...Running head: Apple Talent Acquisition 1 Apple Talent Acquisition HR Management Foundations 02/03/2013 Running head: Apple Talent Acquisition 2 Based on the information given but in your own words, explain what approaches to recruiting might be best suited for Apple’s talent acquisition. According to the case study, Apple has already acquired P.A. Semi, a startup company that designs microchips. By acquiring this company Apple will no longer need to purchase their chips thus, eliminating the threat of another company having access to their technology. They also will have access to a staff that is already trained and read to do the job, which will aid in the training of new staff as they are hired. Apple can also find great entry level talent by holding job fairs at local colleges and universities. They can also offer internships which will allow the company to train their future talent for employment. A human resource professional may use a variety of sources to seek a qualified individual. Some of the other sources include private and public agencies. By registering with public and private agencies, Apple can tell the agencies what they are looking for and the agency will do the working in finding the best talent to bring to the company. Describe the recruiter traits and behaviors that would lead to the most successful recruiting campaign for Apple. The recruiter is the first representation of the company when it comes to...
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...Introduction and Organizational Context We chose the topic of Merger and Acquisition as they are very relevant and prevalent in the current time. Still, acquisitions are tricky. Corporate cultures need to mesh, as do revenue and expense synergies. While CEO's often see themselves as empire builders looking to grow their companies by any means necessary, the reality is that successful acquisitions that really help companies long-term are in the minority. There are many factors involved during M&A such as: volume and valuation, growth, TMT convergence, talent management, business transformation to name a few. According to our case study one of the most important aspects that we believe during this process is leadership and change management but at the same time it is also very important to emphasize on employee satisfaction. Of course, there are conflicts during any such big change and there will be instances that require tough decisions on part of leaders but an important thing during this change is to focus on the big picture. The company chosen for our case study will be referred as Company A and Company B hereafter: Company A: It is a big firm of about 1800 employees. They started out by reselling technology products and gradually made their presence in commercial ranging from Finance, Healthcare, media etc. and government domains ranging from security to big data analysis. Their goal behind acquisition as stated by their CEO is: “We want to be the world’s largest pure-play...
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...Case Study – HR at GTL Performance Appraisal Form of Talent Management Head a) Objectives: * Hiring culture fit employees * Talent Retention * Effective workforce planning b) Dimensions: Quantitative: 1. Cost per hire – A metric is designed to measure the costs associated with the sourcing, recruiting and staffing activities borne by an employer to fill an open position in the organization 2. Time to fill – From the time you advertise your vacancy till the time the candidate is actually on board 3. Performance of hired employees – Appraisal rating of employees joined after one year of hiring 4. Attrition rate – Attrition rates describe the rate at which employees leave a company Qualitative: 1. Aligning talent acquisition strategies with business needs – Identifying the business needs and aligning the talent acquisition strategy accordingly to contribute in fulfilling business strategy 2. Effective use of technology in hiring – Using the latest online mediums available (for example: portals, LinkedIn etc.) and targeting at reducing the cost c) Measures: S: Strengths to build upon P: Performs well & meets expectations D: Developmental needs I: Issue Dimension | Expectation | Actual | Measure | Quantitative | Cost per hire | 10% of CTC | 8% of CTC | S | Time to fill | 2 months | 3 months | D | Performance of hired employees | >= 3 | 3.5 | P | Attrition rate | < 6% | 5.8% | P | Qualitative | ...
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...TALENT ACQUISITION AND RETENTION CHALLENGES FOR RURAL MARKETING Submitted to Submitted by Proff Vijaya Lakshmi R Mohan Shantha Kumar Abstract Over the years there has been a phenomenal growth in the number of social enterprises in India. This is partly a consequence of a new policy of the government to gradually withdraw from social development activities. The gap thus created is being filled by social enterprises. A social enterprise can be a ‘for-profit’ or ‘not- for-profit’ venture engaged in income-generating activities with an agenda of bringing about a positive change in the society. While social enterprises are engaged in the development of people, it is rather paradoxical that they experience a variety of problems with respect to the management of human resources within their enterprises. It is common knowledge that social enterprises perennially struggle with various critical human resource issues such as getting employees at low rates of compensation, providing growth opportunities for employees within the organization, retaining talent especially in the middle management, providing clearly defined roles and tasks to employees, etc, leading to high attrition and increasing the cost of acquiring and training new employees. It becomes critical for social enterprises to think out-of-the-box and try a variety of innovative strategies to overcome these problems. This paper discusses a few such innovative HR strategies adopted by social enterprises...
