Table of Contents
2.0 International perspective of HRM.
Host country environment factors and IHRM.
Global HRM vs. local HRM.
Morgan’s IHRM model
3.0 Investigate the importance of HR practices to the business strategy of Apple Inc.
3.1 Proper employees’ management
3.2 Maintain good relationships among the employees of the international and national areas.
3.3 Easy Training and development.
3.4 Overcome the challenges.
3.5 Helps in achieving organizational goals.
2.0 Investigate how career development and career management work within Apple Inc.
2.1 Career management practices in Apple Inc.
Model of career systems.
Career development in Apple Inc.
2.2 Performance management in Apple Inc.
Stages in a performance management system.
Performance management in Apple Inc.
References for Task 2.
References for Task 3.
In the global market, human resources practices are seriously needed to manage international personnel. Ahmad (2014) stated that HR practices include several human-related tasks including recruitment and selection, training, security, and evaluation. This report may evaluate the effects of HR practices on affective the business strategy for a multinational company “Apple Inc”. Apple Inc. is a multinational technology company headquartered in California. This company sells electronics, computer software, and online services (Apple Inc, 2020). Its revenue is nearly $265 billion in 2018. This company has 123,000 employees and maintains 504 retail stores in 24 countries as of 2018 (Apple Inc, 2020). This report contains an explanation of the international perspective of HRM and the importance of HR practices for Apple.
2.0 International perspective of HRM
Host country environment factors and IHRM
Meshoulam (2013) stated that the multinational corporation has several countries’ operations and has a diverse group of employees from different cultures and societies. Smriti Chand (2019) stated that the environmental issues of the host country include laws and regulations, production and procurement system, tax policy, training and career development system, corporate social responsibility level and employee management system. International HRM needs to maintain these factors because these have an impact on the management of the employees all over the world of an organization. The socio-economic situation of the host country and institutions set up with norms and values of the host country also affect the IHRM practices.
Global HRM vs. local HRM
Both global HRM and Domestic HRM need to manage the staffing functions and the improved function of employee performance. But global HRM is not similar to the local HRM in several perspectives (Torrington et, al., 2014). Firstly, international HRM is connected with the global market area and the management of the human resources in the international area. That is why; the border factor is concerned with the international HRM. But the local HRM needs not maintain any border factor. Secondly, global HRM needs to adjust with the laws and regulations, taxation policy, employment relationship system, society and language factors (Smrti Chand, 2019). The laws and regulations of one country are not similar to another country. In addition, some other factors like taxation policy, employment relationship system, society and language factors are also different in the international area. Thirdly, visa, cultural, and social diversity are also included in the global HRM. Fourthly, the economic factors, political stability and social & cultural and legal issues are more alarming factors of global HRM. Global HRM policy depends on the host country’s position and the system as well as the international environment. But local HRM only considers the local environment to manage the employees with great efficiency.
According to the above diagram, the core differences between international HRM and domestic HRM can be identified by analyzing the conditions of some factors. Firstly, the type of industry is not the same for national and multinational companies. Secondly, the complexity is higher for international HRM but not for domestic HRM. The management nature and dependency are not similar for national and multinational companies. In addition, the cultural dimension exists in international HRM but not in domestic HRM. Apple is a global company. Therefore, Apple has maintained both the local HR practice and global HR practices to achieve certain objectives.
The multinational organization has run the business operation in various cultures. In addition, the employees are also getting together and working in the organization from different cultures (Williams, 2012). Therefore, culture is a significant factor that affects the HR practices of a Multinational firm like Apple. The international human resource management of Apple has also concerned with the management of cultural diversity and cross-cultural systems in the organization. Apple has established a general corporate culture for all types of employees getting together from different cultures.
Morgan’s IHRM model
According to Kalleberg (2013), the nature of a firm also makes difference between global HRM and domestic HRM. The small companies need to manage a small range of employees but international HRM requires managing a large number of employees to establish a favorable position in the global market. In addition, the nature of employees, HRM performance level of HRM, and operating activities of the country have also created the differences between global HRM and domestic HRM. The Morgan model also helps to understand the differences between global HRM and domestic HRM.
In the case of local HRM, the core activities include procurement, allocation, and utilization. But Global HRM can perform some extra functions to maintain the employees of the host country; maintain the policy of the parent country and maintain the policy of the third country (Kalleberg, 2013). Apple is a global company. Therefore, Apple has maintained both the local HR practice and global HR practices to achieve their certain objectives.
Business Jargons (2019) stated that VRIO consists of four factors. Here V for value, R for rarity, I for inimitability, and O for the organization.
In the case of Apple, the human resource functions have been managed successfully that adds value with the Apple and developed the qualities that are not found in other organizations is called rarity. Then the human resource functions of Apple have connected with inimitability Finally, the human resource functions of Apple should arrange and organize in such a way by which the HR practices are well organized and helped to attain the organizational mission and vision.
The Ulrich model of HR represents that HR practices have the most vital role in the attainment of organizational functions and mission and vision (Batt, 2012). HR performs several roles in the organization to meet the goals of MNC business…………………………..