Bus 401

Charles R. Tucker Sr

BUS 401

Module 3 – SLP

30 July 2010

Analyzing some of the traditional HRM functions for Cola-Coca, What do you know about their "international HRM" strategies?

Typically, HRM refers to those activities undertaken by an organization to effectively utilize its human resources. In this case Coca-Cola activities would include at least the following: (UTES) human resourcing, planning, staffing performance, management training, development compensation and benefits labor relations. We can now consider the question of which activities change when Coca-Cola goes international. The three broad human resource activities of procurement, allocation, and utilization. The three national or country categories involved in international HRM activities: (1) the host-country where a subsidiary may be located, (2) the home-country where the firm is headquartered, and (3) "other" countries that may be the source of labor or finance. 3. The three types of employees of an international firm: (1) host-country nationals (HCNs), (2) parent-country nationals (PCNs), and (3) third-country nationals (TCNs). Coca-Cola is the most successful MNC (INTERNATIONAL HR). With operations in as many as 200 countries and nearly 80 percent of its revenue coming from foreign operations, Coca-Cola is typically perceived as the quintessential global corporation. The US based believes in “thinking global but acting locally” and this strategy guides the cola giant’s management cross-border operations. It grants national business the freedom to conduct operations in a manner appropriate to the market. At the same time, the company tries to establish a common mindset that all its employees share. The corporate HRM function is charged with providing the glue that binds all the divisions (there are 25 operating divisions) into Coca-Cola family. The corporate HRM...