Report: Analysis of Employee Development and Management Operations

This report provides a comprehensive analysis of employee development and management operations, using Apple Inc. as a case study. It delves into key areas such as training and development, examining gaps in current programs and offering suggestions for improvement, including career development initiatives by managers and the role of mentoring. The report then explores employee orientation and socialization processes, highlighting their significance in integrating new hires and fostering a strong organizational culture. Finally, it investigates performance management, focusing on job descriptions, particularly the duty of providing customer receipts, and analyzes a scenario illustrating potential challenges and feedback strategies. The report concludes with a discussion of performance management and the importance of feedback, providing insights into effective human resource management practices.

Analysis of Employee Development and Management Operations
Student Details
1/21/2020

Contents
Part A: Training and Development..................................................................................................3
Training and Development in Apple Inc......................................................................................3
Career Development Initiative by Managers...............................................................................4
Role of Mentoring in Training and Development........................................................................5
Part B: Employee Orientation and Socialization.............................................................................6
Process of New Employee Orientation and Socialization Program.............................................6
Significance of the New Employee Orientation and Socialization Program...............................8
Part C: Performance Management...................................................................................................8
Description of One of the Duty: “Provide customers with receipts”...........................................9
Struggle in performing key duties: with the help of a scenario...................................................9
Feedback Script form manager....................................................................................................9
Bibliography..................................................................................................................................12

Part A: Training and Development
Training and Development in Apple Inc.
Learning and growth defines the organized, ongoing efforts being made throughout organizations
to enhance their employees ' efficiency and personality-fulfillment through a range of
instructional approaches and initiatives (Elaine Cohen, 2010). In this study the training and
development process of Apple Inc. is discussed with reference to identification of necessary gaps
in the program as well as providing appropriate suggestions for the same.
Apple Inc. is an American digital technology organization known for its innovative, creative, but
blocked, proprietary operating systems created by Steve Jobs of 1976. It generates, designs,
manufactures, sells as well as supports desktop computers including other related personal-
computing alternatives for the use of educational, creative, business as well as consumer
behavior. That has in the background been a pioneer in digital technology but it has also
increasingly struggled to keep up in the fast-growing computing industry. This makes the need of
effective training and development program in Apple Inc.The in-depth analysis of current
training program of Apple Inc. has identified some gaps which are as follows:
 Absence of Sufficient Services:Apple Inc.'s employees possess the skills they must do
their job properly. For starters, they are incapable of completing critical tasks requiring
more advanced skill sets (Ashutosh Muduli, 2015). This may be because the professional
development tools have not been provided by the staff, they need to develop these
essential skills.
 Deprived Task Presentation:Employees of Apple Inc. we’re trying to complete work
duties, or they do not know how to manage the skills they have gained on the job through

the continuing training. It results in poor customer support, low sales figures including
risks to health.
 Outmoded Compliance Information:Numerous sectors comply with rules as well
as regulations that periodically change. The company must follow the always-changing
policies to avoid additional fines, not to mention ensuring the employees
including customers are safe (Leslie I. Boden, 2012).
Suggestions
There are many methods that can help Apple Inc. in overcoming the identified training gaps.
These suggestions are as follows:
 Apple Inc.'s board needs to better explain training priorities from the outset. Both team
members must know exactly what is required of them after the preparation, and how they
will gain from their training successes in their careers (Eduardo Salas, Scott I.
Tannenbaum, & Kurt Kraiger, 2012).
 Officials of Apple Inc. must perform a comprehensive needs review that focuses on
defining their employees ' training habits, and then using the results to notify workers of
their needs for change.
Career Development Initiative by Managers
a) Initiate original Challenges:
Executives at Apple Inc should proactively seek to identify new possibilities which can help
accelerate the career of employees. To create the firm's most real impact, managers can be sure
to know the institution's overall strategic strategy and then decide how instructional design per

