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A report submitted to Department of Management

sciences, university of education Okara campus
Submitted to: Sir Shahzad Aziz
Submitted by: Anam Khan
Roll # 1001
BBA.HONS (6TH Semester)
Section A (Morning)
Session (2013-2017)

University of education Okara

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APPLE COMPANY

Introduction
Apple Computer, Inc. is an American multinational corporation that designs and
markets consumer electronics, computer software, and personal computers. The
company's best-known hardware products include the Macintosh line of computers,
the iPod, the iPhone and the iPad. Apple software includes the Mac OS X operating
system; the iTunes media browser; the life suite of multimedia and creativity software;
the iWork suite of productivity software; Aperture, a professional photography
package; Final Cut Studio, a suite of professional audio and film-industry software
products; Logic Studio, a suite of music production tools; and iOS, a mobile operating
system. As of August 2010, the company operates 301 retail stores in ten countries,
and an online store where hardware and software products are sold. As of May 2010
Apple is one of the largest companies in the world and the most valuable technology
company in the world, having surpassed Microsoft.

Corporate Mission Statement

Apple Inc. is committed to bringing the best personal computing experience to

Students, educators, creative professionals and consumers around the world through its
Innovative hardware, software and Internet offerings.

Corporate Goals
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Apple Inc. plans to keep creating and releasing computers and consumer
electronics that are more user-friendly.

Apple Inc. will focus more opening more stores even on international locations
to help increase in sales.

Company profile
Apple Computer, Inc. is an American multinational corporation that designs and
markets consumer electronics, computer software, and personal computers.

PRODUCTS: The Company's primary products include iPhone, iPad, Mac, iPod,
iTunes, Mac App Store, iCloud, Operating System Software, Application Software and
Other Application Software.

CEO: Tim Cook

FOUNDED: April 1, 1976 in Cupertino, California, United State

HEAD QUARTERS: Cupertino, California, United State

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FOUNDER: Steve jobs, Ronald Wayne, Steve Woznick

Established on April 1, 1976 in Cupertino, California, and incorporated January 3,

1977, the company was previously named Apple Computer, Inc., for its first 30 years,
but removed the word "Computer" on January 9, 2007, to reflect the company's
ongoing expansion into the consumer electronics market in addition to its traditional
focus on personal computers. As of September 2012, Apple had 46,600 full time
employees and 2,800 temporary full time employees worldwide and had worldwide
annual sales of $65.23 billion.

For reasons as various as its philosophy of comprehensive appealing design to its

unique advertising campaigns, Apple has established a unique reputation in the
consumer electronics industry. This includes a customer base that is devoted to the
company and its brand, particularly in the United States. Fortune magazine named
Apple the most admired company in the United

States in 2008, and in the world in 2008, 2009, and 2010, 11, 12.13.The company has
also received widespread criticism for its contractors' labor, environmental, and
business practices.

Financial performance of the company:

Net sales of the products

products 2014 2013 2012

$ (000) $ (000) $ (000)
iPhone (1) $ 101,991 12 % $ 91,279 16 % $ 78,692
Mac (1) 24,079 12 % 21,483 (7 )% 23,221
iPod (1) 2,286 (48 )% 4,411 (21 )% 5,615
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iTunes, Software and

Services (2) 18,063 13 % 16,051 25 % 12,890
Accessories (3)
6,093 7 % 5,706 11 % 5,145

Total net sales $ 182,795 7 % $ 170,910 9 % $ 156,508

Net sales of Apple Company was increased by 7%in 2014 as compared to 2013 the
reason behind that was net sales of iPhone; Mac; iTunes, Software and Services; and
Accessories was increased.Net sales and unit sales increased for iPhone primarily due
to the successful introduction of iPhone 5s and 5c in the latter half of calendar year
2013, the successful launch of iPhone 6 and 6 Plus beginning in the fourth quarter of
2014, and expanded distribution.

