Strategic Management of Human Resources Report for Apple Inc. Analysis

This report provides a comprehensive analysis of the strategic management of human resources at Apple Inc. It begins with an introduction highlighting the importance of HR in strategic management and identifies key HR issues such as long hours, inflexible schedules, and poor promotional measures. The report then conducts a STEEPLED analysis, examining social, technological, economic, environmental, political, legal, ethical, and demographic factors impacting Apple Inc. Opportunities and threats are identified based on the STEEPLED analysis, followed by proposed business strategies like work-life harmony, regular monetary strategies, balanced scorecards, and decentralization decision-making. HR strengths and weaknesses are evaluated, and proposed HR strategies, including employee retention and motivation and engagement, are discussed. The report also covers training and development, HR policies and practices, and concludes with recommendations for Apple Inc. to improve its HR management practices. The report incorporates relevant academic sources to support its analysis and recommendations.

Running head: STRATEGIC MANAGEMENT OF HUMAN RESOURCE
Strategic Management of Human Resource

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Table of Contents
Introduction.................................................................................................................................................3
Social factor.............................................................................................................................................4
Technological factor................................................................................................................................4
Economical factor....................................................................................................................................4
Environmental factor...............................................................................................................................4
Political factor.........................................................................................................................................5
Legal factor.............................................................................................................................................5
Ethical factor...........................................................................................................................................5
Demographic factor.................................................................................................................................5
Opportunities for Apple Inc.....................................................................................................................6
Threats Facing Apple Inc.........................................................................................................................6
Proposed Business Strategy.........................................................................................................................7
Work-life harmony strategy.....................................................................................................................7
Regularly monetary strategy....................................................................................................................7
Balance scorecard....................................................................................................................................7
Decentralization decision making strategy..............................................................................................8
HR strengths and weaknesses......................................................................................................................8
Employee retention strategy....................................................................................................................9
Motivation and engagement strategy.......................................................................................................9
Training and development.....................................................................................................................10
HR policies and practices..........................................................................................................................10
Recruitment policies..............................................................................................................................11
Recognition and benefits.......................................................................................................................11
Happiness at work.................................................................................................................................11
Training/talent management..................................................................................................................11
360-degree appraisal..............................................................................................................................12
Conclusion.................................................................................................................................................12
References.................................................................................................................................................13

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Introduction
Human resource plays an imperative role in strategic management. This report discusses the
many human resources issues named like Long hours, hectic, and inflexible schedules. It
presents a STEEPLED model that is used to understand the situationof the country. It also
demonstrates OT for Apple Inc. It also explains the proposed business strategy and HR Strength
and weakness with proposed HR strategy. In last, it recommends many human resourcespolicies
for Apple Inc.
HR issues in Apple Inc.
Human resources issues could affect the performance of Apple Inc. There are certain factors that
could negatively influence the outcome of the organization. These are long hours, hectic and
inflexible schedules, employees’ morals, and poor promotional measures (Armstrongand Taylor,
2014). It is also analyzed thatlong working hours could create stress among employees that
could decline the overall outcome of the organization. Hectic and inflexible schedulesmake the
uncomfortable atmosphere at the working place. It could also declinepossibilities to make the
positive relationship between top management and subordinates. It is also analyzed that
inflexible schedules could decline the interest of employee to do their allocated job
systematically that would influence their overall result. Moreover, employees’ morals could be
important for getting higher competitive benefits in the least time and cost.Thus, it is analyzed
that once morale of employees could decline then it could influence the overall performance of
the firm (Jackson, Schuler, and Jiang, 2014). In last, it is evaluated that poor promotional
measures could make a negative image of the firm among consumers that affect the demand for
goods and services. It would also influence the employee as well as organization productivity. It
is also addressed that Apple Inc. gives less value to their employee’s that creates major issues for

