HR Development Report: Analysis of Apple Inc.'s HR Practices

This report provides an analysis of Human Resource Development (HRD) practices, focusing on Apple Inc. It begins by exploring various learning styles and theories, including the VARK and Kolb models, and their impact on employee development. The report then examines the role of the learning curve and knowledge transfer in enhancing employee skills and performance. Furthermore, it compares the training needs of managers, supervisors, and customer service assistants, and evaluates different training methods. The report also delves into the systematic approach to planning training workshops and the evaluation of training techniques and events. It assesses the impact of government and competency movements on training and development. The study also offers insights into how Apple Inc. implements these HRD strategies to drive innovation and achieve its business objectives, considering the importance of employee development through various training programs and the application of learning styles and theories to improve employee capabilities and skills.

HUMAN RESOURCE
DEVELOPMENT
By
Ovidiu Cernatescu
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Table of Contents
INTRODUCTION............................................................................................................................3
Task1................................................................................................................................................3
1.1 Learning styles in human resource development theory.......................................................3
1.2 Role of learning curve...........................................................................................................5
1.3 Learning styles and theories..................................................................................................6
more detailed explanation required..................................................................................................7
Task2................................................................................................................................................7
2.1 Compare training needs for Manager, Supervisor and customer service assistant................7
2.2 Advantages and disadvantages of training methods:.............................................................9
2.3 Systematic approach to plan a training and development workshop...................................10
go to Apple.....................................................................................................................................11
Task3..............................................................................................................................................12
3.1 Evaluation of training techniques........................................................................................12
3.2 Evaluation of training event.................................................................................................13
3.3 The success of the evaluation methods used.......................................................................14
Task4..............................................................................................................................................15
4.1 Role of government in training, development and lifelong learning...................................15
4.2 Development of competency movement has impacted on the public and private sectors. .16
4.3 Assessment of contemporary training initiatives.................................................................17
CONCLUSION..............................................................................................................................18
REFERENCES...............................................................................................................................20
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INTRODUCTION
Human Resource Development is a process which focuses on development of
employees by increasing their knowledge, abilities and skills by performing task within
the organisation. It helps to train employees and boost their working power to achieve
the goals of an organisation. By performing various tasks with the motivated capacity
they can enhance the value of services of a company and enlarge its brand value in the
market (Fee, 2014). By developing the technologies in the business employees can
work with the high quality demand.
Here the report gives an idea about Apple who is a technology company
develops many new products to make his market on the top. This approach focuses on
the growth of the employees who helps in achieving achieve their targets in a short span
of time. It develops an organisational culture and contributes in encouraging human
being and promotes their services. Companies are satisfying the needs of the
customers by applying latest technology in their product i.e. iPhone, Macbook, iPad.
Provide various facilities to employees by participating in various programmes and
analyse the market needs with an effective approach.
Task1
1.1 Learning styles in human resource development theory
There are various learning styles of learning , which affects the learning of human
resource management of the company. It affects the learning style of people. There are various
learning style which can be defined as follows:
 Vark model: This model has been introduced since long time. It can be said that there are
four parts of the said models that are as:
▪ Visual learning.
▪ Auditory learning.
▪ Read and write learning.
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In this the model has claimed that it has been claimed that the visual learning help the
employees of business organization by enabling them in learning through various methods like
graphs charts etc. also, auditory learning will help the employee to increase their learning
capabilities through effective listening.
 Kolb's model: This model is based on the learning skills which is based on Experience.
This model is consist of two models which can be known as abstract conceptualisation
and concrete experience.
 Honey and mumford: his is an another method which has been developed by adapting the
method of Kolb's experiential learning model. In this model it has been explained about
various learning style which are managed in accordance with the managerial experiences.
It is a behavioural approach followed by the individual to understand the styles of
learning. There are various theories available to be followed by the employees in the
organisation like Kolb's Theory and according to this learning style improves the
development of a person's abilities through various stages. They can covert the
experience into something meaningful and useful by analysing or planning (Armstrong
and Taylor, 2014). There are various stages of learning in the progress cycle that gives
results and focuses on solving the problem. They experiments innovative idea and are
willing to work on new challenges.
Here are four learning styles given by this model:
 Converger: They will find the practical issues to solve them with new ideas by
technical task. They are finding the problem and makes decisions with expert and
technology abilities (Boxall and Purcell, 2011). They experience new ideas and
skills to work with practical issues.
 Diverger: People use the imagination in their working to solve problems. They
concrete many viewpoints and perspectives of different people to collect
information.
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 Assimilating: They prefer to understand the concept rather than to focus on the
people. People will focus on the reading and exploring logical concept which
needs to do in science field.