Net revenue and gross profit

Capital Assets

The company total assets were $231,839,000 during 2014 and The Companys capital
expenditures were $11.0 billion during 2014, consisting of $491 million for retail store
facilities and $10.5 billion for other capital expenditures, The Company expects
utilizing approximately $13.0 billion for capital expenditures during 2015, including
approximately $600 million for retail store facilities and approximately $12.4 billion
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for other capital expenditures. During 2015, the Company expects to open about 25
new retail stores, with approximately three-quarters located outside of the U.S. During
2015, the Company also expects to modify approximately five of its existing stores.

Total liabilities:

The total liabilities including long term debt were $12,029,000 in 2014 and As of
September 27, 2014, the Company had $6.3 billion of Commercial Paper outstanding,
with a weighted-average interest rate of 0.12%.

Apple Companys HR Functions

1. Recruitment and Selection

Recruitment

Dessler in his book define recruitment as:

Recruitment means to attract the suitable candidate for employers available post. This
function could be done through different measures like advertising, broadcasts and
announcements. First of all we have to forecast how many employees are needed. Both
internal (within the organization such as transferring, department examination, and
employees recommendation and so on.) and external source of candidates (internet)
are used in recruitment. Selection means to shaping down the applicant pool through
initial screening like tests assessment centers background information an reference
check .and then through interview employer decide which candidate have to hire.

According to stone:

Recruiting is the personnel function that attracts qualified applicants to fill job
vacancies. In the selection function, the most qualified applicants are selected for
hiring from among those attracted to the organization by the recruiting function.
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Recruitment-Define as searching for and obtaining potential job candidates in

sufficient numbers for and quality so that the organizations can select the most
appropriate persons for its job needs.

Recruitment in apple:

Apple has its recruitment in accordance to ADA (Americans with Disabilities Act),
along with a strong implementation of Equal Pay Act (1963), Civil Rights Act (1991),
Congressional Accountability Act (1995) and other legislations laid down by the US
government. It is rather note-worthy that Apple has shown our capability in
demonstrating such a cohesive branding know-how all through their commodities,
promotion, vending and distributing, assisting clients, and hiring or appointing
candidates.

Commence Recruitment

The Director of Human Resources at Apple Headquarters in Cupertino completes the

following documents before there is an announcement for a position:

Recruitment request form

Job description

Job classification and suggested salary range

Interview questions

Test/Skill evaluation tools

Criteria for evaluating candidates

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Announcement of Positions

The Human resource department announces the open position and draft
advertisements. The job descriptions are circulated to about 340 agencies, universities
and organizations. The Hiring Unit has to bear the cost of all other advertising
expenses.

Advertisements

Advertising is a prominent source to build a pool of Candidates:

Print media Newspapers: State, national or local; other: specialist

magazines/journals

Other media radio, television

Decisions must be made as to which media to use and how the advertisement
should be designed to target suitable applicants

Receiving complete Application/Resume and begin the Review Process

Applicants are accepted or rejected on the basis of their qualifications and experience
in the field of engineering management. The criterion for selection is determined
before the actual screening takes place. Once the screening is complete using the
criteria of performance and experience, the Hiring Unit interviews at least three
applicants.

Committee/Face to Face Interviews

The interview includes questions that are relevant to the job under focus. The
interviewing panel members have to fill the interview evaluation form for each
applicant interviewed which is submitted to the Human Resource department. The
COO reviews the search committee for all new hires for Project manager level.
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Sample Questions:

What is most important to you in a job?

Why should apple hire you?

What are your strengths and weaknesses?

Technical Interview:

Are you familiar with OS 9?

If a customer asks you to sync music from their iPod to computer, what do you
say?

How do you answer a customer who wants to share music with his friend via
iTunes?

Reference Check

Before an offer can be made to the selected candidates a reference check has to be
done by the Hiring Manager. This manager would personally contact all the references
to complete the Candidate Reference Check.

