Gitex in October 2018 in Dubai

Paper instructions:

Pages:3 pages (825 words), Double spaced
Academic level:College (1-2 years: Freshman, Sophomore)
Subject or discipline:Communications
Title:Gitex 2018 Dubai in October
Number of sources:1
Paper instructions:Write about Gitex that occurred in October 2018 in Dubai

Students will write a paper and do a very short oral presentation (3 minutes) to inform
their classmates of a current event in the business world, either in the UAE or
internationally. These students will select one event that has transpired or was written
about or discussed in the media within the last three months to report on. This can be
anything from the corporate world, e.g. mergers, corporate scandal, advertising, profit
reports, or anything involving companies at all found from a news article or any other
The purpose of this project is a) to prepare a 3 pages, double spaced, word processed
analysis of a current event in the business worlds and b) to give an informal

Guidelines for the paper accounting for 4 marks (out of 5):
1. Select a current business event
2. The paper may include the following general sections:
– Brief introduction describing the major business event
– Issue(s) raised/discussed in the literature (newspaper, internet, etc.) you read
– Summary of the main arguments used in the literature you read
– Own opinion about the topic
– Conclusion
3. The paper should be around 3 pages, double spaced, 12 pt.
4. Refer to other literature. There should be at least 2 academic references.
5. Plagiarism. If you are simply lifting material off the web sites, and not explaining things
in your own words, it is an automatic F. Even if you struggle with the writing, if you do it
yourself you will get a better grade than a zero.
6. Use grammar check and spell check in your computer.
7. Proofreading, or the lack of it does affect the grade.

Answer: Gitex in October 2018 in Dubai

Author’s Name
Instructor’s Name

Gitex Dubai in October 2018

Gitex, (Gulf Information Technology Exhibition), October 2018 in Dubai in the United Arab Emirates happens every year at the Dubai World Trade Centre. It is mainly an electronics sale extravaganza but also includes quality talks, diverse exhibitions, among other high scaled events. It attracts numerous retailers, suppliers and consumers including professionals in Information Technology, students and other enthusiastic entrepreneurs with startups. The Gitex in this year was no different. It was more diverse and advanced than it had been in previous years. There were more and better events including exhibitions, talks, coded robots and drones, online gaming among other items. The start-ups were also in great numbers emerging from all over the globe. The uncertainties that surround them are able to be eroded once the audience interact with the entrepreneurs in an interactive forum. The people in attendance were in excess of 150000 from all over the world.

The main focus this year was on coded robots and drones. These coded robots could do multiple operations by a click of remote controller, for instance, presenting newscasts, operating machines et cetra. The cut-edging technology was also depicted on other items.  Among the innovations launched at the just concluded Gitex in Dubai was the flying car. The Etisalat unveiled an automated flying car. The science behind a flying car was deeply captivating and the moment astounding. Balloon shaped car was said to be more economic taxi and can fly at a speed of 97 kilometers an hour. This would could move the transport industry a great deal ahead.

There were also online markets where one could shop for almost anything of their preference. This included latest cellphones, radios, television sets, and even groceries that could be shopped at the comfort of their residences. Those with start-ups had their opportunity too. They advertised their scaled business models to the enthusiastic consumers already in attendance. They guided them on how to navigate their websites for easier and convenient decision making. The consumers are therefore able to make informed decisions do online shopping in the future. High quality talks were also held in the presence of various Emirates government represented in various departments.

In my opinion, Gitex technology week is a very noble admirable idea. As depicted in this year’s electronic sale extravaganza, Emirates governments should ensure its growth as well as sustained continuity. This is because it gives hope to the upcoming scientists and other innovative minds of the young people especially those students that attends the Gitex in Dubai. It also ensures that everyone around the globe remains updated about the ever growing electronic industry. Electronics have become an important part of our lives today. They are involved in our lives in almost all aspects, be it communication, healthcare, medicine, food science among others. In this context, the more electronics advance in technology, the better and easier our lives become. For instance, in healthcare, electronic machines assists the doctor in arriving at an accurate diagnosis as well as establishing the underlying cause or problem. There are other major applications of electronic technology are satellite communication, telecommunication, internet technology among others. Gitex Dubai is therefore making the dream of world managed by technology come true. By providing space and audience for innovators to showcase their items, exchange ideas and learn new ideas through live interactions, great milestones in technology are achieved. The interaction between innovators, suppliers, retailers, government policy makers, students and consumers holds untold impacts.

In conclusion, the Gitex in Dubai technology week should be adopted by all countries worldwide. Though it is a priceless opportunity and many people from all over the world like to attend, it may be impossible for everyone to attend due to varied reasons. However, if all governments could make arrangements to have such electronic sale extravaganzas in their countries, more audience would be captured. Though start-ups are faced by immense uncertainties, the successful ones ends becoming very great companies. The Gitex helps to create opportunities for the people to understand and clear those doubts. The suppliers and retailers as well as the innovators would not mind going round the globe where audience is guaranteed to showcase and sell their items.

