Full Performance Strategy Analysis

Full Performance Strategy Analysis

HRM 531

Full Performance Strategy Analysis

Introduction

The Apple Inc. is a company that have become the center stage of innovative technology with the product they create throughout the years. Apple have endured many experiments and difficulties, but also have achieve success at the same time for many years in the technology industry. With the most modern strategies of the organizations have put the company ahead on training, improvement and promotion of the employee. The company’s unique opportunities for differential employees sets Apple apart from the other companies from same market. Apple’s inventive uniqueness is always constant in the organizations business environment, mostly when it comes to Apple’s development department and training department. Training is essential to the organizations management due to Apple’s outstanding business policy to invest in their staff.

Overview of Performance Management Process

There are many motives to do a performance management process in are retention on the worker’s evaluation, the promotion and base pay. Apple Inc separate the performance of the employee into three parts; first the teamwork, second the innovation and last the results. Within these categories, the employees are reviewed on their performance in which are: 1- if needs improvement, 2- if the employee needs improvement and last, if they exceed their expectations. That evaluation done the by the manager lets the employee know, how they are performing their job and what areas they need to improve. By conducting the employee evaluation this way, the managers can show the employee that is not personal, it is just how they rate were evaluated. After evaluation, managers can start on the process to start fixing what the person is doing wrong or continue to improve the one that are doing good. Because of that all things move around that, the raises are around zero and eight percent annually.

Job Analysis

Apple provides the world with computer, smartphones and online application (Apps) products, making a tech store. The jobs at Apple are to innovate technological products. There are many departments at Apple. At the retail store the sales personnel are to bring excellent customer service while selling Apple’s product like; I-Phones, Notebooks, I-Watchers and Mac computers. Depending of the job position pay can differ from the retail stores to the corporate office where the product developers, software design, marketing, human resources and many others departments and the pay can go to $11 an hour at the retail stores depending in what state the employee works to yearly high pay salaries.

Skills gap Analysis

This analysis will let the managers what kind of training the employee needs and what he or she can help bring into the organization. One of the thing the organization must do complete is a competency analysis on a potential job applicant. After that process is done the company must see if the employee will fit into that position and develop a training method for the new hirer (Skills Gap Analysis, 2016). New employees can take to just a few days to many weeks. Depending in what department you are applying for some positions do not required experience in the position, but having a friendly a positive attitude can help along the way and have an easy way to approach the customer and start communications. Like any other big and successful companies Apple can afford to train a new employee, but would like to have experienced personnel joining their ranks and the skill gap is for companies who wants to hire personnel with prior experience or college diploma, this is for most companies that cannot afford specialized training (Skills Gap Analysis, 2016)

Performance Evaluation

The performance evaluation is one of the most important things in a company who is the employer, where the company would like to know what is happening to the person they hired in their organization as the employee find out in what they need to get better. This can be good or bad thing but is important to help the worker improves. When a manager or supervisor have some negatives things to comment he or she must talk to the person in a positive way. A few times throughout the year employees receives refreshers course training so the employees can understand that must make sure they are doing just right by company standard.

Conclusion

Since Apple expended the SEED program in 2013, the company has received more than 280,000 applicants and it continues to grow to more than 480,000 applicants since the year 2008 (Moren, 2014). Apple has started a year and a half program to train their staff in environment, health, and safety matters, and this program have embraced more than 240 applicants that represents more than 60 facilities (Moren, 2014). Apple’s training and development program continues to be a success; making the organization obtaining a much more stronger Code of Conduct. Apple is aware and understands the company will forever require progression and still has aways to go. Apple Inc. reports, “We know audits and follow up action plans alone aren’t enough to fix systemic issues;” “as we go deeper into our supply chain to discover and correct problems, we also tackle root causes through training and specialized programs to bring about real change” (Moren, 2014). Apple Inc.’s accomplishments are not unnoticed, environmental activism group Greenpeace applauded Apple Inc.’s progress, saying “Apple’s increased transparency about its suppliers is becoming a hallmark of Tim Cook’s leadership at the company. Apple has flexed its muscles in the past to push suppliers to remove hazardous substances from products and provide more renewable energy for data centers, and it is proving the same model can work to reduce the use of conflict minerals. Samsung and other consumer electronics companies should follow Apple’s example and map its suppliers, so the industry can exert its collective influence to build devices that are better for people and the planet” (Moren, 2014).

All the training and development program, policies, and methods of Apple Inc. undoubtedly display the company’s ability to attain a highly unified, composed and disciplined training and development department, that is dedicated intensively to the company’s employees’, suppliers, and worker suppliers. Such unity, composure, and discipline enables the company to remain considerably one of the most innovative and admired companies of the world, that attracts and retains skilled employees who bring out and sustain the competitive advantage the company strives to maintain.

References:

Skills Gap Analysis. (2016). Retrieved from http://www.thecompetencygroup.com/optimization/skill-gap-analysis.aspx

Chen, B. X. (2014). Simplifying the Bull: How Picasso Helps to Teach Apple’s Style. The New York Times. Retrieved from: http://www.nytimes.com/2014/08/11/technology/-inside-apples-internal-training-program-.html?_r=0

Moren, D. (2014). Apple’s 2014 Supplier Report: Better Working Conditions, Fewer Conflict Minerals. Macworld from IDG. Retrieved from http://www.macworld.com/article/2097723/apples-2014-supplier-report-better-working-conditions-fewer-conflict-minerals.html

Nova, S. & Shapiro, I. (2014). Assessing the Reforms Portrayed by Apple’s Supplier Responsibility Report. Economic Policy institute. Retrieved from: http://www.epi.org/publication/assessing-reforms-portrayed-apples-supplier/

ProjectConnections. (2016). Training Needs Assessment Guidelines. Retrieved from: http://www.projectconnections.com/templates/detail/training-needs-assessment.html