Academic references

Prior work references

Financial references

Law enforcement records

Personal references

Compliance Review
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Once the desired aspirant has been chosen by the department manager, certain
documents to be assessed must be handed over to the human resources director,
namely:

Request to recruit form offer section completed

Affirmative action compliance report

The rationale behind selecting the final aspirant

Medical Examinations

The applicant must endure a fitness assessment test. Often, the job is offered to an
applicant only once it has been confirmed that he is physically stable and enjoys good
health after having taken the test. The physical examination/test is done for following
purposes:

To detect if individual is carrying any infectious disease.

Determines whether the applicant is fit to perform work.

Determines if there are certain physical capabilities, which differentiate

successful and less successful employees.

Medical check-up protects the applicant from undertaking work that would
be hazardous to his health (Stone 2005).

Selection of Candidate

The Hiring Department forwards the Non-Academic Selection Form to the Human
Resources Department. The newly hired project manager has to complete all the forms
and return them to the Human Resource Department before joining. The orientation
program cannot commence till all these formalities have been completed
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Orientation Program

According to Stone

The orientation program provides a planned introduction of the job, organization and
the environment. It is an essential part of recruitment as it provides familiarity with the
roles and responsibilities within the rules and norms of the organization`s culture
.Orientation programs have been found to contribute to improved socialization and to
increase organizational commitment. Helps to reduce new employees stress levels and
help them to settle into their new role more quickly.

Apple uses the buddy system a method of linking every new employee with an
existing employee who then assists them to settle into the workplace.

2. Job Analysis
According to Dessler

In job analysis we determine that what duties and skills are required for the job and
what kind of people we have to hire.

Job Description

According to Mathis & Jackson

A job description indicates the accomplishments, obligations and limitations that are
all a part of any venture. It identifies what is done, why it is done, where it is done, and
briefly, how it is done.

According to Dessler

The description of the job is done by explaining the tasks to be performed, equipment
to be used, the working conditions and the performance standards
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According to Stone

A good job description should clarify and focus on the job and the position and not on
any particular individual that fills that position.

Job Summary

Applicants having established credentials and performance history in the field of

freighting or shipping, along with complicated and complex client related matters
within limited timeframes and meeting deadlines are favored by Apple. This requires
active involvement and participation on behalf of the project manager in matters such
as industry or company evaluation, operational blueprint reviews and consultations,
statistics structuring meets, experimentation, proof-of-concept, management of dealer
relations, etc.

Responsibilities:

timelines Oversee all aspects of project information for multiple projects

including, resource allocation, scope and definition

Drive business, functional, financial, and reporting requirements, often

writing them yourself

Own overall cross-functional project schedules including development on

the iTunes Store, back-end financial systems, and other Apple groups

Collaborate with IS&T, Treasury, legal, Tax, finance, operations and other
organizations both within and outside of Apple to develop solutions for
partnerships and promotions and other new business.(Apple Inc. 2009)

Qualifications:

At least 4 years of project management in software development.

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Outstanding communication and presentation skills, written and verbal, at

multiple levels of the organization.

Ability to participate in and possibly facilitate requirements brainstorming

sessions.

Strong technical proficiency: server architecture and development, SQL,

and bonus for past programming experience.

E-Commerce and business experience: orders, billing, tax, payments,

invoicing, royalties, licensing, etc.

Digital media experience, SAP integration experience. (Apple Inc. 2009)

Job/Person Specification

Experience: 8 - 10+ years of experience in Operations related project

management.

Proven track record leading large and complex system projects.

3 -5 years experience managing Business Process design or Re-

engineering activities, PMI training.

Consulting experience considered a plus. (Apple Inc. 2009)

Accountability

A manager is answerable for any undertaking that he takes up and must be strictly
observed at all times by the governing bodies within the organization. He must adhere
to all the regulations and guidelines of the organization and must thereby operate
within the boundaries of professional ethics (Dessler 2004). A project manager should
act as a guide and share complete knowledge of the overall activity as a part of his job.
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Employment Conditions

The successful candidate has to fulfill certain needs before becoming a part of the
organization officially, which means before finalizing the selection the following
conditions have to be fulfilled.

