Conclusion……………………………………………………………………..12 6. Recommendations……………………………………………………………...13 7. References……………………………………………………………………...14 [pic] Executive Summary: People make a company sustainable and successful. Attracting‚ developing and retaining a talented and diverse workforce are a fundamental part of Strategic Human Resource Management. Coca-Cola India believes that its employees are the key drivers of the Company. It considers its people as its greatest assets and bringing
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at its core business and the value it brings to its customers‚ they must employ professionals who are more efficient‚ technically proficient and creative than ever before. Not only is it essential for the organization to find the right creative talent‚ they should also possess the ability to engage and maintain these “company assets”‚ or as further referred to in this paper‚ the creative capital of the organization. It can be concluded that having the financial capital and strong corporate image
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(Lockwood‚ 2005). Per the article the advantages that tie workplace diversity to organizational strategic goals can be summed up in six key reasons: 1. Greater adaptability and flexibility in a rapidly changing marketplace 2. Attracting and retaining the best talent 3. Reducing costs associated with turnover‚ absenteeism‚ and low productivity 4. Return on investment from various initiatives‚ policies and practices 5. Gaining and keeping greater/new market share with an expanded diverse
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contributes towards this process. It was always feared that machines will replace the need for people at work. But in reality‚ it’s just the opposite. People are more important in today’s organizations than ever before. As Edward L. Gubman author of The Talent Solution‚ (cited in Bohlander et al‚ 2007‚ p.4) points out‚ “in many fast-growing economies‚ it maybe easier to access money and technology‚ than good people.” Successful organizations are particularly good at bringing together different kinds of
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self-driving cars to discovering‚ refining‚ and implementing leadership practices that optimize human performance in the workplace. First‚ being a great place to work is in Google’s DNA. Google made it a point to try at attracting and retaining great talent. To attract this great talent‚ they made customer satisfaction a top priority. Next‚ Google ensures people have inspiring work. Recently‚ the Conference Board discovered that the single greatest reason U.S. workers have grown so unhappy and disengaged
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including pay scales‚ reward programs‚ benefits packages and company perks. A successful compensation plan should let the business to compete in the market for the best employees in respective industries. Attracting Talent Your strategic plan for compensation plays a large role in attracting competent employees. Paying wages at or above the prevailing wage in the market for your company’s industry allows you to demand workers with more experience and positive work histories. Employing more qualified
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therefore broadly categorized in the following formats. These are: 1. Talent Retention Management 2. Recruiting Effectiveness 3. Productivity 4.Compensation and Pay Management 5. Performance Management TALENT RETENTION MANAGEMENT Talent Retention Management is an organization ’s commitment to recruit‚ retain‚ and develop the most talented and superior employees available in the job market. So‚ talent management is a useful term when it describes an organization ’s commitment
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to attract talent. The list below includes some of them. SALARY: compensation is clearly an important factor for employees and it is one of the main reason for them moving to a new job. Successful professionals appreciate generous salary because giving them a high compensation the company shows to recognize properly and appreciate their skills and competencies. WORK ENVIRONMENT: a workplace where you can enjoy the challenges‚ co-workers‚ and atmosphere is very attracting for talent. They want to
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Samsung Electronics Company‚ created in 1969‚ was first considered as a low-cost third-tier commodity brand with a little product differentiation. By exploring marketing strategies‚ market research and analysis‚ Samsung has easily change into a major player in the electronic products and home appliances market. The company has climbed up the rank in the past decade and was in 2003 at the 25th position of the world’s most valuable brand. The goal is now to reach the top 10 by 2005. For that‚ the brand
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where knowledge and skills demand are rising‚ it is also the responsibility of an organization’s human resource team to analyze and ensure they recruit the most appropriate candidate for the job. Organisations have been seeking‚ attracting and retaining the best talents available in order to overcome the competitive challenges that they are facing today. Apart from achieving the strategic goals and objectives of an organization‚ human resource management (HRM) also plays a part in the output of
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