Reward programs in organizations are one of the core aspects of compensation under the firm’s human resource functions. Compensation includes basic salaries plus incentives or benefits to employees for their work. Incentives and benefits vary from one company to another depending on their strategic objectives. Apple has a robust reward program that provides its employees with a conducive work environment and takes care of their welfare. Apple’s total reward program includes paid leave, c ompetitive basic pay, health insurance, pension plans, paid vacations, and discounts on certain Apple products. These benefits to Apple employees offer a great reward program that fosters motivation among the staff. A competitive advantage is important in the job market to ensure that the company hires and retains the best talent. Employees are resources to the company; hence, having a talented workforce will improve the organization’s value. Apple has to improve its total rewards program to ensure a competitive advantage for such talent in the job market.
Recommendations for Apple’s Total Reward Program
Based on the value and strategy of the company, Apple has among the best reward program for its employees. However, there is more it can do to ensure high retention and effective hiring. A talented workforce is a perk to the company as it is important to have strategies that help Apple achieve this objective. According to our analysis, Apple requires to incorporate the following to its reward programs:
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Flexible Working Options and Paid Parental Leave
Work-life balance is one of the challenges that employees face in their lives. Jobs are important and so is a personal life. The balance leads to satisfied and productive employees since they do not have to stress about personal life issues. Parents are the most affected because they have to be part of their child’s lives while offering them an appropriate living. This balance stresses most parents; hence, a paid parental leave would do so much good. Apple can schedule paid parental leaves for six months to employees. This parental leave can be around the summer period when children are on a long holiday. This will help parents balance the work and life to ensure they care for their jobs as well as their children. The paid parental leave should also include a month of the flexible working option after returning to work. This period offers a chance for parents to get their life organized while getting back to work.
Career Development and Learning Opportunities
Career development is a core goal for employees. In their career path, they would want to climb the career path and achieve the best that they can. According to Maslow’s theory on hierarchy of needs, self-actualization is one of the growth needs for employees – it is top of their need hierarchy (McGuire, 2012) . Strategies on offering career development will push innovation and creativity among the employees to ensure high productivity. Employees who can develop and learn in their careers are motivated. Development can be in form of coaching and mentoring to ensure they achieve their career goals. International assignment opportunities will also play a huge role in career development and learning.
Apple should have life-coaching and counseling opportunities for their female employees returning from maternity leave. There is so much change in the life of a new mom hence life-coaching and counseling will help them offload the overwhelm and challenges of adapting to the new life and work. Life coaching outside the company will also help foster career growth.
Effort Recognition through Non-monetary Benefits
Monetary benefits are the most common in an organization’s reward program. However, creating an organizational culture that recognizes effort through non-monetary benefits is also important. Employees’ needs are not all about money hence such benefits are also important. Apple can provide exemplary employees with opportunities of representing the company in crucial seminars and conferences internationally.
Company representation provides an opportunity for growth, exploration, and a sense of belonging in the company. These employees can represent the company in research and development as well as product launches to learn more. This strategy will also motivate other employees to aim towards getting the opportunities.
Creation of Pet-Friendly Workplaces
Most people have pets in their lives. Employers have paid so much emphasis on the provision of child care in the company forgetting pets. A pet-friendly workplace reduces the need for employees to hire sitters and allow them to balance their work and life. Employees are less stressed on the care of their pets hence more productive in the workplace.
| ACTION | STEPS | INDIVIDUAL RESPONSIBLE | REQUIRED RESOURCES | FUNDING SOURCE | TIMELINE |
| Flexible Working Options and Paid Parental Leave | Develop the policy and procedure for this reward program. This will govern how flexible working options will work. It will also determine how employees will take the paid parental leave. The policies will also determine actions employees should take before the leave like handing over work. |
Human resource manager CEO Company Managers |
Human resource personnel Salary capital |
Company sales | One month |
| Identify strategic flexible working options. The working options will determine what the company provides for the employees. This will help determine how these options will work. The HR team should communicate these to the employees before implementation to gather feedback and make necessary changes. | One month | ||||
| Determine work schedule program to ensure work runs smooth and communication to employees. The schedule will organize the order in which employees leave for their leave and returning date. This helps them organize their work and hand over the work to the appointed employee. | One month | ||||
| Monitor progress and smooth operations. The smooth workflow is important especially when task schedules are interrupted. Employees filling in for the ones going for the leave need to understand the handed over work and expected results. The ones leaving need to hand over effectively to ensure smooth flow. Monitoring this will help make changes in the program until the culture is effective in the organization. | per year | ||||
| Career Development and Learning Opportunities | Determine the career goals of each employee. Career development has to be personalized to ensure it is meaningful to each employee. Understanding the career goals will create a talent mindset leading to talent growth and development. |
Human resource manager and staff Life coaching personnel Trainers |
Capital for salary Life coaching, counseling, and training workshop areas |
Company reserve | One month |
| Align their goals and career development opportunities and communicate. The human resource team needs to then align each employee’s career goals with the most suitable development and learning opportunities. Communication then helps the employee understand what is in store for them and expectations from them. | One month | ||||
| Determine life coaching, counseling, and training programs that work for each employee. | Two months | ||||
| Determine KPIs to determine the effectiveness of the development and learning system. KPIs will help review the effectiveness of the career development and learning program. When employees are able to meet these KPIs, then the program is effective. | One month | ||||
| Monitor the progress. Progress will help make the right changes to the program to ensure effectiveness. This process should be done annually. | Per year | ||||
| Effort Recognition through Non-monetary Benefits | Develop the policy and procedure for performance measurement. Policies and procedures provide the measurement metrics for effort or performance. These metrics should then be communicated to the employees for them to understand the expectations. |
Managers Directors Human resource personnel |
Capital to execute non-monetary benefits. Areas that will help provide non-monetary benefits like workshops on different company functions. |
Sponsors and the company income | One month |
| Determine the non-monetary benefits that the company can provide. The policy and procedures will then help determine the most appropriate non-monetary benefits for the employees. These benefits should also be communicated to the employees. | One month | ||||
| Determine performance measurement – KPIs that determine effort will help determine the eligible employee for the pre-determined benefits. | One month | ||||
| Communicate the expectations, policy, and procedure of this program to the employees. | One year | ||||
| Creation of Pet-Friendly Workplaces | Determine the characteristics of a pet-friendly workplace. The company can use pet experts to determine these characteristics. The pet experts will also help the company meet the rules and regulations that govern these areas. |
Pet experts Human resource personnel Pet care employees |
Capital to create pet care areas and employees | Company income | One month |
| Select the characteristics that suit the company. Based on the recommendations of the pet expert, the company can determine the most appropriate features that the pet care area should have. | One month | ||||
| Determine the approved pets, policy and procedures that govern how employees will bring in a pet to work. This will ensure effective working of the program. | Two months | ||||
| Determine strategic ways to implement pet care in the workplace and implementation. Implementation will take into account the policies, procedures, and features. | Three months | ||||
| Communicate the policy, procedure, and rules of bringing a pet to work. Communication deters ignorance leading to effective operation of the program. | One month |