General Conditions

Profitable candidates must acquire and preserve a suitable safety approvals and some
other essential conditions. Proof of identity and legal right to work in the United States
as required by and in accordance with the process and procedures of the U.S.
Immigration reform and Control Act (IRCA).

Due to US Department of Commerce requirements, if not a U.S. citizen,

U.S. permanent resident, Canadian citizen, political refugee, or political
asylum holder, you will be required to sign an assurance regarding
obligations not to export controlled technical data or software to certain
countries.

Must sign the Intellectual Property Agreement and return the signed
agreement.

Must receive a satisfactory background check in accordance with Apple

policy.

Introductory Period

The successful candidates would have to sign a 12 month introductory period

agreement which includes training and performance management to determine the
satisfactory work capabilities Apple closely monitors its new project manager`s
performance as a large portion of responsibility is rested on the shoulders of a manager
of iTunes, which also controls a number of other departments in the organization.
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Apple may terminate a contract during this introductory period in case of

unsatisfactory performance of the candidate.

3. Training and Development

Training and Development Programs whatever the size is has been given by most
organizations outright importance in the present business environment. It can range
from training the staff or employees on how to use a new piece of software, complete a
form, give good customer service or write a professional letter.

According to Dessler:

Training and development program provide basic skills to the employees to perform
their jobs effectively. A training process is performed which include training need
analysis and then training program is develop. On the job and of the job training is
done and then evaluate the effectiveness of the training.

According to stone:

Training and development programs provide useful means of assuring that employees
are capable of performing their jobs at acceptable levels. Training can be defined as
making available to employees planned and coordinated educational programs of
instruction in professional, technical, or other fields that are or will be related to the
employees job responsibilities.

Strategy of Training and Development in Apples

Training can be accomplished through a variety of approaches, such as classroom

training, e-learning, and professional conferences that are educational or instructional
in nature. Development is generally considered to include training, Structured on-the-
job learning experiences, and education. Developmental programs can include
Experiences such as coaching, mentoring, or rotational assignments. The essential aim
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of training and development programs is to assist the agency in achieving its mission
and goals by improving individual and, ultimately, organizational performance.

It has been said that the objective of the investigative segment of the Training and
Development Program lies on the creation of a developmental strategy. This is why the
identification of training needs does not necessarily guarantee that this will already
bring benefits to the Apple Inc. It would only serve as a reminder for the superiors to

look into the Weak points and come up with the appropriate solution and in this case it
is the actual selection of the training and development program and the method that
should be employed targeting the best results. There two ways that will help in the
choice for what training method to use. First, after the identification of the training
needs, the willingness of the company should be checked and so with the employees as
to how far we can go for the project. It will involve confirming their budget, time and
the acknowledgement of the project as urgent and important for them and for the
company. With all of these, the management can now look into the most suitable
methods based on their assessed stand of the company and there are actually a lot
available to choose from depending on the allowed scope, budget and time by the
management.

Training Needs Analysis (Needs Assessment) for Apple Inc.

Apple computer has experienced both good and bad times as a main player in the
computer industry. It has been a leader in computer technology in the past but has
struggled recently in keeping pace in the fast developing computer industry. Emergent
technology and developing computer applications have contributed to a business
environment that is very competitive. Survival in this industry needs the skill to
foresee changes and to effectively react to market demands. The computer industry has
grown for the last two decades due to the popularity of personal computers even as a
household item. This market is no longer limited to the business and educational
environment; computers are a consumer good worldwide. Apple Computer, Inc. must
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respond to this business environment if it is to survive in the future. This is the driving
factor for this project. Training Needs Analysis can be complex and demands a
creative, people focused environment. Basing from the introduction for the Apple Inc.
it seemed that the people needed to prepare the Training Needs Analysis are already
within their organization. It would just be a matter of forming the team maybe from
the management or from the HR/Training and Development Department. For this to be
successful, the process should be designed in a way that it is simple to use but is
effective. Again, this is parallel with the basic philosophy of Apple Inc. That is to be
user friendly.