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the firm. It could decline possibilities to meet the aim and objectives of the organization in
limited time and cost.
STEEPLED analysis
Social factor
The organization could be influenced by certain social components like market presence,
purchasing power, enhancement in the number of smartphones, application of digital tools, and
Apple products ownership (Hollenbeckand Jamieson, 2015). In the current era, it is analyzed
thatdemand of mobile has been increased in the market that generates opportunities for Apple to
launch their mobile and get higher competitive benefits.
Technological factor
In the current era, Apple Inc. could be affected by many tools and technologies like R &D
(research and development department), MacOS Sierra outlay, quality of the camera, and cloud
computing trend. Cloud computing becomes popular among companies. Hence, it is examined
that Apple could grab this opportunity by providing cloud-friendly apps (Kramar, 2014).
Economical factor
Economic components could influence Apple Inc. like quickly expansion of developing
countries, foreign currencies, and possible expansion in the marketplace. In addition, it is also
evaluated that the economy is stable that offer opportunity for Apple Inc. to expand their
business in a systematic manner and obtained reliable outcome (Brattonand Gold, 2017).
Environmental factor
Environmental factors could also influence the overall situation of Apple Inc. due to certain
reasons like reuse approaches using robots and moving to greener materials. This organization

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can use this innovative strategy for getting higher competitive benefits from the launching of its
products and services in the marketplace (Collings, Wood, and Szamosi, 2018).
Political factor
Political components could directly impact on the performance of the organization. There are
two important political components that may affect Apple Inc. like bad political relations and
exporting goods in America. But, at the same time, free trade schemes create opportunities for
the organization to effectively lunch products and services in specified countries (Brewster,
Chung, and Sparrow, 2016).
Legal factor
Form the analysis of STEEPLED; it is analyzed that laws and regulation could directly impact on
the performance of the business. It is also addressed the application of digital technology could
create privacy problem in the organization. Consequently, more privacy rules and regulation
could be levied on the business performance of the firm (Gannon, Roper, and Doherty, 2015).
This component could become a threat for the firm to launch their new products and services and
entails the private information transmission.
Ethical factor
Apple Inc. can be influenced by many ethical components like Apple & Donate Life America
develops state organ donor for iPhone registration, International Apps, and globe campaign with
WWF. These ethical factors create the opportunity for the company to sustain in the market at
long-term.
Demographic factor
Apple Inc. targets 24- 45 age group of people, Newly Married Couples, and Bachelor Stage
people, Professionals, managers and executives, and High earners for its devices like iPhone,

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iPad, Mac, iPod. It has also targeted the 18 – 30 urban, Bachelor Stage and Newly Married
Couples, and Students, Professionals, managers for their services such as iTunesand the iTunes
Store, Mac App Store, iCloud, and Apple Pay. It also targeted 20-35 age-group of people, high
earners, Professionals, managers,and executives, for Operating system & software likeiOS, OSX,
iLife, and iWork. It also targeted 20-45 age-group of people, Professionals, managers and
Professionals, managers and executives for Accessories such as Apple TV, Apple Watch and
related accessories. These demographic segmentation aids to grab the opportunity of creating
demand towards their products and services.
OT analysis
Opportunities for Apple Inc
On the basis of STEEPLED Analysis, it can be stated that Apple Inc can get the opportunity of
creating more demand towards their products by using the advance technology. Another
opportunity for company is building positive image in the mind of customers due to ethical
consideration in the business process. Apple Inc. can also grab the opportunity of increasing the
revenue due to appropriate demographic segmentation. It can also get the chances of expanding
the business in the market due to free trade schemes (Gannon, Roper, and Doherty, 2015).
Threats Facing Apple Inc.
On the basis of STEEPLED assessment, it is stated that company can face the threat in terms of
expanding their business into technology industry due to bad political relation and exporting
goods in America. Company can also face the threat of declining demand due to privacy problem
in system (Chelladuraiand Kerwin, 2017).

