What Do You Consider Are the Most Important Strategic Challenges for Today’s Hr Practitioners Operating in Multi- or Transnational Companies?

One of the Coca-Cola Company’s strongest strengths lies in its ability to conduct business on a global scale while maintaining a local approach, one of the most intelligent strategies thought up by the human resource department of Coca-Cola.

The environment: Coca COla conduct our business in such a way that the environment is protected and preserved, and the principles for environmental management and sustainable development into their business decisions and

Q1: Why is it important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor?

To succeed in the world today corporations must develop global strategies. An evolving evolution in the understanding of international organizational behavior and management of global human resource systems has developed and evolved rapidly in the twenty-first century. Focusing on global strategies, theories, and management approaches allow us to understand the influence of national and ethnic cultures on organizational functioning. Successful global firms competing under transitional dynamics need to understand their potential clients’ needs, no matter where in the world the clients

businesses perceive HR to be non-strategic, what failures organizations had to go through due to lack

Coca –Cola is a company that takes responsibility for every one of its actions or their lack of action. In Coca –Cola Company, if an error occurs it is accepted that the error occurred and is solved immediately. Consumers are the priority of this company and always have been.

In the fact of the intensely transitional business in the globe today, one of the challenges faced by the managers to maintain the competitive advantage is human resources. In others words, the globalisation, technology, and the economic integration of developed as well as emerging markets raise particular convenience and problems relating to human resources. To be more specific, on the one hand, the practice that the work force, the most valuable asset of any organisations (Cascio, Wayne F, 1991; Flamholtz, Eric, 1991), nowadays seem to be increasingly educated helps the employers make their best recruitment and guarantee the “sustainable cogwheel” (Glen Hashmi, Z., and Katrin Muff, 2014). However, in others hand, the well-informed and multinational human resources relating to the employees’ differing needs and expectations, compensation treatment, working environment, or corporate culture are also critical issues that required to be under control. This essay aims to define and analyse respectively three current and potential substantial challenges that HR managers cope with in meeting the miscellaneous requirements of the contemporary workforce including (key words) strategic partners, administrative experts, and employee champion.

The changing role of the corporate HR function in global organizations of the twenty-first century

Coca-Cola’s mission is indicative of the company’s record in not only filling the industries with benchmarks for the competition, but also of corporate social responsibility. Coke includes the mental wellbeing of the general public in their mission statement, not even limiting their goals to their own clients. (Coca-Cola, 2016)

Coca Cola is a company that is multinational aimed at catering the world’s need for beverages. The starting point of the company begins with the company’s mission statement. The mission indicates that the sole aim of the company is to refresh the world, inspire moments of optimism and happiness and eventually to create value and make a difference. The vision of the company similarly serves as a referral point for the business that is largely multinational. In order to sustain this significant growth by the company, the vision stated by the company points out what it needs to do. The vision states that in terms of people, it aspires to be a great place to work, where the people are inspired to be the best versions of

“Globalization and the concept of flexibility have been described to have a plethora of implications on Human Resource Management” (EH Bax, 1996). Hence, HR Managers are faced with new challenges arising out of globalization, as they are saddled with the responsibility of implementing adaptable strategies to the concept of flexibility, and to remain abreast with the changing times. The increased power of market forces, the globalization of business

In today’s business environment, the complexity of international business has increased and international competition has been highlighted as an essential element for multinational firms (MNCs). Thus, in order to gain competitive advantage, various resources are utilized, such as financial capital, technology location or human resource (HR). Moreover, HR could be seemed as one of the most important resource which has also become a focus of attention of senior managers in MNCs. As suggested by MacMillan(1984), MNCs can gain competitive advantage through use of HR practice, such as training, compensation, socialization, selection, performance appraisal and career development, as long as other firms are unable to duplicate their

Globalisation, as an integrated and independent world economy, has contributed to the rapid expansion of international trade and world’s economic growth (Paik & Vance, 2006; Mutsuddi, 2012). The increase presence of global firms is shifting domestic HR towards global HR in addition to carry out a wider span of HR responsibilities (Losey, Meisinger & Ulrich, 2005; Rao, 2010; Jie, 2011; Mutsuddi, 2012). The generation of cross-border labour market also had brought human resource management into an international context (Mutsuddi, 2012).

In recent years due to the factors like globalization and removal of trade restrictions have created fierce competition in the domestic market for the well-established domestic firms. So, this competition has encouraged many domestic producers to enter into the international business through exporting their product to the different parts of the world or licensing or joint ventures to gain higher profit. By following the paths of international business may encounter the new challenges that are coming along with international human resource management. International human resource management is the set of distinct activities, functions and processes developed by MNC’s, to attract, develop and maintain their human resources. (Taylor et al, 1996) The IHRM mainly deals with six core activities. They are recruitment and selection, training, career development, compensation, performance management and employee relation management.

Surviving in this era of globalization, organizations face varying degree of challenges to remain relevant and to obtain that ‘extra’ competitive edge. In doing so, HR managers play a vital role in ensuring that strategies adopted by the organization are fully supported. The challenges faced by HR managers in the current global trend, which includes the key issues pertinent to the company in question, Asiatic, are low morale and underperforming staff, high labor turnover, absenteeism and lack of