation leading to high performance
• The company uses a Lean Talent Management Approach, which helps in improving productivity
• Apple focuses on measuring workforce productivity per employee by measuring revenue per worker or profit
per employee
• The philosophy of the company is “having less is more”, which means that the leadership focuses on having
fewer employees who are more productive and innovative
• Recruitment of the employees targets only the hardworking, committed, and perfect in detail candidates rather
than diversity and other factors.
• It does not provide any training and development program for its workers but makes them do it to help them
develop skills on their own
4. • The company treats its workers and customers differently giving it a bad image
• For its customers, it ensures quality products to serve their taste. However, it is blamed for violating workers’
local and international laws especially in China where it acquires cheap labour
• The company has been accused of mistreating workers, underpaying them and not providing
conducive work conditions. The diversity of the workforce is also an issue since the management
focuses on only hardworking employees committed to their work. Without work life balance it means
people with families, disability, and women have low chances of being employed by the company.
• Apple’s external environment is full of challenges due to constant complaints that emerge from different
players
• The company is exposed to many problems such as legal, social, work-related and humanitarian,
issues, which affect its performance. Other issues included workers committing suicide, poor working
conditions, poor pay, which ruins the reputation of the business
• Several complaints are raised every year, but the company promises to make changes and improve
employee terms
TALENT MANAGEMENT @ APPLE
5. • The company’s mission is to deliver the best to consumers by providing innovative hardware and software,
focusing on problems that it faces such as market expansion, employee complaints, and marketing techniques.
• There are several strategies that the company can adopt and improve its performance beyond the current one.
• One of the recommended strategies is an expansion of its market share in emerging nations especially the third
world countries.
• The markets in developing countries are also growing at a high rate and citizens of such countries are having
greater purchasing power. Enlarging its markets by distributing the products to these regions will guarantee
greater performance
• Another strategy that can help Apple to achieve its dreams of being a leader in the electronics and computer
industry is focusing on addressing issues that affect its workers. If people have a tinted image of the company,
they may decide to avoid buying its products leading to low sales.
• The company should focus on keeping a positive image that treats its workers with dignity, cares for their health
and welfare, as well as a company that focuses on employee motivation. Motivated employees record high
performance and identify with the company.
TALENT MANAGEMENT @ APPLE