Strategic human resource management emphases on human resource programme of Nokia that has long term objectives. It is focusing on internal human resource issues as well as on addressing and solving problems that effect management programs in the long term. so the main goal of strategic human resources is to boost employee productivity by focusing on business resistance that take place outside of human resources.

SHRM of Nokia employs strategies that help to develop the business’ performance of Nokia and help an environment of modernism and flexibility among employees. The main actions of Head of SHRM Juha Akras are to identify key HR areas where strategies can be implemented in the long run of progress the overall employee motivation and productivity.

SHRM also describe about the company’s internal strengths and weaknesses. This is very important as the strengths and weaknesses of a company’s human resources that have a straight effect on the company’s future.

The purpose of Strategic Human Resource Management activities of Nokia:

SHRM has a unique purpose to meet the company’s objectives. Different company has different strategy and SHRM plays a role to identify the overall need for the company to achieve the company goal. The SHRM activities are as follows for Nokia and it has a great purpose for company’s future:

• Resource planning: Resources are very important and should be available to meet both current and future business needs according to company strategy. Nokia Resource planning conducted at both organizational/ global and unit /local levels which is done by SHRM of Nokia. Particularly, talented workers or real apprenticeship schemes must be used.
• Workforce planning and recruiting: Workforce planning is the development of assessing a company’s current and future human resources needs. Workforce planning also includes managing any training and recruitment process to make sure the organisation has the exact staff inexact place. Nokia work force planning has a great purpose to properly express one way to make a workforce receptive to cross functional, Cross-cultural teaming that can therefore make fast, high-quality decisions and increase the organization’s flexibility.
• Performance management: Nokia SHRM has a system to run employee performance. It ensures individual objectives are copied from company strategy and policies. This is for motivate Nokia’s employee.
• Recruiting and exit procedures: Nokia SHRM makes sure that competent and eligible individuals are recruited and appointed to open positions, according to competence, with equal opportunity and on a voluntary basis. The supplier of Nokia check the eligibility of candidates and that they exceed the minimum legal age of employment. SHRM provided with a work contract or offer letter, basic or specific training. SHRM shall ensure that exit procedures are acquiescent with local legislation, international labour law and appropriate collective agreements.
• Nokia specific training and certification: Nokia SHRM has the necessary training on Nokia policies, products, processes and guidelines and, if needed, have necessary licenses and certificates to learn the social process of engaging multicultural, multi-country employees in generating and agreeing on a set of values and to search and get deeper considerate of the relationships between strategy, culture, values and business outcomes.

1.3. Contribution of Strategic Human Resource Management to the achievement of Nokia’s organizational objectives.

To continue a strong, booming and efficient environment Nokia collaborates with its employees under the main goal to create an environment for all its employees where they can fulfil their potential. Motivation, encouragement and maintaining employee’s satisfaction and well-being at work is vital for Nokia to perform at its best.

Company growth: Nokia expands their business in regularly basis with new innovations and ideas. That is why Nokia needs lot of skill and experienced persons to meet their business growth. For example Nokia’s Research & Development operations were scattered across the world in 69 sites, and its 19,579 engineers, designers and sociologists were given complete freedom to operate and develop their own ideas, over and above their officially designated research projects. In these situations Human Resource played a vital role. It recruits them and trained them in specific way to success in this project. Nokia is operating their business all over the world and so the human resource providing a socio cultural environment to its employee relationship and workplace.

Profit increasing: Every company is profit oriented. They want to increase their profit in every aspect. Nokia also increasing profit very successfully by making new ideas implementations. Human resource has a effective involve to increase their profit by reducing labour cost and other activities. Human resources is the organization of resources other than natural resources and capital resources.

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Satisfaction of Stakeholders: Human Resource of Nokia always try to satisfy its Stakeholders like its employees, investors, suppliers and others. It has an employee satisfaction program based on employee opinion surveys and should take action based on the results of the program. It makes sure that information related to employees such as business activities, changes and results is communicated across the organization and ensure performance is evaluated fairly and independently.HR of Nokia provide to Supplier services at Nokia facilities, including (Nokia’s) customer sites.

Task 2:

Human Resources Planning:

2.1 Business factors of Coca-Cola that underpin human resource planning:

Human resources are the people that work for an organisation, and Human Resource Management is concerned with how these people are managed. Though, the term of HRM has come to mean more than this because people are different from the other resources that work for an organisation.

Coca-Cola Human Resource department involves in company strategic planning in various way. When it makes human resource plan there is involve company business factor and external environment factor.

• Business Growth: Coca-Cola is a leading beverage company. It increases its business all over the world in every year in different way. So needs lot of staff to meet this incensement of business. Human resources planning takes its consideration forecasting future manpower requirements, where using mathematical projections to project trends in