Search *

Performance # $ %

management
practices of Apple
Pallavi Priya

Mar. 08, 2017 • 14 likes • 31,780 views

& Download Now

( 3 of 15 )

It is a glimpse of performance management

practices with regard to APPLE Inc.
Recruiting & HR

Recommended
Career development
rehmdil

Performance appraisal of 5
companies done by shweta-…
bebartaBebarta
Shweta

Performance appraisal in wipro

butterangela123

Nestle performance
management
Kanhaiya Kumar

Performance appraisal system &

Management systems of variou…
companies
Sheryl Mehra

PERFORMANCE APPRAISAL OF
COCA COLA EMPLOYEES
bhawna yadav

Performance Management at
Google
Lewis Lin

Performance Management
Sheetal Wagh

Mcdonalds manager
performance appraisal
terryboot163

Performance management
system (PMS) Introduction
Lakshminarayanan Sampath

More Related Content

! Performance management practices of

Apple
1. 1. Performance Management Practices of Submitted To
: Dr. Reena Patel Submitted By : Pallavi Priya Subject :
Human Resource Mangemnet MBA, Semester – II Date :
28 February 2017
2. 2. Performance Management Performance
management is a process that provides feedback,
accountability, and documentation for performance
outcomes. It helps employees to channel their talents
toward organizational goals. It basically looks at how
an organization plans, measures, monitors and
enhances its performance on di!erent levels
(departmental, procedural, workforce, systems or
financial) in order to ensure the overall success of the
organization.
3. 3. Conti.. Today, a lot of companies, regardless of
size, have performance management systems set in
place, some of them performing better than others A
good performance management plan aims at
increasing and aligning all organizational levels
Performance management is used di!erently in every
organization
4. 4. To form an idea, below is an overview of how
companies perform performance management
practices to align individual and organizational
objectives :- Planning: It involves finding ways of
using the scarce resources such as time, money and
energy to achieve the organizational objectives: it
implies setting clear objectives and providing the
necessary ‘ingredients’ for achieving such objectives,
like giving incentives and training
5. 5. Appraisal : This is where the pre-defined goals are
assessed in order to see whether individuals and
management have been successful in achieving them
Coaching: It gives the necessary support to employees,
including good leadership practices like mentoring,
giving timely and clear feedback and providing support
where needed
6. 6. Next, let’s see how Apple has implemented
performance management practices, we shall only take
a look at it from the HR perspective
7. 7. Performance Management practices at Apple
Planning: Goals Management Apple goals are made
known to employees immediately a"er organizational
goals are set. This is jointly discussed by line-managers
and the necessary steps taking in order to achieve such
goals. However, individuals are measured based on
these goals agreed on and initiated. Individuals are
informed on their contribution to the achievement of
the objectives of the company
8. 8. Appraisal: Appraisal at Apple is on-going and
tends to give feedbacks to both appraiser and
appraised and to serve as formal opportunity for
personal counselling, motivation salary reviews and
allocation of merit payments. Sta! members are
accessed based on terms of objectives, tasks and
results achieved based on pre-determined goals
planned and agreed jointly by individuals and their line
managers
9. 9. The appraisal system helps the HR to determine
any shortage in a particular skill, and therefore
undertake recruitment to replace such e!iciency.
Rewards are given for good performance Apple uses
two appraisal tools for evaluating its employees
performance that are :
10. 10. Peer Appraisal It is a method of performance
appraisal wherein the peers and teammates provide a
unique perspective on performance. While managers
are best able to assess a individual’s outcomes and
results, peers provide insight into an individual’s
interpersonal interactions and skills
11. 11. 360 Degree feedback A 360-degree feedback is an
employee evaluation tool that includes feedback from
supervisors, subordinates, colleagues and customers
It’s purpose is to create a broader view of the
employee's performance based on the impact of
relationships with key stakeholders. This information is
then incorporated into that person's performance
review
12. 12. Coaching: Management gives the necessary
support to their sta! so the they can achieve the
standards and objectives of the organization, this
involves review of the organizational performance plan,
observing and documenting performance and giving
feedback. Management tends to ensure that
individuals whose performance is not up to standard
are corrected and are given the necessary guidance It
further includes two aspects :
13. 13. Leadership & Mentoring : Leaders in Apple are
supposed to lead by example, Steve Jobs was one of
the greatest leaders who really impacted on apple not
just technologically but also leadership, he had good
leadership qualities which make employees prompt to
work whenever he is involved: Leaders at Apple act as
mentors and coaches, this is what we call leadership by
example, and they also encourage teamwork and
togetherness
14. 14. Communication : Since communication is very
important in every organization, Apple has a very
strong skill of communicating information from top to
down and the vice versa, feedbacks are given on time
and the necessary steps are taking to improve
performance Pros and Cons: Employees in Apple are
not allowed to use social media at work, not only that
but also are not allowed to make any critical comment
on the company on any social media, since Apple
considers its image as the centre of its success
Individuals in the organization are no allowed to do
anything that will destroy their image since it is the
centre of their success

About Support Terms

English '

Privacy Copyright

© 2022 SlideShare from Scribd ! "