.Apple University

Apple Inc. is training there employees in Apple university. The first rule of Apple
University is you don't talk about Apple University. Apple's internal training program
is highly secretive and rarely written about. Apple employees are discouraged from
talking about the company in general, and the classes are no exception. The training
goes on year-round at company headquarters in Cupertino. There are full-time
instructors from Yale, Harvard, Stanford, and other top schools. Joel Podolny once the
dean of the Yale School of Management, designed the course at Steve Jobs' request. It
teaches you how Apple makes business decisions. In one course you analyze Apple
case studies, like the decision to make iTunes and the iPod compatible with Windows.

4. Compensation Management
Dessler in his book define as:

Compensation implies the pay packet given to any staff member for the work done by
them, their efforts and services. Sum total of the compensation includes of all the ways
of payment and gratuities and incentives. There are two types of compensation are
direct compensation that basically consists of monetary rewards such as a pay packet,
wages, incentives and bonuses and indirect compensation that are non-monetary
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rewards such as repayments or such other services.

Methods of setting pay rates

Collective agreements (EBAs)

Individual arrangements (AWAs or common law contracts)

Awards

Determining Pay rate

Salary Surveys - Government and commercial salary surveys can provide

useful information

Job evaluation - Determines worth or value of job through systematic

comparison of one job relative to another

Grouping jobs into pay grades - After determining the relative worth of
each job, jobs are grouped into pay grades. A pay grade is made up on jobs
of approximately equal difficulty or importance

Pricing each pay grade - Pay rates are assigned to each pay grade

Compensation plans at Apple are built on four principles:

1. Salary

2. Trust

3. Few classifications

4. Pay-for-performance (PFP)

Apple has one of the most well balanced compensation policies in the corporate world
today. They have been well established as an employees` company, where good salary
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packages, insurance and a well-structured retirement program have established it as a

fair and balanced organization for our employees. Compensation comprises of reserve
procuring schemes, 401k and adjustable and formative health and wellness schemes.
Furthermore, apple allows its staff members rebates on its commodities, along with
incentives such as paid vacation schemes, and other education related alternatives.

Rationale behind Apple`s Compensation Program

Engage and absorb the coveted class and combination of staff workers.

Encourage their staff to enhance their efficiency and efforts in a steady

manner.

Strengthen the establishments strategic standards and principals and the

coveted system of operating within the establishment.

To be just and unbiased towards its staff members.

Offer customary and periodic reimbursement and efficiency audits.

5. Performance Appraisal
According to Dessler:

Performance appraisal means to compare the employees actual performance with the
standard one and then give them rewards are given for the good performance and if the
performance is not up to the mark the corrective action is taken to remove the
deficiencies. Human resource professionals are usually responsible for developing and
managing performance appraisal systems, although the actual appraisal of employee
performance is the responsibility of supervisors and managers. Besides providing a
basis for pay, promotion, and disciplinary action, performance appraisal information is
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essential for employee development since knowledge of results (feedback) is necessary

to motivate and guide performance improvements.

According to Armstrongs

Performance appraisal is a system of review and evaluation of an individual or teams

job performance. An effective system assesses accomplishments and evolves plans for
development. Performance management is a process that significantly affects
organizational success by having managers and employees work together to set
expectations, review results, and reward performance. Its goal is to provide an accurate
picture of past or future employee performance. To achieve this, performance
standards are established.

Strategy of Performance appraisal in Apple

Management by Objective (MBO) System:

The activities of APPLE employees were guided by a comprehensive system of

management by objectives (MBO). The performance appraisal system starts with the
establishment of long- and short-range objectives derived from company and group
objectives. At each company level, overall objectives were communicated and subunit
objectives were negotiated. APPLE lets the employees decide on how they would
accomplish the goals that they have set.

