Apple Inc.'s HRM: Recruitment, Selection, and Employee Relations

Desklib provides past papers and solved assignments for students. This report analyzes Apple Inc.'s HRM practices.

Human Resource Management
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Table of Contents
Introduction:....................................................................................................................................4
LO1..................................................................................................................................................5
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................5
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................6
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill
business objectives.......................................................................................................................7
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................8
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples...................................................................................9
LO2................................................................................................................................................10
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.............................................................................................................10
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................11
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.................................................................12
LO3................................................................................................................................................13
P5 Analyse the importance of employee relations with respect to influencing HRM decision
making.......................................................................................................................................13
P6 Identify the key elements of employment legislation and the impact it has on HRM
decision making.........................................................................................................................14
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision making in an organisational context................................................15
D3 Critically evaluate employee relations and the application of HRM practices that inform
and influence decision making in an organisational context.....................................................16
LO4................................................................................................................................................17
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................17
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M5 Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................................18
Conclusion:....................................................................................................................................19
References:....................................................................................................................................20
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Introduction:
The assessment represents the essential elements of the Human resource management which
plays an important role in the every organisation. The report provides the study of the Apple
Company which is a well known organisation in the global market. The assessment is separated
in the two-part such as Task 1 and 2 which properly describe the key role of the HRM in the
working area. Task 1 presents the learning of the functions and practices of the HRM in the
workplace of the Apple organisation. This also gives aid to presents the introduction with the
strength and weakness of the recruitment and selection process of the HRM practice.
Alternatively, task 2 provides the study of the remunerations of the HRM and methods of the HR
which applied in the context of the organisation. Apart from this, the report provides the relations
of the employees and employment legislation in terms of the HRM practice. The HRM practice
and functions of the HR in the field of the Apple mention in the below sections. The report also
provides the learning of the Human resource principle and the main responsibilities of the HRM
that should be accomplished in the workplace of Apple.
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LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Apple is the well-known organisation in the field of the global market which is only possible
because of its quality service that satisfies the requirements of the customers which is possible
because of the effective HRM practice (Guest, 2017). The functions and purposes of the HRM
practice play an essential role in the working place of the Apple Company that gives aid to
manage the workflow and provides accurate resources in an effective manner. So, there are
various functions and purposes of the HRM practice which is described in the below section:
Purpose of the HRM:
Coordination: The main purpose of HR is to conduct the meeting session for the employees so
that build the coordination habit in the employees to attain the objectives in an effective manner.
Resources provider: The HRM provides the resources to Apple so that fulfill the requirements
of the employees in the appropriate way.
Development of resources: It is essential for the HRM to develop the quality and quantity of the
resources so employees give the effective performance.
Functions of the HRM:
Training sessions: The main function of the HRM is to provide the proper training session to the
new joining staff to introduce with the working criteria of Apple (Ružić, 2015).
Motivational meeting: The HRM conduct the meeting where leaders provide encouragement
speeches to inspire the individual employee for their work.
The process of selection and recruitment: The HR conducts the innovative interview rounds
for the candidates so that a suitable candidate becomes part of the Apple Company.
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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.
The process of selection and recruitment: The main aim of the HRM is to provide the proper
selection and recruitment process so that only suitable employee recruit in the Apple because it is
the popular IT company is the global market. The HRM practice provides the aptitude, written
and verbal communication test so that identify the ability of the employee. There are two types
of recruitment process which mention underneath:
 The internal recruitment process is the kind of procedure which proceeds in the inside
of the organisation which means the employees selected in the working employees of Apple for
the particular job profile (Sarma, 2017).
 The external recruitment process is conducted in the outside of the company where
organisation gets the new talent in the campus of the school, colleges, and the universities.
Strengths of the recruitment and selection process:
 The internal recruitment process is beneficial because of the time and cost secure which
invest in the training session.
 The employees are comfortable in the working area because they already know about the
objectives of the organisation and understand the behaviour of the employees.
Weaknesses of the recruitment and selection process:
 Internal recruitment process invents the jealousy and conflict in the working place
because every employee wants the growth (Antonacopoulou, 2016).
 The external recruitment process takes too much time and cost because the new employee
wants to know about the organisation and its working criteria.
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M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill
business objectives.
