Tuesday, May 5, 2020

Apple Telecommunicating Strategy

Question: Discuss about the Apple Telecommunicating Strategy. Answer: Introduction Offices were long known as the only environment one could work in, but this is slowly changing in the recent times as telecommuting is changing the way people work today. Telecommuting involves allowing employees to be working away from the organization's facilities and in ones selected environment mostly homes, without or with minimal supervision from your superiors (Gajendran, Harrison Delaney?Klinger, 2015). The Apple Company tends to create telecommuting positions in its organization with the aim of recruiting the best of the personnel in the workforce, who have no way of reaching the facilities as they are far away. This form of work arrangement benefits both the employer and employee involved in the mechanism. The reason being fewer bills for the business such as less space to host the workers and that employee gets to work from the environment where he believes his productivity is at its peak (Glass, Noonan, 2016). Telecommuting in the Apple Company is easily implemented in the organization depending on the criteria for hiring and getting the right person who is productive in such an environment. It is, therefore, important to create the proper standards and requirements involved in hiring telecommuting staff (Gajendran, Harrison Delaney?Klinger, 2015). Before declaring the position for hire, the Apple Company tends first to consider the challenges to be faced compared to the benefits it hopes to achieve. A good example would be projecting if the productivity in the organization will increase. Another factor to consider would be if the position requires a lot of team effort and if so, then the position is not advantageous to consider hiring as it would be more productive if the team were in the same place. The acceptable departments for telecommuting are where employees work individually with little supervision (Noonan Glass, 2012). The position should also be eligible to those who are considered as the primary caregivers to their family. The worker can continually look into other issues that affect the ones who depend on them while still working from their respective environments (Sardeshmukh, Sharma Golden, 2012). For many years, employees who faced challenges such as going on maternity leave resulted in leaving active employment and most likely to be replaced. Finding the right person for the job is a thorough process and should not be made rashly (Gajendran, Harrison Delaney?Klinger, 2015). The hiring process should be well planned so as to get the best candidate to fill the position for telecommuting to be successful. The company should advertise the position and clearly state it as a telecommuting one. It should be noted that even though it offers its advantages some professions usually are at a disadvantage and the candidates should be well aware of that. The interested candidates should be picked according to their performance and work output. The terms and conditions given by the company should be explained to the candidates seeking position to avoid future misunderstandings through signing a telecommuting agreement (Fine Getkate, 2014). A good example is what would be the course of action if the person was physically harmed during work hours in the work environment. A probation period should be introduced; this is where the candidates are allowed to work from their respective environments and are given tasks to do. The use of the tasks is to assess their productivity and be able to compare according to the organization expectations (Noonan Glass, 2012). These are a different approach from the traditional way of hiring an employee, but the approach should help to get the best fit candidate for the position. The job position in the exhibit should first inform the person that it is telecommuting in nature. He should be a person who works under minimal or no supervision and delivers as expected. I would also recommend a young age to avoid the issue of hiring an individual who is the breadwinner or is depended on by others especially his or her children to maximize productivity as per the nature of the occupation. The company tends to hire well and good abled people to work in the enterprise. The fact that the Apple Company tends to offer the more high-quality product to its consumers, it also tends to provide a perfect way of employment within the company. The company offers a broad range of goods to the right customers just like the job analysis offer. These are because of the challenges they would face in trying to keep up with too frequent events that might involve traveling away from their homes. High morals would also be important, as he is handling the publicity for the company, the person should present himself wherever he goes in the right way, this is important in maintaining a proper image for the enterprise. Job Analysis Methods of the Apple Company Job analysis refers to the process of identifying and determining in detail the particular duties and requirements of a job. It entails studying the tasks workers perform on the job and what competencies are necessary to do the job effectively (Fine Getkate, 2014). There are various methods of job analysis which are explained in detail below. Work-oriented methods seek to describe what a worker does clearly. Their primary focus is on the duties performed by the employee. The Apple company worker-oriented methods attempt to identify the character traits of the person required to complete the job successfully. The widely implemented worker-oriented method is the Position Analysis Questionnaire (PAQ). The PAQ focuses on the behaviors of a worker that are involved in performing the task successfully. On the other hand, hybrid methods combine the elements of both the task to be performed and the characteristics of the person required to complete the work successfully. Steps in Conducting Apple Job Analysis The Apple Company Job analysis is a procedure that entails some steps. These steps are explained below; Collecting all the relevant information about the job- It involves reviewing materials that define the duties performed on the job. It includes performance standards and position descriptions. It may include data collection techniques such as interviewing employees. Listing and review of the tasks- this involves the preparation of preliminary lists of the tasks required to perform the job successfully. These are based on the information collected in the first step. It also involves reviewing background information concerning the tasks. Identification of critical functions- this is based on the Subject Matter Expert (SME) rates. Representative positions to be analyzed are selected at this stage. Identification of key competencies- this is based on the SME rates of each skill to indicate whether they are required at entry. The job is analyzed based on expected employee behaviors and human traits. Linking the tasks and competencies identified- this involves linking tasks and skills which relate. Functions that do not relate to any one or more skills are eliminated. Choosing selective and quality rating factors- determine which skills to conclude the process. It is important to also come up with the job description and job specification at this stage. Conclusion As explained in the essay above, the Apple Company telecommuting strategy tends to involve employees work away from the organization's facilities and in one's selected environment mostly homes, without or with minimal supervision from their superiors. These are people who are answerable to superiors they are not close to, and therefore their selection process should be thorough. These makes the Apple Company have a perfect mode on the telecommunication strategy. References Challagalla, G., Murtha, B.R. and Jaworski, B., 2014. Marketing doctrine: a principles-based approach to guiding marketing decision making in firms.Journal of Marketing,78(4), pp.4-20. Chander, A., 2016. The New Global Division of Labor. Eisner, S., 2016. The" In-Factor": Signature Traits of Innovation's Leaders.Journal of Applied Business Research,32(1), p.185. Fine, S. A., Getkate, M. (2014). Benchmark tasks for job analysis: A guide for functional job analysis (FJA) scales. Psychology Press. Gajendran, R. S., Harrison, D. A., Delaney?Klinger, K. (2015). Are Telecommuters Remotely Good Citizens? Unpacking Telecommuting's Effects on Performance Via I?Deals and Job Resources. Personnel Psychology, 68(2), 353-393. Nelson, A.C., 2013. Space Needs for Jobs. InReshaping Metropolitan America(pp. 67-80). Island Press/Center for Resource Economics. Noonan, M. C., Glass, J. L. (2012). The hard truth about telecommuting. Monthly Lab. Rev., 135, 38. Sardeshmukh, S. R., Sharma, D., Golden, T. D. (2012). Impact of telework on exhaustion and job engagement: A job demands and job resources model. New Technology, Work and Employment, 27(3), 193-207. Zhang, B., Huang, W., Gong, L., Li, J., Zhao, C., Liu, C. and Huang, D., 2015. Computer vision detection of defective apples using automatic lightness correction and weighted RVM classifier.Journal of Food Engineering,146, pp.143-151. 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