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...Yanzhou Bids for Felix Resources Case Study 1. When should stockholders doubt their own company’s support of a friendly acquisition? With a friendly acquisition takeover the firm chooses to make a public offer that is equally accepted by the board when all the terms are agreed upon, which will also need the approval of regulators and also shareholders. The key parameter that drives a deal and is also the key concern for both seller and buyer is known as valuation. There have been a large number of researchers that have studied the effects that have occurred with company takeovers on value with not only on bidder firms, but also the target. From the research done it has shown that stockholders of the target firms end up having a positive outcome. It has shown evidence of a large number of return before the acquisition is actually completed and as well as when the transactions has been done. (Cosh, Andy and Hughes Alan(2008). Centre for Business Research:Takeovers after takeovers; (http://www.researchgate.net/publication/4999297_Takeovers_after_Takeovers) If the buyout is financed primarily with debt it will make it a leveraged buyout. This will mean that the debt ratio will change in years to come and will lead to changes in the costs of not only equity, but also debt and capital during that time. When one looks as what acquisitions has to offer it in fact offers firms a short cut to be able to get to the company’s strategic objective although the procedure does have...
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...Case Analysis Research in Motion: Managing Explosive Growth Introduction Since its humble beginnings in 1984, Research in Motion has come a long way. By 2008, with a market capitalization of close to 70 billion, it was poised to become one of the largest companies in Canada and the stage was set for it to become a near monopoly in world mobile communications market. RIM’s product – Blackberry had taken the world by storm (pun intended, since Blackberry Storm is one of RIM’s most profitable product), and the word “crackberry” had become synonymous with the workaholic professional. Yet, as the mobile telephony market for professionals started showing promise, RIM found itself besieged numerous competitors all over the world. RIM had a distinct first mover advantage in the market and was well known for its ultra-secure enterprise software. However, this advantage was rapidly eroding in the face of high R&D investments from RIM’s largest competitors such as Nokia, Apple, and Microsoft. This was problematic as it foreshadowed the question of whether or not RIM was well positioned to continue to meet expectations, deliver award-winning products and services and maintain its lead in the smartphone market. Oftentimes, Wall Street expectations for technology driven companies were also linked to the technology spend and RIM was clearly not ahead of the game in terms of this metric. Just to maintain status quo, it was clear to RIM’s CTO, Mr. David Yach, that he would need to...
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...Challenges of Human Resource Management in Borderless world AUTHORS Parag A. Narkhede Lecturer Dr. Seema P. Joshi Reader & Head Department of Management Studies North Maharashtra University, Jalgaon (MS) India Office: P.O. Box No. 80, Umavinagar, Jalgaon 425001 Tel: 0257-2258415 (Direct), 0257-2258428 to 38 ext- 461,462 Fax: 0257-2239345, 2258403 Mobile: 09422778876, 9890002496 E-mail - paragnarkhede@yahoo.com, manonya_jal@dataone.in Challenges of Human Resource Management in Borderless world Abstract The responsibilities of HR manager have gradually become broader and more strategic since the organisation realised the importance of HR. The Globalisation put together the world as a Global village. The concept of global village resulted in exchange of cultures across the globe as a single country, producing the components in one country, assembling the products in second country, market the product in the third country, the banks in the fourth country to finance the operations, insurance companies in the fifth country to provide insurance facilities, all the countries provide human resources and so on so forth. Thus, the global businesses employ the people from various countries and manage the people of multi-cultures and multi-skills. Issues coming on the radar of an HR Manager today are diverse; from micro level issues where an individual employee needs hand holding to the macro issues pertaining to a global workforce and virtual teams. HR managers are expected...
