Human Resources Initiatives
Human Resources (HR) play a critical role in the development of a company’s strategy and handling the employee-centered activities of an organization. The corporation’s human resource department is responsible for creation and implementation as well as overseeing policies between employees and the management team of the company. This research on several human resource concepts was a success through interviewing with Apple Corporation’s human resource manager, Dr. Edward. The HR manager in this particular company strategically partners with the Co-Founders and other agency leaders to ensure human resources programs and practices support the business’s objectives and goals. Dr. Edward identifies strategies, executives’ tactics, and builds programs that support employee on-boarding, development and retention. The main objectives of the research were to:
- Find out the concept of the company to ensure the selection process of human resources successively propels the company’s culture.
- To find out the right approaches used by the Apple corporation to recruit high-quality
- To determine how the company ensures it remains competitive in global emerging markets through global human resource management.
- To find out how the company manages risks and protect their employees from their competitors.
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On the question about the selection process of human resources successively to propel the company’s culture, the Apple HR manager responded that the selection process is meant to obtain the right and qualified candidate who has prerequisite capacities and qualifications to fill the organizations opening. The respondent further explained that this process is complex and lengthy since it involves a sequence of steps before coming up with the final selection. The respondent further explained that according to Mathis et al. (2017), a preliminary interview is the first step whereby the candidates are screened to eliminate those who are unqualified for the position. Receiving of applications is the next step where the employer gets the information about the candidates and come up with specific questions to inquire more information about the candidate. Screening of application after applications are made is followed by employment tests to get a snapshot of a candidate’s skills and abilities relative to the job position. The interviewee furthermore explained that according to Swider, Zimmerman & Barrick, (2015), after employment texts, an employment interview is conducted to obtain more insights about a particular candidate and then checking their references to obtain provided information authenticity. Lastly but not the least, the responded stated that medical examination is also a critical process during selection to establish the mental and physical fitness of the candidate. Then finally the particular candidate who qualifies through the entire selection process is awarded an appointment letter to join the corporation.
Additionally, on the recruitment of high-quality talent, the respondent affirmed that any company becomes exceptional due to its workforce, and to obtain exceptional employees, a robust recruitment process is very critical. He further noted that whether building a recruitment process or optimizing the current one, there are various guidelines to follow: First, it is important to understand the needs of the organization and what achievement would be from that particular role. Dr. Edward also explained that according to Mathis et al., (2017), when conduction recruitment interviews, it is essential to attract both passive and active talent in building talent channels while making the right decisions when conducting interviews. Mathis et al., (2017), suggest that it is very critical to manage talent relationships through nurturing the candidates until the right time. It is also essential to measure the success of the corporation and awarding the best performances while also eliminating the bottlenecks. Swider, Zimmerman & Barrick, (2015). suggest that in the recruitment process, the provision of a positive candidate experience is very crucial and the hiring manager should not underestimate the positive experience power to succeed in a competitive global market.
When the respondent was asked about how Apple company ensures it remains competitive in global emerging markets through global human resource management, he noted that the attraction, hiring, and retention of a skilled workforce is the most fundamental of the functions of human resources. Scullion (2011) suggests that there are some elements to the task that include a job description development, candidates’ interviewees, creating offers and negotiation of benefits and salaries. Although this is a complex task for every corporate, it is more complex in the global arena because of educational systems differences and, of course, language differences in diverse countries. The respondent further explained that Briscoe, Tarique, & Schuler, (2012), support the notion that about the Companies that identify and appreciate their workforce value generally place a significant stock amount in the recruitment role of HR, regardless of the global location of the hiring. Therefore, a good reason for the global HR process is to have a solid employees’ team to raise the profile of the company to help it realize profitability and retain it running efficiently and effectively.
Further, the interviewee was asked how Apple manages risks and protects its employees from being seized by its competitors. Dr. Edward showed that risk management and employees protection process needs the HR team to identify the rick first. According to Neef (2012), risks are the things that can cause illness or physical harm to the employees (Neef 2012). It is essential to identify the risks in the corporate process and the involved activities. All information on the workplace associated with such things needs to be reviewed, including production design, workplace reports, and incident reports, among others. Besides, the risks tend to vary by business but can also be specific to a particular organization.
The respondent additionally stated that there is a need to evaluate the risks and adopt precautions measures after identifying those who are vulnerable and the extent to which the risk can harm them. Further, the organization should determine the risk rating by assessing the severity and likelihood of the risk. This process ensures that the company upgrades its capacity to deal with a particular risk successively. Dr. Edward also noted that the employer must control hazards and eliminate risks wherever possible. Equipment and controls should be set up to alleviate the risks to entire parties involved. Neef (2012) suggests that the corporation should ensure that the administrative controls are followed up to the letter, while personal protective equipment is applied. The employer also has to ensure the suitable equipment is provided and employees are appropriately trained to utilize it. The corporation should review risk assessments and significant Material Safety Data Sheets (MSDS) with the employees and then post them in the workspaces.
The research concluded that proper selection, recruitment, global human resource management, and risk management and protection of the workforce are a critical aspect for any business to remain competitive in the market. For instance, human resources is critical in dealing with issues such as performance and compensation management, organization development, wellness, safety, benefits motivation, and training. When issues and risks are identified in the risk assessment process, they should be eliminated or controlled and a solution should be produced. Therefore, human resource management plays a key role in managing the workforce and upholding the business culture and environment.
References
Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management: Policies and practices for multinational enterprises. Routledge.
MATHIS, R. L., & JACKSON, J. H. (2017). Sean R. VALENTINE a Patricia MEGLICH. Human resource management.
Neef, D. (2012). Managing corporate reputation and risk. Routledge.
Scullion, H., & Collings, D. (2011). Global talent management. Routledge.
Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process. Journal of Applied Psychology, 100(3), 880.