Overview of Apple’s Human Resource Development Techniques  

Apple’s Managerial Concepts and Human Resource Development Theories

1. Introduction

Human resource development constitutes an evaluative and valid model, when integrated in the daily operations, leads to improvised operational and sustainability (Turner et al., 2019). To all organizations, human resources development remains the backbone for the functionality of the institution. Just as technology, HRM digitizationalso can be used to perform various processes, including construction, maintenance, and even recruitment processes. Therefore, as a tech-leading company, this paper reviews the operationality of Apple Company. Throughout its operation, the firm has incorporated the HRD systems that have led to the social-technical interactions amongst the stakeholders and system applications. Peterson’s theory calls for a practical understanding of the organizational process concerning the human processes and soundness of the systems. Through globalization strategy, Apple Company has effectively redesigned its functionality ad management policies for the extensive use of social resource management practices.However, the paradigm shift of human resource development has brought some challenges to which the Apple company finds it difficult for the adoption and redesign of its HR functionalities.

2. Overview of Apple’s Human Resource Development Techniques

Apple is an American multinational organization that operates in California with its headquarter in Cupertino. The company is known for its global operation, designing, and developing software, applications, and devices. Alongside Microsoft, Google, and Amazon, Apple is a Big-Four technological organization that cloud-based computing, geographical information systems, and accessories to its global consumers. As a managerial science, Apple firm has incorporated the human resource approach, which makes the organization lead other tech-firms in training and nurturing the employees. This has made the company to have innovation advantage, competitive flexibility as well as fit organizational culture. Despite the organizations’ global control, the firm is still faced with humanresource challenges, including workers’ diversity, talent strategy, and leader development. Tim Cook, in his press release statement in October 2012, the CEO promised to include an equal percentage of male and female, the talented and skilled young innovators for a diversified technical revolution. But since then, the firms still facemanagerial challenges as discussed below.

3. Strategic Models for Human Resource Development
4. Workforce and Communication Challenges

For quite some time, the multinational company has been faced with the communication challenges thus reducing the efficiency of the workflow. The introduction of a texture-based and magazine news system has led to confidentiality and security concerns of the communication platform. Although the supplement for technology is about $9.99 for every subscription, the technology possesses some challenges with the content’s security (data) (Randel et al., 2017). This business positions clients on one side with the developer on the other end, whereas the Apple company lies in the middle. With a vacuum in mind, thistechnology would lead to noise, thus disrupting the communication process. The problem would be prejudice as peddlers would easily climb and spread the fake alerts.The installation of application software on the Macbooks contravened the standards of the company. Regarding human resource development, I would recommend the managerial department to apply the psychological model for the elimination of the unpromising channels. In essence, the psychological model would also create enabling surroundings for the attainment of organizationalgoals and objectives. It is within the jurisdiction of the management to coordinate all forms of activities within any company. This allows for better communication strategies as well as the establishment of a supportive surrounding for workflow and profitability. Similarly, the systemic theory calls for the adoption of the necessary system elements, some of which will boost the overall productivity of the institution. The combination of systematic andpsychological approaches results in a more elaborate business arena, thus facilitating dynamic organizational behavior. The use of an accurate method to understand by the managers to understand the employees’ needs at all costs would steer the Apple firm in the realization of the set aims and goals (Turner et al., 2017)., Therefore, Apple company can work with the formulated policies to motivate its employees leading to better, a form of an improved workflow and communication processes thus facilitating the firms (Apple) developmental strategy. In summary, I recognize the importance of understanding organizational behavior, workflow, as well as communication approaches within the firm setting as thisleads to engagement and consistent actualization of the firms’ vision.

1. Training and Career Development.

Training and development of the employees is an essential aspect of human resource development. Through the practice of the employees, the human resource department of the organization exposes its employees to a lot of opportunities that can arise in the working environment. Training and development of the employees have several benefits in the workplace. The following are some of the benefits of training the employees. To mention some, the employee feels satisfied and appreciated by the organization if the organization teaches them. The performance of the employees will increase after the training of the employees. Overall, employee turnover, together with other many benefits of employee training, solves some of the internal problems which are faced by Apple Inc company limited.

Even though training of the employees has a Bove mentioned benefits to both the organizations and the employees, it is the most prominent organization problem. The preparation of the employees is costly. The organization spent a considerable amount of resources to train and develop their employees. Another issue that an organization has to face by training of the employees is a delay in project completion. When the employee attends a training program, it will mean that the project they were assigned to will stop for a while (Black et al., 2017). To solve the internal problem of the organization which arises through training of the employees, Theories of Human resources development is essential. Psychological theory, system theory, and economic theory are beneficial concepts when approaching the training issues in the organization. System theory focusses on the inputs, processing, and finally, the result, which is the output. According to system theory, the organization should put a lot of information into the system for the desired output to be realized. One of the major inputs the organization can consider is investing in the employee. The Apple Inc company can solve some of the internal problems by training its employees in order to produce quality products

consistently.

