please write these papers as explained above and please dont waste my question i dont have much left.

please follow directions the first four questions have been answered you dont have to do that. start from question five also the company has already been chosen so stick to that company.

this is the answer for the first four questions See questions below.

Human Resource Management is a crucial part of every company. Furthermore, the development of this department is the first step, laying the groundwork for the company's future. Every business segment, especially for a worldwide firm like Coca-Cola, needs it.People, not technology, are responsible for the success of the organisation. Human Resource Management at the Coca-Cola Company has both advantages and disadvantages. Because it is a worldwide corporation, it is impossible to create standard policies or procedures that apply to all divisions; cultural and political differences must be taken into account. Human Resource Management at the Coca-Cola Company In order to maintain its market leadership, Coca-Cola Company management is focused on acquiring and maintaining highly qualified and educated individuals.Because it is a worldwide corporation, it is impossible to create standard policies or procedures that apply to all divisions; cultural and political differences must be taken into account. The Coca-Cola Company's Human Resource Management To maintain its market leadership, Coca-Cola Company management is focused on hiring and maintaining highly qualified and educated employees. These resources are seen as a valued asset by the company. It establishes working conditions and processes that allow all employees to feel a sense of belonging to the company and to willingly and effectively carry out their responsibilities. It also ensures employment security for employees, so they are not distracted by worries about their future.The company establishes the goals, strategies, policies, and programmes that management and labour unions use to make decisions. Job planning and analysis Job analysis is a method for determining a job's responsibilities and skill requirements, as well as the type of person who should be employed for it. A job description is the first product of a job analysis, followed by a job specification. A job description, which comprises a list of job tasks, responsibilities, reporting relationships, working conditions, and supervision obligations, is one of the products of a job.The company establishes the goals, strategies, policies, and programmes that management and labour unions use to make decisions. Job planning and analysis Job analysis is a method for determining a job's responsibilities and skill requirements, as well as the type of person who should be employed for it. A job description is the first product of a job analysis, followed by a job specification. A job description, which comprises a list of job tasks, responsibilities, reporting relationships, working conditions, and supervision obligations, is one of the products of a job.The company establishes the goals, strategies, policies, and programmes that management and labour unions use to make decisions. Job planning and analysis Job analysis is a method for determining a job's responsibilities and skill requirements, as well as the type of person who should be employed for it. A job description is the first product of a job analysis, followed by a job specification. A job description, which comprises a list of job tasks, responsibilities, reporting relationships, working conditions, and supervision obligations, is one of the products of a job.The company establishes the goals, strategies, policies, and programmes that management and labour unions use to make decisions. Job planning and analysis Job analysis is a method for determining a job's responsibilities and skill requirements, as well as the type of person who should be employed for it. A job description is the first product of a job analysis, followed by a job specification. A job description, which comprises a list of job tasks, responsibilities, reporting relationships, working conditions, and supervision obligations, is one of the products of a job. The company establishes the goals, strategies, policies, and programmes that management and labour unions use to make decisions. Job planning and analysis Job analysis is a method for determining a job's responsibilities and skill requirements, as well as the type of person who should be employed for it. A job description is the first product of a job analysis, followed by a job specification. A job description, which comprises a list of job tasks, responsibilities, reporting relationships, working conditions, and supervision obligations, is one of the products of a job.People, not technology, are responsible for the success of the organisation. Human Resource Management at the Coca-Cola Company has both advantages and disadvantages. Because it is a worldwide corporation, it is impossible to create standard policies or procedures that apply to all divisions; cultural and political differences must be taken into account. Human Resource Management at the Coca-Cola Company In order to maintain its market leadership, Coca-Cola Company management is focused on acquiring and maintaining highly qualified and educated individuals.The company establishes the goals, strategies, policies, and programmes that management and labour unions use to make decisions. Job planning and analysis Job analysis is a method for determining a job's responsibilities and skill requirements, as well as the type of person who should be employed for it. A job description is the first product of a job analysis, followed by a job specification. A job description, which comprises a list of job tasks, responsibilities, reporting relationships, working conditions, and supervision obligations, is one of the products of a job. Another job analysis product is a position specification, which is a list of a job's human requirements, such as education, skills, personality, and so on.The HR department studies its own job description and job analysis for information on workers' work activities, human behaviour, performance standards, job context and human requirements, and other pertinent information. The Recruiting, Selection, Compensation, Performance Appraisal, Training, and Employee Relationship Management departments at Coca-Cola utilised this data. Predicting and Organizing The process of determining which positions the company will need to fill and how those positions will be filled. . HR is involved in solid strategy planning and makes proper preparations for future employee hiring. They foresee the organization's future employee requirements. Employees are expected to adapt to technological advances and become more productive as a result.They can begin the employment process once the main office has given their approval.

questions

Throughout the semester you have been learning about the ever-evolving roles and challenges of Human Resources Management. To help you see how these various functions operate in the real world, pick a company that you would like to research. It can be any size, just be sure that you can get enough information to meet your paper length requirements. Your paper should be divided into seven different areas. 1. In in the first section. Start your paper with some basic information about the company you are writing about. Include the name, the type of business i. e. retail, manufacturing, etc., number of employees, and locations. Then go on to describe the hiring practices that the company uses. 2. Next, discuss the various practices and procedures they have in place to retain their employees. 3. Next, discuss the employee benefits 4. Next, discuss the training that they provide 5. Discuss how they comply with Equal Opportunity Employment laws. Be specific and correlate it back to the laws in Chapter 3. Discuss which laws they are complying with. If they have had any lawsuits brought against them for unfair practices or discrimination include that and how it was resolved or has yet to be resolved. 6. Discuss the union-management relationship that exists. If it is not unionized, have there been attempts to unionize? If yes, why have they failed? If no, why not. These are just some ideas for you to include in this area. 7. Based on your research and information you wrote in this paper, write a summary paragraph describing whether you would want to be in the Human Resource Department for that company. Your summary paragraph needs to be a minimum of 250 words. For sections 1 through 6, be sure to apply concepts from the book in your discussion. For example, when discussing hiring practices what are some ideas that you see from

the book that this company is using. For retention, what are some ideas that you see from the book that the company is using. Be sure to cite your references in the body of the paper. The body of your paper should have separate headings for each area. For example. HIRING RETENTION EMPLOYEE BENEFITS TRAINING EQUAL OPPORTUNITY EMPLOYMENT UNION-MANAGEMENT RELATIONSHIPS SUMMARY General guidelines for completing the paper: The paper should be written in APA format. This format is the standard writing format for academic business papers. The paper should consist of the following elements: 1.A cover page (does not count toward your minimum requirement.) NOTE: APA format does call for an abstract page. You do not have to write an abstract. 2.The body of the paper. Your paper should be between 3 and 5 pages. If you have less than 3 pages you will lose points. You can have more than 5 pages. 3. The reference page (does not count toward your minimum requirement.) The reference page is a separate page. APA standards require that ONLY sources that are supported by one or more in-text citations are listed on this page. Correct formatting of these sources can be found at: 4. Your paper must be supported by:

a minimum of three resources (one of which must be your textbook). NOTE: Open source sites do not count toward your resource total. Examples include Wikipedia, Ask.com, Dictionary.com a minimum of seven in-text citations to content from the textbook and outside sources 5. The length of the paper not including your cover or reference pages should be 3 to 5 pages. Be sure you use citations, so you are not plagiarizing.

please write these papers as explained above and please dont waste my question i dont have much left.

please follow directions the first four questions have been answerd you dont have to do that. start from question five also the company has already been chosen so stick to that company.