human resource management.
Bright.
fiona_asmus__powerpoint_2.pptxMS POWERPOINT
PRESENTATION OF
APPLE INC.
HRMN 395
University of Maryland University College
1
INTRO AND PURPOSE
Metrics are an significant instrument for HR professionals as well as used to track, study, and report on a mixture of information. Metrics can be extremely useful to an organization such as Apple Inc.
Metrics can be used to evaluate and compare hiring statistics or turnover rates with those of the competition which can provide valuable information. The focus of measurement should be on a few important metrics, as focusing on too many can be a waste of time and resources (Using metrics to maximize your total rewards Investment, 2014). It is important to re-evaluate metrics regularly and modify, add, or subtract metrics to align with changes within the organization (Sanicola & Chou, 2014).
The purpose of this paper
To investigate Apple Inc. future metrics
To justify the metrics selected for Apple Inc.
To provide an of metrics and the its use in evaluating the success of total rewards at apple Inc.
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Academic Definition of Metrics
Metrics are instruments for evaluating the impact of a specific merchandise or performances.
Metrics include quantitative and qualitative measures (Hearts Newspapers, 2015).
Metrics reduce turnovers and hiring times
Metrics increase production and services such as employees
Metrics is used for total rewards programs in an organization
To know cost per employee
To know whether or not the rewards program is the right fit.
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Use of Metrics in Evaluating the Success of the Total Rewards Program
Help organizations determine what rewards to offer employees by ensuring they meet the criteria set in place for each reward.
Criteria might include features of performance such as single persons’ production, client services, and the particular companies’ cost-effectiveness.
Employers must measure areas in employment to ensure the areas of performance are recorded to determine the right reward.
Employees must have a better understanding of the total rewards program which will ensure satisfaction with the reward system in place.
Excellent satisfactions rating from employees means greater engagement and commitment at the organization.
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Three Metrics
Employee Reactions to the Total Rewards Program for Apple Inc.
Surveys designed to receive feedback from employees about what they think of the total rewards program while also monitoring the physical reactions.
Direct queries form employees for example: asking how they feel about the program while observing behavior and comments. A scaling sheet can assist in this process for facial reactions.
Measuring this data against those in the competition sector can let employers know how well their rewards program is working to draw in talent. The internal aspect will help employers determine the effectiveness of the program and how it can be improved.
5
Three Metrics Continued…..
Personal growth through training, enhancement and performance management
Skill development use from the rewards program, on and off the job. This data will be collected by adding measurable personal goals such as taking one class and using tuition assistant program. Ongoing goal setting and feedback to develop skills will boost personal growth.
This can help see whether or not a tuition assistance program can be a motivational tool for the personal development beyond Apple Inc.
This can make the total rewards program unique compared to other companies.
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Three Metrics Continued…..
Total Compensation – Who has what it takes to move on to the next level of innovation and what does it take to get those talents to Apple Inc. What is the strategic cost to have the best in the company.
Since Apple Inc. has a large talent pool, talent measurement at the strategic level is also important for production.
Temptation to fill new roles with old talent in Apple Inc. should be avoided (CLC, 2010)
Pay must be based on all aspects of the business including basing pay on external factors such as other technology enhancing companies.
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Justification of the Metrics Selected
To increase employee knowledge of pay and other rewards. Make employees aware of the program and what it has to offer.
To ensure employers are aware of how employees react toward the rewards program which will ensure the company is going in the right direction.
Personalize total rewards by creating a statement for each employee detailing the rewards he or she has received which will allow personal growth.
Encourage one-on-one conversations between supervisors and employees about total rewards.
Brand management is a future issue for Apple INC. brand not only consists of the products but also the quality employees have and want.
Lastly, because it is becoming an increasingly hard thing to challenge Apple Inc. will have to develop plans to ensure they stay ahead as they currently are (Bajaj, 2015).
Conclusion
Total rewards is made up of not only compensation and benefits but also personal and professional growth opportunities and a inspiring work setting. Total Reward metrics delivers enhanced experiences appreciated by employees that also supply the organization’s strategic needs. Successfully implementing a total rewards program can be challenging.
Apple Inc. is a very well known organization throughout the world. One interesting thing about Apple Inc. is that it takes care of its employees equally as it does its customers. There are three metrics that need will need to be additionally evaluated after the implementation of the total rewards program.
The reactions, personal growth and total compensation are metrics needed to evaluate the total rewards program for Apple Inc. in order to attract better talents and more innovation.
References
Sanicola, L., & Chou, K. (2014, February). Using metrics to maximize your total rewards investment. Retrieved from http://www.worldatwork.org/
SHRM. (n.d.). HR and business metrics. Retrieved from http://www.shrm.org/
Murphy, T. E., & Zandvakili, S. (2000). Data- and metrics-driven approach to human resource practices: Using customers, employees, and..Human Resource Management, 39(1), 93.
“Managing Leadership Performance Risks.” Corporate Leadership Council, Corporate Executive Board Company, February 2010.
Bajaj, S. 2015. Apple Faces big challenges in 2016, despite fourth-quarter success. The street. Retrieved from http://www.thestreet.com/story/13371183/1/apple-faces-big-challenges-in-2016-despite-fourth-quarter-success.html