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Proposed Business Strategy
Business strategies facilitate Apple Inc. to deal with the potential threats effectively and grab the
opportunities like work-life harmony strategy; regularly monetary strategy, balanced score card,
and decentralization decision making a strategy.These are discussed as below:
Work-life harmony strategy
A work-life harmony strategy could be imperative for both employees as well as employers for
effectively operating the business and get higher competitive benefits.Through this strategy; the
human resources manager will be capable to influence the employees towards their work and
helps to creating the demand. Moreover, it is analyzed that Apple Inc. should use this strategy for
making a diverse image in the marketplace and get higher competitive benefits (Reiche, et al.,
2016).
Regularly monetary strategy
Apple Inc. should use regularly monetary strategy for their employees. This strategy will lead to
motivate the employees as motivated employees may generate more revenues. This strategy is
also imperative for business at the time of dealing with economic fluctuations. Further, it is also
analyzed that this strategy is emphasized on the moneraty rewards as well as open business
culture. It could be effective for overcoming the threats of company (Tyson, 2014).
Balance scorecard
This strategy is practiced by Apple Inc. to make a plan wherein organization determines what
will be done in future. In this strategy, Human resource manager will record day to day activity
and make the decision to grab the opportunities (Paillé, et al., 2014). Thus, it can be examined
that this strategy is imperative for increasing the productivity of organization.

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Decentralization decision making strategy
Decentralization decision making strategy enables top management team of Apple Inc. like top,
medium, and lower level executive to make a decision for eliminating the threats and grabbing
the opportunities. Consequently, Apple Inc. would be capable to increase their revenue and
creating more demand towards their products and services.
HR strengths and weaknesses
Human resources entails manystrengths that could be effective for accomplishing organizational
task named strategy and roles, creating top-tier employees, and generate choice for manager.The
human resources manager of Apple Inc. makes strategy and determines the roles of the
employees to accomplish the organizational task in a systematic way. Further, it is also analyzed
that HR of the organization is capable to easily creating top-tier employees in the working place
to meet objectivesand goal of the organization (Nankervis, et al., 2016). Moreover, it is also
analyzed that manager of Apple Inc. promptly takes appropriate decision that leads them to
easily grab the opportunity. It would be imperative for the accomplishment of the organizational
task. Apart from this, there are creation weaknesses of Human resources manager that eliminate
the possibilities to obtain higher competitive benefits.These are lack of communicationskillsand
lack of team management skills. Further, lack of communication skills could decline the
possibilities of making suitable behavior with others. Moreover, it is examined that human
resources manager has also lack of team management skills that create conflict at the working
place and reduce the opportunity to obtain higher profit (Nankervis, et al., 2016).
Proposed HR strategy

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Apple Inc. manager willpropose many human resource strategies to operate the business process
and meet the aim and objectives of the organization. These are employee’s retention and
Motivation and engagement that are discussed as below:
Employee retention strategy
The human resources manager of Apple Inc. should use an employee retention strategy for
improving their performance in the least time. In addition, it is also examined that employee
retention strategy could support to control on turnover of employees and obtain a reliable
outcome.
Retention cultures could be imperative for making a relationship between workers and
management.It could facilitate organizationto obtain many benefits as it could be related to the
employee recognition and employee assistance culture. Moreover, the organization would be
capable to satisfy huge amount of employees for long-term. Moreover, it could also be
imperative for improving employee recognition. Moreover, compensation pay, employee
recognition cultures could lead the firm to keep the satisfaction level of workforces (Brewster, et
al., 2016). Human resource manager could collect feedback of specified employees towards the
issues of products and services as it would be imperative for reducing employee retention and
employee turnover. In addition, it is also examined employee retention could enable the firm to
increase their productivity. In addition, it is evaluated that the recruitment and training method
could be imperative for new workforces because they support to complete the allocated task in
the least time and cost.
Motivation and engagement strategy
The motivation and engagement strategy is imperativefor accomplishing any task in the least
time and cost. Further, it is also examined that the organization should use Maslow need a theory

