Case Study:

Talent Management Lessons From Apple Apple executives are certainly in high demand at other firms that seek to be equally as innovative. Despite this demand, Apple certainly does not have any significant turnover problems. Some describe Apples approach toward employees as a bit arrogant, and employees are certainly pushed to their limits. If you do not bleed six colors, you simply will not enjoy your experience at Apple for long. Although Apple clearly produces extraordinary results, its approach to talent management is totally different than that of Google and Facebook, which also produce industry-dominating results. As Apple has grown larger, its rigor around sustainable innovation has grown as well, a feat that proves impossible for most organizations including the likes of HP, Microsoft, and Yahoo. The three big picture learnings from this case include: These three factors are not easy to copy, but they are certainly worth emulating. If you can bring them and the results that they produce to your firm, there is no doubt that you will be a hero.

Answer the below questions into detail:

Question 1 (20 Marks) As the lessons from Apple on Talent Management have shown, creating a talented workforce can make a big difference in the world of business. Critically discuss your role as a talent management professional in elevating the business entire talent management lifecycle. Question 2 (15 Marks) Analyse current trends in talent management as pertaining to a) Technology and talent management, b) Population demographics, c) Promoting talent internally. Question 3 (20 Marks) As a Human Resource Management expert in your multinational organisation, through your lens of experience, analyse the War of Talent and its implications for your multinational company. Question 4 (20 Marks) Discuss the benefits that your company would receive from nurturing, enabling and empowering its talent. Question 5 Globally, organizations are of the view that managing people is a strategic priority. Comment critically on the shortcomings of those responsible for implementing talent management. 5.1 (15 marks) Propose solutions to the obstacles preventing talent management programs from delivering business value.

5.2 (10 marks

Propose solutions to the obstacles preventing talent management programs from delivering business value.