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what_the_hell.docxJOB ANALYSIS,DESIGN,RECRUIRMENT AND SELECTION STRATEGIES FOR APPLE INC.
Apple Inc. is an American multinational company, whose headquarters are in California, It designs, produces, and sells software, consumer, and online services. Its hardware products include the Iphone Smartphone, the iPod tablet computer, the Mac personal computer, the iPod portable media player, and the Apple Watch. Apple’s consumer software includes the iOS and OS X and operating systems, the iTunes media player, the Safari web browser, and the iLife and iWork creativity and productivity suites. Its online services include the iTunes Store, the iOS App Store and Mac App Store, and iCloud.
Apple was founded by Steve Jobs, Steve Wozniak, and Ronald Wayne on April 1, 1976, to develop and sell personal computers. It was incorporated as Apple Computer, Inc. on January 3, 1977, and was renamed as Apple Inc. on January 9, 2007, to reflect its shifted focus toward consumer electronics. Apple NASDAQ: AAPL joined the Dow Jones Industrial Average on March 19, 2015.
NATURE OF BUSINESS
Apple is in the business of designing, Developing, producing, selling and marketing computer systems, related Products and services. The business practices of Apple and the market
Conditions in which Apple operates change rapidly and these changes have necessitated prompt changes in management, and/or managers’
Responsibilities. These changes are needed from time to time in the high
Level management positions such as those for which Diery has been employed.
Apples plan in Singapore is to introduce their high tech electronic gadgets and appliances. This includes the Ipad, Iphone and laptops of higher quality than is available. In Singapore, Apple is boosting its presence in Singapore and plans to have more than 3,000 employees spread over three locations here, including new premises in one-north and Orchard Road, TODAY understands. The expansion comes as the United States tech giant is expected to spend about S$80 million over a decade to power all of its operations in Singapore with solar energy.
Beginning in January, the phone- and Apple Watch-maker will source 40 gig watt-hours (GWh) of power from rooftop solar installations made by Sunseap Group, the Singapore-based solar energy provider said today (Nov 16). The deal will provide Apple’s facilities with 100 per cent clean energy.
JOB DESCRIPTION
Job analysis is the systematic study of jobs to determine what activities and responsibilities they include, their relative importance in comparison with other jobs, the personal qualifications necessary for performance of the jobs and the conditions under which the work is performed. An important concept in job analysis is that an evaluation is conducted of the job, not the person doing the job (even though some job analysis data may be collected from incumbents).
The success of every organization is dependent upon the performance of its employees. Ideally, all of the jobs in an organization should interrelate to optimize the achievement of the organization’s mission, goals and objectives. The stakeholder return on investment of this synergistic effect will be influenced to a large extent by how well each employee understands his or her role in the organization. As a result, job analysis is considered by many HR practice leaders to be a pivotal aspect of effective human resources administration It has the potential to impact every major core competency area of HR, for better or for worse, depending on the adequacy of the underlying job analysis practices in place within the organization. For example, although the type of data needed by each HR practice area may vary, job analysis data can and are used to identify the knowledge, skills and expertise required to effectively perform job assignments, establish criteria for selection and promotions, design objectives for training and development programs, develop the standards for the measurement of performance, and/or assist with the determination of pay classification levels.
A job analysis is normally documented via a job analysis questionnaire, and the end product is a job description, inclusive of clearly defined job specifications i.e., required and/or preferred qualifications for the job incumbent.It has the potential to impact every major core competency area of HR, for better or for worse, depending on the adequacy of the underlying job analysis practices in place within the organization. For example, although the type of data needed by each HR practice area may vary, job analysis data can and are used to identify the knowledge, skills and expertise required to effectively perform job assignments, establish criteria for selection and promotions, design objectives for training and development programs, develop the standards for the measurement of performance, and/or assist with the determination of pay classification levels.
A job analysis is normally documented via a job analysis questionnaire, and the end product is a job description, inclusive of clearly defined job specifications i.e., required and/or preferred qualifications for the job incumbent.
Job Analysis Defined
Organizations consist of jobs that have to be staffed. Job analysis is the procedure through which we determine the duties, roles and responsibilities of these positions and the characteristics, skill and knowledge of the people to hire for them.
Job analysis produces information used for writing job descriptions (a list of what the job entails) and job specifications what kind of people to hire for the job
Job Analysis Process
Collects information required for job analysis
Work activities
Collects information about the job’s actual work activities, such as cleaning,
Most of successful organization share a common attribute that employees play a
Significant role in business performance. Therefore, even each firm has their different strategy to motivate their employee; these strategies still mainly focus on the Maslow’s hierarchy of needs. As Apple Inc. , a leader in technology industry, has proved the efficiency in their strategy of worker’s encouragement by turning into the most innovative and admired company in the world.
There are many methods Apple employs to motivate its employees. According to Maslow’s theory, low-order need should be taken as priority. In Apple position, they have fulfilled their employee needs of physiological by setting an average salary of $ 108,483 which basically can ensure survival. Then, Apple also provides a wide range of application to protect the safety need of workers such as the development of health and safety standard, training more employees to identify hazards or providing safety equipment. Furthermore, the Apple 2013 report illustrates the improvement in Apple research to provide employee a better workplace including support of social networks, work group and enhance worker-supervisor relationships.
Beside the satisfaction of priority needs in Maslow’s theory, Apple Inc. is focusing more on the higher-order needs. As an example of assuring the Esteem need, Apple rewarded its executives by giving them a recognition bonus of salary from 3 to 5 percent. This method indicates the approval of Apple to its employees who has effectively finished their works. Another good example for esteem need is that Apple’s worker can receive a free I phone, it is not only a benefit to worker but also an effective motivator because it would increase employee responsibilities when they see the end result of their effort. At the highest needs in Maslow’s hierarchy, Apple has successfully motivated its workers by creating more opportunities for employees to participate in education and development program
Conclusion
