Human Resource and Personnel Economics - Research Proposal Example

Human Resource Personnel Economics Introduction In a work place, the relationship between the employer and the employee must be defined for the purpose of smooth running of an organization and achievement of the objectives set by the organization (Wayne, Noe, and Gowan 232). This is the reason why firms are in the continuous process of adjusting their personnel policies so that they can arrive at the most fair, realistic and rational regulations that relate the employer and the employee (Wayne, Noe, and Gowan 244). In an organization, there are many personnel policies that can be considered, and it remains the discretion of the firm to sort and determine which ones best suit the organization in terms of how they are likely to make the realization of objectives and enhancement of fairness a reality. In this regard, this paper tends to analyze reasons behind Apple Inc. Company and Dell Company both renowned in the field of computer hardware and software, which have laid emphasis on different options of the personnel policies. Problem Statement Traditionally, companies or firms that engage in the production of similar goods have been known to resonate in terms of all factors, and human resource management is not an exception. These companies have been known to demonstrate fierce competition on similar grounds; unfortunately, in the computer-related companies, the situation is different. In this case, Apple Company has put emphasis on gauging employee’s contribution and giving incentives to those who have demonstrated commitment and dedication in their work while serving the company. On the other hand, Dell Company has insisted on the choice of hiring standards with a keen eye on the credential (Cushway 96). It should be remembered that while all this is happening, the companies do manufacture similar products. It is, thus, interesting to discern much as to the cause of the paradigm shift, which is the aim of this paper. Study Objectives The core aim of this paper is to understand the reason behind the two companies dealing in similar products but having resorted to laying emphasis on very different personnel policies as a way of achieving targets and objectives and effectively cutting themselves a niche in the fiercely competitive market. Specific Objectives I. To determine the personnel policies in the companies at the time of the initiation and how they have evolved, citing reasons II. To understand the reason behind the companies’ settlement on the specific policies given that they deal in similar products III. To evaluate the impact of the new policies since adjustment and its consequences to the firm in the near future IV. To understand the motivating factor behind the change in the policies and what warrants a change in the strategy consideration Research Questions I. Has there been a change in the company in relation to why the company decided to change to put emphasis on one policy and adopting another? II. What drives the strategy change: Is it to satisfy the customers’ need or to maximize the profit margin? III. What is the impact of the strategy on the employees? If yes, is it positively taken? IV. Has the strategic change resulted in workers layoff by the company based on inability to prove worthwhile Significance of the Research Given the numerous personnel policies that are adopted by the companies, more so those that are related to the product they deal in, it is important to recognize and appreciate factors that have necessitated the options and how sustainable they are in making the company realize its objectives. This move will make it possible to appreciate that in management, things can be done differently as long as the company tailors them to specific targets of interest. In essence, the findings will make it possible for aggressiveness by different firms resolving to explore their own options as long as they pre-determine the effects. Literature Review Personnel policy alteration is not something new in the history of companies. In fact, in the last couple of years, legal suits with complaints of unfair treatment, job termination and discrimination have taken the lead as some of the frequently encountered legal issues. This has always sent messages that most companies do resort to those policies that do not fully cushion the employees and that they can be rendered destitute any moment the job is terminated – always controversially (Cushway 122). To mitigate this, different companies have resorted to the re-evaluation of clauses in the personnel policies that define the status of the employees in those categories. In the employees’ management and personnel economics, various companies have designed different methods of ensuring that the company’s employees are remunerated based on different criteria. Whereas some firms have put interests in time taken by the employees at work as the most popular way of remuneration, other have decided to use other criteria such as remuneration based on skills or performance of the job (Linzmayer 101). Outsourcing is also another criterion that companies can use though it is only viable if it involves specialized work or work that is time bound and comes occasionally (Mathis and Jackson 97). Apple in this situation uses mainly the criteria based skills and the employee’s job performance. On the other hand, Dell has used what involves the qualification of time taken by the employee at work. Occasionally, Dell will be outsourcing depending on the nature of the work expected. The difference in the two firms is that Apple wants employees to be directly rewarded by their ability to make a significant contribution to the company as opposed to Dell that uses a standard criterion (Dell and Fredman 73). Theoretical Framework A comparison analysis of the personnel policies in the two companies reveals that one is based on self-motivation of the workers while the other in not. Apple motivates its workers by conditioning that if they succeed in bringing new products, they get direct reward. The issue here revolves around what the company specializes in. Apple is interested in innovation; Dell is interested therein too, but it is not the only priority. This has made the two firms have different personnel policies that resonate with their core goals and objectives. This explains why even in acquisition of new employees, Apple do not engage interview while Dell does. Given the history of Apple in developing amazing software and hardware in an efficient manner, the company has regarded specific rewards based on the employee’s innovative tendency. This is to mean that Apple is interested in creating a new product for the market, and this explains why they are interested in progressive and talented employees. This situation is different in Dell Company that has maintained their niche by providing the best products to the customers whatever the cost, and that remains the number one priority, hence their option – talent and ability to conceptualize new products – is not the driving force in Dell as is the case in Apple. Apple Company does not involve much in the process of new employee recruitment either, which is the case in Dell. They take those individuals with specific roles to play in the Company (Wayne, Noe, and Gowan 253). Methodology of the Study The methodology to be employed in collecting the relevant information in this research will be analytical and not explorative. Because this is a case of determining reasons why different firms dealing in similar products and targeting the same customers have engaged in different options to maximize their interests, it will be important to source from the companies what motivated their choice and if it is, indeed, responsive. This will be done through collection of the relevant information as will be determined, analyzed and compared to the hypothesis made. The methodology is designed in this manner to eliminate any form of biasness or incorrect conclusion that might be made if the company representatives are given the opportunity to report such details that will be useful in arriving at the valid resolution. Conclusion It is becoming factual that different firms do SWOT themselves and resolve to perfect certain criteria as set by the company. In this regard, they always want to have a reason through which the company growth is hinged. This is different from one company to the other depending on their interests. As such, most companies restructure and make a set of personnel policies to glare unlike others for the sole reason of not losing focus on their principal aim. To realize this, the companies opt to deal with what can affect the employees and which is the foundation of the growth of a company; this explains why Apple Inc. and Dell have resorted to different options in managing their employees to realize specific goals. Works Cited Cushway, Barry. The Employer's Handbook: An Essential Guide to Employment Law, Personnel Policies, and Procedures. London: Kogan Page, 2002. Print. Dell, Michael, and Catherine Fredman. Direct from Dell: Strategies That Revolutionized an Industry. New York: HarperBusiness, 2010. Print. Linzmayer, Owen W. Apple Confidential 2.0: The Definitive History of the World's Most Colorful Company. Rev. 2nd ed. San Francisco, Calif.: No Starch Press, 2004. Print. Mathis, Robert L., and John Harold Jackson. Human Resource Management. 10th ed. Mason, Ohio: Thomson/South-western, 2003. Print. Mondy, R. Wayne, Robert M. Noe, and Mary Gowan. Human Resource Management. 9th ed. Upper Saddle River, N.J.: Pearson Prentice Hall, 2005. Print. Read More