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Factors affecting the HR delivery structure

Discuss about the Mediating Role of Organizational Identification.

The term human resource management is used for the purpose of describing the formal systems that are devised for managing the people in the organizations. The major responsibilities that are fulfilled by the human resource department of the organizations include, employee compensation, staffing and other benefits. The human resource based concept can be used to describe the people or the employees who are a part of the company or the department of human resources that is present in the company. This is further considered to be an umbrella which is used for the purpose of describing the development and the management of the employees in the companies. This process can also be termed as the talent management or personnel management (Albrecht et al. 2015).

The human resource management department of the company thereby involves the process of overseeing all the processes that are taking place within the company. The various areas which are under the focus of the human resource department are, staffing and recruitment, benefits and compensation, learning and training, employee relations and labour and the development of the organizations. The process of human resource management is based on many different areas. This thereby requires the professionals to gain specific knowledge that is based on the different parts of the human resource based program (Amarakoon, Weerawardena and Verreynne 2016).

The report will be based on the detailed analysis of the human resource management functions that are performed by Apple. The ways by which the company has been able to manage the employees and increase their innovation based capabilities will be analysed in the report.

Apple is a multinational technology based organization that has its origins in the
United States of America. The various products that are offered by the company include, iPhone smartphone, iPad tablet, Mac personal computer and the Apple Watch. The software based products that are offered by the company include, iOS, macOS and many more. The company was founded in the year 1976 by Steve Wozniak, Steve Jobs and Ronald Wayne. The company has been able to grow with the huge pace after its establishment. Apple has always been highly secretive about its operations and the products and services that are to be launched by the company. The secrecy in the company has also been maintained with the employees and the human resource based functions (Apple. 2018).

Impact of the HR implementation on the organization

The effective strategy based on the human resources of the organizations are capable of aligning the functions with the goals and the mission of the company. The HR delivery activities are different for the small and the large organizations. The HR activities are further related to the different factors like the retention of employees, recruitment of the employees and the minimization of the issues that are faced by the employees (Brewster, Chung and Sparrow 2016). The external and internal factors that affect the human resource activities are as follows,

  • The competition that is faced by the organizations in the industry mainly affects the ability of the company to recruit the high quality and skilled employees. The huge organizations or brands in the industry are easily able to source the types of candidates that they are looking for in the market. The costs related to the advertisements based on recruitment are low in this case (Lester, Virick and Clapp-Smith 2016). The small organizations however have to face an adverse situation related to the ways by which they can recruit the employees who are appropriate for the different job positions. The human resource development in this case also aims at developing programs that are related to the retention of the suitable employees (Brewster et al. 2016).
  • The supply of labour is the most important driver based on the compensation that is provided to the employees. The type of market in which the companies operate can affect the type of labour who are a part of the organizational operations. The markets which are highly saturated in nature have more number of labour available as compared to the job opportunities (Newman et al. 2016). The compensation that is provided to the employees is less if there is a shortage of suitable candidates. The structure of compensation thereby needs to be developed on a continuous basis with respect to the demands in the industry or sector to which the company belongs (Jackson, Schuler and Jiang 2014).
  • The human resource based activities of the company are also affected by the legislations based on the different areas. The ways of maintaining the records of employees and other data based on the employees are also related to the human resource activities of the company.
  • The internal procedures and the policies of the company also affect the human resource activities. The human resource factors are related to the ways of monitoring the employees on a regular basis so that the eligible employees for various recognitions can be identified easily. The political factors, the external influences and the culture of the organization can also affect the delivery of the human resource activities (Meijerink, Bondarouk and Lepak 2016).

The company that has been taken into consideration of the human resource delivery based analysis is Apple. The case study is mainly based on the ways by which the human resource management system of Apple has been designed. The company has always been highly secretive about the different process that have been implemented by the management for the employees. However, some secondary research has been able to provide a clear vision about the human resource management procedure that has been implemented by Apple. The recruitment process of the company has been key of the success of Apple in the industry (Paillé et al. 2014).

The company has always given maximum amount of stress to the hard work of the candidates and the precise details of the work process have been taken into consideration. The work culture of the company has not promised high levels of positivity or work life balance for the employees. The main focus of the management has always been towards the productivity that is shown by the employees. The organization is known to be different from its competitors due to many reasons which have been able to provide a unique position in the technology industry. The levels of hard work were always the only concern for the management of the company. The talent management process of the company is completely different from the other major players in the industry (Purce 2014).

The employees in the company have always been encouraged to become self-reliant so that they are able to be a major part of the innovations that are made by the company in the market. The development programs have not been used by Apple as a part of their employee retention related strategy. The economic rewards that are provided to the employees are the major parts of the employee retention strategy implemented by Apple. The major part of the human resource strategy that has been used by the company is based on the agility of the different organizational policies. The company has been changing its business operations from one industry to another due to the agility based factors of Apple. The employees are thereby able to increase their talent in various fields so that they can knowledge in diverse areas (Sheehan 2014).