 Accommodating: They rely on the information which others provide and making
a report on them. They make a goal and work in a team to complete the task to
achieve their targets (Bratton and Gold, 2012). People prefer a practical
approach which may be on the basis of thought.
Apple has a very large scope in market and focuses on analysing the various
information which can be logical or scientific also. Employees by their innovative ideas
make some report and apply technologies in their product and service. Company carry
out the survey which helps in identifying the customer survey. With the help of this, they
make the desired product available in the market.
1.2 Role of learning curve
It is used by the company to calculate the time required in production and cost
analysis for per unit for a particular operation. Curve shows through a diagram for
analysing the skill and experience of the employees (Crook and et. al., 2011). This it
increases the efficiency and growing experience by developing in the skill and quality.
Employees are working in the improved environment and setting up the objective to
achieve them.
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Significance of knowledge transfer: It helps to the employees to develop their
experience and leadership quality (Daley, 2012). They can take effective decision by
using their skills in the operations. Learning programmes effectively apply in the
company to develop the expertise in the various fields. Apple can encourage its
employees to share their ideas and achieve their best performance. Employees got
motivated by these programmes and bring their efforts to achieve the aim of a company.
They should work collectively to get the best opportunities by various learning
programmes.
Impact of learning curve and knowledge transfer:
By exchanging the knowledge between the employees and managers they can
build their skill and capability to work (Gatewood., Feild and Barrick, 2015). They can
exchange their experience by using various tactics through the communication.
Learning curve shows that where they are lacking in his performance and try to find out
them. They can improve their performance gap according the requirements. Learning
activities increases the working power, effective planning, close to the outcomes and
career power. It gives support to the advance learning activities and supervises the
required steps which need to follow by them. Through various tool they can face many
challenges with the efficiency and could get some achievements with this. Apple follows
this curve and makes necessary improvements according to the adjustments.
Employees face many challenges in the organisation and make new strategies to
complete them.
1.3 Learning styles and theories
Role of learning styles and theories:
It focuses on employee development and improves their competency power.
Methods of many learning styles are applied in the organisation for the successful
execution. It is designed to achieve many targets by which they can evaluate the
individual need (Jackson. Schuler and Werner, 2011). There are many learning theories
available to fulfil the necessity of an organisation
Relationship between learning theory and style:
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 Behaviourist Approach: This assumes that a person has knowing nothing and
enhance his knowledge through various behaviours. There can be various ways
to know about something which can be positive and negative. Every good
experience gives a knowledge to add something in his thinking and a bad thing
gives a negative impact and removes in our knowledge (Jiang and et. al., 2012).
Learning process gives knowledge to change in the behaviour of a person.
 Cognitive Concept: This concept is based on his own thinking process. It is an
idea that human process the information that he receives related within the stored
memory.
 Social learning Theory: Here people learn from various situations and
behaviours through observation also. This involves various steps of motivating
and learning:
i) Attention: A person should give his attention to the various behaviours to learn
something by own.
ii) Retention: People may retain something from all the behaviours to get in his
knowledge.
iii) Reproduction: An individual making production with the retention to improve
the practices (Kehoe and Wright, 2013).
iiii) Motivation: Person should focus on the working with motivation because
there is an important requirement of learning.
Contribution of learning theory and style:
Apple is an organisation who tries to make various improvements in the human
resource by applying the learning styles. They focus on the learning styles and if there is
any shortcoming found then make arrangements for successful activities (Khan. Khan
and Mahmood, 2012). To plan for a operation there will be a search for style which need
to apply and requirements of the organisation. Considering various factors applied in the
company that to be followed and make designs accordingly.
In accordance with this, the company can take many advantages by the effective
learning styles. In this context it has been defined that learning styles effect the
capabilities and skills of employess of an organization namely Apple incorporation. Also,
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through different learning styles the employees and workers of the company can make
decisions effectively and efficiently. Also, employees get the opportunities to learn
different new things through these models and theories which can lead to their overall
development. For an instance the VARK model assist the employees and work force of
the cited company in enhancing their learning styles through visual learnong syles and
also the effective auditory method.
Task2
2.1 Compare training needs for Manager, Supervisor and customer
service assistant
Training is the concept in which the employees of the organization are trained
thorugh various training and development sessions through which the entire skills of an
employee are enhanced through which the organizational goals are achieved. Training
needs is the concept in which the HR manager recognises the need and requirement of
training of employees at different level. In an organization there are different and varied
department s and blocks and each of them requires effective training. In the context of
Apple, if effective training has been provided by employees the it will lead to over all
development of the cited company.
Identification of training needs is an another variable of the training and
development concept , in which the HR manager recognises various aspects in which
employees are required to be provided with training sessions. Identification of training in
the context of the cited organization are as:
 Current skills of employees and workers.
