Talent Resourcing and Development in Apple: An Analysis

This report analyzes the talent management strategy, policies and processes of Apple, including the impact of external and internal factors, best practices for attracting and retaining talent, and critical evaluation of relevant challenges and opportunities.

Talent Resourcing and
Development

Table of Contents
INTRODUCTION .........................................................................................................................1
MAIN BODY .................................................................................................................................1
Critically analyze the organization’s Talent management strategy, policies and processes.. 1
Talent management process:- ................................................................................................2
Analyze the external context in which the organisation operates: how does the
employment/labor market, global culture and establishment effect the organization’s repulsion
and holding of talent scheme..................................................................................................3
How does the internal context impact the talent management strategies and processes?......5
Highlight the best processes or initiatives used by the organization to attract and retain the
best talent. ..............................................................................................................................6
Critically evaluate the organization talent management approach using at least two relevant
theories or models...................................................................................................................7
Critically evaluate the relevant challenges and opportunities................................................8
Recommendations :-...............................................................................................................8
CONCLUSION ..............................................................................................................................9
References:.......................................................................................................................................9

INTRODUCTION
The talent that the management retain within the company or organisation will often
represents one of the most valuable business inventory. These are the people who will not
only ensure the successful running of the regular operations. But will also be liable for the
growth and future success of the business (Siegel, , 2018). As well as responsible for the
development and future success of the business. It is refers to a combination of people
management and process that directors utilise to recruit and retain upper talent. These
procedure are objected at making a high performance workforce, and are dynamically created
to the wants and total goals of the business. This report is based on Apple it is an American
multinational company that specializes in consumer electronics, software and online services.
It was founded in 1976 , 1 April. It was founded by Steve jobs and Ronald Wayne. It deals in
goods like I phone, ipad, airtag and many others. This project will cover the concept of talent
management and its ploicies , strategy and process in relation of consider company. Further it
will explains the impact of these discussed process on company and how it will influence the
employees to be more productive.
MAIN BODY
Critically analyze the organization’s Talent management strategy, policies and processes.
People management plays many roles in a company. The department controlled workers
relations. Talent acquisition, payroll. On boarding, and many others. One more duty of
human resource is talent management. It is a constant process that involves attracting and
retaining high quality workers, improving their abilities and continuously encouraging
them to develop their actions. The basic reason of talent management is to make a motivated
employees who will stay with the company in long term basis. The exact manner to attain
this will varied from company to company. Apple is an international company which
concentrate on increasing the sales and revenue for the company by providing creative
hardware and software. It must mark on issues that It faces just as market expansion, employee
issues and marketing methods. There are various strategies that the company can implement
and develop its performance beyond the present ones. The best strategy is expansion of
business in market that is beneficial for the company as it increaser the sales and brand value in
the market place. The markets in developing nations are also growing at a high ratio and
1

citizens of such country are having greater buying capability. Expanding its market by
supplying the goods to those areas will guarantee high performance. Other policy that apple
must execute is digital media promotion through Facebook, twitter, and Instagram.
The strategies needed the company to concentrate on the operations of the business
as well as the health of its workers. Expansion of market operations in the developing
nations Is one of the policy the company must centre on. This can permit local outers to
stock apple goods just as I phones, television, and other gadgets.
Talent management process:-
It is a continuous process. Analysing the company workforce requirements. Attract and
recruit the correct candidates the company policy. Manage the workforce so people stay
engaged and productive (Thavareesan, and Mahesan, 2019). Here are some points that will
show the procedure of talent management :-
1. planning :- it is factor that consider various sources like labour needs, voluntary
turnover ratio, workforce demographic and sequence preparation. Business priorities
and budget. A workforce planning strategy includes determine the ability and what it
consider to nurture good operations for upcoming duties. In relation of apple brand,
the company alings this process with total objectives of the company. With the
appropriate planning the organisation can ensures that they are seeking a correct skills
and experience. As well as it assess current workers to see what is operating well
for the company.
2. Attracting :- this is actively seeking the correct people for open position is the role
of hiring and expertise who advertise on different job boards, motivates present
workers to creates referrals and operations with headhunters to search good
members. People management and individuals collect key details and convey the
best applicants to the selecting managers. In relation of apple, this model states
that requires to alter or may take some new initiative talent management ensures that
the company always have enough workforce to reach out all the operations and
secure high workloads that occurs demotivation.
3. Developing :- in this kind of process the person hired by the company starts with on
going that includes direct, job specification, and extends to developing competences
that advance members in a manner that aligned with business objectives. In relation of
2

