College essay topics to write about Effective Communication - Free Essay Example

Sample details Pages: 8 Words: 2362 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Introduction It is not unusual for employees to approach organisational change with the mentality they inherited from their social-cultural environment. The impetus for instant change is not obvious at all. Behavioural change does not happen because it is suggested, recommended, or enforced by a manager (or anyone else). Don’t waste time! Our writers will create an original "College essay topics to write about Effective Communication" essay for you Create order Change happens because one sees value and personal benefit in making the change. As a result, it is imperative that change agents understand the power they exert in attempting to implement organisational change initiatives. Change agents are catalysts for workplace behavior modification. They devise motivational plans that trigger the inspiration for employees to follow agent directives. Hence, it is not enough for management teams to think of change in terms of organizational requirements. Managers who seek the expertise of change agents are wise in so doing. Expert change agents are knowledgeable in understanding potential road blocks that inhibit employees from making the necessary adaptations to new initiatives. Social and cultural environments contribute towards the complexity of behavior modification. This paper presents a transformation initiative whereby the change agents utilise effective communication as a tool to create a vision and the credibility necessary to inspire vol untary participation in behavioural change. Creating Vision and Credibility Through Effective Communication Effective communication is instrumental to the success of organisation change initiatives. When done intentionally well the emotional rewards are satisfactory. But, when it fails to impart the messages necessary to complete projects the results can be catastrophic (Hunt, 2014). Misunderstandings, antipathy, and a host of other negative emotions could seriously damage business relationships. Good communication contributes towards operational and process efficiencies (Hunt, 2014). Therefore, it follows that the value of using effective communication as a tool can never be over-emphasised or underrated for the impact it makes on successful outcomes. This paper presents the communication process undertaken by a primary change agent with a twenty manager team. The goal is to develop a change management plan that transitions the organisation from a traditional work-group to a team-based culture. Discussions include the channels of communication, traditional work-groups versus team bas ed organisations, the role of the primary change agent, the communication team, assumptions made, the transition process, change initiative communication, team credibility, faith creation, and answering tough questions. The paper concludes with a recapitulation of the content. Traditional Working Groups Versus Team Based Organisations This section distinguishes working groups from team-based organisations. They do not function in the same capacity, hence, the necessity to differentiate them here. Traditional working groups (WG) within organisations function independently. Examples of traditional WGs are accounting and human resource departments or new product divisions. These departments work independent of each other. Work is individualised (Zaharia, Dogaru, Boaja, 2014). In contrast, team-based organisations focus on different skills and competencies that come together to meet a common goal. Teams are not limited to functional requirements. Teams use a cross-functional composition to work in a common goal scenario. Individuals do not function independent of the group goals. Everyone working together achieve the goal (Zaharia, Dogaru, Boaja, 2014). Primary Change Agent Leadership Role Buono and Subbiah (2014) suggest that primary change agents (PCA) are effective to the extent that they understand the cultural environment, are able to identify influential key players, and possess the ability to provide mentorship, as well as, positive role modeling. Buono and Subbiah (2014) suggest further that PCAS are influencers. They motivate and inspire change in others. Additionally, PCAS have internal systems knowledge and can troubleshoot problems as they arise. Buono and Subbiah (2014) propose an example of PCA as someone who is able to identify subtle disturbances that could potentially interfere with change processes. A manager who is perceptive, tactful, and diplomatic is considered an effective PCA. Another example is a manager who understands the business and how it acquires revenue from beginning to end. Still another example is a manager who can create partnerships and alliances throughout the organisation (Tan Kaufman, 2015). The Communication Team Lira, Ripoll, PeirÃÆ' ³, and Zornoza (2013) suggest that team popularity has increased within the past decade. They