Human Resource Management: Apple Inc. HRM Practices and Strategies

This report provides a comprehensive overview of Human Resource Management (HRM) practices at Apple Inc. It begins by defining the purpose and functions of HRM, emphasizing planning, organizing, directing, and controlling. The report then delves into different recruitment and selection approaches, comparing internal, external, and third-party methods, along with their strengths and weaknesses. Further, it examines the benefits of HRM practices such as conflict resolution, training and development, and employee relations, along with an analysis of their effectiveness. The report also explores the importance of employee relations in influencing HRM decision-making, and the impact of key elements of employee legislation. Finally, the report discusses the application of HRM practices in a work-related context, offering insights into Apple's strategies for managing its workforce and maintaining a productive and compliant work environment. The report concludes with a summary of the findings and relevant references.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM.........................................................................................1
P2 Strength and weakness of different approaches of recruitment and selection..................5
M1 ..........................................................................................................................................6
M2 & D1.................................................................................................................................6
TASK 2............................................................................................................................................7
P3 Benefits of HRM practices................................................................................................7
P4 Effectiveness of different HRM practices.........................................................................8
M3.........................................................................................................................................10
D2.........................................................................................................................................10
TASK 3..........................................................................................................................................10
P5 Importance of employee relations to influence HRM decision making..........................10
P6 Key elements of employee legislation and impact on decision making.........................12
M4.........................................................................................................................................14
D3.........................................................................................................................................14
TASK 4..........................................................................................................................................14
P7 Application of HRM practices in work related context..................................................14
M5.........................................................................................................................................19
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20

INTRODUCTION
Human resource management is an essential term which is utilized by each and every sort
of company, thus they can organise their staff members appropriately. As a result, they will do
their work in an effective and efficient manner. Fundamental function of human resource is to
recruit deserving campaigner. Along with this, it is must for manager to motivate their labours,
so that they can enhance their work execution. Apple is a multinational company and doing their
operations in technology. Along with this, they are providing computer software, online services
etc. to their purchasers. Essential purpose of this assignment is to identify purpose and function
of personnel management (Brewster and Hegewisch 2017). It is must for manager to identify
strengths and weaknesses of various approaches which are associated with recruitment and
selection process. They can cater training to their workers, therefore, they can enhance their
work efficiency. Employer can develop some strategies to maintain relations amongst their staff
members. Apple has to follow necessary laws and regulations in business to resolve disputes.
TASK 1
P1 Purpose and functions of HRM
Human resource management is a procedure which help to bring individuals as well as
firm collectively, thus they can attain desired targets effectively. Manager of company aid to
motivate workers, so that they can improve their work efficiency. Superiors have to motivate
their workers, therefore they can achieve best results and along with this increase their revenues.
Basically, HRM is connected with planning, staffing, directing, organising and so on. Manager
inspire their employees, hence they will do their task in group (Nature of Human resource
management, 2017).
Scope of Human resource management is mentioned as beneath:
 Employer has to maintain an effectual relations with trade union and workers, so that
they can secure their organisation from unwanted lock outs or strikes. As a result, people
will do their work effectively and timely.
 Manager has to motivate their employees through monetary as well as non monetary
terms. It may includes commission, rewards, bonus, extra leaves and so on (Albrecht and
et. al., 2015).
 They need to provide training to their workers, as a result, they can reduce unwanted cost.
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 Manager has to select an appropriate candidates, hence they can attain their desired goals
and objectives within a time span.
According to Guest, (2011) HRM is an effective procedure. With assistance of this,
manager can easily manage people in company is an adequate way.
As per Jiang, (2012) human resource management comprises job evaluation, planning,
recruit an adequate individual at right occupation, training, motivation and so on, thus they can
attain their desired targets in an effective and efficient way.
There are several fundamental functions in context of human resource management
which are discussed as below:
Planning: Main purpose of higher authority is to create an effective planning. therefore,
company can attain their desired goals in an adequate way. Manager can develop policies in
relation to training, promotion, recruitment, development and so forth. For an appropriate
planning,vast knowledge and skills are essential (Baum, 2016).
Organising: As per this, employer has to decide distinctive procedures which are
connected with their business and along with this allot it to staff members, thus they can do their
task effectively.
Directing: It is must for superior to guide their subordinates, as a result,they will do their
work in correct way. For above stated purpose, they can provide training to their employees, as a
result they will perform their task with maximum effectiveness.
Controlling: There are various activities which are covered under this, such as
performance appraisal, career improvement, an effective relations and so on.
Along with this, there are certain activities which performed by HRM like management
of training and performance, compensation, leave management, pay slip distribution, workers
information, health and safety etc.
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As per above presented picture it has been comprehended that best fit practices are
suitable for pay system and best practices are based on assumptions and it can be applied on each
and every kind of circumstances. Instead of this, by using best fit practices, organisation wants to
have competitive benefits.
Hard and soft model of HRM:
HARD SOFT
As per this approach, manager treat their
workers in a simple way and consider them as
an assets of business. They are strongly
connected with corporate business organising.
As indicated by this, they are more essential
part of business and along with this, with
assistance of them company can easily take
competitive benefits from their rivals (Shen
and Benson, 2016). Each and every labour treat
as a person and in addition their wants are also
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Illustration 1: Best fit vs. Best practices
(Source: Osbun, 2015)