The goals were made to interconnect horizontally and vertically throughout APPLE.
The management by objective process is part of the companys strategic planning
which defines the objectives and responsibilities that a job entails. In an MBO system
an employee meets with his or her manager, and they collectively set goals for the
employer for a coming period of time. These goals are usually quantifiable, they are
objective, and they are usually written. During the specified timeframe, the manager
and the employee periodically meet to review the employees performance relative to
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attaining goals. At the end of the specified period, a more formal meeting is scheduled
in which the manager and employee assess the actual degree of goal attainment. The
degree of goal attainment then becomes the individuals performance appraisal.

The Paired comparison Approach:

APPLE combined MBO with the paired-comparison approach. The paired comparison
approach, according to Sims (2002), measures the relative performance of employees
in a group. A manager lists the employees in the group and then ranks them. APPLE
managers invested considerable time and energy ensuring that an individuals pay level
within their salary range reflected their performance when compared to others.
Performance was judged by the immediate supervisor but adjusted based on a ranking
process, conducted by managers in face-to-face meetings, which compared employees
in different departments with similar responsibilities.

6. Employees Relation

According to Dessler:

The term labour relations refers to interaction with employees who are represented
by the trade union. Unions are organization of employees who join together to obtain
more voice in decisions affecting wages, benefits, working conditions, and other
aspects of employment. With regard to labour relations, the personnel responsibility
primarily involves negotiating with the unions regarding wages, service conditions,
and resolving disputes and complaints.

According to Armstrongs:

Employee relations are concerned with managing the employment relationship and the
psychological contract. They consist of the approaches and methods adopted by
employers to deal with employees either collectively through their trade unions or
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individually. This includes providing employees with a voice and developing

communications between them and management.

Employee relations cover a wider spectrum of the employment relationship than

industrial relations, which are essentially about what goes on between management
and trade union representatives and officials, involving collective agreements,
collective bargaining and disputes resolution. This wider definition recognizes the
move away from collectivism towards individualism in the ways in which employees
relate to their employers.

Employees relation at apple:

As has become customary, Apple is currently and continuously bombarding all of us

with news of new products, features, and upgrades Apple Store employees, on the
other hand, are not. In addition to holding down the castle against an attack of
customer questions and concerns, Apple Store employees are fighting another battle
one against their parent company.

Apple Store employees filed a federal lawsuit against their employer back in 2013,
stating that they were treated like criminals because they were subjected to searches
of their personal effects to ensure they werent stealing any products from the stores in
which they worked. . According to a report from CNN, an Apple Store employee even
emailed CEO Tim Cook last year regarding the policy, saying that it was both
insulting and demeaning, and that these procedures imply that Apple doesnt trust
or respect their employees, the person wrote. Managers are required to treat valued
employees as criminals. Often times such searches took places in front of customers,
embarrassingly enough.

There were a few other things the employees didnt like as well, including policies
barring discussion of Apples labor practices, and that some workers didnt get breaks
for meals after a certain amount of hours, in violation of the law. But at the heart of the
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matter is the fact that employees were forced to wait, off the clock, for a supervisor to
go through their personal belongings. All of that time added up, and in some cases,
summed up to more than $1,500 in unpaid wages.

The greater fact is that Apple Store employees arent happy with a lot of the things
going on behind the scenes at their place of work, which comes in stark contrast to the
companys cool, hip, professional image. Theres one thing thats clear, its that its not
all sunshine and rainbows in the land of Apple.

7. Employees Union

A part-time employee at a San Francisco-based Apple store has started a process that
could see a first-of-its-kind union formed at one of the company's iconic retail
locations. Cory Moll, a part-timer in San Francisco, said he's forming the union as part
of an attempt to secure better wages and benefits for Apple's 30,000 retail employees.

"The core issues definitely involve compensation, pay, benefits," Moll said in a
Reuters interview. As Reuters notes in their article, Moll makes $14/hour and the San
Francisco minimum wage is $9.92/hour. It's one of the country's most expensive cities.
To date, Moll said he has received very little public support for his union, although
there are apparently emails from more reserved employees that have since pledged
support.

