In beverage competitive industry example, Coca-Cola soft drink organization example, it was still keeping its predominance in the beverage market product " Coke", Pepsi Co was advancing fast on the base of a successfull "image" HR strategy targeting the youngest segment of the soft drinking market under the taste of the new generation. So, it can select to employ more young workers to work in its organization in order to persuade many youngest soft drink customers to believe it is one young soft drink health drinking company. By 1983, Pepsi had begun to outsell coke in supermarkets when coke maintained its edge only through soda vending machines and fast food restaurants. Although, different marketing strategic breakthrough by far unexpected. It follows all time successful formula of coke. In 1985, the " New Coke" was introduced after an extensive study of market trended, surveys, focus group and taste tests strategies. In these survey investigation process, it must need to employ many part time or full time questionnaires staffs, they can include students, housewives, freelance workers, unemployed workers. So, HR department needs have enough time to select the right applicants to finish the whole questionnaire investigation project efficiently and effectively. The HR arrangement need to gather information to conclude this goals, such as how to design the new formula ( or taste) was based on a different ( lower cost) source of sugar, high fructose corn syrup to replace cane sugar. All of Coca ( the plant from which comes the allealoid cocain) derivates were also removed from the old formula. So, how to design the taste is the main survey information gathering aim. Also, how HR arrangement which can have enough questionnaire staffs to carry on gathering information from the taste tests in the limited time to achieve to finish the taste test questionnaire project efficently and effectively.What are HR strategic benefits? They include: It can assist an organization to protect its HR capital base. It is a well accepted business principle, it can also help the organization to extend this notion to the world' natural and human resources, it can help leaders to plan and measure HR employment and reward and welfare and performance management systems of business enterprises more accurately, it can help business leaders to do the best balance between narrow self-interest and actions takes for the good of unemployment or creating more opportuniy solution benefit in society as well as they can do actions in pursuit of finanaicl survival more easily.Why can HR strategy help organizational change in success? Knowing the importance and implication of organizational change and admitting the fact that organizatonal change success and leader / leadership can play a key role in bringing and implementing these changes by deciding the desired form of an organization and taking the potential steps which are needed for the process. So, when one organization has one good HR strategy, it can assist its organization to change more people and non-people resources effectively and efficiently.Why do organizations need to change HR strategy? Nowadays, dynamic business environments influence organizations that respond quickly and effectively to constant change. A dynamic enterprise has two important tasks. It must adapt the current business environment, e.g. people skillful shortage in the industry into a shared HR strategy and then quickly and effectively to employ talent people or potential people to do the skillful job for its organization.