 Gap within the business in terms of skills and knowledge.
 In identification of skills by which the employees of the company can make their
organizational goals fulfilled.
In this context managers have a crucial role in deciding regarding which
department needs to be trained effectively so that it can foster the organization. There
are various departments in which the managers are required to enable the training
session in the company which can be characterised as finance, sales, creative
department etc.
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Organisation provides various training sessions at all levels and provides
responsibilities to them. At all level company should monitor the working of the members
and assess the requirement if any.
Apple needs to initiate various training event at all levels in the company-
 Manager: He is the person who knows how to manage the working of a company
by fulfilling all the requirements. They are responsible to formulate the planning
and taking various decisions to implement. Apple analyse the lacking power of
them and motivate them through new ideas and technologies (Knowles., Holton
and Swanson, 2014). They should trained to have a detailed information about
the product and innovation which can apply strategically. They should concern
about the employees and their preferences by achieving the outcome of a
business.
 Supervisor: They need to decide that how could they make their working so
effective to enlarge the objectives. Company making strategies and follow them
to get the desired achievements. Apple focuses on the innovation and making
smart services which give worth to his product. Modernisation in their product
and services will make differ from other product available in market and this will
attract the customer.
 Customer service assistant: To deal with a customer there are many services
providing to them effectively. They can have better interaction to them and make
happy environment in our organisation (Kraaijenbrink., Spender and Groen,
2010). Apple facilitates the customer with many services which are more effective
to create a lead from other company. Services providing at the time of sale and
after sale services gives a good impact on the customer. Making connections
with the customer to increase their sales by making long term relations. If any
query and problem with the product then solve it within a short time by giving
smart services.
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2.2 Advantages and disadvantages of training methods:
Training always requires for a business to increase the knowledge and skill of the
employee and enhance the quality of product. It plays a very important role for making
their functions and services reaches at a standard level. Apple target is always to train
its team members and develop in their skills to increase the level in the market.
There are various methods which can be characterised as on the job training and on
the job training methods.
On the job training method: It is the method in which the training has bee
provided to employees which are provided to the employees while their working in an
organization. This is the method which enables an employee of the cited organization to
learn specifically and particularly about each job and tasks
Off the job training: It is another method in which the training has been provided
to employees out side the job.
There are different types of on the job and off the job training methods and
variable which can be defined as follows:
On the job training methods: there are various methods by which training can be
provided which can be featured as :
▪ Coaching.
▪ Mentoring.
▪ Job rotation.
Also, there are various methods which can be characterised as off the job training
methods:
▪ Lectures .
▪ Vestibule training.
▪ Simulation exercises.
▪ Sensitivity training.
Advantages of on the job training methods:
 It enable to give immediate feedback on the performance.
 Swift remediation in case if the assigned task has not been performed.
Disadvantages of on the job training methods:
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 it can lead to destruction in the work force of trainer.
 Also, it leads to slow process of work force.
Advantages of off the job training method:
 Through this method, the wider range of ability and qualifications can be attained.
 Employees can be more confident at the time when they start up the job.
Disadvantages of on the job method:
 it is more expensive.
 Requires lot of time and latent stimulation.
Training
methods
Advantages Disadvantages
1) Discussions It helps to provide the knowledge
and solve the query if anyone
has regarding the topic.
Employees cannot get the
actual idea where he both party
is not available at same place.
2)Apprenticeship Trainees got the stipend during
their training period on the job.
Apple adopt this which gives a
less amount during their training
period.
3) Induction Members got the idea about the
targets, opportunities and
challenges of a company
(Meredith, 2011).
Sometime employees got
demotivated with the conditions
of a company.
4)Demonstrations Trainee must know the
technologies through the
practical implementation of
Where the decision is making
then no practical issues gives
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them. They can put any query
related to the topic and solving
with many examples by trainer.
any idea about this.
5) Case study
method
In this type of session they gives
a case study on a topic and ask
for their review about conditions
of the topic.
It has no effect on this level and
cannot apply to the workers
who are working.
6) Lecture
method
Apple conduct various lecture by
the experts who has better
knowledge about the software to
provide them quality in their task.
There is no scope for medical
demonstration for the trainees.
2.3 Systematic approach to plan a training and development
workshop
Systematic approach is the concept in which the determination of viability of a
project or a process which has been based on the application of the experience of
intelligibly defined set goals and appropriate steps along with the correct evaluation of
steps. The main aim of this approach is to examine the most efficient and effective
means for generation of the consistent and optimum results.
Training and development provides by the company to enhance the skill and
develop the human resource. This stage comes after completing the training programme
to implement the objectives in a company (Ployhart and Moliterno, 2011). Apple after
this training session focuses on the targets of a company for their employees.
Step1- Organisation's Aim:
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