APPLE

Mission statement
apple is committed to bringing the best personal computing experience to students, educators, creative professionals and consumers globally through innovative hardware, software and internet offerings

Apple Inc.
Frontrunners in the PC revolution Transformed PC industry with 1st Mac Expansion in consumer technology Continued innovation in tech industry

Today
Apple has 36,800 employees as of 2009 Net profit increased from 14.6% in 2007 to 15.6% in 2009 Positive future financial

Human Resource Management

1. 2. 3. 4. Recruiting Hiring Training Retaining

HRM Recruiting
Online Universities Internships Apple store leader program

HRM Hiring
Online application Interview process Equal employment opportunity Affirmative action

HRM Training
New technology Career advancement customer aren t the only ones who get to discover new things at the apple retail store. every location provides regular training, which counts as work time, to keep you up to date on the latest apple and 3rd party products. You can also get training to help you more ahead as a genius, creative or manager or to transition to one of those tracks from your current position. ------ Apple

HRM Retaining
Fun, innovative work environment Possibility for career advancement Great benefits-health and life insurance Tuition assistance Product discount Commuter program working at apple is a whole different thing. Because whatever you do here you play a part in creating some of the best loved technology on the planet. And in helping people discovering all the amazing things they can do with it. You could call it work, or you could call it a mission. We call it blast -------- Apple

FOLLOWING ARE THE HR POLICIES OF APPLE Professional Responsibility

The Employer ABC Code of Professional Responsibility provides that employees shall: Comply with and abide by all rules and regulations. Comply with and abide by all State and Federal laws and regulations. Maintain the highest professional standards. Commit no act of forgery or alteration of ABC documents or records. Commit no act of theft, damage or destruction of Employer ABC's or property. Cause no physical harm to any employee of ABC. Engage in no activity that obstructs the administration of disciplinary procedures or review and appointment procedures. Make no unauthorized commitments or promises binding Employer ABC or any of its employees

Standards of Professional Conduct

CODE OF CONDUCT Staff will at all times: Ensure messages are written in a professional manner. Represent themselves in an honest and accurate manner. Conduct themselves appropriately in their use of e-mail. Act in a manner that will promote the ABC in a positive way. All policies apply to the use of e-mail, including policies that address privacy, misuse of ABC resources, sexual harassment, information and data security and communication. The e-mail system will only be used for legal and ethical purposes. Staff will transmit messages that respect others.

PROCEDURES
Complaint A Complaint must be filed within sixty (60) days from when the employee should have had notice of its occurrence. The Complaint must include the: Complainant's name. Alleged offender s name. Nature of the violation, including facts. Names of possible witnesses. Date of the Complaint. Date of the alleged violation. Complaint forms shall be made available in Personnel and completed forms will be filed' in Personnel. Personnel shall date each complaint on the date received.

Role of Personnel Forward a copy of the complaint to the alleged offender within five (5) days of its filing. Be available to answer the complainant's questions. Within five (5) days of the filing the complaint, allow the parties to informally resolve the matter. If resolved at this stage, both parties will indicate so in writing and the complaint is dismissed. If issue is not resolved at this stage, Personnel shall forward the complaint to the CEO for resolution. Role of the CEO The CEO shall hear arguments within sixty (60) days of its receipt of the Complaint from Personnel. Based upon testimony, documentation, and other relevant evidence presented at the hearing, the CEO will dismiss the case or impose a recommended sanction. Failure of the complainant to appear at the hearing shall result in dismissal of the complaint.

Customers
Volatile Lack of perceived differentiation FUD ( fear, uncertainty, doubt) Discrepancy with early and late adopters

Thank you