Developing Your Team
SUNKISSED
APPLECOMPANYPOWERPOINTMarquetteHarris.pptxLeadership Strategies for HR
Marquette Harris
Bus302 Management Concepts
Dr. Michelle T. Ross
11/23/2020
HUMAN RESOURCE STRATEGIES
APPLE LIMITED COMPANY
Apple limited company is a multinational technology company that deals with software programming, IPadOS, and products such as the iPhone, personal computers, tablets, and smartphones.
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MISION STATEMENT OF APPLE LIMITED COMPANY
To create the best experiences for its users by being innovative in software, services, and hardware.
The company's mission is to produce user-friendly products that can satisfy all users' needs by encouraging innovation within the company and partnering with other technological companies.
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IMPORTANCE OF HUMAN RESOURCE MANAGEMENT FUNCTIONS ON EMPLOYEE MANAGEMENT AND LABOUR RELATION. A. EMPLOYEE TRAINING & DEVELOPMENT
HR ensures new and existing employees acquire skills and knowledge to perform the allocated task effectively.
Training and development improve overall production.
Human resource management prepares employees for more significant challenges and tasks, which is a crucial role.
The main advantage of training and development is to increase responsibility and create a conducive working environment.
The apple company's human resources management trains and develops its employees by benchmarking to other companies. Paying for employees' trade shows where they can get more education on technology. Employee training has been the main secret behind the company's success. After the training, employees show a high degree of effectiveness, such as careless connections, which reduces the production cost and increases the profit margin. Also, the training and development of employees makes the workers responsible and develop their skills.
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B. EMPLOYEE PERFORMANCE MANAGEMENT
According to Jaskyte 2016, employee performance management focuses not only on employees’ performance but also on the department and the company by playing the following roles.
Setting a job description for every position available in the Apple Company.
Ensuring that there is a proper selection procedure during hireling to ensure the best candidate is absorbed in the company.
HR performance management ensures that there is timely feedback in the company by training them on how to boost efficiency.
Performance is a vital component of any company, which determines the amount of profit the company gets. Human resource management ensures that employees' performance is well managed by describing every job requirement in the company, its roles, and expectations. Besides, it is the team's role to ensure that the department and the teams work together effectively to achieve the companies vision and mission. For instance, the apple company is divided into departments that deal with a specific part in the overall product production; therefore, the HRM ensures that each department works effectively to perfect the final product.
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C.COMPENSATION AND BENEFITS
HR's primary objective to deal with compensation and benefits is to ensure equal and fair remuneration to all the employees.
Compensation of the major companies' expenditure.
Employee compensation.
Lay down clear guidelines and policies one each job position compensation and benefits.
Apple limited company is one of the documented companies that ensures fair treatment during the compensation of employees. Additionally, they describe the benefits that an employee will get during retirement, which attract and make people willing to work for the company. Also, the companies HR ensures that the outlined guidelines and policies are observed to the latter.
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JOB DESIGN AND JOB ANALYSIS
According to Martins, 2017 job design is the process of stating the duties and the responsibilities of each job, and job analysis describes job skills, qualifications, and experiences.
To identify the qualifications that are needed in the company.
Looking at daily activities to identify the course of actions in the near future.
Maximizing the profit through job analysis and design.
The main faction of human resource management is to coordinate the job design and job analysis. This ensures that the employees know what is required of them and enables them to choose candidates with the outlined descriptions. For instance, in the Apple Company, HR ensures that all activities are evaluated to check what type of person they can recruit to make the process faster and accurate. By doing so, the company can maximize its profit because they take the right workforce in their company.
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REWARDS
Rewarding employee is important
Rewards come in different forms, for example, recognition, salary, and career opportunities.
Helps the employees to improve their performance.
Positively affects the company by increasing production.
May companies, for example, Amazon and Apple companies, have used this as a strategy to motivate their employees to work harder. In most cases, employees are rewarded by being promoted to higher levels and salary incensement—this helps the company maximize their productions because employees will work to be rewarded.
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LEADERSHIP STRATEGIES THAT HR WILL USE FOR CONFLICT MANAGEMENT. A. ACCOMMODATING STRATEGY
It is a strategy that involves a party giving in to the demand of another party.
It creates harmony between the two groups.
However, it can result in unsolved issues.
It is essential because it creates a conducive working environment for both parties.
