PLEASE READ THE BELOW ESSAY AND WRITE A SUBSTANTIVE 300 WORD REPLY Make sure that you are adding new and relevant information with each this reply.

  
PLEASE READ THE BELOW ESSAY AND WRITE A SUBSTANTIVE 300 WORD REPLY Make Sure That You Are Adding New And Relevant Information With Each This Reply 

Contemporary businesses are exposed to various challenges in a complex and highly aggressive market. Sources of competitive advantage are sought to remain viable in the dynamic global business arena. A successful human resources management plan is one of the more effective strategies to create value and mitigate unforeseen circumstances that negatively affect human capital (Slocum, Lei, & Buller, 2014).

            Apple, Inc. is a large multinational organization that has an influential role in the domain of technology. The firm exercises high level of secrecy in its operations, which positions the firm for strategic advantage. The company strategically leverages its resources in an attempt to remain an industry leader. Similarly, the firm encourages creativity and innovativeness, which allow the company to stand out among its peers. Therefore, to remain competitive a new CHRO should focus on continuous evaluation of HR capacity, employee engagement, and career advancement programs.

Continuous Evaluation of HR Capacity

            Human resource development within a Fortune 500 company requires a continuous evaluation of the company’s changing goals and objectives designed to meet current and emerging changes in the market. The firm’s human resource management needs to continuously evaluate its human resource capability. Evaluating a company’s human resource capability paves the way for proper decision-making on possible skills shortage (Mello, 2015). Correspondingly, such an evaluation should match individuals’ and their respective skills or talent field. Subsequently, employee satisfaction level improves because they feel that the organization cares about their respective fields of experience and interest.

            Equally, matching people with their areas of interests leads to improvement in their performance. Mainly, matching workers responsibilities with skills enhances service delivery (Chowhan, Pries, & Mann, 2017; Mello, 2015). People become more productive, which reduces the cost associated with development and production.

Employee Engagement

            Similarly, the company needs to continuously engage with workers. Employees have the ability to devise ingenious solutions to organizational challenges. Oppong (2017) asserts that brainstorming allows workers to discuss a problem and propose solutions since their viewpoints vary. The diversity in these perspectives facilitates the development of the best solution. The current technology trend and improvements require proactivity for the company to remain competitive. Already, Apple enjoys significant market position as an innovation leader, but the company’s strongest rivals such as Samsung, Google, and Hewlett Packard (HP) pose significant threats.

            Likewise, it is crucial to engage employees because they come from different cultural and religious backgrounds. Van Duzer (2010) acknowledges the need to include religion in business because religion promotes proper ethical standards. The diversity inherent in the company paves the way for the human resources manager to understand the values associated with different religions, ethnicities, and cultures. Subsequently, Apple can develop products and policies that align with a diverse range of religions and cultures, thereby setting a global standard to promote diversity and inclusion.

Career Advancement Programs

            Organizations need to invest continually in their personnel. Successful firms persistently evaluate their goals and ensure they identify the current shortage in the required skills and makes plans to meet these employee needs (Chowhan, Pries, & Mann, 2017). Madera, Dawson, Guchait, and Belarmino (2017) contend that there exists a significant gap between the performance of an organization and that of an individual. Although people contribute towards improvement in overall organizational performance, the firm also needs to ensure the personnel feels they are growing together with the organization. Part of the growth comes in form of improvement in their income and allowances. However, improving employee salaries may not be the only solution to meet their needs. On the contrary, identifying individual career paths and taking proactive steps towards helping workers meet these meets may help retain talent. Training workers helps meet the organizational goals while positioning them for a career advancement increases loyalty and performance and reduces turnover (Mello, 2015)..

Conclusion

            Apple, Inc. requires a strategy that meets its strategic and theological needs as part of its broader human resource management practice. In part, the company needs to invest continuously in evaluating its capabilities to remain relevant in a dynamic market. Similarly, they must always engage its employees to benefit from their skills. Furthermore, training workers helps retain them and position the firm to remain competitive in the aggressively volatile market.

References

Chowhan, J., Pries, F., & Mann, S. (2017). Persistent innovation and the role of human resource management practices, work organization, and strategy. Journal of Management & Organization, 23(3), 456-471. doi:10.1017/jmo.2016.8

Madera, J. M., Dawson, M., Guchait, P., & Belarmino, A. M. (2017). Strategic human resources management research in hospitality and tourism: A review of current literature and suggestions for the future. International Journal of Contemporary Hospitality, 29(1), 48-67. doi:10.1108/IJCHM-02-2016-0051

Mello, J. A. (2015). Strategic Human resource management (4th ed.). Mason, OH: South-Western. ISBN:9781285426792

Oppong, N. Y. (2017). Exploring the importance of human resource activities-strategies alignments: Interactive brainstorming groups approach. Cogent Business & Management, 4(1273081), 1-12. doi:http://dx.doi.org/10.1080/23311975.2016.1273081

Slocum, J., Lei, D., & Buller, P. (2014). Executing business strategies through human resource management practices. Organizational Dynamics, 43(2), 73-87. doi:10.1016/j.orgdyn.2014.03.001

Van Duzer, J. (2010). Why business matters to God: (And what still needs to be fixed). Downers Grove, IL: IVP Academic. ISBN:9780830838882

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