assert further that teams are effective only to the extent that they can complete project related tasks on time using various modern day technologies, such as, social networks, and computerised mediums. Teams must become efficient in developing effective interpersonal relationships. Lira et al. (2013) recommend that Human Resources facilitate ongoing leadership development training to increase group efficacy and competency. The communication team serves to facilitate the interactions between management and the workforce. Their plans will include educatory processes that will help the workforce make sense of the transition process. Bolman and Deal (2008) advise on the complexity of organisation change and the ambiguities that are ever present in the communicative process. They recommend that the managers reflect upon their images to become aware of potential erro neous perspectives. They encourage managers to be intuitive and consider that failure is one component of success. Context Assumptions Presented here are the assumptions made concerning the PCA. The PCA is experienced in matters of effective organisational change. The PCA understands the communication process. The PCA is competent in leadership roles. Finally, the PCA is very well versed in team dynamics and organisation political processes. The following assumptions are made within the context of the subject matter contained herein: the Organisation Change Team (OCT; twenty managers) assigned to this project is positive and enthusiastic about this change initiative. They exude a spirit of participation with proactive attitudes. They view this project from a servant leadership perspective. They expect challenges and understand that every project has unforeseen circumstances that must be addressed ad-hoc (Kotter Cohen, 2002). Transitioning To A Team-Based Environment Transitioning the cultural environment from that of a working group to a team-based one requires the acknowledgement and acceptance that the external environment has forever changed the way organisations learn new skills (Katzenbach Smith, 2003). Empirical research on team transition from traditional work groups to teams is lacking. The general consensus is that change is necessary, but implementing a change initiative is challenging. Gardner (2009) suggests that employee resistance and lack of management support top the list of reasons for project failures. Bolman and Deal (2008) discuss the importance of providing opportunities to learn about emotional intelligence. Emotional intelligence as it has been presented by Goleman (1995) indicates the importance of empathy and acknowledging the emotions of others. Goleman posits that emotional intelligence has greater significance than does intellectual abilities. Showing compassion and empathy is instrumental in employee engagement processes (Goleman, 1995). Idris, Dollard, and Tuckey (2015) propose that organisations can do much in terms of contributing towards employee well-being. They suggest that employers create environments conducive to learning opportunities. Idris et al. (2015) found a strong correlation between safe psychosocial environments and job satisfaction. Idris et al. (2015) suggest that employees who feel intellectually stimulated are more likely to exude stronger intrinsic motivation stimulus. Such stimulus becomes the driving force that creates inspiration to participate in the change initiative. Change Initiative Communication Plan Presentation Style Nawar (2012) recommends the use of symbols as a form of visual education (p. 61) with the goal to communicate a message in the absence of language. However, the visual elements (photos, videos, and symbols) cannot replace (and should not be used to replace) the verbal component of the communication process. Visuals used in conjunction with language enhance the comprehension process. Nawar (2012) proposes that audio-visual presentations increase understanding of the subject content. As a result, the leadership team will add video content to their presentations. The suggested theme for the videos will be called Excite Your Senses Go Ahead and Make the Change! using the Monarch Butterfly as a symbol of transformation. According to the USDA Forest Services, Monarch butterflies are the only butterflies to survive the challenges of migration twice per year (Migration, nd). The objective of this approach is to help set the stage for understanding the challenges that come with change ( Kotter Cohen, 2002). Channels Of Communication Berger and Iyengar (2013) suggest that communication in modern day society is multidimensional because of the multiple modalities used to transmit messages. There are social network mediums (Facebook, Twitter, Instagram and others). There are many email exchanges (Hotmail, Gmail, Yahoo, and others). There are interactive networks, such as, Tango and Skype. Finally, there is face-to-face interactions. Berger and Iyengar (2013) studied the various ways in which one message can be constructed