How does Apple's human resource management work?

The practice of human resource management is to realize the strategic goal of the organization, use modern science and technology and management theory, and integrate, adjust and develop the acquired human resources by continuously obtaining them, and give them remuneration, so as to effectively motivate and develop and utilize them. Do you know how Apple manages its human resources? The following is the knowledge I brought to you about how Apple's human resource management is done. Welcome to reading.

First, the specialization and systematization of human resources-Apple uses a professional iHR human resource management system.

IHR human resource management system is a new human resource management model based on advanced software system and high-speed and large-capacity hardware. It can reduce management cost, improve management efficiency, improve employee service mode and enhance the strategic position of organizational talent management through centralized personnel core information base, automated information processing, employee self-help desktop, internal and external business collaboration and information sharing. The implementation of differentiation strategy needs innovative talents. To this end, Apple is unique in the construction of human resources and strives to build a set of iHR human resources management system. 1997, when Jobs returned to Apple, the Internet craze had already started. Jobs was keenly aware of the business opportunities contained in the Internet boom. At the same time, in order to reverse the losses, Jobs began to drastically reform Apple's management system. In this context, Apple's iHR human resource management system came into being. At first, Apple ran the human resource management system on the intranet, replacing the original cumbersome written registration system, and achieved remarkable results. Later, with the global expansion of business, Apple began to use the Internet to manage human resources, thus realizing the networking of human resources management worldwide.

Second: People-oriented management.

First, the people-oriented employee help center Apple has set up an employee help center to handle the daily study and consultation of employees. Employees who encounter any problems in their work and study can always ask for help from the employee help center through iPod, iPhone and iPad. After receiving the employee's help signal, the help center will answer it in time; When employees are not satisfied with the reply, they can ask further questions until the problem is completely solved. It has brought great convenience to employees' study, work and life. At the same time, due to the efficient operation of the employee help center, the human resources manager finally has enough time for strategic thinking and overall planning. In addition, the employee help center has also become the induction training base for new employees in the human resources department, where new employees can quickly learn the daily work of the human resources department. 2. Self-managed employee welfare plan 1996. For the first time, Apple ran the welfare registration system FBE (Flexbenefits Registration) on the company intranet, which replaced the original cumbersome written registration system and provided employees with an efficient, accurate and interactive registration method. Since then, Apple has begun to emphasize the self-management of employees, rather than relying on human resources representatives for management. This change makes the vast majority of employees gradually develop the habit of taking the website as the main information source and trading place, and have a strong interest in their own welfare management. Apple has continuously introduced new online application software, including family status change registration software and retirement plan registration software. To strengthen the software environment for employees to operate independently. For example, if an employee chooses a lower-cost medical plan or another more expensive medical plan, he can immediately see the different effects of different medical plans on his salary. Since then, Apple has redesigned the FBE software of human resources and the appearance design of welfare website. With these improvements, registration becomes easier and easier. Apple's investment has achieved initial results. The survey results show that employees are satisfied with obtaining information and making choices online, and employees are also happy to choose their own welfare projects online.

Third, the professional talent training system-the innovation-oriented Apple Researcher Program.

In order to produce the most creative products, we need the most creative employees. In order to encourage employees to innovate boldly, Apple established the "Apple Partner Program". "Apple Researcher" is the highest honor awarded by Apple to electronic scientists and awarded to those employees who have made outstanding contributions to Apple. "Apple Researcher" is not only an honor, but also a high salary and a lot of stock options. Moreover, "Apple researchers" have the right to do things freely and can do anything they are interested in, so as to maximize the creativity of researchers. Through the implementation of the "Apple Researcher Program", Apple provides all conveniences for R&D personnel in their work and life, because Apple knows that stabilizing these technicians and preventing them from jumping ship is the key for Apple to develop new products in the future.

