Table of Contents
Task 2: Individual Report
2.0 HRM models/theories in international perspective.
Host country environment and its impact on IHRM.
Variables of global HRM vs. local HRM.
Morgan’s IHRM model
2.0 Investigate the importance of HR practices to the business strategy of Apple.
Task 3: Reflective Essay.
2.0 Career management practice in Apple Inc.
2.1 Career management theory.
2.2 Career Development in Apple.
2.3 Career Management in Apple.
3.0 Performance management with relevant theories/models in Apple.
3.1 Goal-Setting Theory.
3.2 Stages in a performance management system.
3.3 Performance management in Apple.
Reference For Task 2.
References for Task 3.
Task 2: Individual Report
For an effective business strategy, manpower is the most important tool. The HRM practices ensure and guide the company to a better way to get adequate and efficient performances from their employees (Brandt and Petter, 2019). This study mainly discusses the HRM practices in a selected company named Apple Inc and finds out the effectual application and earn the acknowledgment and reach their target positions.
2.0 HRM models/theories in international perspective
Host country environment and its impact on IHRM
Service in the MNC’s affiliate gets various forms in dissimilar societies. These differences may impact the several rules and regulations systems of local and international business perspectives. Sometimes host country faces tough conditions to IHRM practices because it becomes more sensitive than other countries (Brandt and Petter, 2019). There are three sectors that the host country may affect the MNC’s IHRM practices as socio-economic condition, institutions and norms.
Variables of global HRM vs. local HRM
Generally, the HRM practices are related to some basic activities that are implemented by the maximum country in the business field. These common activities are selecting the workers/employees, employ them, give them proper training and also encourage them to more attentive to their job and do better work and career developments (Harvey, 2018). On the other hand, HRM practices have some distinctive features and activities that are different from country to country. International HRM practices required taxation, decision-making services, language converting systems, re-allotment and modification and also the awareness of host authority (Gold, 2017). From the PESTLE analysis, it is apparent that the big companies have an environmental impact on their HRM practices rather than the small companies. Internal HRM practices are more complex and difficult to manage through an organization than the domestic or local HRM because there are lots of various cultural backgrounds are existed in international HRM practices. Five indicators are found to differentiate between the global HRM and local HRM are as shown:
These variables are the cultural environment, the industry types, the extent of reliance of the multinational on its home-country or domestic market, attitudes of senior management and complexity involved in operating different countries (Gold, 2017).
Another important feature that HRM practices give most emphasis is culture. There are several aspects of the influence of culture on business administration and management. Every organization has to definite analytical methods and approaches to analyze their cultural difference and impact on their business. This analysis related to management systems, cross-cultural management systems, local and international cross-cultural perspectives of organizational conduct (Hebarson and Renner, 2018).
Morgan’s IHRM model
There are vast differences between the local HRM practices and international HRM practices. HRM practices also depend on the types and sizes of the business company. Generally, a large organization like Pepsi, Apple, and Samsung, etc deals with a large number of staff and workers who come from various cultural backgrounds so these companies have to manage more HRM than the small regional/local companies. Usually, the small companies have a small number of staff that their cultural variation is so little. Morgan’s IHRM model deals with the comparison between the local and international IHRM practices and presents three issues that are faced by the only international HRM practices as human resource activities, countries and type of employees (Mullins, 2018).
From the diagram, it is apparent that Morgan’s IHRM model consists of three components. Firstly human resource activities are related to procuring, allocate and utilize. Secondly, countries may be hast, home and other. Lastly type of employees whose may be host-country nationals, parent-country nationals and third-country nationals.
VRIO is involved with four major factors that play the most significant role in business for the management and administration. The elaboration form of VRIO is values, rarity, inimitability, and organization. Large companies always want to maintain these four factors to increase their development by several sufficient methods. Value is the main factor that an organization should be realized for their growth they emphasize the rarity, try to find out the problems and make the solutions (Tesla, 2019). HR practices are also linked with inimitability and proper organization. The organization should concern about their business police and strategies that others organization cannot be intimated. The proper management of these components is very to get the achievement for any kind of company.
Ulrich model: Ulrich model deals with the four components such as a strategic partner, change agent, administrative expert, and employee champion (Vaughn, 2018).
The activities of administration are maintaining communication and arranging the business process and methods. Strategic partner consists of the business conduction strategies and employee champions are involved with managing and analyzing the employees’ responses and opinions. Change agent conversions the required change of the company.
2.0 Investigate the importance of HR practices to the business strategy of Apple
The application of proper and effective human resource (HR) practices in any organization can bring the success of the company through enlarge the human capital and make them more efficient as well as decrease the several companies difficulties like financial risks, management risks, administration risks and etc. appropriate HR practice is very helpful for making the employees as assets and exposed their skills and experiences. HR practice includes the activities such as managing the individuals technically, suitable management of the resource of the business, innovation and enrollment of methods, increase the employees’ skills and also concern the advantages both for the employees and organization (Van, 2016). Apple Inc. is an electronic-based company that applies valuable HR practices to enlarge their development and also improved their employees’ expertise.
Recruitment: Every section in the business organization needs different, specific employees to conduct their job and maintain their responsibilities properly (Mathew and Carl, 2018). Apple Inc. The company basically depends on computer-based works. So the worker who has adequate computer knowledge and skills will be the effective workers for the company. The right staff for the right position of the organization is considered as the assets for the company………………………..