using different platforms. They found that written messages provided greater opportunity to improve the communication process because more time is required to write than it is to talk. The studies also showed that conversations contributed to the acceptance of referrals and recommendations. Given the results of the aforementioned research, it follows that the potential of employees voluntarily engaging in behavioural changes increase when managers engage them in conversations as opposed to sen ding out memos via emails. Medlin and Green (2014) support the concept that effective management increases the prospect that employees will voluntarily commit their time and intellectual resources for the benefit of the organisation. They conducted a study to propose that positive management interaction with employees resulted in improved performance. They found that employees who felt valued and appreciated were both effective and efficient. One principle that Medlin and Green (2014) found that contributed to increased production was unity of clarity (p.27). This principle aligns with the channels of communication to ensure that effective communication between the management team and employees produce results. Team Credibility Vigliotti and Gregory (2013) propose that managers establish credibility by aspiring to become active, show competence, and demonstrate respect towards others. Managers must create safe environments by maintaining open communication processes. They should be approachable, honest, and of high integrity. They must demonstrate superior active listening skills. Clarity and simplicity are synonymous (Kotter Cohen, 2002). Additionally, creativity, authenticity, and credibility precede message crafting (Hatfield, 2012). Hatfield (2012) suggests further that messages must arouse emotional energy if they are to have any effect on the intended audience. Hence, it is imperative that managers dedicate significant time towards drafting their vision statement. The articulated vision must inspire intrinsic motivation in the employees or the risk of failure to engage the workforce becomes imminent (Kotter Cohen, 2002; Hatfield, 2012). Creating Faith in The Change Effort LaFasto and Larson (2001) assert that faith in the change effort is created when management practices demonstrate clarity, confidence, and commitment. Empowering teams to make decisions that implement changes faster also creates faith. Management shows faith when they believe that the teams are equipped to handle challenges that arise. Finally, establishing a culture of constant accountability and excellence conation sends a strong message of trust and belief throughout the organisation (LaFasto Larson, 2001; Kotter Cohen, 2002; Hatfield, 2012). Answering Tough Questions Kotter and Cohen (2003) suggest that all change efforts engender questions intended to alleviate anxiety. Management can and should prepare answers for the tough questions. However, the best practice in answering questions comes from being sincere and honest. Fusco, ORiordan and Palmer (2015) encourage leaders to remain authentic. Managers can do this by expressing a strong sense of self-awareness and confidence by way of their actions. Open communication, information sharing, and honesty in ones interpersonal relations increase the possibility that the tough questions will be perceived as inquisitive and welcomed.. Jones (2013) advises managers to refrain from distorting or manipulating the facts of impending changes if they intend to gain the trust and respect of their employees. Conclusion This paper introduced an organisation change initiative that involved the transitioning from a traditional work-group to a modern day team-based culture. Discussions involved the transition process, the role of the primary change agent, the communication team, change initiative communication plan, team credibility, creating faith in the change effort, and answering tough questions. Context assumptions were made to provide the understanding that major change initiatives cannot be undertaken by inexperienced managers. References Berger, J., Iyengar, R. (2013). Communication channels and word of mouth: How the medium shapes the message. Journal Of Consumer Research, 40(3), 567-579. doi:10.1086/671345. Bolman, L. G. Deal, T. E. (2008). Reframing organizations Fourth edition. Jossey-Bass, San Francisco, CA. Buono, A. F., Subbiah, K. (2014). Internal Consultants as Change Agents: Roles, Responsibilities and Organizational Change Capacity. Organization Development Journal, 32(2), 35-53. Fusco, T., ORiordan, S., Palmer, S. (2015). Authentic Leaders are Conscious, Competent, Confident, and Congruent: A Grounded Theory of Group Coaching and Authentic Leadership Development. International Coaching Psychology Review, 10(2), 131-148. Gardner, P. J. (2009). Organizational change: All we want is better projectsà ¢Ã¢â€š ¬Ã¢â‚¬ why so difficult? AACE International Transactions. 