8. Environment, health and safety

Dessler in his book state that

Top management should give high priority to the safety matters in the meeting .safety
inspection should always be the part of the supervisor daily routine. Occupational
safety and health act (OSHA) 1970 should be followed by every organization, which
state, to provide the safe working conditions to both men and women.
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Apple Computer is committed to protecting the environment, health and safety of its
employees, customers and the global communities where they operate. It recognize
that by integrating sound environmental, health and safety management practices into
all aspects of their business, we can offer technologically innovative products and
services while conserving and enhancing resources for future generations.

Manufacturing with the world in mind.

Apple was named the top manufacturer among all brands by the Institute of
Public and environment.

13.8Ktonnes of carbon emissions reduced in 2015

20Mtonnes of carbon emissions apple expect to reduce in China by 2020

In addition to making facilities energy efficient, apple explore ways to power those
using cleaner and renewable sources. In 2015, apple launched its Clean Energy
Programmed to reduce carbon emissions across its supply chain, which makes up
nearly three-quarters of Apples total carbon footprint.

Making products with few by-products.

In 2015, apple launched a waste diversion program at 22 factories, including all final
assembly facilities, to help suppliers reduce, reuse or recycle. To date, its efforts have
diverted 73,773 tons of waste from landfill.

Keeping waste out of landfill.

Foxconn Zhengzhou, one of its final assembly facilities for iPhone, was sending a
large portion of its production waste to landfill every month. This represented a
tremendous opportunity to lessen the impact of how apple make its most popular
product .Together, they were able to divert 40 per cent of Foxconn Zhengzhous
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previously landfill-bound waste to recycling, and the remaining waste was repurposed
to help generate power for local governments. And as of early 2016, Foxconn
Zhengzhou is 96 per cent landfill-free.

Making water-intensive processes more water conscious.

The water apple use has a direct effect on the communitys apple operate in. In 2013,
apple started the Clean Water Program to reduce the use of freshwater in its suppliers
processes.

14.4 million cubic meters of freshwater saved since 2013

Water samples are tested for pollutants as part of its Clean Water Program.

Safer facilities start with a specialized curriculum.

Across its supply chain, theres a shortage of people with adequate environment, health
and safety (EHS) skills. So in 2013 apple established the EHS Academy to address this
shortage of EHS expertise by educating local managers on issues of environmental
protection and air pollution, water and chemical management, and emergency
preparedness and safety equipment.

265 participating sites since 2013

1591 EHS projects implemented in 2015

310 EHS Academy graduates in 2015

Increasing safety at Marian Suzhou.

EHS Academy students create and implement a real project to improve their local
facility. At its Marian Suzhou supplier facility, students in the machine safety course
noticed safety gaps in how manufacturing machinery was developed, installed and
maintained. EHS Academy graduates discuss their latest safety project.
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EHS team researched and created a machine life management system that added EHS
checkpoints to different milestones across a machines lifespan. These included design,
manufacture, acceptance, evaluation, regular monitoring and disposal.

With the new EHS system and daily safety routines in place, machinery-related
injuries were reduced and new safety precautions have been enforced throughout the
factory including places where non-Apple products are made. Machines are
inspected daily to ensure that safety mechanisms are working.

Keeping restricted chemicals out of manufacturing processes

and away from people.
Apples Regulated Substances Specification (RSS) list was released in 2014 to
identify the toxic chemicals apple limit or prohibit in our manufacturing
processes.

Apple require all its suppliers to follow its Regulated Substances

Specification (RSS) list.

100% of all 22 FATPs are free of Apple-prohibited substances

37 non-FATPs received chemical management assessments in 2015

58 partnerships created to improve chemical processes

Everyone should be prepared for emergencies.

Apple is helping its suppliers develop comprehensive emergency preparedness systems
to protect workers in the event of a fire, earthquake, explosion, or other natural or
occupational incident. Apple also implement regular site monitoring to ensure that its
suppliers remain vigilant about these risks. Apple assessed 40 suppliers, covering
about 1 million workers, in 2015 alone.
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Safety equipment is a workers most important tool.

