Free Apple Computer (A): Industry, Strategy, and Organization Case Study Solution | Assignment Help

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Written by Gary F. Smith
Publish Date: 2024-11-03

Harvard Case - Apple Computer (A): Industry, Strategy, and Organization

"Apple Computer (A): Industry, Strategy, and Organization" Harvard business case study is written by Michael J. Gibbs. It deals with the challenges in the field of Human Resource Management. The case study is 16 page(s) long and it was first published on : Nov 28, 1990

At Fern Fort University, we recommend Apple Computer Inc. to implement a comprehensive talent management strategy focused on attracting, developing, and retaining top talent. This strategy should be aligned with Apple's unique corporate culture, emphasizing innovation, creativity, and customer focus. The strategy should also address the challenges of rapid growth, global expansion, and evolving technological landscapes.

2. Background

This case study focuses on Apple Computer Inc. in 1997, facing a critical juncture. After years of declining market share and financial losses, Steve Jobs returned as CEO, tasked with reviving the company. The case highlights the challenges Apple faced, including:

  • Declining market share: Apple's market share was shrinking, particularly in the personal computer market.
  • Financial losses: The company was experiencing significant financial losses and a negative cash flow.
  • Internal conflicts: There were internal conflicts and a lack of direction within the organization.
  • Competition: The personal computer market was becoming increasingly competitive, with companies like Microsoft and Dell gaining market share.

The main protagonists of the case study are:

  • Steve Jobs: The visionary CEO who returned to Apple with a mission to revitalize the company.
  • Apple's workforce: The employees who were crucial to Apple's success, but who were demoralized and lacked direction.
  • The Board of Directors: The board responsible for overseeing Apple's strategic direction and financial performance.

3. Analysis of the Case Study

This case study can be analyzed using the Resource-Based View (RBV) framework, which focuses on a company's internal resources and capabilities as a source of competitive advantage. Apple's core resources include:

  • Brand: Apple has a strong brand image associated with innovation, design, and user experience.
  • Product development: Apple has a history of developing innovative and user-friendly products.
  • Marketing and distribution: Apple has a strong marketing and distribution network.
  • Talent: Apple has a reputation for attracting and retaining top talent in the technology industry.

However, Apple's internal challenges, such as organizational structure, talent management, and corporate culture, were hindering its ability to leverage these resources effectively.

4. Recommendations

To address these challenges, Apple should implement the following recommendations:

Talent Management:

  • Strategic HR Planning: Develop a comprehensive HR strategy aligned with Apple's business goals, focusing on attracting, developing, and retaining top talent.
  • Recruitment Strategies: Implement targeted recruitment strategies to attract highly skilled individuals in areas such as engineering, design, and marketing.
  • Employee Retention: Develop programs to retain top talent, including competitive compensation and benefits, career development opportunities, and a positive work environment.
  • Leadership Development: Invest in leadership development programs to cultivate strong leaders who can drive innovation and performance.
  • Change Management: Implement a structured change management process to facilitate the transition to a more agile and innovative organization.

Organizational Development:

  • Corporate Culture: Foster a culture of innovation, creativity, and customer focus, emphasizing collaboration, teamwork, and open communication.
  • Diversity and Inclusion: Promote diversity and inclusion within the organization to foster a more diverse range of perspectives and ideas.
  • Succession Planning: Develop a robust succession planning process to ensure continuity of leadership and knowledge transfer.
  • Compensation and Benefits: Offer competitive compensation and benefits packages to attract and retain top talent.

Technology and Analytics:

  • IT Management: Invest in robust IT infrastructure and systems to support business operations and data analytics.
  • HR Analytics: Utilize HR analytics to track key metrics, identify trends, and inform talent management decisions.

Other Recommendations:

  • Strategic Alliances: Explore strategic alliances with other companies to leverage complementary resources and capabilities.
  • Corporate Social Responsibility: Integrate corporate social responsibility initiatives into the company's operations to attract and retain talent and enhance brand image.

5. Basis of Recommendations

These recommendations are based on the following considerations:

  • Core competencies and consistency with mission: The recommendations align with Apple's core competencies in product development, design, and marketing, and support its mission of creating innovative products and experiences.
  • External customers and internal clients: The recommendations aim to improve customer satisfaction by focusing on product innovation and quality, and to enhance employee engagement and motivation.
  • Competitors: The recommendations address the competitive landscape by focusing on attracting and retaining top talent, developing innovative products, and strengthening brand image.
  • Attractiveness: The recommendations are expected to improve Apple's financial performance by increasing market share, revenue, and profitability.

6. Conclusion

By implementing these recommendations, Apple Computer Inc. can address its internal challenges, leverage its core resources, and achieve sustainable growth and profitability. A strong talent management strategy, coupled with a focus on innovation, customer focus, and a positive corporate culture, will be key to Apple's success in the long term.

7. Discussion

Other alternatives not selected include:

  • Merging with another company: This option could have provided Apple with access to new resources and capabilities, but it would have also involved significant risks and challenges.
  • Focusing on a niche market: This option could have allowed Apple to focus on a specific customer segment, but it would have limited its growth potential.

Risks and Key Assumptions:

  • Talent Acquisition: Attracting and retaining top talent in a competitive market is a significant challenge.
  • Innovation: Maintaining a culture of innovation and developing successful new products is a continuous challenge.
  • Market Volatility: The technology industry is subject to rapid changes and market fluctuations.

8. Next Steps

To implement these recommendations, Apple should take the following steps:

  • Develop a detailed implementation plan: This plan should outline the specific actions, timelines, and resources required to implement each recommendation.
  • Secure buy-in from senior leadership: Obtain support from senior leadership to ensure the successful implementation of the recommendations.
  • Communicate the changes to employees: Communicate the changes to employees clearly and transparently to address concerns and build support.
  • Monitor progress and make adjustments: Regularly monitor progress towards achieving the objectives and make adjustments as needed.

By taking these steps, Apple can create a more agile, innovative, and successful organization that can compete effectively in the evolving technology landscape.

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Case Description

Explores how the human resource (HR) function at Apple Computer can best support the company's strategy. Provides an overview of the company's history, industry, competitive position, strategy, and organization. Written at a time when the company faces a very compelling threat to their business, and when morale within the company is very low. The purpose is to identify the key organizational issues which the company must address, and to begin to think about how the HR function can help it address them.

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