3.1-3.25. Goleman, D. (2015). Emotional intelligence. Retrieved from https://www.danielgoleman.info/topics/emotional-intelli gence/ Hatfield, C. (2012). Crafting your story using personal narrative. Training Journal, 45-47. Hunt, K. (2014). Communicating with the practice team. Practice Nurse, 44(10), 36-40. Idris, M. A., Dollard, M. F., Tuckey, M. R. (2015). Psychosocial safety climate as a management tool for employee engagement and performance: A multilevel analysis. International Journal of Stress Management 22(2), 183-206. https://dx.doi.org/10.1037/a0038986 Jones, R. (2013). Never stop learning and never stop asking tough questions. Public Relations Tactics, 20(9), 17. Katzenbach, J. R. Smith, D. K. (2003). The wisdom of teams. New York, NY: Harper Collins Publishers. Kotter, J. P. Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business School Press. LaFasto, F. Larson, C. (2001). When teams work best. Sage Publications Inc., Thousand Oaks, CA. Lira, E. M., Ripoll, P., PeirÃÆ' ³, J. M., Zornoza , A. M. (2013). The role of information and communication technologies in the relationship between group potency and group maintenance outcomes: a longitudinal study. Behaviour Information Technology, 32(2), 147-155. doi:10.1080/0144929X.2011.630421. Medlin, B. Green, K. W. (2014). Impact of management basics on employee engagement. Academy of Strategic Management Journal, 13(2), 21-35. Migration and overwintering (nd). USDA Forest Service. Retrieved from https://www.fs.fed.us/wildflowers/pollinators/Monarch_Butterfly/migration/index.shtml Nawar, H. (2012). Multicultural transposition: From alphabets to pictographs, towards semantographic communication. Technoetic Arts: A Journal Of Speculative Research, 10(1), 59-68. doi:10.1386/tear.10.1.59_1. Tan, A. Kaufman, U. H. (2015). Making good change agents: Attitude, knowledge, skills. Retrieved from https://www.isixsigma.com/implementation/change-management-implementation/making-good-change-agents-attitude-knowledge-skill s/ Vigliotti, D., Gregory, J. L. (2013). Review of Credibility: How leaders gain and lose it, why people demand it (2nd ed.). Journal Of Leadership Studies, 7(2), 62-63. doi:10.1002/jls.21283. Zaharia, V., Dogaru, M., Boaja, D. (2014). Working group versus team work. Knowledge Horizons.Economics, 6(4), 146-149. Retrieved from https://search.proquest.com/docview/1669

The Developmental Psychology Of A Child - 983 Words

The developmental psychology of a child is one that is in many ways difficult and very special to understand. I would like to start by saying that a child’s development depends on many factors and circumstances. In finding if a child has a developmental problem or a psychological problem takes time and a delicate nature in finding the problem. The child that I am going to represent and defend on his or her actions, is a child that needs the proper representation of his or her age of developmental psychology. The biological, cognitive and emotional/social developments are what I will touch on for the child’s age range. To represent how and why they would act on certain situations and problems that occur. Let’s touch on the basics of the policy that the child was involved in. It was stated that the child that was six-years old held another child under water because she felt that the noise of another child bothered her. Left unattended by the baby sitter that was sixteen who fell asleep and did not awaken when the eighteen-month old boy began crying. Now that we have the basics we can look at the biological aspect of the six-year-old girl. Children are unbalanced in their younger years (Berger 2014) and poor impulse control shows a personality disorder not only in adulthood but also in childhood (Berger 2014). Children react in certain ways because of cultural aspects. The developmental and behavioral development are steamed from culture (Berger 2014), many children are bornShow MoreRelatedChild Psychology Developmental Scientist Paper Ximena Franco838 Words   |  4 PagesChild Psychology developmental scientist paper-Ximena Franco Some challenges that arise in child psychology are an acceptance of an authoritative position, racial stereotypes, and listener’s ignorance. In the field, psychologists’ morals are challenged constantly because of the tests they may have to perform. 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On Painting Summary and Analysis, Leon Battista Alberti Essay Example For Students

