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Training and Development in

AppleInc

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Introduction

About AppleInc

Type Public NASDAQ: AAPL, LSE: ACP, FWB: APC

Founded April 1, 1976 at California

Headquarters Cupertino, California, USA

Key People

Steve Jobs, CEO and co-founder

Steve Wozniak, Co-founder

Timothy D. Cook, COO

Peter Oppenheimer, CFO Philip W. Schiller, SVP Marketing

Jonathan Ive, SVP Industrial Design

Tony Fadell, SVP iPod Division

Ron Johnson, SVP Retail

Sina Tamaddon, SVP Applications2Sreeram A V

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Training Needs Analysis (Needs

Assessment)

Identify the purpose of each individual role in

relation to the overall organizational aims and

objectives.

Training can be easily prioritized according to itsimportance to the overall organizational objectives,

rather than its importance to an individual role.

For a new project, department or team, it enables

to identify the individual responsibilities and tasks

to be undertaken by the team, and individuals

within the team, without losing sight of the overall

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Selection of Analysis

Organizational analysis involves determining the appropriateness of

training, given the organizations business strategy, itsresources available for training, and support bymanagers and peers for training activities.

Person analysis involves determining whether performance

efficiencies result from a lack of knowledge, skill, or

ability (a training issue) or from a motivational orwork-design problem and (2) identifying who needstraining and (3) determining employees readiness fortraining.

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Selection of Analysis (Cont..)

Task analysis

identifies the important tasks and knowledge, skill

and behaviors that need to be emphasized in

training for employee to complete their tasks.

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Size of the Training Audience

Deriving the following:

For a few members in a single department, veryinformal assessment methods like interviews,

observation, and review of work samples maywork well.

For a group of 10-20, or for a cross-functionalgroup, structured methods can be used.

Larger groups are often assessed throughsampling - using a few representative individualsinstead of everyone.

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Finding the solution

Training Assessment

The assessment of training needs is accomplishedthrough a questionnaire that focuses on seven

major skill competencies: Work, communication, people, leadership,

customer focus, business and analytical skills.

Questionnaire and reports such as: Unit Productivity

Reports, Customer Satisfaction Surveys,Communication Survey Reports, Competitive AnalysisReport are the documents that are used to find theneeds.

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Training

After the assessment process of needs is over,

training is given to the employees based upon

the results derived at.

In general, AppleInc follow a systematic

procedure starting from the training

assessment and then proceed to the

important level, i.e. providing training.

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Methods of Training

Based upon the requirements, the following

types of training are provided in the

organization:

Training Sessions

Career Management Systems

Organizational Development Team Building Intervention Activities

System Redesign

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Training

Training Sessions

Traditional Classroom

Simulations

Self-Managed Strategies

Performance Opportunity

Career Management Systems

Self-assessment Programs Mentoring Systems

Action Planning

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Development

Organizational Development

Team Building

System Redesign Search Conferences

Confrontation Meetings

Strategic Planning

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Cont..

Intervention Activities Inter-group Activities

Survey Feedback Activities

Education and Training Activities Structural Activities

Process Consultation

Blake-Mouton Grid Activities

Third Party Peacemaking

Coaching and Counseling

Career Planning

Goal Setting

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In the Interim

After the training session plans are well

executed, a cost benefit analysis takes place.

The idea here is to simply sum up all of thecosts entailed in conducting training needs

assessment and total costs in the actual

training and development of the training

audience, and weigh it versus the anticipated

results.

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Development process

After the end of a training program,

candidates who attended the training will be

assessed to know their level of improvement.

It will enhance the development of skills

present in an individual by better exhibition

and also remark the effectiveness of the

training program for the organization through

the level of efficiency.

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Development Program

The assessment process checks for the

following level of progresses:

1. participant reaction to the training program,

2. changes in employee skills, knowledge, or

abilities,

3. changes in on-the-job behaviors,

4. the impact of the training on program ororganizational results, and

5. a return on investment.

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Scope for future improvement

After the end of the training and development

programs, feedback is received in order to

identify the gaps and fix them.

Thus the system makes a scope for an ever

growing concept.

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Thank You

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