Gene Grafting: Enlightenment to China Enterprises

China enterprises, due to the different business environment and growth experience, can't completely transplant Apple's successful experience. However, many innovative practices of Apple can be used for reference: First, we should focus on specific consumers and concentrate limited resources on consumer-oriented innovation activities. Through gradual accumulation, we can form the core competitiveness suitable for our own resources in innovation, which can not only provide products that users are satisfied with, but also avoid direct competition with large enterprises. Second, we can fully learn from Apple's iHR management system and use the existing intelligent mobile Internet to greatly improve the pertinence and timeliness of the human resource management system, which can not only stimulate the enthusiasm of employees to participate in HR management, but also make people feel relaxed and happy.

Fourth, pay attention to the construction of corporate culture in human resource management.

Corporate culture and human resource management are interrelated and inseparable. You have me and I have you. As a business management model, corporate culture attaches great importance to giving full play to people's role, and the content of human resource management activities includes corporate culture construction. They promote and restrict each other. If the two are organically combined, it will bring strong core competitiveness to enterprises. At Apple, employees have an absolutely crazy sense of identity with Jobs. According to a survey, the support rate of Apple employees for Jobs is as high as 97%, which is very rare in the history of companies all over the world.

It can be seen that Apple's success is inseparable from Jobs, the spiritual pillar and soul of Apple, and even more inseparable from his personal charm. This is the highest and greatest success of a manager and leader, and it is the highest realm of human resource management to perfectly integrate his own ideas into the corporate culture of the whole company. Jobs created a technology-oriented corporate culture very well: there are absolutely no strict management regulations within Apple, and they emphasize engineer-led, passionate and open. This culture is the key to Apple's great success as an innovative enterprise. In recent years, many large companies will consider a key factor when recruiting employees, that is, whether the candidates will identify with the company, not only with the company's products, but with the company's overall style and cultural mission.

Because things that can be cultivated, such as professional skills and business ability, can be learned everywhere, and only people who truly agree with the company culture will stay in the company for a long time. Therefore, managers should pay attention to the shaping of corporate culture concept. Jobs once said in public that it took him half his life to fully realize the value of talents. What is particularly admirable is that when Apple was strongly impacted by Microsoft and IBM, Jobs did not lay off employees because of the company's recession, but paid more attention to the value of employees, and tied the interests of employees with the interests of the company through great incentives, which condensed people's hearts, thus making Apple's research and development tend to be stable and maintain rapid development. Apple has a great medical insurance plan and generous holiday arrangements. Employees work hard, but after work, they can enjoy life without stress-this is the concept that Apple has always claimed. In addition to paying attention to motivation, Jobs also attached great importance to communication with employees.

His "friend management" has always been talked about. In Apple, management has never been for the sake of management, and there has never been any hierarchy. Because Jobs pays attention to maintaining close cooperation with employees, he thinks that communication together will broaden the mind, which will also minimize internal friction. Jobs has been working to eliminate communication barriers within Apple. This has greatly enhanced Apple's team cohesion and overall efficiency. At present, the real competition is the competition of talents. Many companies are worried that employees will change jobs frequently, and even a salary increase and promotion can't keep employees from leaving. It is better to create an irreplaceable environment like Jobs, which is not only related to the salary and specific work, but also related to the charm of managers and respect for employees. If the enterprise reaches such a high level, the cohesion will inevitably become perfect.

Reflection: Human resource management cannot rely solely on leadership.

However, no management system is really perfect, and Apple is no exception. The death of Steve Jobs triggered a sharp drop in Apple's share price, which also made us reflect on another aspect: Without Steve Jobs, would Apple still be sought after by the world? From the perspective of human resource management, the position of leaders is very important in the development of enterprises, but we can't just rely on leaders. From Apple's point of view, Jobs must personally participate in the strategic positioning of enterprises, product innovation and competitive means, product development and marketing, and talent recruitment. And if an entrepreneur has to personally participate in both the strategic level, the implementation level and even the operational level, it will undoubtedly weaken the management ability of his subordinates. Then once the leader has a situation, it is difficult for this enterprise to cope with the crisis. Therefore, every enterprise should establish its own human resource risk control system and cultivate excellent management team. Save elites from the complicated daily affairs of high-speed operation of enterprises, let system management replace human management, and let excellent management talents not only manage enterprises well, but also manage their own health.