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...Case Study LVMH: Managing A Multi-brand Conglomerate Team 5: Ilario Fulvio Giannetti Chen Peng Priyesh Salunke Harjeev Sabherwal Inna Zinina What does globalization mean to the luxury industry? Opportunities • Market expansion • Low-cost raw materials, equipment and labor available in the local market • To achieve economies of scale and scope • Increased margins due to pricing policy • New consumer groups available in the local market • Extension of the definition of luxury • To adapt local and new trends for the local market • To source talent globally • Transfer of skills and strengths Threats • Counterfeiting • “Grey” market • Vulnerable to PEST-EL Factors • Successive decrease in brand value • Increased competition • Creation of new competition by sharing know how Conclusion Although there are significant number of threats to the luxury industry, globalization is unavoidable for continuous growth. Assessment of LVMH’s diversification LVMH diversification 25% 8% 5% 4% 18% 60% 35% 38% 18% -2% Sales Operating profit Wines&Spirits Perfumes&Cosmetics Selective Retailing Fashion&Leather Goods Watches&Jewelry Assessment of LVMH’s diversification Strengths • Share operational resources and competencies' across brands and divisions • Maintaining exclusivity by multiple brands under one division • Strong Balance Sheets help to absorb losses from unprofitable divisions and maintain position • Selective retailing complements other brands...
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...TABLE OF CONTENTS 1. Introduction…….…………………………...……....…………….…3 2. Literature Review on Talent Management..……….…..…. 3 Talent Management……………………………………………………..…..….……3 Talent Acquisition……………………………..……………………………………...3 Talent Identification………………………………..……………………………..…4 Talent development……………………………..…………………..……..………..4 Talent Deployment……………………………………………………………...……5 3. The four stages of Talent Management……………………………………………………………6 4. The two dimensions of Talent Management.....................7 Retaining Talent…………………………………..……………..……………………..7 Harnessing the Unmanifest Tal………………………..………………....………8 5. Ways to attract and retain talent……………………..………..9 6. The causes of ineffective Talent Management…………….10 7. The case of Apivita……………………………………………..……..11 8. Conclusion……………………………………………………………….12 9. Reference List…………………………………………………………..13 1. Introduction The aim of this project is to address the concept of talent management. More and more companies tend to rely on talent management and invest human capital and technology in order to success in this process. There are many ways to achieve strategic TM that will be analyzed but also many causes from inefficient TM. Additionally, the case of APIVITA Company will be analyzed, concerning its TM practices. 2. Literature Review on Talent Management Defining talent management, Murthy, as cited by Majeed (2010), clarifies, “TM refers to managing the entire work life of employees till...
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...Introduction Merger and acquisition both are strategic decision and an aspect of corporate strategy. One plus one makes three: this equation is the special alchemy of a merger or an acquisition. The key principle behind buying a company is to create shareholder value over and above that of the sum of the two companies. Two companies together are more valuable than two separate companies - at least, that's the reasoning behind merger and acquisition. Most histories of merger and acquisition begin in the late 19th U.S. However, mergers coincide historically with the existence of companies. In 1708, for example, the East India Company merged with an erstwhile competitor to restore its monopoly over Indian trade. In 1784, the Italian Monte dei Paschi and Monte Pio banks were united as the Monti Reuniti. In 1821, the Hudson's Bay Company merged with the rival North West Company. Merger The combining of two or more companies, generally by offering the stockholders of one company securities in the acquiring company in exchange for the surrender of their stock. Basically, when two companies become one. This decision is usually mutual between both firms. A merger can happen when two companies decide to combine into one entity. According to Webster’s Business Dictionary- “A blending of two or more companies by acquisition, in which one company purchases others and they are absorbed into the parent company, or by consolidation, in which a new corporation is formed to absorb the merging...
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...4 FAX (213) 740-4354 http://ceo-marshall.usc.edu What Makes HR a Strategic Partner? Edward E. Lawler III Center for Effective Organizations University of Southern California 3415 S. Figueroa Street., #200 Los Angeles, CA 90089-0871 Tel: 213-740-9814 Email: elawler@marshall.usc.edu John W. Boudreau Center for Effective Organizations University of Southern California 1 What Makes HR a Strategic Partner? Edward E. Lawler III and John W. Boudreau Executive Summary For several decades, the HR function in corporations has been encouraged to become a strategic partner. Data from a longitudinal study of large corporations suggest that HR is not now a strategic partner and that little or no movement toward it becoming one has occurred. An analysis of what HR can do to become a strategic partner shows some clear actions that HR can take. These include talent development in HR, creating corporate centers of excellence, developing the right metrics and analytics, and perhaps most important, understanding how human capital management impacts business results. The results also show that there are a number of strategy activities that HR can be involved in and that to some degree, different factors influence how much HR is involved in each of them. 2 What Makes HR a Strategic Partner? Edward E. Lawler III and John W....
