Talks about smartphones nowadays center on Apple’s technology. The brand is more closely linked to apples than to the fruits seen on gambling sites and slot machines. A leading IT firm known for innovation and success. Their products include smart TVs, computers, wearable technology, smartphones, and more, all of which have respectable user interfaces.
Products such as the Macintosh, iPad, and iPhone have brought widespread recognition to Apple Inc. Nearly two trillion dollars puts Apple in the top tier of the most valuable companies in the world. The design and accuracy of Apple devices are well-known. Their solutions beat identical competitors thanks to tight hardware-software integration. By strategically arranging its items, so that it wil have less burdens unlike those wedding problems, Apple became the market leader. Tablets, smartphones, wearable tech, MP3 players, and general-purpose computers were not created by them. According to Gavin Wright (2022), they were responsible for creating the first versions of these things that were polished, user-friendly, and well-designed. These versions were quickly accepted.
It was in Jobs’ and Wozniak’s garage in 1976 when the first computer was constructed. With the introduction of the Apple II (1977) with its colorful graphics and plastic casing, the company was able to amass almost $100 million by the time it began selling shares in 1980. A personal computer with a graphical user interface and a mouse was first introduced in 1984 by Apple with the Macintosh. Despite finding a new niche in desktop publishing, Jobs departed the company in 1985 as “Macearly” sales fell. Jobs was recalled by Apple in 1997. He was able to turn around the firm by introducing revolutionary products like the iMac. Apple introduced the iPod, a handheld MP3 player, and iTunes, software that could play music that had been converted to MP3. The business began offering digital downloads of popular label tracks in the MP3 format in 2003. Both the iPhone and the iPad, two touch-screen mobile devices, were created by Apple, according to Britannica. The iPhone came out in 2007 and the iPad in 2010.
Our Approach to Hiring at Apple
Finding and hiring the best candidate is a process that varies from firm to organization. For the sake of efficiency (in terms of both time and money), a business must choose the most qualified candidate. The three phases of Apple’s employment procedure, according to PrepBytes, are the phone interview, the assessment, and the final round.
Phone Calling
After evaluating online applications, Apple recruiters will contact selected individuals to schedule in-person interviews. A phone interview focused on competencies. Prospective employees are encouraged by the organization to reflect on their prior work, education, and projects.
Assessment Evaluation
The winners of the phone interviews will be invited by recruiters to the assessment center of the organization. Students may learn about the company and network with Apple specialists at the same time. Getting some hands-on experience with Apple products would be a fantastic bonus. They could try out following activities at the testing facility:
Apple team workout
Apple certification test
Apple role-playing game
Final Game
This is where Apple finds out if you’re a good fit for the company. Directors and other senior executives from the company you’re interested in working for would personally interview you. Your interest, enthusiasm, and skill set will be evaluated during the competency-based interview.
Development and Training
Developing people for the long haul is what Apple aims for. Employees are encouraged to realize their maximum potential via the many training and development programs offered by Apple Inc. Opportunity for professional growth is available both in and out of the workplace. Consider Apple’s “lead to succeed program.” It is in line with the company strategy to develop skills for future success and is founded on fundamental corporate values. Because of its many local and global activities, training and development play an essential role in Apple Inc.’s strategy. There has to be organizational integration since there are more and more requirements and concerns.
A solid training and development program is in place at Apple. Promotion, talent management, and performance reviews are all part of it. To entice and keep workers, it offers a plethora of programs that help them advance in their careers. The compensation scheme encourages professional and individual development. In order to be ready for important positions, Apple assesses individuals. Recognition, promotions, and chances for professional progress are often created by Apple Inc. management. Worker self-actualization has been enhanced as a result of this.
There are no HRM policies that promote staff participation in professional development opportunities. Critical control concerns are sometimes left unattended by Apple’s HR department. Despite not having a plan for consistent and continuous staff training and development, Apple Inc. does have a quantitative module to track employee engagement and feedback. Employee progress toward objectives might be difficult to measure. The low morale and layoffs at the organization can be due to a lack of opportunities for training and advancement. To avoid micromanaging staff productivity, Apple Inc. should provide top-notch long-term training and management strategies.
Oversee Efficiency
Open communication is a key component of Apple’s performance management system, which aims to understand the contribution of each person. The three distinguishing features are:
The 360-Degree Performance Review Process
Apple conducts performance reviews twice a year and at the end of the year. A 360-degree evaluation takes into account feedback from all three levels of an organization: superiors, direct reports, and peers. As a result, Apple has a clearer view of each worker’s performance, including their strengths and areas for growth.
Workplace effectiveness is evaluated based on three criteria: collaboration, innovation, and output.
Performance reviews will be based on one of three criteria: meets expectations, requires improvement, or surpasses expectations.
This aids HR in identifying skill shortages and gives workers insight into how their peers and supervisors evaluate their performance.
The next step is for managers to assist underperforming employees in developing the necessary abilities, or human resources might seek for candidates who possess the qualities they are lacking.
Critical Criticism
We found that feedback is critical to Apple’s performance rating system, even though the company is secretive about its feedback procedures. Everyone at Apple gets weekly feedback. Through check-ins or Apple’s performance management system, employees may get constant feedback to help them improve their day-to-day job.
Assembled Objectives
In order to assist workers accomplish the company’s goals, Apple’s performance management system uses cascading objectives. The company’s vision is aligned with the performance of each department and individual via the creation of cascading goals.