The psychological theory of human resource development is another tool for solving the internal problem of the Apple Inc company limited. The approach emphasizes the concept of adult learning. The concepts of cognitive psychology, behavioral psychology, together with the gestalt concept, explain the strong relationship that exists between the employee’s development and the general performance of the organization. The perspective of the theory illustrates critically that the development strategy of the organization provides a clear understanding of human resource development ethical foundation.

Economic Theory of human resources development argues that there is always rational behavior, which is the dependence of some variations. This theory is usually taken as the core of human resource development, which emphasizes the economic development of the employees. The provision of financial appreciations and profit always boosts the productivity of the individual employee. This has a more significant impact on the overall operation of the organization.

1. Innovation, Adaptivity and Technology.

One of the most obvious problem most of the organization face if adaptability. In the present global market, there is stiff competition. It is, therefore, necessary for the organization to embrace the adaptability approach to survive in the global competitive market. The most frequent crisis which generally arises due to the adaptability and cultural change is the user interface. Apple Inc products are products for a highly knowledgeable segment of the market. This has dramatically influenced the operation of the company negatively. The only competent human resource should consider the current situations and start to forecast on the future activities of the organization. The system theory of Human resource development, therefore, is very crucial in keeping the organization informed about the new trends.  The concept of constant provision of relevant input to the organization will ensure that the organization is conforming to the current issues and demands of the market. Apple Inc company can expand its market by adopting some user-friendly interface products for semi-skilled individuals in the market.

Psychology theory of human resource development is another essential tool in solving the adaptability and technological issues. This paper focusses on the importance of behaviors of the organization. The response and adaptation based on psychology concerning the satisfaction of the work. The employees of Apple Inc company can produce satisfactory work to adopt the current trends of the market. The marketing department of Apple Inc limited is generally precarious. There is a relationship that exists between the shares of the organization, and the profitability is the concept of adaptability. The economic theory of human resource development, therefore, addresses how the organization can provide monetary effort towards the achievement of the adaptability issues.

Technological issues

Technology is one of the most dynamic aspects of any organization. The primary source of the success of any organization is the adaptation of the current technology. Apple Inc company is a global company that is faced with a lot of challenges due to market expectations. Apple-based company is faced with several technological challenges, such as the adoption of 5G internet operations (Collins et al., 2017). The users of the iPhone highly anticipate this new technology. The idea of endpoint forecasting, together with several other technological challenges, has become a big issue to the Apple Inc company. The human resource development concept has some possible theories to help handle some of the technical problems of the company. Economic theory, for example, will emphasize on the allocation of the resources needed by the company to embrace and incorporate the new skills and ideas. Through the incorporation of the latest technology, the company will increase its market share globally.  The system theory of human resource development will enable the human resource manager to incorporate the integrated components of the entire system to embrace and adopt new technology.

1. Management and Leadership and Development

Leadership and development are vital in expanding human capacity to perform the roles of the organization. The Apple firm, lacks a repertoire of leadership development. This formed the foundation upon the constant poor decision making and evaluation. Lack of good leadership leaders to the general reduction of the morale for work. Due to this, most of the organization employees were retrenched and lead to an automatic quality reduction.  Poor leadership incapacitates poor communication, thus affected the organization. Due to imperfect leadership, the decision-making process is usually deterred, and the effect is the dissatisfaction of the client. Since poor leadership creates a vast gap between strategy and its execution. Most of Apple Inc.’s facilitation activities of work could be handled; this was is primarily caused as a result of its inability to develop new measures to curb the changing business world. Poor leadership had made drives of impacting any part, even the critical activities of Apple Inc. Company. It caused low engagement among the employees and eroded the integrity of the departmental, the values, and the code of ethics among the employees. The above forms, if left unchecked by human resource development critics leading to general poor business performance. Efficient eldership takes effect on business success.

As one of the factors for the success of the business, the roles of leadership in development helps in the facilitation and execution of the organization’s strategy by boosting team building and alignment (Black et al., 2017). Creating a repository of the mindshare improves the organization’s performance. The roles of the leadership are usually categorized as being formal, and this implying it circulates making of organization decisions and being responsible for the organization undertakings. It can also get involved in informal roles of influencing the activities of a team towards the realization of the company’s needs. All these factors are vital for the success of any organization. Both human performance, system and economical psychological theory. Relates human resource development, and advocate for the creation of human expertise towards the realization of the organization’s needs. This can be achieved through training and having bench-marks on the already established organizations. Through the creation and increasing learning capacity of individual leaders, the organization can meet organizations’ needs and is vital in improving productivity. It remains the responsibility of the s of the company to adopt the policies towards good leadership; this can be done through the facilitation of training programs to help leaders adapt to the current dynamics of the business. Through the improvement of the human capacity to handle the problems associated with the market, this leads to the success of business. Training and development on career development and bench-marking on the ever-growing company, including Amazon, is key to Apple Inc. company success. Finally, it remains the responsibility of the business leaders to adhere to the leading professional code of conduct to successfully effect the role of leadership in producing productive changes in the business world.