Human resource leaders mostly use an accommodating strategy to avoid conflicts with competitors. The company avoids conflict by giving in to the demands of other companies. Though the strategy can be used to avoid conflict, it leaves many issues unsolved.
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B. COLLABORATING
It is used by assertive companies.
It works by allowing each company to contribute something.
This is a method mostly used by Apple Company in that it only creates the OS for other companies.
This method can work if the companies reach out to one another.
Collaboration is a strategy used by many companies, and Apple Company is one of them. The companies that feel they have a conflict reach out to one another and try to work things out. It solves the issue by giving each member a share to contribute to the overall product. It is a win-win situation.
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LEADERSHIP STRATEGIES THAT HR WILL USE FOR COMMUNICATION IMPROVEMENT i) BE FLEXIBLE TOWARDS OTHERS
Though the strategy can be used to avoid conflict, it leaves many issues unsolved.
By allowing others to give an opinion.
Involving them in decision making.
Being positive in every opinion given.
Evaluating opinions.
The HR leaders should be flexible about other employees by giving them a chance to give out their views. In addition, employees should not be cut-off when trying to communicate his point out.
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ii) USING AFFIRMED RESPONSES
By providing positive feedback when possible, to avoid hurting employees' feelings.
Converting negative feedback to look like positive feedback.
Taking care of employees' emotions at all times.
b. USING AFFIRMED RESPONSES
HRM uses these strategies to ensure there is effective communication within the company. They take notes on member’s views to come up with sound decisions. Humans are emotional beings, so HRM should ensure to state the feedback positively to avoid discouraging the employees.
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LEADERSHIP STRATEGIES THAT HR WILL USE FOR EMPLOYEE MOTIVATION AND IMPROVE EMPLOYEES’ BEHAVIOR. A) RECOGNIZE AND REWARD GOOD WORK
It is a time-intensive strategy, supportive, and offers guidance rather than command.
It is a leadership strategy that HR can use to motivate and improve employees’ behavior.
It works by identifying the strength, weaknesses, motivation strategies, challenging the ability of employees.
These type of leaders sets clear expectations of every job and creates a conducive working environment.
Recognition and rewarding leadership strategy is used by HR to motivate its employees by creating a conducive working environment. This strategy can take a long time, but it is the best because it also helps employees set smart goals. Apple Company can use this strategy because it promotes growth for both the company and its employees.
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B) FINANCIAL INCENTIVES
Direct rewards, for example, recognition.
Cash direct bonuses.
Profit-sharing.
Its advantage is to increase employees working morale.
The main reward of labor is capital. Employees who are given financial incentives are highly motivated to work and get mere. This kind of motivation will improve and increase the quality and quantity of productions at a high level, increasing the profit margin.
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LEADERSHIP STRATEGIES THAT HR WILL USE TO IMPROVE EMPLOYEES’ BEHAVIOR. A) HIRE PEOPLE WITH THE RIGHT VALUES AND ATTITUDES
Being specific about what you need.
Outlining the expectations of each.
Communicating on the kind of qualifications you need.
Employing the right candidate can be an advantage to the company, and also improving employees' behaviors. For example, you cannot employ a school dropout and expect them to behave like graduates. This can only happen if the employees are specific on what they need and their goals.
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B) MODELING THE SKILLS
By training the employees in case of a change in the job requirements.
Being observant during the performances
Responding to behavior consistently.
HR can use these strategies to improve employee's behaviors. They have to communicate the type of qualifications they need from the start to take in the required employees. However, if the skills needed change, the HRM should train the employees to get those skills. Besides, they should observe the employees behaviors' because people do change and respond to them.
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REFERENCE
Jaskyte, K. (2016). Transformational leadership, organizational culture, and innovativeness in nonprofit organizations. Nonprofit Management and Leadership, 15(2), 153-168.
Martins, E. C., & Terblanche, F. (2017). Building an organizational culture that stimulates creativity and innovation. European journal of innovation management.
REFERENCE B
Mueller, S. L., & Thomas, A. S. (2020). Culture and entrepreneurial potential: A nine country study of locus of control and innovativeness. Journal of business venturing, 16(1), 51-75.
Shalley, C. E., & Gilson, L. L. (2018). Leaders need to know: A review of social and contextual factors that can foster or hinder creativity. The leadership quarterly, 15(1), 33-53.