organised accordingly.
Workforce planning: It is a continuous procedure and appoint right individual at right
position, thus company can attain their short as well as long term targets in an effective way.
Moreover, it may consists job design, planning, flexible working and so on.
There are four kind of labour market, which are mentioned as below:
 Unskilled
 Skilled
 Semi-skilled
 Professional
As per above mentioned image, it has been understood that in UK individual and
collective dismissals are less as compare to temporary contracts. People want to do work on
temporary basis. Above picture presents the labour market trend of various countries.
If Apple wants to improve effectiveness as well as efficiency of their products, then they
can use new and unique methods. As a result, they can enhance their market share and in
addition, take benefits from their competitors at marketplace. They also need to follow legal and
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Illustration 2: Labour market trends, 2016

regulatory structure, hence they can do their work smoothly. It will develop positive image of
organisation in front of their clients (Stone and Deadrick, 2015).
P2 Strength and weakness of different approaches of recruitment and selection
Apple is using recruitment as well as selection method, so that they can choose best and
suitable candidates for their firm. They judge people as per their talent, knowledge and skills.
Company can utilize various approaches for this purpose, such as internal, external, third party.
There are three various methods in context of recruitment and selection methods, are mentioned
as beneath:
Internal approach: As per this, if manager want to fill vacant position in company, then
he or she can fill up it within current labours.
There are various strengths of using it, which are stated as below:
 This method is less expansive and furthermore contains minimum.
 With assistance of this internal approach employer can fill vacancy as quick as possible.
 Staff members are too much familiar with firm and can easily do their work in an
effective way.
 This method will motivate workers, as it provides promotional opportunities to people.
 Superiors are well known about strengths as well as shortcomings of their staff members.
Some of weaknesses are discussed as below:
 If manager is using this method then they can not introduce any new thoughts which will
came from outside (Jamali, El Dirani and Harwood, 2015).
 There is less number of potential individuals.
 It will develop bitterness amongst labours who is not get promoted.
External recruitment: According to this, manager can appoint best and suitable
candidate from outside.
Several of strengths are mentioned as beneath:
 People who came from outer environment will bring unique thoughts.
 There are various people, so that employer can choose best applicant for their
organisation.
 An individual will have broad experience.
There are various weaknesses of this approach, which are stated as below:
 This procedure will take lots of time.
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 It is much expansive, as manager has to take interview and along with this advertisement
is essential (Abdullah and Zulkifli, 2015).
 This method takes too much time (Recruitment: Internal v External Recruitment., 2015).
Third party approach: As indicated by this method, an employer can select workers
with assistance of other person who are not connected with business. It will include professional
body, referral from labours and so on.
There are many strengths of using this method, which are mentioned as below:
 Superior can hire best and qualified applicants for their firm.
 Very useful to develop an effective relations with new employees.
Some of the weaknesses are stated as beneath:
 It consumes too much cost.
 There is lack of control over hiring procedure.
 Communication problem will arise in he manner (Jabbour and de Sousa Jabbour, 2016).
M1
Therefore, it has been comprehended that there are various kind of HRM functions which
has to be complied by manager in an effective manner. It will include planning, organising,
directing, coordinating and controlling. If everything is done in an adequate way then firm will
accomplish their coveted targets and goals within minimum period of time.
M2 & D1
There are many strengths as well as weaknesses which are related with recruitment and
selection. Each and every kind of approach has their own pros and cons. If manager wants to
motivate their workers and they have less time and fund to assign new people then he can use
internal approach. But if he has much time and fund then he can acquire an individual from
outside the association.
Example: to evaluate strengths and weaknesses of various approaches of recruitment and
selection, company can use some tools and techniques. Like, manager can evaluate their working
procedure time to time. They can improve communication system also.
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TASK 2
P3 Benefits of HRM practices
Human resource management is essential for each and every kind of enterprise, so that
they will do their work in an effective and efficient manner. Apple has to manage their entire
organisation, thus they will attain their desired goals and targets within specific period of time.
As a result, they can increase their revenues and in addition market share.
There are some advantages given by Apple to their employees, are mentioned as beneath:
Conflict resolution: Manager of firm can develop some programs for their labours, as it
will assist them to decrease conflicts amongst them. If any problems arise, then it is must for
superior to resolve it timely. Thus, staff members will do their work within an adequate period of
time. To manage disputes in association manager can follow some approaches. Such as if issue is
less relevant then they can avoid it because it will develop unnecessary tension. Some of the
problems are must to resolve, so that superior has to resolve it within an adequate time to restrain
unwanted delay.
Training and development: It is essential for employer to cater training to their staff
members, hence they will do their work with maximum effectiveness (Stone and et. al., 2015). In
organisation, manager has to use new and unique methods, so that they can enhance their work
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Illustration 3: HRM practices
(Source: HRM practices, 2017)