On Painting Summary and Analysis, Leon Battista Alberti Essay While referring to many examples in history, Alberta also compares painting to the other crafts and explains why it is more noble, as well as more enjoyable and self-satisfactory To begin tit, Alberta explains why painting is Worthy of all our attention and study,(60) seeing as learning it might seem a difficult and tedious task. Prom the beginning, he is very explicit and forward about his opinion on painting. To Alberta, it holds a diving that can bring back the dead and immortality them for all to be awed by the artists talent. In addition, he mentions how painting brings man closer to the gods and their holiness. He gives the examples Of Cassandra Who trembled before the portrait of Alexander the Great as if he were alive in front Of him, and Seagulls Who refused to let his ugly face be portrayed. Next, Alberta explains paintings capacity to add to everything value. He gives the example of a simple metal which, after being handled by an artist, becomes more valuable than unworried silver. And to conclude this paragraph, Alberta tell the story of Seizes who gave his paintings away because he thought them to be priceless, and believed the artist to behave as a god among mortals (61), This last comment shows how Alberta dollies painters and believes them to have godlike qualities. In the second paragraph, Rather continues to compare painters to gods when he says that painters feel themselves to be almost like the He then goes on to say that among all the arts, painting is the most elite. Accordingly, whatever beauty there is in things has been derived from 61). It seems as if the author is putting the art of painting on a pedestal above all the rest, such as architecture and masonry. Alberta makes it clear that he is not concerned with paintings origins, even though he briefly discusses them. Subsequently, the author uses old writings as reference o strengthen his point of view on how highly painting is esteemed above other crafts history. It is therefore clear that the author believes painting to be somewhat in metaphysical nature, something beyond the ordinary. Throughout history, specifically in ancient Rome and Greece, people admired painting to the point where it was taught to every son Of respectable families, yet forbidden to the slaves. This goes to show how this form of art in particular was considered fit only to those Of high social class. Although it was reserved for the educated and cultured, painting attracted everyone and pleased them equally. In particular, In]tauter herself delights in painting. (Alberta 64) Alberta persists in showing LIST how painting is of nature; he first references nature by saying that Narcissus was the inventor of painting. In the myth of Narcissus, nature plays the role of the artist vivo paints a portrait so beautiful that Narcissus cannot take his eyes off of it. To further convince the reader of the pleasures painting gives, the author recounts a personal anecdote Of how gra tifying and relaxing painting an be. In the final paragraph, Alberta discusses the motives of excelling in painting. Apart from the fact that painting fist the finest and most ancient ornament footings, (64) he is certain that if refined and mastered, it will bring great fame and riches to the artist. Hence, he advises young students to improve their talents and dedicate themselves to perfecting the art of painting. Conclude, whether it is drawn from the many detailed examples, or from his own stories, Liberties opinion on painting is clear. He sees it to be, not only the elite ND most noble of the arts, but also the foundation. .ufc89ef32889105f3f1e14b95cec1ecac , .ufc89ef32889105f3f1e14b95cec1ecac .postImageUrl , .ufc89ef32889105f3f1e14b95cec1ecac .centered-text-area { min-height: 80px; position: relative; } .ufc89ef32889105f3f1e14b95cec1ecac , .ufc89ef32889105f3f1e14b95cec1ecac:hover , .ufc89ef32889105f3f1e14b95cec1ecac:visited , .ufc89ef32889105f3f1e14b95cec1ecac:active { border:0!important; } .ufc89ef32889105f3f1e14b95cec1ecac .clearfix:after { content: ""; display: table; clear: both; } .ufc89ef32889105f3f1e14b95cec1ecac { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ufc89ef32889105f3f1e14b95cec1ecac:active , .ufc89ef32889105f3f1e14b95cec1ecac:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ufc89ef32889105f3f1e14b95cec1ecac .centered-text-area { width: 100%; position: relative ; } .ufc89ef32889105f3f1e14b95cec1ecac .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ufc89ef32889105f3f1e14b95cec1ecac .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ufc89ef32889105f3f1e14b95cec1ecac .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ufc89ef32889105f3f1e14b95cec1ecac:hover .ctaButton { background-color: #34495E!important; } .ufc89ef32889105f3f1e14b95cec1ecac .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ufc89ef32889105f3f1e14b95cec1ecac .ufc89ef32889105f3f1e14b95cec1ecac-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ufc89ef32889105f3f1e14b95cec1ecac:after { content: ""; display: block; clear: both; } READ: Stylistic Analysis Of A Cup Of Tea EssayTo him, only a divine artist can create a beautiful and worthy piece of art and that is why he portrays the painter as the creator and compares his work to the work of nature. However, the purpose of these 5 paragraphs is mainly to educate and explain to young painters that truly perfecting the art of painting is worth all the pain and effort, because not only do fame and fortune await them, but also self satisfaction and remembrance. Works Cited Alberta, Leon Battista. On Painting. Penguin Books, 1991.