individual can allow the company accomplish that goal (Gareth Edwards, Carole Elliott, &
Marian Iszatt-White, 2015).
b) Make a portfolio of activities:
Independent of divisions and organizational fields, Apple Inc's job portfolio development
program can be a great asset to career progression. As a compilation of the finest work for an
employee, it can tell the story other than an employee's profile or covering letter (Leslie I.
Boden, 2012). Marketing employees offer some really useful tips about what you might want to
include in your own career investments.
c) Create an open feedback loop:
Executives at Apple Inc need to provide accurate, high-quality reviews, whether it is positive or
negative, which could provide a greater understanding as to where talent is most important. The
willingness to listen to constructive feedback and respond to that will go a long way into
increasing value as just an individual for the institution's success (Mary Elector Odukah, 2016).
d) Network:
Networking is an important part of professional growth and a valuable ability that will benefit
Apple Inc and its workers throughout their lifetime. A strong network helps workers to discover
new positions, different departments and practical advice, all of which could open their hearts to
new career advancement opportunities.
Role of Mentoring in Training and Development
Basically, mentoring is really about helping individuals develop better. In Apple Inc and mostly
other companies’ employee training program under which a professional or more experienced

person (the mentor) is assigned to serve as a junior as well as trainee trainer, coach, or guide. The
advisor is responsible for supporting the person in his or her responsibility and giving feedback
on it. It is a partnership designed to build respect and trust the mentee so they can take control of
their own growth and their own job (Shih Yung Chou & Charles Ramser, 2019).
Coaching plays a rather critical part in Apple Inc's learning as well as development process. This
lets the mentor exchange information regarding his / her own professional career with
the mentee, as well as providing guidance, inspiration, emotional support as well as role
modeling. Apple Inc's advisors help the institution's workers explore opportunities, set goals,
build relationships and recognize tools. Coaching in Apple Inc. will assist in succession planning
as well as the design of leadership by creating a platform for great potential candidates.It can
also expedite the process of recruiting workers within Apple Inc., which can have plenty of
benefits such as reduced training costs, increased retention of staff, and improved morale
( Vijayabanu Chidambaram, Surulivel Sangeli Thevar, & Amudha Ramachandran, 2013).
Part B: Employee Orientation and Socialization
Process of New Employee Orientation and Socialization Program
Employee socialization as well as orientation is the mechanism by which new employees learn
the practices of the organization, the internal culture, how the structure of the business functions
and how to work efficiently in the organisation. Every new worker's orientation and socialization
is conducted with the intention of socializing new employees with the company's workplace
conditions, policies, including goals. Build systems and strategies that integrate new workers.
Helps business to maintain a strong corporate culture.

The Pre-Orientation Stage: Along with sending a knowledge packet via emails as well
as postal service, pre-orientation begins before the starting date of the new employee. The plan
generally includes documents including an organizational chart, a purpose document, a strategic
plan, a list of principles, an annual report including the description of what the actual training
will include. Trying to send a pre-orientation package increases the level of satisfaction of new
hires as they return to school on their first day as well as helps the respond to questions
beforehand (Sunghoon Kim, Zhong‐Xing, & Patrick M. Wright, 2018).
The Opening to the Job Site phase: In current stage of orientation, the aim is to create new
recruit happy during their latest working atmosphere. New recruits are given information about
the objectives, priorities, community, organizational configuration, strategic arrangement,
customer stand and prospective goals of your business in the first part of this orientation period.
Usually, the second division of this training phase is an organizational tour, together with
considering facilities, identifies possible safety hazard, as well as speaking with some of the
supervisors as well as managers within each subdivision.
The Work Specific Orientation Phase: New employees are prearranged job as well as task,
which are specified orientation at this level, usually by their instant overseer. Latest hires be
taught specifics regarding their meticulous department as well as team, namely break statistics,
absences, storage facilities, private phone calls, email as well as internet policies, as well as
including minimum principles for their work. The objective is to reduce the direction to the
specific activities which will be undertaken by the new worker, through an awareness of the
ordinary working day procedures that will make sure maximum usefulness (Simon L Albrecht ,
Arnold B Bakker, & Jamie A Gruman, 2015).