1. Workforce diversity and skill level of employees.

Workforce diversity enables the incorporation of all individuals in the organization to work together; it circulates the differences and similarities among employees with a basis on gender, age, background, physical abilities, religion, culture, and disability. Workforce diversity forms a significant drive for efficient productivity as it enables the placement of employees based on their specialization—a noticed problem in Apple Inc. The company was the absence of incorporation of the concept of diversity. Workforce diversity needs should be sensitized since it can also lead to drastic effects on the company, for example, unchecked diversity hinders communication, and this can negatively affect the production process (Bratton et al., 2017). Secondly, variety can lead to resistance to change, especially from employees who cannot accept changes to that go against their social-culture egos.  Human resource development has it that no humans are similar to their placements towards there area of interest, and specialization is the key to productivity. Workforce diversity forms the strength organization.  Through a variety of perspectives among the leaders, a wide view of the strategies and decisions that have to make concerning the business is easily solved. This concept is true as every individual in the organization has disparities in thought due to differences caused by humanity and nature; this gives better insight to the partners and buyers. Workforce diversity forms the backbone for the increased creativity in the organization, the problems of having heterogeneous employees limit creativity and innovation. Creative and innovation are a resource to combat the dynamic nature of the business. Diversity in the workforce improves performance and reduces fears. It employs the effect of inclusivity and reduces the fear of rejection; this not only boosts innovation but also deco making the company since the formation of Apple Inc. The company is based on the technology diversity in the workforce is vital in promoting the company brand reputation to the public; it acts as a link to the community and can form the basis behind trust in the community.

Administration of human resources has the responsibility of building the capacity of the employees by delegating duties to them based on their skill levels as a responsibility of human resource labor should be delegated based on the physical to mental and skilled to unskilled dimensions (Collins et al., 2017). Practical evaluation of this as bench-marked in Amazon Company will lead to the success of the organization. As an active factor in production, labor should be diligently to fasten production. Employing this equalizes to company gains in the form of invention, improvement, troubleshooting, and operation all the company’s needs. The cognitive theory of expertise agitates for levelling of expertise and forms the key to the success of the business. The company should always strive to excel the human knowledge through training and mentorship irrespective of the level. By placing the hierarchy of labor is business adaptability is increased, thus allows the company to widens the geographical area of operation.

4. Conclusion

With technological advancements, Human Resource Management has also incorporated recent technical orientations and professionalism. Apple, the multinational American Company, has also upgraded its operations with the implementation of HR techniques leading to better consumers’ reputations, efficiency, and brand differentiation. This has not only led toincreased profitability in the organization but has also contributed to significant speed and accuracy of Apple’s services. Although the company has experienced some extents of innovative and technological aspects, managerial scopes as well as training and nurturing of the employees, the organization has consistently employed HR techniques for the substantial business processes. As mentioned above, human n resource management remains the most crucial factor for organizational success. It leads to the training of the employees, skilled workforce, innovative institutional model. All of which, when coordinated properly, leads to organizational development. Therefore, at the infancy of every organization as Apple, human development theories constitute the managerial science for the attainment of better organizational behavior and envisaged development.

References

Black, K., Warhurst, R., & Corlett, S. (Eds.). (2017). Identity as a foundation for human resource development. Routledge.

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Collins, J. C., Zarestky, J., & Tkachenko, O. (2017). An integrated model of national HRD and critical HRD: Considering new possibilities for human resource development. Human Resource Development International, 20(3), 236-252.

Ju, B. (2019). The roles of the psychology, systems and economic theories in human resource development. European Journal of Training and Development.

Nolan, C. T., & Garavan, T. N. (2016). Human resource development in SMEs: a systematic review of the literature. International Journal of Management Reviews, 18(1), 85-107.

Randel, A. E., Zatzick, C. D., & Pearce, J. L. (2017). Optimal Distinctiveness and Human Resource Development. In Identity as a Foundation for Human Resource Development (pp. 67-79). Routledge.

Turner, J. R., Morris, M., & Atamenwan, I. (2019). A Theoretical Literature Review on Adaptive Structuration Theory as Its Relevance to Human Resource Development. Advances in Developing Human Resources, 21(3), 289-302.

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