Contemporary Issues in HR Service Delivery (Apple Inc.)

This paper analyzes the HR service delivery at Apple Inc. and discusses the traditional and Ulrich's HR model. It also looks at the factors that shape up HR service delivery and recommends a suitable HR structure for the HR department.

CONTEMPORARY ISSUES IN HR SERVICE DELIVERY (APPLE INC.)
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29th May 2018

contemporary issues in HR service delivery (apple Inc.) 2
Executive Summary
Apple Inc. is a technology-based multinational organization that has played a big advancement
and development of technology in the world. Its designs and manufactures consumer electronics
and software products that are vastly known internationally due to increase in globalization. A
description of the organizational structure of Apple Inc. will be identified and analyzed. the
paper will discuss the human service delivery which is composed of two categories the
traditional and Ulrich’s HR model which has been further discussed while looking at the
perspective of Apple Inc. Moreover, the success of Apple Inc has been attributed to a secret HR
strategy that has been focused on increasing employee creativity and innovation which will
further be analyzed .HR service delivery will also be discussed and further analyzing the various
factors that shape up its functionalities at Apple Inc. Finally, a recommendation of the HR roles
at Apple Ince will be given while recommendation a suitable HR structure for the HR
department

contemporary issues in HR service delivery (apple Inc.) 3
Table of Contents
CONTEMPORARY ISSUES IN HR SERVICE DELIVERY (APPLE INC.)...............................4
Introduction to Apple Inc.................................................................................................................5
Apple’s organizational Structure.................................................................................................6
HR service delivery.....................................................................................................................8
Traditional Human resource structure...........................................................................................10
David Ulrich’s 3-legged model.................................................................................................11
Human resource service delivery(Apple)..................................................................................12
Factors that shape up HR service delivery................................................................................13
a. Size.....................................................................................................................................13
b. Industry...............................................................................................................................13
c. Structure..............................................................................................................................13
d. Culture................................................................................................................................13
Recommendation of the HR Role and Structure of the HRD....................................................14
Structure recommendation.........................................................................................................14
Roles of the HR.........................................................................................................................15
Conclusion.....................................................................................................................................15
Reference.......................................................................................................................................17

contemporary issues in HR service delivery (apple Inc.) 4
List of figures
1. Figure 1: Apple Inc. organizational Structure……………………………………………7
2. Figure 2: traditional HR service delivery model…………………………………………9
3. Figure 3: David Ulrich’s 3-legged model…………………………………………...…...11
4. Figure 4: Recommended HRD structure at Apple……………………………………….14

contemporary issues in HR service delivery (apple Inc.) 5
CONTEMPORARY ISSUES IN HR SERVICE DELIVERY (APPLE INC.)
Introduction to Apple Inc.
Apple Inc. is a technology-based multinational organization that has played a big advancement
and development of technology in the world. Its designs and manufactures consumer electronics
and software products. Most of its well-known consumer electronic products such as iPhone,
MacBook, and Macintosh computers. Some of its well-known software products are the iTunes
and the iOS operating systems that supports most of it consumer electronics. The firm was
established in 1976 by Steve Jobs, Steve, and Ronald Wayne. The firm was incorporated a year
later which by then it was referred to as 'Apple computer Inc.' mainly due to the fact it
establishment was based on computers but it had to diversify its products due to the numerous
opportunities that were available prompting it to drop the word computer and since then it has
been known as 'Apple Inc. (Chetaru ,2017). Thanks to globalization and development of
emerging economies, Apple has seen an increase in operations in over 15 nations with over 500
retail stores where it products are strategically accessed by consumers, moreover it has online
stores where consumer can access it products and services (Beck ,2018). It currently has over
123,000 employees and generated an annual revenue of 229.3 billion dollars in the fiscal year
ending September 29, 2017 (Chance,2018). Efficient strategies implemented in Apple has led to
increased innovation and technological advancements that have assisted the firm in attaining a
competitive advantage over its rivals and gaining a dominant market share (Lee et al,2015). This
has seen an increase in the number of consumers as well their loyalty to the Apple brand which
has constantly resulted in increased profit generations in the long run. However, Apple has an
efficient HR strategy that it doesn’t like to be open about that experts say is focused on theory

contemporary issues in HR service delivery (apple Inc.) 6
employees who are motivated to increase creativity and innovations which assist the firm to be a
top brand accompanied with high-quality products
Apple’s organizational Structure
Apple has a hierarchical organizational structure. Such a structure was developed and
implemented by its co-founder and previous CEO late Steve Jobs with a specific end goal to
guarantee centered acknowledgment of his imaginative thoughts and a clear vision for the
business. Apple hierarchical structure has been subjected to specific adjustments since the
influential position was accepted by Tim Cook on August 2011. In particular, Mr. Cook grasped
the decentralization of basic leadership to a specific degree keeping in mind the end goal to
support advancement and innovation at different levels (Chetaru ,2017).

