Description
Choose one specific issue related to one of the five topics listed below.
Critically analyse it with reference to a specific company (e.g. LGBTQ+ HRM policies at the BBC OR IBM’s approach to Training and
Development OR Recruitment and Selection processes at the World Bank), using corporate documentation, online sources and relevant
literature.
Develop and record a narrated Power Point presentation (maximum 10 slides – including the cover sheet and the bibliography - and 10
minutes recording).
The chosen issue should be related to one of the following topics:
a. IHRM
b. Recruitment and Selection
c. Learning, Training and Development
d. Diversity and HRM
The presentation should address the following questions:
a) Why have you chosen that specific issue?
b) Why have you chosen that specific company? What is the company doing with regard to the chosen topic?
c) Which theoretical lens have guided your analysis and reflections?
d) What advice would you give to the company?
In developing your assignment, please consider the following points:
You should provide evidence of independent reading.
You should provide evidence of analytical and critical thinking.
You should use relevant headings and layout to support your work
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Explanation & Answer
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Apple’s Training and Development Program
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Introduction
Most business organizations consider that motivation, competence, and overall
effectiveness of their workforce determine their performance. Employees' existence as crucial
organizational assets makes their training and development a highly crucial operation.
Development and training programs enable employees to gain skills and knowledge that improve
their workplace performance (Salas et al., 2012). Commonly utilized workforce training
initiatives in organizations include technical training, safety training, compliance training, soft
skills training, management development, onboarding, and customer service training. Major
multinational corporations rely on these programs in boosting their employees’ performance and
motivation levels. Specifically, Apple relies on its unique and properly planned training and
development program in maintaining a knowledgeable, skilled, and motivated workforce.
Apple Technology Company
Apple Inc. refers to a US-based multinational technology company that designs,
produces, and sells personal computers, software, networking solutions, accessories, and
consumer electronics (Reuters, 2022). Steve Wozniak and Steve Jobs created Apple in 1976 to
produce applicable computers in offices and homes (Lee, 2015). In 2020, the company had a
workforce of approximately 160,000 individuals and generated a revenue of $365 billion
(Business of Apps, 2021; Laricchia, 2022). The company associates its current success with its
capability to maintain a skilled, experienced, highly educated, and motivated workforce. The
management considers that the workforce supports the company in addressing rapidly changing
consumer demands and technologies. Notably, the company relies on its effective development
and training process in strengthening its workforce.
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Training and Development Operation
Apple’s development and training program has been studied extensively due to its
uniqueness and attractiveness. The program serves as a crucial element of the learning
environment needed to attract, motivate, retain talented workers (Trivedi, 2019). The program
supports Apple in equipping employees with the knowledge and skills needed to improve their
workplace performance (Gallo, 2012). The company trains existing and new employees to
improve their capabilities, efficiency, and reliability. The strategy allows the company to create a
workforce that effectively solves complex problems and creates innovative ideas (Podolny &
Hansen, 2020). Generally, a talented workforce has enabled Apple technology company to
achieve its competitiveness, profitability, and development goals.
Workforce Training Program
Apple’s management team selects training programs that optimize employees’
engagement in knowledge and skills acquisition. The leaders develop training programs that
encourage workers to develop robust self-reliance. The company encourages employees to learn
through experience and acquire skills like innovation, creativity, collaboration, effective
communication, and flexibility (Chmiel, 2008). The company achieves this training objective by
assigning teams different roles in its workplace (Cohen, 2017). Allowing em...
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