Introduction
Background and Relevance
Apple Corporation, founded in 1976, engaged in the development of technology, software, as well as multimedia content. Considered to be a pioneer of implementation Headquarters are located in Cupertino. Thanks to clever marketing and technology Apple has created a reputation comparable to the cult. The company’s success is largely due to how well the company’s organizational model was built.
Thesis Statement and Transition to the Body
Apple has a market strategy of service differentiation, which in the company’s strategy translates into proximity to the customer. Apple reduces levels of hierarchy to speed up communication with the customer, shifts authority to the front line for faster decision-making, and straightens and automates processes to speed up service. Such a type of strategy emphasizes the service behavior of employees. Service behaviors are not only exhibited for external customers but are tuned in for employees who work with internal customers as well.
Main Point 1
The management from the first years of entering the world market included a human resources strategy. Regardless of the situation and conditions, the focus of the human resources office is on interpersonal collaboration issues. Osama Al Kibaida claims that the center of this type of business organization is always the negotiation and exchange of experience. Profit is a consequence of the well-orchestrated co-creation of talented people, rather than serving as an end in itself. One of the clearest proofs of this model within Apple is their slogan “Think different,” which reveals how employees work.
The main steps, which the company’s management takes in order to implement the HR strategy are attracting profitable partners. Moreover, according to O’Rourke managers are constantly monitoring the success of the strategy implementation and checking all the steps for compliance with the global goals of the corporation. Based on these tasks, the characteristic traits of Apple managers, who strive to work and inspire their colleagues to be proactive, stand out. In the context of limited resources and budgets, it is a strategy that allows you to focus, stop conflicts between departments, and set the right priorities. If the core strategy is supported by directional strategies, the organization becomes more resilient and responsive to market challenges.
Main Point 2
This means that any decision, even a minor one on a company-wide scale, should be perceived as part of the company’s value system, as well as a worldview aimed at improving the world as a whole. With such an approach when the human qualities, intellect, and creativity of the personnel become the main thing, the level of understanding of clients’ needs automatically increases. Ronald Ebert claims that this is the main idea why the company’s marketing policy has become successful over the years. Another important feature of this company is the way the employees themselves perceive their work. Each employee, in addition to an unconditional understanding of his duties and their importance to the company, shows a sincere commitment to its ideals. Subsequently, this translates into a level of initiative among subordinates, which allows Apple to have more non-standard solutions in different situations.
Main Point 3
Apple’s HR office has a reputation for seeking out the most exceptional talent in their recruitment efforts. They prioritize candidates who possess a unique blend of skills, experience, and passion that align with the company’s mission and culture. This commitment to excellence extends to all areas of the organization, from engineering and design to marketing and customer service. By attracting and retaining the most talented workers, Apple maintains its position as a leading innovator in the tech industry. The company invests heavily in training and development programs to ensure that its employees stay up to date with the latest trends and technologies, fostering a culture of continuous learning and growth.
Conclusion
For Apple, the HR strategy is a living tool that is implemented during development, adjusted when necessary, when the labor market and the company’s financial capabilities change. To make it more effective for the company, it is necessary to clarify the importance and priority of attributes with strategic segments every six months and adjust them in a timely manner. A periodic audit of strategic HR processes will help economists see the long-term perspective. Nowadays, it become quite evident that this type of strategy is one of the conditions for Apple’s future success.
Works Cited
Ebert, Ronald J. Business Essentials. Pearson, 2019.
Kibaida, Osama Al. Financial Statement Analyses of Apple. Sage, 2020.
O’Rourke, James S. Management Communication. Taylor & Francis, 2023.