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Figure 1: Apple Inc. organizational Structure
Apple Inc. Directorate comprises of eight individuals with a strong authority foundation in a
scope of ventures. Three individuals are acting CEOs and two individuals are previous Top
executives of worldwide organizations. Additionally, demonstrated they all have strong
leadership skills, for example, previous US Vice President Albert GoreJr, previous CFO and
Corporate President The Boeing Company James A. Ringer and prime supporter and Director of
BlackRock Susan Wagner likewise serve in Apple Board of Directors. there are numerous
benefits of Apple's organizational structure such as an incorporate tight control controlled by the
top administration overall business aspects. Additionally, job advancement openings propel
workers to perform well and there are clear levels of expert and obligation (Rothaermel, 2015).

contemporary issues in HR service delivery (apple Inc.) 8
On the negative side, Apple's various organizational structure may bargain adaptability of the
business to reflect changes in the international markets that are highly volatile. Besides, in
progressive associations correspondence crosswise over various divisions has a tendency to be
less successful than in flat associations (Harper, 2015).
Taking into various difficulties affecting the organization, for example, rapidly diminishing
lifecycle of innovative products and declining offers of iPhones, iPads, and Mac product
accessories, it can be contended that this structure might be subjected to specific changes in the
mid range point of view (Ashkenas et al, 2016). To be more particular, components of lattice
hierarchical structure and divisional authoritative structure might be coordinated into Apple Inc.
hierarchical structure to a more noteworthy degree to build the product-based advancements and
innovation
HR service delivery
This is the technique with which HR gives its services to workers. Insubstantial associations, for
example, Apple, HR has a huge duty to a vast populace to guarantee like ensuring the guarantee
of payrolls and new employment opportunities are posted, and to enable the access of various
benefits such as bonuses by its employees (Armstrong and Taylor 2014). There are two primary
HR services delivery models. The conventional model of 'generalist' HR staff rotates around a
focal group that will give key administrations and handles the necessities of line chiefs,
representatives and ranking staff, in spite of the fact that there might be inward partitions-based
worker grades (Reilly and Williams, 2016). This is the most well-known kind of administration
conveyance show.

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Figure 2: traditional HR service delivery model
The second model and one that is progressively picking up footing is Ulrich's three-legged stool
model of HR benefit conveyance, which includes three vital strands – HR business accomplices,
HR focuses of ability and shared HR administrations (Marchington et al, 2015). Generally
referred to benefits incorporate a more prominent capacity for HR to be key which will be
discussed further in the paper

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Traditional Human resource structure
The traditional human structure mainly features with its traditional approaches with the main
focus on functionality or an organization such as recruitment, addressing performance issues and
the guarantee of efficient administrations of employee payrolls.
The industrial model of the HR traditional structure, material to blue-captured assembly line
laborers, is a controlled work environment set apart by limited, inflexible occupation definitions
and nitty-gritty working environment tenets and systems. Specialists have much self-sufficiency
and veering off from the composed strategy and technique pull in disciplinary action, with
circumspection retaining a selective right of administration. The trade union rules aggregate
dealing settlements characterize pay scales, and rank chooses advancement openings. This
industrial HR model was suitable applicable I the manufacturing segments of Apple before all
the technology rolled in and everything had to adapt to the technological change for increased
efficiency. The salaried model of HR administration traditional structre and approach is pertinent
to white-collar occupations which have less unbending terms of business and comprehensively
characterized sets of responsibilities, however the fundamental idea of a firmly characterized
work structure regarding composed employment obligations and adhering to the brief, with just
best supervisors considered capable to take significant choices remains. Legitimacy, as dictated
by the execution evaluation method and instructive capabilities, positions fundamental in
choosing advancements and pay obsession.

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David Ulrich’s 3-legged model
The Dave Ulrich's model of Human asset benefit conveyance, otherwise called the ''three-legged
stool’ ‘is viewed as the best practice. To comprehend the degree to which this model is proper
for all associations such as Apple Inc, we should first comprehend Ulrich's model, trailed by its
accomplishments and difficulties in contrast with the conventional model that is as yet being
utilized by numerous associations.
Figure 3: David Ulrich’s 3-legged model
Ulrich's model depends on the best way to help the association by augmenting human capital. It
is an idea determined from Ulrich's unique Four-factor concept model which comprised of HR as
a Strategic Partner, a Change Agent, an Administration master and an Employee Advocate. The
Three-legged stool display limited on the diverse capacities and made the three parts/offices (i.e.