Apple, it includes determination of roles where specific workers could have move to
in the up coming as well as considering that the better way of expanding employees
skills and education to satisfy the new issues facing the company.
4. Retaining :- it is the known for engaging the workers is more than compensations.
Organisation requires to motivate managers to provides workers feedbacks that there
is workers response that their operations is moving forward business objectives this is
the great way to boost up the morale values of an individuals. Compensation must be
tied to actions and aligned with business success. In relation of Apple, worker
requires to continue feeling that the company is an memorable. Meaningful
surrounding to operate. Through training and development workers have possibility
to make a new career without leaving the organisation.
5. Transitioning :- it involves proactive succession planning and leadership
development. Promising leaders are determined, shuffle into management tracks and
given the improved opportunity necessary to progress and meet the wants of the
company for long term. In relation of Apple, company aims to have their education
with in the company. The person have to plan in location to promote workers or
move them to other role, departments (Jabbour, , and et., al., 2019) . Office and many
others. If some one decided to leave the organisation the manager must know the
reason behind that.
Analyze the external context in which the organisation operates: how does the employment/labor
market, global culture and establishment effect the organization’s repulsion and holding of
talent scheme.
Managing employees retention includes strategic actions to keep workers motivated and
concentrate so they select to remain occupied and fully productive for the benefit of the
organization. A comprehensive workers retention program can play a vital role in both
attracting and retaining key workers. As well as in deducting turnover and its linked costs.
All of these contributes to the company productivity and total business performance.
Employee job satisfaction and engagement factors are key factors of workers retention
events. The significance of marking these components is obvious, but actually performing
so it takes time. The company like Apple, will retain motivated workers who truly want to be
3

a part of the company and who are concentrated on contributing to the company total
success.
Culture and the labour market attempts to define the meaning of culture and the nature
of its possible consequences economic process and results. In case of apple cultural norms
are linked with the wage disparity actually alter with the learnings of high level of inequality.
Instantly, the determination also indicates that culture norms have the capable to alter
some economic results just as the salary structure and level of unemployment. Policies
and other assist the brand in making it employees feel fa miler and happy with the operations
of the company. They provides a good sick leaves as well as they also provides great benefits
for the workers in order to engage them with in the organisation and increase their
sustainability while working in the company . This raise the productivity of the company.
They also provides a benefit for the spouse and family so that the employees can feel safe and
secure this increases the chance of being promoted and improve the skills of the person. On the
other hand it has some disadvantages too like some times labour act and culture may disturb
the workings of the company (Hartmann, , Weiss, Newman, and Hoegl, 2020). It may effects
the business activities and its productivity.
The national culture also impact on the employees working behaviour and their attitudes
towards the operations. Most of times the workforce move to other company because of the
low wages from the employers. A company’s organizational or corporate culture establishes and
maintains the business doctrine, values, content, and related behavior among employees. This
business analysis case shows that Apple has a corporate culture that enables human
communicator to support various strategic objectives. Apple designed its corporate culture and
utilise it as a agency for strategic management and success. The company’s cultural features
focus on maintaining a high level of innovation that involves creativity and a mindset that
challenges practice and standards. The business depends on cultural support and coherence,
which are determinants of competitiveness and industry leadership, specially in addressing
aggressive and rapid technological innovation and product development. Apple’s organizational
culture comes with a policy of hiring only the best of the best in the labor market. Steve Jobs was
known to fire worker who did not meet his require. The combination of top-notch excellence,
creativity and innovation in Apple’s organisational culture supports the company’s industry
leadership. The business is broad regarded as a leader in terms of innovation and product design.
4

These taste characteristics empower Apple and its human resources to stand out and stay ahead
of competitors. Apple’s corporate culture brings challenges because of the emphasis on secrecy
and the moderate degree of combativeness. An atmosphere of secrecy limits resonance among
person. Also, moderate militants has the possible to limit or reduce employees’ disposition.
These cultural issues can reduce concern potency and addition worker ratio.
How does the internal context impact the talent management strategies and processes?
It is a activity word in corporate sector to retain the key talent in their company it has
become one of the most precious content in company. Around every sector in worldwide
Is facing high rates of deterioration these days. The retention of talented workers is a critical
factors of an industry. Here are some common factors that makes the business more effective
are listed in below :-
1. working environment :- employee relation is other complex challenge and involves
how to make and maintain daily working surroundings in which the talented members can
productively process the enjoyment of activity and financial advantages or collective
contributions. In relation of Apple company, surrounding of the company is healthy and
safe that satisfy the employees who are working with them.
2. Job security :- adding the amount of company mergers and acquisition have left
workers feeling displeased that they operate and haunted by organisation are now making
strategic career moves to be assured about the jobs that satisfy the needs and wants for
safety. In extent of Apple, the company provides the safety for the employees by giving
them a some important documents and offer letter that makes them feel secured in the
company.
3. Job flexibility :- occupation practices permits the employees a certain degree in
deciding how the operations will be operated and how they will coordinate their routine
with those of others workers . This also refers to the working hours and shifts of the company
that it must be flexible so that the employees can work accordingly. In extent of Apple , the
company has the various shifts and its works for all 24 * 7 time so they give the options to
the employees that at which shift they want to do job and at which location (.Moktar, and
Myeda, , 2022).
4. organizational culture :- these are highly comitted workers were found to have a higher
intent to remain with the company a stronger wants to attend operations and a more
5

