Apple Corporation’s Employee Training Program Proposal

The scope of the research

In this research project, the proposal will dwell on the strategies that the Apple Corporation uses in its bid to ensure optimal employee performance. At the beginning, the paper will provide an intrinsic proposal after which it presents the research problem.

After this, the research will authenticate researches that have been carried out on the topic, besides presenting a comprehensive literature review to establish the present stand on the topic. Finally, the research proposal will deliver the final outcome which will be include recommendation on the best ways to overcome the problem and present the most appropriate alternative approach in implementing the proposed solution.

Research background

The research topic is the need to incorporate training and development as part of the human resource management policies of the Apple Corporation. Currently, the human resource management department does not have policies that reinforce training and development among the employees.

In many jurisdictions, it is mandatory to have an independent training and development management function in an institution. Unfortunately, there are scenarios where the human resource management department of the Apple Corporation is not efficient and therefore, fails to take up key control issues in time.

There is no proper schedule for periodic and continuous employee training and development within the Apple Corporation, which has a quantifiable module for tracking the feedback and level of engagement among the employees. As a result, it is almost impossible to monitor the performance of each employee against the set targets.

Besides, the lack of training and development may be attributed to low employee morale and redundancy at the organization. It is necessary to establish the most appropriate training and development strategy for the Apple Corporation to monitor and micromanage its employee productivity.

Research problem

Despite the fact that the Apple Corporation spends several millions on training seminars and internal programs, the training modules have not been modified to fit within the organization’s corporate culture. This research paper will establish the most appropriate approach that the Apple Corporation should adopt to improve on its training and development strategies.

The Apple Corporation will greatly benefit from appropriate training and development strategies, which translate into better employee development and client satisfaction (Modaff, DeWine, & Butler, 2008).

Rationale of the research

The need for employee efficiency in the Apple Corporation necessitates more research in the area of management styles and their impacts on organizational performance within the US. It is for this reason that the research will attempt to provide a framework for organizational performance as directly influenced by the type of management strategies at the Apple Corporation (Schraeder & Jordan, 2011).

At the end of the research, the Apple Corporation, which wants to further improve organizational performance and increase its commitment to efficiency, will have mechanisms that it can use to decide on the most appropriate management style.

Research aims and objectives

This study attempts to explicitly review the human resource management strategies in the Apple Corporation and their impacts on the quality of employee performance feedback. The primary aims and objectives of this research paper will be:

1. To provide sufficient information to the human resource management department of the Apple Corporation on the real management problems that has facilitated the occurrence of poor performance among the employees.
2. To establish the views of the employees of the Apple Corporation on the level of job satisfaction within the current training and development programs.
3. To establish the link between the current output of the Apple Corporation and the scope of its human resource management strategies.

Research questions

• What is the effect of employee training planning on the Apple Corporation’s progress?
• How is the Apple Corporation different in its strategic employee training planning?
• What factors of human resource planning has not propelled the Apple Corporation to its desired success route?
• How does the Apple Corporation deal with different challenges with its employee training planning?

Significance of the research (Measures)

This research will assist the Apple Corporation to implement effective employee management strategies that promote efficiency and sustainability of employee performance feedback. It will be a compilation of best human resource management strategy practices.

The study will also provide recommendations on how the Apple Corporation can effectively manage its employee performance in order to guarantee employee satisfaction.

Critical review through implementation framework (Process)

The main effect of improving training on the employees is that it will create quality service environment. The management would have to restructure the organization in a way that allows for the implementation of the proposed employee training plan (Allan, 2009). The staff would need to adapt to the new requirement of learning the dynamic communication system in a bid to accomplish the organization’s goals.

Goals

1. Improve the efficiency and effectiveness of the current mode of communication between the employees and the organization through incorporation of multicultural training.
2. Ensure that the various available methods appeal to the financial health of the organization.

Objectives

For goal I:

1. To ensure that the organization improves the standard of the working environment (output objective).
2. To increase the number of clients that the organization handles on a daily basis in a bid to accomplish the organization’s objectives (impact objective).
3. To ensure smooth flow of information within and without the organization (output objective).

For goal II:

1. To avoid expenditure that would jeopardize the running of the organization’s basic activities (output objective).
2. To increase the number of staff available to attend to clients without creating undue pressure on the finances (impact objective).
3. To improve accountability towards the involved stakeholders (output objective).

Implementation

The strategies in this plan require the organization to take a collaborative perspective in dealing with the subject matter. In essence, this aspect means that the plan requires the management and staff of the Apple Corporation to work together. The main requirement for the creation of such a set-up is an exchange of information and knowledge relevant to the project (Chan & Mcallister, 2014).

Actualization of the tactics that this plan proposes requires the management of the organization to work closely with the staff and allow the staff freedom to associate with clients and form networks with other organizations as they accomplish their duties (Battilana & Casciaro, 2012).

Research methodology (Measures)

Research methodology encompasses elements like research design, study location, target population, sample and sampling procedures, research instruments, pilot testing of the instruments, data collection process, and data analysis procedures. These elements will be discussed in a more coherent manner. It must be noted that this section is very important to this study due to the fact that it gives the methods used to collect the primary data from the source.

This research will be conducted using research survey study approach. The researcher chose the qualitative approach rather than a quantitative because the scope of the research is focused, subjective, dynamic, and discovery oriented. The qualitative approach is best suited to gain proper insight into the situation of the case study.

Besides, qualitative data analysis is more detailed than quantitative analysis. Moreover, this approach will create room for further analysis using different and divergent tools for checking the degree of error and assumption limits. This research will target senior and junior staff at the Apple Corporation.

A sample space of 80 participants will be interviewed. The study will opt for open and close-ended questionnaire in data collection since it is economical on time, finance, and energy. Each respondent will be given a time frame of a week to respond to questions in the questionnaire. Where necessary, further clarification will be accorded to participants.

Data Analysis (Measures)

The collected quantitative data will be coded and passed through Statistical Package for Social Sciences (SPSS) version seventeen. In the process, cross tabulation will be used to compare and contrast perception on the effectiveness of the Apple Corporation’s training program. In order to quantify the relationship between the independent and dependent variable, ANOVA will be essential besides figures, charts, and tabular representation of correlation analysis.

Expected findings

It is anticipated that the human resource management strategies, that will be recommended, will ensure optimal performance and sustainability of the Apple Corporation’s labor function. The improvement in employee performance will be quantifiable by comparing the past employee performance feedback of the company with the performance after six months of implementation.

References

Allan, L. (2009). Training needs or training wants analysis? Training and Development in Australia, 36(2), 25-27.

Battilana, J., & Casciaro, T. (2012). Change agents, networks, and institutions: A contingency theory of organizational change. Academy of Management Journal, 55(2), 381–398.

Chan, M., & Mcallister, D. J. (2014). Abusive supervision through the lens of employee state paranoia. Academy Of Management Review, 39(1), 44-66.

Modaff, D., DeWine, S., & Butler, J. (2008). Organizational communication: Foundations, challenges, and misunderstandings. Boston: Pearson Education.

Schraeder, M., & Jordan, M. (2011). Managing performance: A practical perspective on managing employee performance. The Journal for Quality and Participation, 34(2), 4-10.