efficiency. Thus, to make familiar with new procedures to their workers, superior has to give
them appropriate training. As a result, they will do their task within a specific time span and
along with this eliminate unnecessary cost. They can use some kinds of methods for this, such as
on the job as well as off the job. An adequate training will work as motivational tool also.
Employee relations: It is necessary for each and every kind of association to maintain
healthy relations with workers. For above stated purpose they can share ideas or thoughts with
them. If relations are strong then it will assist manager in their retention. Along with this, they
will do their work with extra effectiveness.
Information resource: They render necessary or required data to their employer, thus
they will get updated regarding current status of marketplace. Along with this, to gather adequate
information they will conduct survey also. As a result, they will accomplish needs and wants of
their clients within appropriate period of time. Moreover, they can easily improve their revenues
as well as market share (Bal and De Lange, 2015).
There are various benefits which are provided to employers by Apple corporation, are
stated as beneath:
Provide surplus welfare: If employer do their work with extra effectiveness, then they
can easily attain desired goals as well as targets. As a result, it will aid them to increase their
incomes. An appropriate knowledge and in addition skills will help them to accomplish their task
in more effective way. They can grasp opportunities in market, it will also assist them to enhance
their revenues and market share. Thus, they can beat their competitors at marketplace.
Special treatment: Apple provide extra cabins to superiors with an essential facilities. It
will work as motivation for them and along with this they will do their work with maximum
efficiency.
Instead of all of this, both employer as well as employee is an integral part of company.
As without them they can not accomplish their goals and targets in a specific period of time.
Manager can boost morale of their staff members by providing additional benefits to them. As a
result, they will get encourage and do their more adequately (Cooke and Bartram, 2015).
P4 Effectiveness of different HRM practices
If Apple wants to enhance their existing circumstances then it is must for them to
improve effectiveness of entire organisation. They will do this through increasing their revenues.
Practice which are associated with human resource management assumes a vital role in success
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and improvement of firm. An enterprise will acquire growth through producing attractive as well
as creative items. Fundamental function of HR division is to utilize all assets in an appropriate
manner; therefore they can manufacture goods effectively. Along with this, they can attract
numerous clients towards them. It is must for company to improve their incomes by decreasing
their expenditures. Therefore, it has been comprehended that HRM practices can influence
manufacturing procedure as it has wide aspect.
Along with this, essential aim of human resource management is to enhance productivity
of Apple corporation with assistance of staff members (Salas and et. al., 2015). Additionally,
manager of an enterprise wants to increase learning of their workers and personality. As a result,
they will easily execute their functions which will help company to improve their revenues.
Staffing: In an association there is always need of talented individuals. Hence, they can
produce items effectively; as a result, they can attain their desired goals and targets within a
specific time span. It will be manage if division of human resource do staffing in an adequate
way. There are certain steps in context of this, are stated as beneath:
 Primarily, it is necessary to analyse job appropriately to determine roles and
responsibilities which are associated with occupation.
 Then, manager has to do proper planning in relation to this.
 Finally, they need to recruit and select individual who is efficient for job.
Human resource development: It is most important part for human resource unit as they
need to provide training to their staff members. It will assist them in their growth and
improvement. Along with this, they will enhance their work efficiency. Hence, they will
accomplish their roles as well as responsibilities in a proficient manner. As a result, company
will improve their profits and reputation at marketplace (Snell Morris and Bohlander 2015).
Compensation and benefits: Fundamental duty of HR administrator is to cater salaries
to their employees. Along with this, they will provide additional benefits to them as per their
performance. It will comprise bonus, commission, extra leaves, perks and so on. It will work as a
motivational tool.
Employee and labour relation: It is required for manager to develop an effective
relationship with their staff members; therefore, they can decrease disputes at workplace. Hence,
they will encourage towards work and do it more effectively and efficiently.
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