Organizational Theory and Design

Question: Write an analysis on the strategic role of human resources in creating and then sustaining an environment in which your organization will thrive. Answer: Introduction The human resource department is a crucial department, which is responsible for the conceptualization, development and sustenance of an optimum work environment and high degree of productivity. The leaders of the organization should strive for optimum utilization of the organizational resources and striving for continuous development (Epstein Buhovac, 2014). The aim of the organizational leaders should be to push the organization to the topmost position in the global market. The organization- Coca Cola is selected for the purpose of this study. This paper would perform a detailed analysis of the strategic role of the human resources personnel in the process of creating and maintaining excellent work standards. Discussion The human resource department in Coca Cola helps the organization in the implementation of sustainable business practices (Karnani, 2013). There are several critical success factors for every organization, which drive the sustainable business dynamics of the organization. The human resource department plays a critical role in the improvement of the critical success factors (Rummler Brache, 2012). This is described below- Development of a sustainable vision and mission of the company Development of a suitable leadership pipeline Creation of an appropriate organizational structure and implementation of appropriate governance mechanisms that drive the sustainability Development of important functional HR capabilities so that there is creation of sustainable HR processes and systems. Ability of motivation and engagement of the employees. Alignment of the employees with the organizational goals Building agile workplace, which is able to adapt to changes in the internal and external environment (Rummler Brache, 2012). Coca Cola have diverse employees working in the organization for fulfilling the common goals of the organization (Ulrich, 2013). The human resource department should be aware of the individual citizenship behaviors. The individual behaviors of the employees, which influences the overall functioning of a particular organization is known as organizational citizenship behavior (OCB) (Borman Motowidlo, 2014). The individual behavior is neither explicitly mentioned in the job description nor it is specified in the employment contract. The individual behavior is a personal choice and it depends upon the individual to behave in a particular fashion. The OCB is considered to be beneficial for the organization as it enhances the efficiency, ability to attract as well as retain talented employees and the ability for organizational transformation (Arthaud-Day, Rode Turnley, 2012). The human resource managers should identify OCB and strive for the maximum utilization of the same. There are a lot of domains in which the HR plays strategic roles in Coca Cola. The various issues and domains of the organization are discussed below along with the role of HR in each of these domains- Issues of diversity, culture, retention and engagement- There is a need for decreasing the attrition rate of the organizations (Mowday, Porter Steers, 2013). The organizational culture of Coca Cola should be improved and there should be proper management of employees coming from diverse domains (Mowday, Porter Steers, 2013). The employee engagement activities should be focused upon, which increases the satisfaction level of employees (Bal, Kooij De Jong, 2013). The satisfied employees would stick to the organization for a longer time. Redesigning of the performance management- The focus should be made on the development of the skills of the workforce. There is a need to improve peer to peer relationships and focus should be done on the coaching and development (Epstein Buhovac, 2014). The numeric scales, formal evaluations, rankings and others are used to evaluate the performance of the employees (Kehoe Wright, 2013). There is a need of providing positive feedback to the employees based on their performance standards. Ensuring satisfaction of the employees- The modern day organizations are looking for the creation of open workspaces; alter their work locations, open policies like work from home and others (Brooke et al., 2013). The flexibility of the workplace practices and better work-life balance fascinates the employees and there is increased employee satisfaction. The productivity levels of the satisfied employees are more, which contributes to organizational success (Mowday, Porter Steers, 2013). The satisfaction of the employees is also increased by excellent financial and non financial benefits. More emphasis on corporate learning- There is a need for increased specialization of skills of the employees so that they can contribute more to the organizational productivity. There is a need to implement face to face learning and development opportunities (Kolb, 2014). The