HRM Project Section C, Group 10 Ano j Kumar |Dee pak Thota|Ki shan B K|R aghunandana D V|Sa nde ep Bangar|Sharique Ali|Sriva tsa 1 Anoj|Deepak|Kishan|Ra ghunandana |Sandeep|Shariqu e|Srivatsa
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HRM Project
Section C, Group 10Anoj Kumar|Deepak Thota|Kishan B K|Raghunandana D V|Sandeep
Bangar|Sharique Ali|Srivatsa
1Anoj|Deepak|Kishan|Raghunandana|Sandeep|Sharique|Srivatsa
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Apple Computer Inc.
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Organisational structure
Features
Company is organised along
functional lines
People are grouped on the basis of common expertise/experience and
resources
Benefits
Learn from another and to become
more specialised and productive
Effective monitoring
Enables the company to avoid
becoming too bureaucratic
Decentralisation enhances the
companys planning, decision making,
and control processes
3Anoj|Deepak|Kishan|Raghunandana|Sandeep|Sharique|Srivatsa
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Operating Structure
Features
Geographic structure for managing its
business
Corporations reportable operating
segments are the Americas, Europe,
Japan, and Retail
Benefits
Allows the company to be responsive
to the needs of regional customers
Reduces transportation costs
Apple can leverage its skills across all
the regions
4Anoj|Deepak|Kishan|Raghunandana|Sandeep|Sharique|Srivatsa
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Corporate culture and Values
Culture which focuses oninnovation and creativity
Company can adopt to rapidchanges in the fast-movingtechnology industry
Strict policy in terms of organisational socialisation-Sustained Competitive advantage
5Anoj|Deepak|Kishan|Raghunandana|Sandeep|Sharique|Srivatsa
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Human Resource Management
Ob jectives and
strategies
Human resourcepolicies
Apple would be nothing without its wonderfully
dedicated, diverse, and talented staff. Human
Resources is responsible for recruiting and developing
the best and brightest employees in every division,and supporting them throughout their careers.
Apple meets this need of creating a favourable image
of a company by implementing equality of employment
and promotion opportunities through partnership
arrangements around the world
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Skills and
knowledge
Business driventraining needse.g: training in the e -commerce area
General Awarenesseducation-employeesare able to see thebig picture
Personal developmentcategorye.g: development of employee soft skills
Offer or efficiencyprogrammee.g: training in varioussoftware packages
Employee Training and Development
7Anoj|Deepak|Kishan|Raghunandana|Sandeep|Sharique|Srivatsa
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Staff appraisals
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ADA
(Americans
with
Disabilities
Act)
Equal
Pay Act
(1963)
Civil
Rights
Act
(1991)
Congressio
nal
Accountabi
lity Act
(1995)
Other
legislations
laid down
by the US
governmen
t
Recruitment
Guidelines
Recruitment
9Anoj|Deepak|Kishan|Raghunandana|Sandeep|Sharique|Srivatsa
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Commence Recruitment
Resume Review Process
Announcement of Positions
Committee/Face to Face Interviews
Reference Check
Compliance Review
Appointment of Candidate
Induction Program
Recruitment
Advertisements
10Anoj|Deepak|Kishan|Raghunandana|Sandeep|Sharique|Srivatsa
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Recruitment
Commence
Recruitment
The Director of Human Resources at Apple completes the
following documents before an announcement for a position:
Recruitment request form
Job description
Job classification and suggested salary range Interview questions
Test/Skill evaluation tools
Criteria for evaluating candidates
Announcementof Positions
Human resource department announces the open position
and draft advertisements The job descriptions are circulated to about 340 agencies,
universities and organizations
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Recruitment
Advertisements
Committee/Faceto Face
Interviews
The interview includes questions that are relevant to the job under focus. Questions consists of:
General questions
Technical questions
Resume Review
Process
Resume Review
Process
Print Media
Other Media
Applicants are accepted or rejected on the basis of
their qualifications and experience in the field of
engineering management
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Recruitment
Reference
Check
Hiring Manager does the reference check and it includes: Academic references
Prior work references
Financial references
Law enforcement records
Personal reference
Compliance
Review and
Appointment
of Candidates
Human resource department announces the open position
and draft advertisements
The job descriptions are circulated to about 340 agencies,
universities and organizations
Induction
Program
Induction
Program
Provides a planned introduction of the job, organization and the
environment
Contributes to improved socialization and to increase
organizational commitment
Reduces new employees stress levels
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Direct remuneration
Indirect remuneration
Principles on which remuneration is based
Consists of monetary rewards
such as a pay packet or other
value add-ons
Non-monetary rewards such
as reimbursements
SalaryTrust and
Few classifications
Pay-for-
performance (PFP)
Remuneration Management
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Rationale behind Apple`s Compensation Program
Remuneration Management
Engage and absorb the
coveted class and
combination of staff
workers
Encourage their staff to
enhance their efficiency
and efforts in a steady
manner
Strengthen the
establishments
strategic standards and
principals
and the coveted system
of operating within the
establishment
To be just and unbiasedtowards its staff
members and Offer
customary and periodic
reimbursement and
efficiency audits
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Harmony:Sustained
Competitive
advantage
Corporate
strategy
HRM
strategy
Competitive advantage
HRM is able to create incentives for key employees to maintain a fruitfuland competitive relationship and boost creativity
HRM is able to design and deliver effective programs such as the
local partnership agreements and adapting itself to the changing
needs of a fast paced business
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Thank You!!