The main aim of the HRM functions is to provide the proper resources to the employees and
satisfy the requirement of the employees to attain the objectives of the Apple Company. So, the
discussion of the HRM functions mention in the underneath section:
 Reward benefits: The HRM provides the appraisal and incentive benefits to those
employees who achieve the targets of the Apple that increase the positive behaviour toward the
organisation (Chiang, et. al., 2017).
 Training development: The employees need the proper training sessions which develop
the skills and provide innovative ideas to attain the objectives of the business in an effective
manner.
 Performance appraisal: The HRM provides the appraisal benefits to the employees who
give their full efforts in the particular project or task which improvise the productivity of the
other employees that directly impact on the quality of the service.
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M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.
There are some strengths and weaknesses of the two recruitment process which is mention in the
below section:
Internal recruitment process:
Strength: The internal recruitment process is beneficial because of the time and cost secure
which invest in the training session that needs to be provided to the new joining (Kang and Sung,
2017).
Weakness: Internal recruitment process invents the jealousy and conflict in the working place
because every employee wants growth.
External recruitment process:
Strength: This recruitment process is profitable because the new and talented employees provide
to the Apple Company to grow in the competitive market.
Weakness: The external recruitment process takes too much time and cost because the new
employee wants to know about the organisation and its working criteria.
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D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples.
Strength and weakness of the internal selection process:
Strength: The employees are familiar with the working environment, criteria and the objectives
which attain in the daily schedule.
Weakness: The employees do not have new talent and ability to provide innovative ideas for the
growth of the Apple Company (Sarker, 2017).
Strength and weakness of the external selection process:
Strength: This is beneficial because the company gets new and fresh talent which make
innovative changes in the working process.
Weakness: The main weakness of this process is the employees feel uncomfortable in the new
organisation and HR team provides extra efforts in the training session to provides a brief
knowledge of the organisation.
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LO2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
There are some HRM practice benefits which provided help to the employer and employee
which is mention in the below:
 Manage conflict: The HR managers play a different role in the various situation such as
when the conflict make the negative impact on the organisation, the HR managers become the
counselor to resolve the issue and understand the feeling of each individual (Burke, 2018).
 Develop good relations: The HRM encourage the positive attitude of the employees and
encourage the employees to support their team in the duration of the hard times or the big
projects.
 Motivational development: The HRM conduct the meeting where leaders provide
encouragement speeches to inspire the individual employee for their work. This is beneficial to
develop good relations between the employee and employer (Rabin, 2018).
 Healthy working environment: This is essential for the HR managers to identify the
defaulter who harms the mindset of the employees which is helpful to maintain a healthy
environment in the working place. So, the HR fined the defaulter and takes the action against the
culprit.
 Support the positive attitude: The HRM support those employees who provide a
positive attitude toward the work and their colleagues in the duration of the hard times. This is
also developed a positive attitude in the behaviour of the employees.
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P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
There is various the effectiveness of the HRM practice that provides help to the organisation to
improvise the quality of the work to increase the profitability that describes underside:
 Health benefits: The HRM provides the health and insurance facility to the long-term
employees so that the employees feel safe and satisfy in the Apple Company which give a
positive impact on their work.
 Selected the talented candidate: The main aim of the HRM is to recruit only those
employees who suitable for the job profile and have the good experience in the Technical giant
companies (Renkema, et. al., 2016).
 Development training session: The HR managers provide the development training to
the departmental employees so that it makes the innovative changes in the working system to
achieve the objectives in the appropriate way.
 Reward ceremony: The HRM conduct the reward ceremonies at the end of the month or
weekly so that appreciate the employees who give their best performance in the organisation
which make the employees more competitive to get the next reward (Raza, et. al., 2017).
 Performance identification: The HR manager or executive make the inspection of each
department so that identify the performance of the employees so that easy to provide the
suggestions to the less efficient employees to improvise their skills.
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M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.
There are various methods of the HRM practice which gives aid to support the organisation
which is mention underneath:
 Identify the workforce: The HRM identify the employee’s requirements of each
department so that it is easy to get the knowledge that which job profile need a recruitment
advertisement.
 Retention program: The HRM provides the appraisal and incentive benefits to those
employees who achieve the targets of Apple that increase the positive behaviour toward the
organisation (Jayasinghe, 2016).
 Job fairs: The HRM join the job fairs so that get the new talent for the organisation such
as conduct the interview rounds in the schools and universities campus.
 Training classes: The HRM conduct the training sessions according to the requirements
such as the company implement the new system in the computers so that it teaches by the
technical team to the other departmental employees.
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