Coca Cola Company should strive to bring the global workforce together to promote an innovative environment for learning. The traditional methods of e-learning are not appropriate for the modern day organizations (Rummler Brache, 2012). There is a need to introduce an integrated experience of digital learning (Ulrich, 2013). Coca Cola should strive to incorporate an enriching learning culture, increasing employees collaboration and focusing on digital learning tools, like online videos, tutorials and others. The HR manager should incorporate the enhancement of capability development (Rummler Brache, 2012). Redesign of talent acquisition Coca Cola should strive for innovative methods for recruitment and selection of the human resources of the organization. The company should utilize the network recruiting, which implies that the contacts of the employees, contractors, corporate alumni and others should be utilized (Datta Roumani, 2015). The candidates should also be sourced from global networks. The HR personnel should develop a strong candidate pool, leverage external as well as internal networks, train the hiring manager and formulate a suitable strategy for talent acquisition (Ulrich, 2013). Emphasis on career management strategies and talent mobility- The attrition rate of a company poses serious threats to the organization. The organization incurs a great expenditure when hiring a new person. The different costs include cost of hiring, loss of productivity and the reduction in the learning curve of the new hire (Ulrich, 2013). Coca Cola should engage in facilitated talent mobility, which means that the employees should be allowed to move into new suitable job roles (Kehoe Wright, 2013). The employees should be constantly challenged and developed so that they can contribute more to organizational productivity. The company should invest in new recruit orientation, on boarding, offer incentives and others (Rummler Brache, 2012). The company should also develop career coaches to determine the patterns of the movement (Ulrich, 2013). The employees should be promoted as per their level of experience and not just the functional expertise. Adopt innovative tools in HR technology- The talent management process should engage in human resource management systems. The major job functions of human resource involves performance management, payroll, learning, recruiting, succession planning and others, which are best addressed by enterprise resource planning (ERP) solutions (Ulrich, 2013). There is a need to hunt for the cost effective vendors who provide the best ERP solutions and human resource information system at the most cost effective way (Rummler Brache, 2012). The organization Coca Cola, should strive for quick adaptation to the changing internal and external environment. The leaders should identify the requirement for change, define the change, develop a suitable action plan, deliver the change process and sustain the change (Rummler Brache, 2012). The HR should devise monitoring mechanisms that reviews the implemented changes (Ulrich, 2013). It is also important to document the various knowledge management systems and make sure that the information is accessible to the new employees as well as existing employees. The leaders should ensure maximum workplace productivity so that the end objectives of the organization are met (Rummler Brache, 2012). The HR leaders should invest in workforce planning and talent analytics (Ulrich, 2013). The talent analytics comprises of the collaboration of the analytics and reporting teams in the compensation, recruitment, leadership and learning job roles. The leaders should engage in efficient planning of the work environment and the formulation of suitable HR strategies (Rummler Brache, 2012). HR The HR personnel of Coca Cola should engage in the process of change management in the organization (Rummler Brache, 2012). The existing processes should be revamped and remodeled so that it meets the organizational objectives. The policies should be formulated in such a way that Coca Cola remains ahead of the competition in the global market. The changes should be rapid and should satisfy the critical success factors of the organization. Conclusion The human resource job roles are not an annual process and should be done once in every year. It is one of the dynamic job roles that need to be addressed by the human resource managers. The human resource plays an important role in creating a professional environment. The rules and policies of the organization should be formulated in such a way that it satisfies the interest of both the organization and the individual employees. The organization should strive to be the most popular and should possess excellent brand image in the market. The organization should strive to be one of the global leaders and this is possible only through the betterment of the human resource policies. References Arthaud-Day, M. L., Rode, J. C., Turnley, W. H. (2012). 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