positive attitudes among their employment. In relation of Apple, the company uses the
organisational trends to maintain a peaceful surroundings with in the organisation and over all
activities. This is essential for the company to implement the culture as it makes the working
more systematic and effective operations.
Highlight the best processes or initiatives used by the organization to attract and retain the best
talent.
Selecting the right talent is hard enough. But retaining is a total new challenge. One of
the initial stage of a worker on the verge of leaving occupation is disengagement. Making
a highly engaged workplace begins with having competent workers retention strategies.
Here are some points that will describe some points that influence employees to perform well in
having a long term sustainability.
1. Show employees that they matter :- when recognition and rewarding at the correct
time, it is essential to take benefits of this opportunity due to the company wants to
present workers that they valued and that there is importance to the organisation
that they are operating for. In relation of apple, the company value there employees
and make them feel valuable with in the organisation. they organise various kinds of
programs and schemes so that they can give their best in the activities that occur with
in the company.
2. Measure the continuous development :- when managing talent the company must
consider the thoughts of the company up coming objectives. All the workers should
be prepared to utilise their ability sets in order to upgrade their capability. In order
to Apple, the manager or subordinates constantly measures the performance of the
workers so that they an see the improvements in the working or else they can promote
them on higher designation with in the company (Al-Harrasi, Shaikh, . and Al-Badi,
2021).
3. Encourage a high performance trends :- the besgt talent mangement plocies fine
tune learnings and improvement , compensation and rewards and internal promotions
so workers feel motivated, productive and capable to action at their level high. As
well as when objectives are aligned, talent management can both assist workers be
6

their best and developed business results. In order to Apple, company motivates
their employees so that they can perform well and that hits the productivity directly.
4. Drive goal alignments and determine metrics :- if member and their skills are
hardly to a business must not human resource and talent management assist build
the vision and objectives of a company. When people management is an active role
of the total business and not active in individual, company objectives align more
closely. This assist workers in getting their roles more transparently. This leads to
great accountability as well as stronger job operations and workers ownership of the
company achievements. In relation of apple company, they required clear
communication of business goals in between the whole company, with managers
being capable to access and view the objectives of other departments to reduce
redundancy and make cross functional support with greater confidence and velocity.
Critically evaluate the organization talent management approach using at least two relevant
theories or models.
This is the management relating to business that assist the person in recruit the best
skilled employees and in the company. The objectives link to the business there are some
basic strategy which is elaborated in below:-
1. Provide development opportunity :- For existing workers, make sure to offer
ongoing possibility for people to develop in their expertise. This can be something as
a two day training class on something new that would help in daily responsibility or
it can be management training programs that permit entry level profession to add
valuable education. Its pros and cons for the organisation are as :-
it helps the consider company in deploying the right person at right place so that they feel
valued and work can be done systematically and properly (Chawla, 2019). It also assist in
understanding workers better and designing their up coming life that increase the both
interpersonal skills and professional capability. It disadvantages are as the execution of talent
management events could be expensive in relation of time,resources and financial values.
2. Performance assessment :- a better manner of workers to find out how they are
doing and how they can develop is to do daily task. These can be tasks are usually
done by management and give a brief summary of what was done by an worker,
and how their performance was, and how they can develop for moving forward.
7

This excreting any disruption come bonus time or time for ascent and talent on
staff Is always operating towards new clinical. It pros and cons are as :
It assist in understanding the workers better and their needs or wants that is relatable with
the operations. Also it promotes effective communication across various disciplines . It
negative points as it can contribute in raising the conflicts between human resources and
management by do not reaching to appropriate statement or agreement.
Critically evaluate the relevant challenges and opportunities.
While working in the company and running an organisation the members or system faces a
various issues that are also known as the obstacles in the operations. The consider company
Apple, also faces the challenges and opportunity both it provides possibility to improve the
working and operations with in the company. The various kinds of opportunity and issues are
listed in below :-
1. the consider company requires to recognize that applications and technology alone
can not address the whole talent management challenges. Getting the support from
all departments can be challenging project (Dahiya, and Rangnekar, 2020.).
2. Talent management is the procedure demands to have the participation of business
structure director who have the power to cut down organizational obstacles.
Appropriate communication requires from all points front to deal with the surrounding
more effectively.
3. Achievable orchestration of business and talent acquaint with a atomistic talent
management plan but applicable execution includes top management and its support.
4. At some situations companies may not be prepared internally to deal with the
deficiency of talent and deep skills required.
Recommendations :-
It is recommended that the company must use the performance assessment approach in the
company as they want to make the working and surrounding more effective all the operations.
It consist of open ended response exercise, extended tasks and portfolio. It is a good
opportunity for professors to personalize their courses and can act as an effective formative
assessment when combined with other forms of projects. Performance review is the process of
assessing an employee's progress toward content. Capability and imperfection of all worker are
recorded on a regular basis so that the organisation can make advised and straight decisions in
8

