Essays on Apple Company Assignment

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10References: 112.0 INTRODUCTIONApart from designing and manufacturing, Apple Inc. also markets personal computers, portable digital music players as well as mobile communication devices; and sells various related software, services, and peripherals along with networking solutions. The company’s hardware products entail the Mac-book along with Mac-book Pro notebook computers; Mac Pro and iMac desktop computers; Mac minis, Xserve servers as well as Xserve RAID Storage Systems. The organization’s Mac products include Intel microprocessors, iLife software as well as Mac OS X Leopard operating systems. Software products comprise of Mac OS X, iLife ’08, iWork ’08, and Logic Studio in addition to FileMaker Pro.

Additional products are like the iSight digital video cameras, the iPod line of portable digital music players as well as accessories, the iPhone with touch controls, phone iPod and internet services, Final Cut Studio, a high definition video production suite of applications along with the iTunes digital entertainment management software for MP3 music files, television shows and movies. The firm operates over 215 retail stores in China, the UK, the U. S, Canada, Japan, Australia and Italy. The size of the Apple Store is about 2,500 – 20,000 square foot.

Apple’s retail stores standard $4,000 in deals per sq. ft. per year. The iPod has sold over 100 million units, iTunes has sold over 5 billion songs and rents and sells over 50,000 movies daily. In 2008, the organization released upgraded versions of the Mac Pro, Mac-Book as well as Mac-Book Pro, iMac, iPod, iPhone and introduced new products like the Mac-book Air notebook computer, which is less than an inch thick, Time Capsule, a wireless backup appliance for Mac computers as well as MobileMe internet service for mobile Apple products (Plunkett, 2008 p.

84). 3.0 THE EXTERNAL FACTORS AFFECTING APPLE COMPANYThe Human Resource Management of Apple Company is mainly affected by trends and developments in four important contexts. For the most segments, the contexts are located in the external environment of the company and the drive much of the activity in human resource management. The fours contexts are: Workplace attitudes. Such changes in attitudes that affect the HR function comprise changes in employee expectations, more work place flexibility, and greater recognition of the significance of work-life balance as well as human diversity in work place.

Development in technology. The implementation of new technology influences the organization’s staff in areas such as allocation of new work tasks, training along with skill development as well as changes to the to the culture of the organization. Legislation laws. Legislation laws and regulations passed by the state and federal government influences several areas of human resource such as occupational health and safety (Work Cover), employee relations (industrial relationships, specifically concerning the Work Choices legislation) as well as equal employment opportunity (anti-discrimination).

Ethical and socially responsible management (ESM). ESM has become more significant to all function areas including HR. Ongoing improvements in the four contexts make it imperative that management takes a broad perspective and becomes even more sophisticated and skilled in its management of people. This is a very challenging responsibility and which is the function of HR managers (Mylonas, Harvey, and Hodges, 2007 p. 300).

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