The Strategic Training and Development Process at Apple Inc.

Introduction 

Apple Inc. is a multinational US corporation that deals in the technology industry with some of its products, including smartphones, software, and computers. Having emerged as one of the largest technology corporations in the world, Apple has established itself as one of those firms with a good training and development program for its employees. With the rising competition in the technology industry, there is a growing need to have highly skilled and well-equipped employees to provide quality services for the organization. As a result, the company has set up a comprehensive strategic training and development process that ensures all employees are well equipped with the necessary knowledge to work towards meeting the strategic goal of the organization. The strategic training and development process at Apple has been designed based on the strategic goals and business objectives of the firm. Training is done based on what the firm wants to achieve so that employees are provided with the right knowledge. Strategic training and development process at Apple goes through four stages. These include need assessment, identification of the training and development plan, implementation of the specific training and development actions, and a review of the effectiveness of the whole training and development process. 

Need Assessment 

Apple Inc. has designed its strategic training and development process in a way that it is incorporated into the business strategy. Before the establishment of its training and development process, the firm focuses on what its strategic goals are, and then training of the employees is done in line with these goals. The mission statement of Apple is to bring the best user experience to its customers through its innovative hardware, software, and services. Based on this mission statement, the company has designed its training and development program in a way that supports the accomplishment of the mission and strategic goals. The company’s vision statement, which states that the business is on the surface of the earth to make great products also guides on its training need identification. 

Apple starts by first identifying the training needs that the organization needs to meet the set strategic goal. Need assessment focuses on the identification of what skills and knowledge are required of the employees to meet set objectives. With the firm’s mission focusing on innovation and creativity, the training need assessment focuses on equipping employees with the skills and knowledge required to make them creative and help in achieving the company’s strategic goals. This first step in Apple’s training and development process aligns with the strategic training and development model. The model starts with the identification of the business strategy and then incorporate the training based on that strategy (Noe, 2008). This is similar to what Apple uses because they identify the training need based on its strategic goal. The strategic goal of Apple stands out as its guiding principle while making a training and development plan. Its vision, values, and vision are what provides an insight into the identification of the training need analysis. This first step of Apple’s training and development process is in line with what is in the model as no serious deviation can be observed. 

Identification of Training and Development Plan 

The second step in the training and development process at Apple dwells on the need to identify the training and development plan. Once the training need has been identified, Apple seeks to specify the specific initiatives that are to be used to increase the productivity of the employees. Major plans and initiatives used by Apple include knowledge management, increased retention, increased creativity, enhanced customer service, and better productivity. As a technology firm, Apple’s training program aims at increasing the creativity of its employees so that they work towards the achievement of the firm’s mission. Therefore, its specific action for training will be based on the need to increase customer service and to keep the best talents within the organization so that it can maintain its competitive advantage. The organization provides training to all its employees on various skills as it focuses on maintaining a competitive advantage, better customer service, knowledge management, and reduced employee turnover through increased retention. Employees are trained on various skills and provided with the opportunity for career development. 

The second step of Apple’s training and development process aligns with the second step in the strategic training and development model in figure 2.1. In the model, the second step in the process is strategic training and development initiatives which identity what needs to be accomplished from the training program (Noe, 2008). Examples of the initiatives in the model include improving customer service and knowledge management, which are also some of the aims of Apple in its training program. This second step in the training and development process at Apple does not, therefore, have any deviation from the process contained in the model in figure 2.1. 

Implementation of the Specific Training and Development Actions 

This is the third step in the training and development process at Apple. After identification of the specific plans, the company focuses on specific actions that can be implemented to achieve the desired outcome. Apple provides internal training to its employees through online training, seminars, and paid programs so that employees can improve their skills in various sectors. Employees dealing with customer service are provided with online training programs on how to best handle customers and increase their satisfaction. Also, employees working in a various department within the organization are taken to seminars where they learn new skills and creativity which are essential in helping the organization meet its goals. Managers play a key role in providing direction and mentorship for their followers so that they can also learn management skills. Apple offers its employees an opportunity to grow and become all-round employees through rotational programs which equips them with skills in a variety of areas. The company also introduced a training initiative known as “pathways” for its retail store employees. This training program is aimed at fostering improved retail experience for both the customers and employees. 

This third step in the training and development process at Apple aligns to that in the model in figure 2.1. In the model, the third step is training and development activities, which identifies specific activities to be used to achieve the training initiatives. Specific activities such as orientation and coaching and mentoring, which are recommended in the model are some of the specific actions used by Apple. 

Review 

In its last stage, Apple review and track the progress of its training programs to identify if it is effective. The effectiveness of the training and development program is based on the benefits obtained, which is usually in terms of financial performance. The training is aimed at improving the quality of the workers, which should then be reflected in their productivity. Once a training program has been implemented, it directs the organization towards its strategic goals. Apple keeps the records and data of its customers who return for purchase to measure the effectiveness of its customer service employees. Customers are also allowed to comment on the type of service they receive and if they are satisfied or not. When the customers are satisfied, it is a measure of the effectiveness of the training program. One key area that Apple dwells on while reviewing the effectiveness of its training programs is the revenue generation. The firm incurs costs in training and development, and the only payback for that cost is through increased revenue generation. Over the years, Apple is one of the firms that has been regarded as having the best training and development process for its employees. This translates to its rapid rise as a giant in the tech industry and satisfaction of its customers as well as a high level of innovation, which is one of the tools for success in the industry. Apple values its employees as a significant asset, and they invest in employee training and development so that they have skills that match the strategic goals of the firm. Through its effective leadership and value for human capital, Apple is currently one of the most innovative firms in the world. 

Conclusion 

The strategic training and development process that has been employed by Apple aligns with that in the model. Through its four-step process, Apple has established one of the best training and development process for its employees. Starting with its training need, which is determined by the business strategy, the training and development have been incorporated into the strategic business goals. The firm then identifies the training plan, which is then followed by identifying the specific action to help support the initiative. After the implementation of its training and development program, Apple tracks the progress through various metrics to identify its effectiveness. Its four-step process aligns to the strategic training and development process in the model, which makes it one of the firms with the best training and development processes for its employees. It has some of the most creative employees who are highly skilled and all-round as a result of its effective training and development. 

Reference 

Noe, R. A., & Peacock, M. (2008). Employee training and development. Routledge.