contemporary issues in HR service delivery (apple Inc.) 12
the Business Partners, the Shared administrations and the Center of Expertise) that each
association may require the end goal for HR's to wind up a more key benefactor and to expand its
commitment to business execution with the goal of gaining competitive advantage (Hunter et
al,2016).
The fundamental favorable position of this model has been the sorted-out structure of the HR
capacities and perceiving the part of an HR as an expert or strategist for individuals results of
changes to procedure or approach to enhance business execution and the financially savvy nature
of shared administrations. On the downside it takes a while for the model to illustrate its cost-
effectiveness with a high expense in deepening maintaining the model, this is the main reason
that it suitable for large cooperations such as Apple who have the financial ability to incorporate
into the business models.
Human resource service delivery(Apple)
This is the technique with which HR gives its services to workers. Insubstantial associations, for
example, Apple, HR has a huge duty to a vast populace to guarantee like ensuring the guarantee
of payrolls and new employment opportunities are posted, and to enable the access of various
benefits such as bonuses by its employees. This is in conjunction with selecting new
representatives and giving quality training and mentorship to its current employees. Apple is a
large organization and it requires the Implementation of an efficient service delivery; how can
Apple use human resource service delivery efficiently (Tomczak et al,2018). Two regular
techniques are utilized. The first is utilizing HR delegates to deal with worker growing issues and
demands. These agents are deliberately situated in different territories of the organization where
each one of them handles HR matters in their useful units (Gatewood et al, 2015). This
incorporates setting up new representatives in the fiscal framework and sorting out new contract

contemporary issues in HR service delivery (apple Inc.) 13
introduction and preparing. frontline managers will also have the luxury of being trained and
mentored by these representatives, who handle a portion of the essential HR matters within their
environment. This lessens the need to contract additional representatives just to deal with HR
concerns and requests
Factors that shape up HR service delivery
a. Size-How large an organization is will affect and shape up the service delivery of an
organization. It is also depending on a number of factors such as the number of
employees, Apple is a large firm with thousands of employees who are dependent on the
quality of human resource functions for their maximum productivity and functionality in
the firm’s activities. This will definitely shape up the service delivery in order to cater for
such scenarios since a misfortune or mistake by the HR functions could undermine its
growth and development.
b. Industry-Apple main products and services are based on the technology industry,
therefore the HR service delivery would not it be effective if it operated within traditional
or outdated functionality scope. It would undermine the core purpose of the firm’s
existence in its market. Therefore, the service delivery is shaped up and improved
towards meeting the technology environment that the firm operates within. This will
ensure a smooth running of the HR function in the organization
c. Structure-Apple operates within a hierarchal organizational structure where the top
executives are in full direct control of the policies that define the organization. Therefore,
the human resource service delivery will be shaped up to suit this organizations structure.
However, a single alteration or change in the structure could showcase various
constraints that would undermine it functionates

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d. Culture-this largely shapes up HR service delivery at Apple Inc especially since it’s an
international firms ad it has an employee more individuals who have different cultural
backgrounds moreover business environments also vary greatly (Brewster,2016).This
prompts the HR to adjust their functionalities and policies to suit their varying differences
as it will increase productivity and functionality of the HR service recipients creating a
conducive working environment.
Recommendation of the HR Role and Structure of the HRD
Structure recommendation
Apple Inc is a large company that has been able in sustaining a competitive advantage in the
technology market. regardless of the firm using the hierarchal organizational structure (Albrecht
et al,2015) the firm is still segmented into a product based and functionalities departments for the
Essene of focusing on the development and advancements of the various products (Cascio,
2018). I would recommend the use of HRD structure where it is divided by its functionalists as
it firm continues to grow and expand into various ventures such as artificial intelligence and
security

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Figure 4: Recommended HRD structure at Apple
Roles of the HR
Recruitment and selection-Apple value its employees as they drive the growth and
development of the firm. It is effective for the HR to select skills and appropriate employees
depending on the functionalities of different departments in Apple who will be suitable to drive
the HR approach to quality service delivery (Paillé et al,2014).
Training and development-The HR should develop training and mentorship programs that will
be purposed in developing employee skills and increase collaborations between different
departments (Chuang et al,2016)
Performance management-another major role that should be incorporated by HR the use of
performance management of employees where the HR can identify underperforming employees
and take appropriate actions (Phillips et al,2016)

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Compensation and benefits-Through performance management it is essential to reward
performing employees through bonuses and incentives as well as promotions which will cause a
repo effect and motivate all employees in the long run (Guest, 2017).
Conclusion
Apple Inc. is a technology-based multinational organization that has played a big advancement
and development of technology in the world. Its designs and manufactures consumer electronics
and software products that are vastly known internationally due to increase in globalization.
Apple uses aa hierarchal organizational structure which was developed and implemented by the
late Steve Jobs. Its merits and demerits have also been illustrated in the paper. The paper has also
discussed the human service delivery and shown that is composed of two categories the
traditional and Ulrich’s HR model which has been further discussed while looking at the
perspective of Apple Inc. Moreover, the success of Apple Inc has been attributed to a secret HR
strategy that has been focused on increasing employee creativity and innovation prompting the
paper to look at the traditional structure of which was largely in use during the industrialization
era.HR service delivery has also been discussed and further analyzing the various factors that
shape up its functionalities at Apple Inc. Finally, a recommendation of the HR roles at Apple
Ince has been given while recommendation a suitable HR structure for the HR department

contemporary issues in HR service delivery (apple Inc.) 17
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