Apple compensation philosophy

Abstract

Compensation practices have been used by the Apple Company, which is a multinational company based in America with its headquarters located in Cupertino. The Apple Company is known for developing, designing and selling computer software such as iTunes, iOS operating systems, among other consumer electronics. Their popular products in the Mac line are computers, iPads, iPhones, and iPods. The company is ranked number three in the phone making category, after Nokia and Samsung. The company has penetrated in more than 14 countries making it, by market capitalization, one of the largest publicly traded global companies.

Apple Company has an objective for employees on the platform of compensation. The company aims at attracting and retaining their executives since they ensure succeeds in the market competition. The company strives to achieve the objective on the company’s stakeholders. Compensation committee in the company determines the compensation for the executives of the company as well as overseeing the compensation program. Executive compensation strategy has been the greatest tool in the achievements of the company. Another compensation strategy used by Apple Company is performance-based cash incentive. Apple’s compensation committee determines the compensation plans of its employees and executives.

The company employs competitive strategies in finding out the compensation effects on the senior officials, employees, and stakeholders. There are three major challenges facing Apple Company, as well as attracting new employees, who have strong talents, controlling the labor costs and multinational operations challenge. Apple Company has employed compensation strategies that conform to compensation laws used globally and at the local country it operates. The traditional base for pay focuses on giving merits on seniority and therefore becomes effective since it facilitates a common ground to control compensation matters.

Compensation Strategy of Apple Company

For any company, they need to focus on the efficiency of operations since they pay their employees in return for the work done (O'Grady, 2009, p. 67). To avoid employee frustrations and bond frictions, a company and employees need to have a broad agreement on binding documents about the compensation package. Therefore, in that perspective, Apple Company has an objective for employees on the platform of compensation. The company aims at attracting and retaining their executives since they ensure succeeds in the market competition. The company strives to achieve the objective on the business’s stakeholders. Compensation committee in the business determines the compensation for the executives of the company as well as overseeing the compensation program. Through a good compensation program, the company believes that financial performance can improve in the challenging macroeconomic environment if compensation management is effective.

Executive compensation strategy has been the greatest tool to the achievements of the company. The strategy involves rewards such as base salaries, yearly bonuses out of the performance and long-term equity rewards. Notably, the strategy has ensured retention of performing executive leaders, as well as attracting the most outstanding executive team. Besides that, the strategy aims at determining supplementary rewards that stimulate the performance of the employees. The company rewards the mentioned employees with long-term equity rewards after every two years. The company does not stress so much on the overall monetary compensation but on equity rewards, thus, shaping its annual performance-based cash bonus from the named executive employee ("Apple, Inc. Executive Salaries & Other Compensation | Salary.com," n.d.).

Another compensation strategy used by Apple Company is performance-based cash incentive. The strategy has help Apple Company in attaining its goals, objectives as well as attaining better financial performance as compared with its competitors.

How the Compensation Practice Has Determined Positive/Negative Impacts to the Apple Company and Its Stakeholders

One way of indicating fair and equal plan effectiveness is through compensation impact. Employees show that they are satisfied with compensation programs through their behavior, as well as presenting a positive work attitude. Thus, the company benefits from the employee’s actions of higher performance and improved effectiveness. Apple Company has a compensation committee that determines the compensation plans of its employees and executives. The compensation plans are reviewed every year. The company employs competitive strategies in finding out the compensation effects on the senior officials, employees, and stakeholders. Besides this, the company has employed different governance techniques as well as charters so as to determine compensation impact. Occasionally, the committee reviews the policy on compensation to consider if it is still appropriate for use. Moreover, the committee approves the incentive, benefits policy, and the entire compensation policy of any employee, but more so, that of senior executive officers ("AAPL Apple, Inc. Executive Compensation," n.d.).

Also, compensation impact is assessed by the committee through annual performance evaluation. The same is also done by the governing board of Apple Company. Through this, the efforts of hard working executive members are acknowledged, as well as the individuals that partake in the financially based impact of the company.

Challenges Related to Compensation Strategy Used by Apple Company

There are three major challenges facing Apple Company. To begin with is retaining, as well as attracting new employees who have strong talents. Due to high competition in the labor market for employees, the Apple’s compensation committee must recognize that and factor in the increasing competitive salaries and talented employees. The competition has raised wars in the multinational companies dealing with computer and software technologies. Therefore, Apple’s compensation committee is expected to aim higher and come up with a good enticing compensation plan for qualified and talented employees. Again, the compensation committee should aim at enhancing employee retention by developing a more complicated compensation strategy ("Apple, Inc. Executive Salaries & Other Compensation | Salary.com," n.d.).

Another challenge the Apple Company is facing is controlling the labor costs. The company’s budget has constraints in the countries that have constricted economies; meanwhile, war arises among information technology companies. Thus, the labor costs go up than the amount paid to the employees. As a result, the creation of effective compensation strategies becomes challenging.