Apple's Make-vs.-Buy Decision - Research Paper Example

Another appropriate approach for Apple to recruit talent is to hold a job fair in technical schools and universities where there is an abundant supply of fresh and raw talents which Apple can mold according to its company culture. 2. Describe the recruiter traits and behaviors that would lead to the most successful recruiting campaign for Apple. Apple is in a very competitive industry where hiring the best and the brightest is also a competition among the industry players. Having this kind of environment, it is necessary that the recruiter has to have the traits that attract the best and the brightest and represents Apple well as an organization.

The critical trait that a recruiter in Apple must have is its high aptitude and learning curve in technology. The best and the brightest employees are also equally discerning about their potential employers and sees the company through its representative- the recruiter. It would then necessary to impress potential recruits that Apple is the company that they could grow professionally when they work for the company. When it comes to behavior, the recruiter does not have to rigid which is typical among HR personnel in the corporate world, but could be casual as long the recruiter knows the job and the industry.

Professionalism in the IT industry is gauge not by its appearance but what it can do. Its founder in fact, Steve Jobs was known to be fond of wearing jeans in coming to work. 3. Suggest three (3) ways that Apple can effectively plan for HR resources. Rank in order of cost to implement. a. Institute and strengthen employee retention program Apple should institute and strengthen its employee retention program so that it would not lose them to competition and embark again in a costly effort of recruiting new talents.

Just like getting new customers, recruiting employees can also be costly in terms of opportunities lost (Dernovsek, 2008) due to the absence of talents that would do specific task. In short, Apple must first arrest any employee turnover before embarking with any recruitment program. b. Hold job fair Job fairs are relatively cost efficient way of recruiting the right talent (Guld, 2007). It has to be conducted in the university campus or onsite to “capture” the market of potential talents.

In addition, the remuneration requirements of these potential employees are not also that costly compared to a seasoned employee because they will be joining the company at an entry pay grade. c. Buy another company While this may be convenient way of having the necessary talent for the company to do the internal manufacture of chips for Apple, it could be expensive and therefore requires careful consideration before making the purchase because it may affect the company’s bottom line if the acquisition proves to be wrong. 4. Discuss the benefits that forecasting provides for Apple.

Forecasting talent need and its accompanying cost provides Apple the advantage of foresight. Forecasting places Apple in a unique and better position to prepare now for what is needed in the future so that when the demand rises for their microchips and intend to do it internally, they already have the talent to get it done. Recruiting the necessary talent when the need is already there may be considered too late because there is a gap between the actual need and respond time of the company’