Human Resources Management: Future Perspective
Human Resources Management is one of the major pre-requisites that determines the successful operation and top-performance of any company or enterprise regardless of the field it is involved in. The world of globalization that results in the current influx of digital technologies and pervasive E-tools has a significant impact on the establishment and implementation of the business models. The digital era has become a game-changer to many transnational corporations as today the technologies greatly influence the job market.
Consequently, this paper addresses the issues of efficacious alterations and changes that might be implemented in the Human Resources Management to ensure its robust performance even in 100 or 200 years, namely the years 2116-2216, with a particular focus on the issues of recruiting, interviewing, and means of internal and external communication. The Operating Plan will be elaborated regarding the Human Resources in the Coca-Cola Company.
Annual Human Resources Operating Plan (Coca-Cola Company, 2116 – 2216)
Coca-Cola Company is one of the tycoons in the industry of business and production that also experiences the influence of digital technologies and globalization (Thomas, 2007) which inevitably alter the business operation models of this transnational company. Planning is one of the key points that have to be implemented to ensure the efficacious business operation of such a giant player in the production market. One of the scholars, James Kendrick (2004), puts a special emphasis on this issue, claiming that it is a pre-requisite of successful decision-making. He is convinced that the top-performing companies do their action planning and strategic development, taking into consideration all critical factors that emerge in their respective fields. Thus, he points out that it is crucial to set the “audacious goals” (p.8) and to implement them into the envisioned future. At the same time, the scholar outlines that the strategic and operational planning should be interlinked with the annual operational planning (Kendrick, 2004).
Recruiting and interviewing
In terms of the Annual Human Resources Operating Plan for Coca-Cola Company, the issues of recruiting and interviewing have the evident significance as these processes are the pillars of the Human Resources Management which is under the influence of current trends of the digital era. Haines & McKinlay (2007) appeal to the value of the digital technologies, calling them the “driving force of change” (p.6). As the scholars are concerned with the uttermost importance of such means of connection and communication as Wi-Fi, robotics, cellular communications, and computer networks, the Coca-Cola Company might implement these tools to enhance its operation in the field of Human Resources Management.
For example, Coca-Cola Company can create a special application for candidates aspiring to get a job in the company to ensure that they have access to any information about the potential changes in the process of their recruiting and interviewing. They will be able to receive the notifications on the location and the time of the interview. As Haines & McKinlay (2007) claim that the mobile devices as Blackberry or Apple products became extremely widespread, the application might …