Safety gear isnt safe for workers if its used incorrectly. Through its supplier audits,
apple found a lack of understanding and awareness of proper use of personal protective
equipment. So in 2015, apple partnered with 3M to host workshops at supplier
facilities. These workshops teach the proper way to fit protective equipment like masks
and respirators. Safety experts are also in attendance to answer questions, and workers
can trade in their old equipment for new equipment.

Apple bans two dangerous toxins used in its iPhone

Chemicals which can cause cancer, nerve damage and reproductive health issues have
been banned from some factories supplying the iPad and iPhone following pressure
from environmental groups
Apple has deformed to pressure and banned two dangerous chemicals that were
exposing hundreds of thousands of staff in China to a greater risk of cancer, nerve
damage and paralysis from parts of its supply chain. Green America said that it will
continue to call for Apple to identify and disclose all chemicals used in all supplier
factories. Chemicals deemed hazardous to human health must be replaced with safer
alternatives in all factories, it said.

9. Global HR practices in apple:

According To Dessler:
Employers need to adapt their HR practices to the cultures of the countries where they
do business. With the globalization of the world economy, even small firms are
discovering that success depends on marketing and managing abroad. But expanding
abroad requires putting in place management systems to control overseas activities.
These systems include managerial controls, planning systems, and, of course, human
resource management systems for recruiting, selecting, training, appraising, and
compensating workers abroad. Managing human resources internationally creates
 30

challenges. For one thing, differences in cultures and economic and legal systems
influence employer HR practices from country to country. For example, how should
we appraise and pay our local employees? How should we deal with the unions in our
offices abroad? How do we identify and get the right talent and skills to where we need
them? And how do we spread state-of-the-art knowledge to our operations abroad?

The tech giant advances slowly on diversifying its workforce.

We need all the talent to innovate, says Apple HR chief
Denise Young Smith.

Apples Retail Organization:

Denise Young Smith is Apples vice president of Worldwide Human Resources,
responsible for attracting and retaining top talent at Apple. She reports to CEO Tim
Cook. Since joining Apple in 1997, Denise has served in several key HR roles. For
over 10 years, she sat on the leadership team that built Apples retail organization,
which now welcomes more than one million people every day. Apple stores have
redefined the retail experience and their talented employees have become the face of
Apple for customers around the world. Before retail, Denise ran HR for Apples
Worldwide Operations and Corporate Employee Relations teams.

Diversity:
Apple is making slow progress on the diversity of its workforce. Global Human
Resources Chief Denise Young Smith said at Fortune Brainstorm Tech that Apples
next diversity report will come and will reveal some progress on recruiting diverse
employees. We did have some movement in our hiring or women and hiring of
minorities, said Young Smith, noting that about 35% of Apples recent recruits are
 31

women. The upcoming report, which Young Smith claims will have more
transparency than its report last year, will show an uptick in hiring African-American
and Hispanic recruits as well.
A year ago, Apple AAPL -0.16% joined the parade of Silicon Valley companies
publicly reporting the gender, race, and ethnicity of its workforce. Recent updates from
companies such as Google GOOG 1.18% and Facebook FB -0.08% suggest that no
company is yet emerging as a role model for diversitywhich gives Apple CEO Tim
Cook all the more reason to make diversity a priority.

Partnership with non-profit organization:

In March, Apple announced several partnerships with non-profit organizations to
expand its pipeline of women and minorities. For instance, Apple is working with the
Thurgood Marshall College Fund, which supports students enrolled in historically
black colleges and universities (known as HBCUs), to build a database of African-
American grads in computer science. Apple is also partnering with the National Center
for Women and Information Technology to improve its access to female technology
talent.
Besides allocating more than $50 million to fund those partnerships, the company is
also working with the military to provide technology training and specialized on-
boarding programs for experts.
 32

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sa=t&rct=j&q=&esrc=s&source=web&cd=1&cad=rja&uact=8&ved=0ah
UKEwjynIzIsoHNAhWMPRoKHYdLBdUQFggZMAA&url=http%3A
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 33

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