Recommendations for the role of HR and structure of service delivery

This agility in talent has been the most important part of the success that has been gained by Apple in different industries. The projects that were provided to the employees are also completely different from each other which has been helpful for them to become highly knowledgeable. The employees are thereby able to retool and prepare themselves in an effective manner. This ability of the employees has been the key of the success of Apple. The way of team work is another major factor which is unique in nature. The company assigns many teams for working on the projects and create innovative products for the customers. The teams assigned on the project compete with each other and the best team is thereby selected (Stone et al. 2015).

The unique work process of the teams has been the major reason behind the success of Apple in the industry. The management has always given importance to the process of free thinking so that the employees are able to show their innovative or creative side. The recruitment in Apple is also done on the basis of the innovative levels of the employees and the creative minds as well. The Go Crazy meeting is held in the organization along with the employees which is based on the discussion related to the various processes. The environment of work may not be positive in nature. However, the high returns that are provided by the company to the employees who are capable of providing innovative ideas have proved to be a major reason behind the successful operations of Apple in the industry (Tarique, Briscoe and Schuler 2015).

The human resource strategy that has been implemented by Apple has proved to be successful for the employees and the company as well.
The employees are thereby able to learn the various aspects of work without any formal training or development based program. The challenges that are placed by the management of Apple towards the employees are thereby related to the development of the skills of the employees. The learning and development based activities are undertaken directly by the employees instead of the management designing programs for them and their training (Tian, Cordery and Gamble 2016).

The role that is played by the human resource development of Apple is totally based on the revenues and the profitability of the company. The organization does not provide adequate attention to the wellbeing of the employee and their operations in the company. Apple thereby needs to formulate the policies in such a manner which will help the company to take care 0f the needs of the employees along with the profitability of the company in the market. This will be helpful for the long-term sustainability of Apple in the market. The company will be successful in creating a positive working environment in the operations. Apple will thereby be able to come out as a successful and humanitarian organization in the industry. The satisfaction levels of the employees will be thereby increased in the process which will support the successful operations of Apple in the technology industry. The implementation of proper human resource strategies can thereby help Apple to create a different position in the industry. The organization will be able to maintain its long-term operations with the implementation of strategies based on satisfaction of the employees. The human resource based activities play aa major role in the successful operations of the companies irrespective of the industries to which they belong.

Conclusion

The report can be concluded by stating that the human resource delivery based functions of the organizations are important for their successful operations in the modern business environment. The companies are able to operate in a positive manner in the environment and provide profits. Apple has been able to build the human resources of the company in a profitable manner which has helped in the fast growth of the company. The innovation levels of the company have also increased in the process. The employees are successful in providing the best ideas to the management for the innovations that can be made in the products and services that are offered to the customers. The company has however paid less attention to the wellbeing and the working environment of the people. This can lead to issues for the future functioning of the company in the technology sector. Apple can thereby implement improved human resource strategies which can help the company to improve its operations in the future. The revenues and the profitability of the company is also based on the proper implementation of the human resource strategies in the organization.

References

Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.

Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2016. Learning capabilities, human resource management innovation and competitive advantage. The International Journal of Human Resource Management, pp.1-31.

Apple. (2018). Apple. [online] Available at: https://www.apple.com/ [Accessed 28 May 2018].
Brewster, C., 2017. The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.

Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.

Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.

Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.

Lester, G.V., Virick, M. and Clapp-Smith, R., 2016. Harnessing Global Mindset to Positively Impact Advances in Global Leadership through International Human Resource Management Practices. In Advances in Global Leadership(pp. 325-349). Emerald Group Publishing Limited.

Meijerink, J.G., Bondarouk, T. and Lepak, D.P., 2016. Employees as active consumers of HRM: Linking employees’ HRM competences with their perceptions of HRM service value. Human resource management, 55(2), pp.219-240.

Newman, A., Miao, Q., Hofman, P.S. and Zhu, C.J., 2016. The impact of socially responsible human resource management on employees' organizational citizenship behaviour: the mediating role of organizational identification. The International Journal of Human Resource Management, 27(4), pp.440-455.

Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), pp.451-466.

Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Sheehan, M., 2014. Human resource management and performance: Evidence from small and medium-sized firms. International Small Business Journal, 32(5), pp.545-570.

Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), pp.216-231.

Tarique, I., Briscoe, D.R. and Schuler, R.S., 2015. International human resource management: Policies and practices for multinational enterprises. Routledge.

Tian, A.W., Cordery, J. and Gamble, J., 2016. Staying and performing: How human resource management practices increase job embeddedness and performance. Personnel Review, 45(5), pp.947-968.

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