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for motivating the employees towards their work. Through this theory, the organization would be
capable to determinethe needs of an individual and offer many benefits accordingly as it would
be imperative for retaining the consumers in long-term. Apart from this, the human resources
manager could conduct many activities at the working place and engage their workforces. It
would be effective for gaining the aim and objectives of the research matter (Jabbourand de
Sousa Jabbour, 2016).
Training and development
Training and development strategy could also be imperative for retaining the employees at the
working place. This method facilitates human resources manager to improve existing skills of
employees that creates interest of employees in their allocated work.It would be imperative for
the accomplishment desire goal in the least time. Training and development method enables
human resources manager to improve professionals and personal skills of employees to meet
allocated work in a systematic manner. In addition, it is also evaluated that the human resources
manager of the origination could use unique tools and techniques for obtaining higher
competitive benefits (Jamali, El Dirani, and Harwood, 2015).
HR policies and practices
The human resources policy is effective for operating the business process and getsa reliable
result. Furthermore, it is also evaluated that there are creation human resources policies are used
by the organization for effectively operating business and obtain result with respect the research
result named recruitment policies, recognition and benefits, happiness at work, training/talent
management, and 360 degree appraisal (Marchington, et al., 2016).These are discussed as below:

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Recruitment policies
The human resources could make an effective recruitment policy for selecting suitable
candidates to fill vacant seats. The primary aim of this research is to assure the transparent and
unbiased recruitment of job applicants on behalf of requirement. It would create the reliability
and validity in the whole process of recruitment (Marchington, et al., 2016).
Recognition and benefits
The recognition policy could lead employeestoaccomplishtheir allocated task in the least time
with quality.From the application of recognition method, it is mandatory for the firm to offer the
opportunity to their employees for making their diverse image in the working place. This method
could encourage the employee to accomplish their desired goal in a particular time period. This
method could also gain the productivity of the organization by motivating each employee in a
systematic way (Marchington, et al., 2016).
Happiness at work
The organization should also simplymake a positive atmosphere at the working place.In addition,
it is also examined that happy atmosphere could be more productive as compared to those
organizations that pressurized their employee to accomplish the task of the organization.
Happiness at the working place could demonstratea positive relationship among the top and
bottom management (Shenand Benson, 2016).
Training/talent management
A training method is an effective tool that motivates employees for the accomplishment of the
organizational taskin the least time and cost.In addition, it is also examined that training and
development is a technique that manages the talent of an employee and support to obtain reliable
outcome (Jabbour and de Sousa Jabbour, 2016).

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360-degree appraisal
360-degree appraisal method could also be an import method of human resources as it permits
the human resources manager to collect feedback of employees from many sources like
employees, subordinates, colleagues, and supervisor. It could be effective for making a reliable
decision with respect to the actual performance of employees. It could also lead to geta reliable
result in the least time and cost (Tyson, 2014).
Conclusion
From the above interpretation, it can be summarized that human resources are an imperative part
of the organization as it facilities to effectively operate the business process and get a reliable
outcome. It can also be concluded that the organization has used STEEPLED analysis and
examine the situation of the country in oppose to the organization. Moreover, there are certain
human resources issues that could be faced by the firm like Long hours, hectic, and inflexible
schedules as it would negatively impact on the accomplishment of aim and objectives of the
firm. Another issue is a poor promotion that could also negatively impact on the overall result of
the organization.
It can also be illustrated that there are certainproposed business strategies that are used by the
organization to operate the business effectively namedWork-life harmony strategy, regularly
monetary strategy, balancedscorecard, and decentralization decision making a strategy.
It can also be concluded that the organization could also use propose strategies of human
resources for completing the organizational task likeemployee retention, motivation and
engagement, and training as it would facilitate to the reliable outcome.

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