STRATEGIC HUMAN RESOUCE MANAGEMENT

Task1

1. The strategic management of human resources links the function of human

resources to the organization's strategic goals to enhance performance.
SHRM is a human resource management philosophy based on the belief that human
resources are especially crucial in ensuring a company's success.
"Strategic human resource management entails developing and implementing
human resource policies and practices that produce the skills and behaviors that the
company requires to achieve its strategic goals."– Gary Dessler.
A company's strategy defines how it will use its primary resources across the entire
organisation.
The advantages of strategic human resource management are the following:
Avoid costly surprises that interfere with strategic objectives;
Treat the problems before they become emergencies.
Promote employees' well-being and productivity;
Provide strategic objectives to influence training and development.
Create an adaptive organisational culture.
2. In the framework of the Coca-Cola Company, strategic human resource
management plays an important role for several reasons.

Recruitment and selection: Coca-Cola must attract and choose the best
individuals to maintain its global competitiveness. GSRH entails developing
effective recruitment processes to identify the most qualified candidates who
match the company's culture and values
Formation and development: Coca-Cola must spend in employee skill
development to stimulate innovation and maintain its competitive advantage.
The GSRH entails designing training and development programmes that
strengthen the capabilities of employees at all levels of the company
Performance management: GSRH entails the establishment of effective
mechanisms for evaluating and managing employee performance. At Coca-
Cola, this can be translated into the development of performance evaluation
systems that identify key objectives and provide constructive feedback to help
employees continue to improve.
 Retention of personnel is critical to Coca-Cola's stability and growth. The
GSRH entails implementing retention policies that recognise, reward, and
retain talented and high-performing employees.

Change management: In a dynamic commercial environment, Coca-Cola must

be able to quickly respond to market changes.
The GSRH plays an important role in assisting the organisation in effectively
managing change by mobilising and engaging employees in the
transformation process.

3.
Planification of effects:

Effective planning entails anticipating the organization's staffing needs in the

short, medium, and long term.
Coca-Cola uses approaches such as market trend analysis, company growth
estimates, and employee competency assessments to determine future staff
needs.
Effective planning models are developed to adjust the size and composition of the
workforce based on operational and strategic requirements.

Recrutement:

Coca-Cola use a variety of recruitment channels to attract qualified candidates,

including job portals, job fairs, social media networks, and university partnerships.
The recruitment process includes writing and distributing job offers, selecting
candidates, conducting interviews, evaluating skills, and verifying applicants.

The emphasis is on identifying candidates who correspond to Coca-Cola's

corporate culture and who possess the skills and values required to succeed in
the company.

Developing human resources:

Coca-Cola invests in the professional and personal development of its employees

through a variety of training and development programmes.
These initiatives may include classroom training, online training, mentoring and
coaching opportunities, and job rotation plans to broaden employees' skills and
perspectives.

Human resource development aims to strengthen employees' technical and

behavioural skills, to promote leadership and creativity, and to promote career
advancement within the organisation.

Managing performance:

Coca-Cola employs performance management systems to set clear goals, track

employee progress, and evaluate their contribution to the organisation.
A formal performance evaluation procedure has been implemented, which
includes regular meetings between supervisors and employees to discuss goals,
accomplishments, and areas for improvement.

Performance evaluations are used to identify individual development needs, make

remuneration and promotion decisions, and provide constructive returns to
employees.
Managing talent:

Coca-Cola's talent management is to identify, develop, and retain exceptional

employees inside the organisation.
A succession planning approach has been established to ensure the availability of
a pipeline of qualified leaders and senior executives for key positions.
Specific development programmes are designed for the identified abilities,
providing opportunities for professional growth and leadership.
 REFERENCES LIST

Gestion Stratégique des Ressources Humaines (SHRM) : Définition, Principes, Objectifs, Approches
(iedunote.com)