Follow up Stage of Orientation: Though there are numerous levels of direction those most
recent days, the fact is which in month-long processes is a new hire orientation. That is the
reason why the process is so imperative that one can assess for long the new employee adapts to
the work. Supervisors or supervisors should meet the latest employee as well as address any
problems and concerns that may have awaken. Supervisors must encourage recent hires to raise
questions including freely voice their concerns.
Significance of the New Employee Orientation and Socialization Program
In order to provide orientation and socialization program to a new employee, the total capacity of
the organization can be increased. It can help the new employee in grabbing the details of his or
her duty in best possible and effective manner. This can further help his team or whole
management in achieving the set goals in standard manner (Karen Becker, Nicholas Antuar, &
Cherie Everett, 2011). The significance of orientation program in an organization is efficient,
which can increase the efficiency of the personals and the organization in diverse manner. The
employee can be an interactive part of the communication network of the organization, which
can facilitate flow of information from one end to another in effective manner (OsnatBouskila-
Yam & Avraham N.Kluger, 2011).
Part C: Performance Management
A job description is a written narrative that describes the general tasks, or other related duties,
and responsibilities of a position. The selected job for the study is the job of a “Gas Station
Attendant”. A Gas station attendantaccomplish many tasks related to attending the customers,
accepting the payment in exchange of grocery products, etc. Among those jobs the selected duty
is to providing receipt to customers, which is analysed in this study.

Description of One of the Duty: “Provide customers with receipts”
In this the job duty the receipts and job tasks are related to posts customer payments by recording
cash, checks, and credit card transactions. Posts revenues by verifying and entering transactions
form lock box and local deposits. The duty of a gas station attendant is to provide customers with
receipts, in which he has to update receivables by totaling unpaid invoices, apart from other
duties. Apart from them maintains records by microfilming invoices, debits, and credits etc. tasks
have to be considered by gas station attendant (Larry F. Moore & P. Devereaux Jennings, 2017).
Struggle in performing key duties: with the help of a scenario
There are some struggles in performing the duty of providing customers with the receipts. For
example, once a customer came to store and interacted with the gas station attendant. The
customer was in hurry to purchased the alcohol, and try to give payment without involvement of
paper receipt. The customer just dropped the money on desk in hurry and also showed the ID
card in one slid and bragged out of the gate. The gas attendant tried to follow the customer,
however until gas attendant reach the gate the customer was gone. Hence the gas attendant was
in confusion that how the customer will get the receipt of the purchase. The case was registered
to the manager of the gas station store.
Feedback Script form manager
Purpose of the meeting
The case discussed in above lines was shared with manager by respective gas station attendant.
The manager reverted in the form of a feedback script. The manager called respective gas station
attendant for a meeting to discuss the details about the scenario taken place. It is done to identify
the mistake and the share of each party in the mistake. The findings of meeting can help in

resolving the case and establish future parameters (M. RAVI BABU & ASGHAR EIMANI,
2014).
Expectations from the attendant
It is expected by manager that the gas station attendant must share every detail with the manager
in elaborate manner and faithfully. The attendant must not hide anything from the manager or try
to prove customer guilty in front of the manager. The gas station attendant must maintain the
decorum of the meeting and follow the ethical parameters of their store.
Performance feedback of the attendant
The manager checkout the details submitted by the gas station attendant and note down every
detail of the case. On the basis of the meeting the manager identified that there is no fault of the
attendant. In fact, the attendant always tried to give each and every customer the receipt of the
purchases they have made. The performance of attendant is quite good, however it is still lacking
in some areas, like the slow speed of working, leniency in dealing with customers and taking
long breaks (Tanga, Hazel Y, 2011).
Attendant’s Performance Improvement Action Plan
The manager in order to improve the performance of the gas station attendant has designed and
implemented a performance improvement action plan (Jamie A.Gruman & Alan M.Saks, 2011).
The plan is as follows:
1. Identification of the issues
2. Setting objectives
3. Defining duties and responsibilities

4. Frequent trainings
5. Performance review
6. Corrective actions

Bibliography
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