Human resources management Essay Example | Topics and Well Written Essays - 1500 words

Human resources management - Essay Example In order for effective strategic planning to take place, both risk and uncertainty must be categorized and classified. Merely because it is not known what might come of a certain situation, decision, or action, this does not provide the leader, or leadership team with an effective excuse for not at least considering some of the likely externalities that might come out of a given situation (Kim 65). For instance, if a particular individual within leadership, or 18 of individuals within leadership, are distinctly aware of a potential risk that they face, they would be patently foolish to ignore the risk and not focus upon the means by which they can prepare for the eventuality that all of the possible outcomes may portend. Some of these might be negative, some of these might be positive; however, regardless of whether they are positive or negative, it is necessary for the individuals within leadership to at least planned for them so that when they occur the maximum amount of utility ca n be gained from whatever eventuality presents itself. The decision-making process cannot and should not be understood as something that is undifferentiated from the individual to the group. What is meant by this is that an individual making a decision necessarily engages in the process in a far different way than does the group seeking to make a decision. All too often, leaders within a particular management team are of the opinion that an individual decision must be made in far too many circumstances (Klinke & Ortwin 275). However, the fact of the matter is that employees/stakeholders, are not only their two perform useful work; they are also there to leverage upon their own decision-making and encourage their participation within the decision-making process. As such, the individual decision-maker would rely upon the accident information and personal experience that he or she might have with regards to solving a particular situation. Leadership is not something that can be effecti vely performed utilizing either a firm understanding of one or the other aspect of risk or uncertainty. Rather, it is necessary for a true leader to be well rounded in the strategic planning for both of these factors. By allowing for a well balanced approach that considers the means through which both risk and uncertainty plays into the expectations for success and threats of failure that integrate with the future of the firm. Whereas it is tempting for an individual to rely upon a given focus to a greater or lesser degree, the more appropriate response is to allow for strategic planning to take place in a well nuanced manner; fully mindful and cognizant of the degrees to which strategy and planning are part and parcel of the role that any leader and/or effective manager must engage. By comparison, a leader within a group would have the possibility and likelihood of drawing upon the inputs of the stakeholders as a means of making a well-informed and dynamic decision. Neither approac h is correct or effective in each and every situation; however, from an analysis of the existing documentation and a integration with the information that is thus far been presented course, it is the understanding of this particular student that the group

Apple's Make-vs.-Buy Decision Research Paper Example | Topics and Well Written Essays - 1000 words

Apple's Make-vs.-Buy Decision - Research Paper Example 1. Explaining Approaches to Recruiting That Might Be Best Suited for Apple’s Talent Acquisition Based on the information given, it is tenable that Apple uses outsourcing as a way of recruiting employees for top engineering or technology positions. Furthermore, it is best if Apple ensures that the vendor (the company providing outsourcing services) is a private employment agency, given the competitive edge which characterizes privatization. With competitiveness comes increased efficiency. The importance of outsourcing is that it will guard the secrecy that characterizes Apple products (Williams and Curtis, 2012). Gallo (2012) proposes that another option that Apple may consider is the extension of the recruitment practices of Apple to colleges and universities. This approach can complement Apple’s outsourcing since it is cheaper and will therefore go a long way in assuaging high expenses that may emanate from outsourcing. Likewise, Apple is bound to rake in the freshest of ideas and manpower that completing college and university students may bring with themselves into an organization. Again, Apple should consider fielding direct applicants. This option may involve, identifying vacant portfolios and then advertising them in the dailies. Referrals and internal promotions can also help this course. This approach is vindicated by the fact that Apple appeals to all consumers and is therefore likely to attract as many applicants as possible. This option will also help Apple abate the level of expenditure it would incur by outsourcing its recruitment activities. 2. Describing Recruiter Traits and Behaviors That Would Lead To the Most Successful Recruiting Campaign for Apple Apple’s recruiter traits can greatly help further its successful recruitment campaigns. Apple’s recruiters are welcoming, warm, have a personal touch and are trendy and innovative. The same are also tech-savvy and specialists who are deeply acquainted with Apple’s products, mission and organizational culture. In order that Apple attracts the best skills and talent, it has to have tech-savvy and specialists who are well informed about Apple’s products and technology so that applicants who meet the threshold that Apple requires can be separated from those who do not qualify. Without the input of these specialists, it will be impossible to identify practical skills that Apple needs (Merrill, 2008). Conversely, the welcoming and warm nature of the recruiters is to help Apple maintain the human aspect of Apple’s activities and corporate image. If the recruiters are welcoming and kind, both successful and unsuccessful applicants are left feeling that Apple is committed to fair and democratic human resource practices and (it) has an environment that helps foster optimal productivity. To attract the best talent in IT technology, Apple must present itself as the organization that such talent is looking for, as the best organization to w ork with. This in turn is impossible if the recruiter lacks personal touch (Pfeffer, 1992). 3. Suggesting Three Ways That Apple Can Effectively Plan for HR Resources Some of the ways Apple can use to effectively plan HR resources include: Hiring the services of another company to manage Apple’s HR resources (also known as outsourcing). This will be the most expensive approach. Training existing employees on new skills. This approach will be relatively cheaper. Downsizing. This is the