Introduction
The analysis of Apple Inc. illustrates several challenges that company is facing in the modern business environment. It was identified that in order to grow organically and sustainably in international business environment, Apple should focus on the following three aspects: review current exclusivity policy in the growing economies and markets, such as India; change the pricing policy to widen the target customer range and penetrate middle class segment; introduce simpler and more user-friendly devices to the market to attract new customer, who looks for simplicity and basic use of smartphone. With the above in mind, the organization will require the strong focus on the Human Resource Management (HRM) policies and on change and diversity management (Swanson and Elwood, 2009).
Assessing the Team Requirments
Apple is a large international corporation that already built its international policies and strategies with a focus on HRM policies and placing people in the center of strategic actions. At the same time, shift to personalization and changes in the current distribution and pricing strategy will demand further specialization and localization of skills and expertise. That said, the company will have to ensure that it possesses internal expertise in Indian and other developing countries market, selects a team for change management project that will develop an operational and tactical plan to translate the strategy into action and implement this plan internationally.
We recommend a separate project team, which includes professionals in diversity management cultural studies, marketing specialist with current knowledge of Apple operations and two individuals from R&D team. This will allow addressing localization and personalization of the distribution channels at strategic locations, allow revision of the pricing strategy and build on internal team expertise for potential new smartphone model development. Overall, the team will consist of six individuals, including an operational manager with cross-cultural experience and experience of working in the high-level management role in developing markets.
Recruitment Strategy
Recruitment strategy for this project should include both, internal position opening as well as external hire. It is recommended that operational managers are hired externally and locally, to bring to the team needed local market expertise to the team. R&D project manager should be chosen and allocated to the project internally, but preferably with different backgrounds in terms of national and cultural experiences (Groysberg and Connolly, 2013).
The core position for this project is the Lead Project Manager. This individual should possess good knowledge of the market and the company as well as possess a proven record in international complex project management and diversity training. All the positions within the team are strategic, given the diversity of the objectives and goals that the company sets in front of itself. The role of the leader, however, is essential to ensure that internal diversity is managed properly.
Key Position
As it was previously identified, the key position for this project is the role of Lead Project Manager that will be responsible for the development of the project strategy,is implementation and measurement of the team performance. This role demands the very good understanding of the cultural, social and professional diversity, inside experience in one or more companies involved in mobile technology as well as extensive experience of working in different areas of the business. This combination of skills is essential for management of multifunctional team for a temporary project (Sims, 2007).
One of the important qualities that the company will be looking for in evaluating the candidates for the key role in the project is the proven track record as a leader in dynamic business environment and teams with individuals from different countries. The individual should have the entrepreneurial approach as well as demonstrates needed skills and capabilities of working as part of a team.
Job Description
Apple Inc. is opening a new challenging position of Lead Project Management to develop and lead the implementation of the change management strategy with the specific focus on strategic areas of Apple development.
The Role: Lead Project Manager
Purpose of the Position:
Manage a unique large-scale international project from the stage of strategy development, implementation, until the follow up of every strategic dimension. An individual should be able to work independently and build the team, adequate in terms of professional and personal skills to reach the financial and qualitative targets. The individual will work closely with Apple strategic management team as well as with international stakeholders across the functions.
Core Responsibilities:
Hire the team
Strategy Development
Formulation and implementation of the operational plan;
Communication and approval from strategic organizational levels;
Manage specifications and the scope baseline of the projects;
Manage and control financial aspects of the project;
Manage project risks, minimize and eliminate project uncertainty.
Minimum Qualifications:
Masters Degree in Business Administration;
At least 10 years high-level management experience, leading strategic teams;
Engineering background is preferred;
Ability to speak and write English and Spanish fluently;
Proven track record in leading successful international projects;
In-depth knowledge of PMO activities;
Cross-functional experience within the mobile industry.
Who we are looking for:
Individual with entrepreneurial spirit, able to work under pressure and lead international team project;
Ability to lead and influence people on different levels;
Negotiation skills and strategic thinking;
Excellent interpersonal skills with focus on people diversity;
International working experience;
Availability to travel up to 150 days per year.
Job Details:
It is a full-time position, which requires a lot of traveling.
The company offers an attractive compensation package, based on incentive-based pay. Additionally, we offer sports club membership, health insurance and other benefits and professional development courses and programs.
References
Swanson R.A. and Elwood F.H.. (2009). Foundation of Human Resource Development. 2nd Edition. San Francisco: Barret-Koehler.
Ronald R. Sims. (2007). Human Resource Management. Contemporary Issues, Challenges, and Opportunities. Charlotte: Information Age Publishing.
Groysberg B. and Connolly K. (2013). Great Leaders Who Make the Mix Work. Harvard Business Review [Online]. Retrieved 03 May 2016, https://hbr.org/2013/09/great-leaders-who-make-the-mix-work