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...Abstract In this case study, Apple has decided to bring their design of microchips back in-house and no longer use an outsourcing firm to design and create the product. It would like to keep their newly developed designs confidential to create a competitive advantage. Due to this strategic decision, Apple’s human resource department will need to come up with a talent acquisition strategy. First, the HR department will need to come up with a recruiting strategy based on forecasting and HR planning. This research paper will first discuss the approaches to recruiting that might be best suited for Apple’s talent acquisition. It will also discuss the traits and behaviors an effective recruiter will need in order to accomplish the organization’s recruiting strategy and goals. Apple will need to determine the best way to effectively plan for this talent acquisition. Based on cost, three suggestions will be made for Apple to accomplish this goal. This research paper will conclude with discussing the benefits of HR forecasting and why it is a necessary step in HR planning. 1. Based on the information given but in your own words, explain what approaches to recruiting might be best suited for Apple’s talent Acquisition. Apple is recruiting engineers and other personnel to work on developing microchips in-house instead of outsourcing the process. Apple feels as if secrecy of their developing product is more important than efficiency of production. Therefore, they are conducting...
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...HUMAN RESOURCE MANAGEMENT’s PIVOTAL ROLE in MERGERS & ACQUISITIONS Ajit Kumar Mumbai, India Abstract Human Resource Management in Mergers & Acquisitions Organizations of all sizes and across all industry sectors are increasingly looking to M&A to support their global growth strategies. The primary objectives for M&A’s are to cut costs, broaden market shares or take advantage of each other’s synergies and most typically to accelerate growth. Yet several studies indicate that more than half of all M&A deals fail to meet management’s strategic, operational and financial objectives. The crux of the matter lies in the excessive focus on financial due diligence, risk assessments. Quite often, the people factor, i.e. issues that relate directly to people as workforce management and cultural integration, are left out of the due diligence process creating major challenges later during integration. In the past, HRM was expected to provide support in postintegration efforts, as well as increased business focus and knowledge to ensure that the full value of M&A deals is realized. For organizations, it important to believe in the fact that People are its key assets. However, today we realize that, mastering the softer issues is the hardest part of integration and has the strongest influence on an M&A’s long-term success. HRM professionals are expected to be ready to manage the people, opportunities and the risks associated in these transactions. Managing organizational...
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...Strategy Resource: A case study illustrating the UGM approach UGM Consulting A detailed case study to illustrate our work in Strategic Human Resource Management Background A large Australian company approached us to develop a People Plan, including how talent could best be managed to provide the constant pipeline of leaders the company recognised it would need to drive its growth objectives. This involvement spanned five-years, giving us an unrivalled opportunity, most unusual for consultants, to trial some new approaches and follow them through in the challenging setting of a large, fast growing company. It enabled us to put into practice and evaluate cutting edge ideas from around the world about how companies can best: • integrate talent management activities • align them with company strategy • ensure they deliver maximum business impact. Managing Human Capital for Results 1 Human Capital Strategy Resource: A case study illustrating the UGM approach UGM Consulting 2 Human Capital challenges In today’s economy with its focus on knowledge and services, it is now widely accepted that the key that opens the door to business success is talent. ‘People are our best asset’ has become a predictable mantra and, in that respect, our client was no different from other organisations. The talent challenges facing the company were also similar. Each year it got harder to attract and retain good people: what McKinsey termed the ‘War for Talent’ was upon us....
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...Acquire or Develop Talent: The Tanglewood organization currently does not have a strong process in acquiring or developing new talent. From the case study we find that Tanglewood would like to focus on having a workforce of committed, qualified individuals who will continue the Tanglewood tradition; yet they have no solid recruiting process into place. The Tanglewood organization also has opportunity around their development process, understanding they want team members to feel valued and know that their opinions count, but just because a team member makes influential suggestions does not necessarily qualify them to be leaders. Though they have a lot of culture and tradition there are not in processes in place to help them acquire and develop the talent they are hoping to take the stores to the next level. A strong staffing strategy would focus on acquiring the right talent that can “hit the ground running.” When an organization has the ability to have a strong acquisition process the development will come easy for the team members. If the Tanglewood organization placed an acquisition process into place they could definitely see potential to expand and grow at the rate that they desire. Hire Yourself or Outsource: Tanglewood’s current hiring process is all done in house. Human Resource/ operations manager is responsible for planning, recruitment, and initial screening and department managers interview and hire candidates. It seems as though Tanglewood adheres...
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