respect of an worker part, career improvement, training necessarily, substance chance, pay
plication and other topics. Execution review and rating involve the impersonal and personal
thinking of how to measure and measure worker public presentation consequence.
CONCLUSION
It is concluded from above report that talent management measures hiring, on boarding,
performance and objectives, compensation, learnings and succession and improvement. When
all those things work in harmony, effective talent management becomes a company
competitive benefits. Impressive employee management and engagement needs clear
objectives in an era of working distant. Employees must know the response to quarries.
Digital technologies are giving new ways to trace and monitor operations worldwide and
many leaders are placing greater emphasis on well being awards and recognition as the
section of larger trends a better workers learnings. In current competitive world having
talent management system in place is necessary. When the company faces an economic
downfall an effective process of talent management will help the company in making the
operations more impressive and achievable for the business. It Is important move to find the
implemented opportunity that talent management policies offer. This will not only beneficial
talent management with in the workplace but improve higher income and profession
relationships. As discussed in above report the internal points that improves the employee
stability in the business. Further it was explained the various kinds of initiative taken by the
company in order to make the working more effective and increase long term sustainability. In
last the talent management approaches explained with the opportunity and issues that has
been faced by the company also there is recommendation includes the best talent management
approach that is been effective for the company.
References:
Books and Journals
Al-Harrasi, A., Shaikh, A.K. and Al-Badi, A., 2021. Towards protecting organisations’ data by
preventing data theft by malicious insiders. International Journal of Organizational
Analysis.
Bhardwaj, J., Lather, A.S. and Gupta, V., 2020. Reliability through mindfulness in Indian aircraft
maintenance organisations: a proposed framework. International Journal of Public
Sector Performance Management, 6(5), pp.767-779.
9

Chawla, P., 2019. Impact of employer branding on employee engagement in business process
outsourcing (BPO) sector in India: mediating effect of person–organization fit.
Industrial and Commercial Training.
Dahiya, R. and Rangnekar, S., 2020. Relationship between forgiveness at work and life
satisfaction: Indian manufacturing organisations. International Journal of Business
Excellence, 21(3), pp.359-377.
Feldmann, M. and Morgan, G., 2022. Business elites and populism: understanding business
responses. New Political Economy, 27(2), pp.347-359.
Hartmann, S., Weiss, M., Newman, A. and Hoegl, M., 2020. Resilience in the workplace: A
multilevel review and synthesis. Applied Psychology, 69(3), pp.913-959.
Jabbour, C.J.C., and et., al., 2019. Unlocking the circular economy through new business models
based on large-scale data: an integrative framework and research agenda. Technological
Forecasting and Social Change, 144, pp.546-552.
Lopes de Sousa Jabbour, A.B.,and et., al., 2018. Industry 4.0 and the circular economy: a
proposed research agenda and original roadmap for sustainable operations. Annals of
Operations Research, 270(1), pp.273-286.
Manfredi-Sánchez, J.L., 2022. Corporate Diplomacy in a Post-COVID-19 World. In Diplomacy,
Organisations and Citizens (pp. 125-137). Springer, Cham.
Moktar, N. and Myeda, N.E., 2022. Procurement of facilities management services designated
for office buildings of airline corporate organisations in Asia. Facilities.
Shamekhi, M., Scheepers, H. and Ahmed, A., 2019. Toward a conceptual framework for the
impact of business analytics on organisations. In Proceedings of International
Conference on Business Management (Vol. 16).
Siegel, M., 2018. Building resilient organisations: Proactive risk management in organisations
and their supply chains. Journal of Business Continuity & Emergency Planning, 11(4),
pp.373-384.
Thavareesan, S. and Mahesan, S., 2019, December. Sentiment analysis in Tamil texts: a study on
machine learning techniques and feature representation. In 2019 14th Conference on
Industrial and Information Systems (ICIIS) (pp. 320-325). IEEE.
van Velthoven, M.H., Cordon, C. and Challagalla, G., 2019. Digitization of healthcare
organizations: the digital health landscape and information theory. International journal
of medical informatics, 124, pp.49-57.
10