The coded robots and drones are bridging the gaps of human incapability and therefore providing solutions to various issues in life. Human beings cannot work round the clock, neither can they persevere immense pressure. The artificial intelligence enable gadgets can work under any condition for as long the controller desires. In electronic industry, more job opportunities are emerging and so by supporting these industry, the young professionals leaving institutions of higher learning would engage themselves easily. In fact, by having more international sales like Gitex Dubai, more innovations would be encouraged in the spirit of competition among innovators. The pressure to upgrade in technology would lead to new ideas. Gitex is a model that should be emulated by all countries who view technology growth important in its people’s lives.

Works cited retrieved on 24th November, 2018.



Bonus Questions

Innovation and Disruption

Since disruption causes previously successful businesses to fail, which could mean the loss of jobs and major changes in an economy, some governments have political policies in place that protect current businesses. On the other hand, innovation can help improve efficiencies and expand new markets and opportunities.  Thus, other governments have structures that help support and encourage innovation.  Others feel that it is possible to support both at the same time.

What do you think is a better position (support current/ support innovation/support all) and how do you think government(s) could do this? (Short essay ~ 200 words)



Student’s Name

Instructor’s Name



Innovation and Disruption

Innovation creates new opportunities and helps businesses make better use of existing ones. While this could be considered a good thing, it could also put other companies out of business. This could produce untold sorrows to millions of people whose jobs are taken away by technology (Twerenbold, 2017). There has been talk of universal basic income for all citizens but the applicability and results are still debatable as the society has not reached the optimum level for total application of technology. There has been talk of supporting current industry but there are various reasons why this idea is not the best.

Firstly, the market environment is driven by competition. Every business gains its lead through innovation. As a result, companies invest a lot of money in innovation. Continuing to support companies that refuse to innovate will deny those that innovate a return on their investment. This will hurt innovation in the long run since companies will be reluctant to invest in innovation when they can’t undercut their competitors. Secondly, supporting companies will be an additional burden to the government. This will force the government to divert money supposed to be used for other services, such as healthcare, to support companies. This will create an unfair business environment.

In response to the fears that many people be rendered jobless, the government should tax heavily companies that employ disruptive technology. This money can be reinvested in creating a conducive environment for innovation so that other companies come on board. It can also be used to provide a welfare system for people who are made redundant by the innovation, while they are encouraged to acquire relevant skills.

Works Cited

Twerenbold, Roman. The Good, the Bad and the Innovative: Understanding the Darker Side of Innovation for Development. United Nations Research Institute for Social Development (UNRISD). 2017.            80d7004f285c?OpenDocument&Click=. 

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BUS302 Strategic Human Resource Management

Task 1 – A HRM.Org.Nz

BUS302 Strategic Human Resource Management. Without human capital, nothing can replace it. It is recognized as an important factor in business and society.

The concept of human resources can be understood mainly in terms of assets and investments. The point of view of human resources as assets means to secure high quality human, to cherish and utilize it, and to maintain high value at all times, in order to increase the value of the assets by considering them as assets.

The view of human resources as an investment is to increase their value as an asset by investing in developing their potential.

In the past, due to the lack of awareness of human resources, the amount of investment in human resources was relatively less than the investment in organizational physical resources and financial resources.

However, now, human resources are becoming more and more important in contributing to organizational performance than other resources due to improvements in the level of economic and social culture and rapid changes in the environment.

In this context, human resources are becoming the most important strategic resource that plays a crucial role in the organization’s adaptation to the environment and its continued growth.

The University of Auckland founded in 1883, Auckland is the country’s largest university. The mission of the University of Auckland is to be “A research-led, international university, recognised for excellence in teaching, learning, research, creative work, and administration, for the significance of its contributions to the advancement of knowledge and its commitment to serve its local, national and international communities.” 

(Mission and Values, N/D) To accomplish this mission, the University of Auckland has a reasonable ‘Human Resource Management’ through Work Policy, Staff benefits, Equity at the University and so on.

Flexible Work Policy

The University if Auckland is committed to enhancing recruitment and retention, providing an excellent working environment, and increasing staff member engagement and productivity through supporting a balance between work, family and personal life.

Providing flexible employment practices and conditions which support a balance between work, life and family needs. (AucklandThe, 2013)

Staff benefits

The University of Auckland allows staff to consider three types of superannuation scheme and provides discounted health insurance, leaning and development oppor tunities.

And also staff can take advantage of discounted five childcare/early childcare education centres and leisure, recreation and culture. University of Auckland supports for staff with disabilities that they can get discount at Goldie vineyard on Waiheke Island and immigration support as well.

In addition, library, global relocation assistance, equity, car parking and flexible working hour are provided for staff. Particularly, it is special to support officially all staffs who are not citizens or residents.

 The University of Auckland has a licensed advisor to make the immigration process as easy as possible for all their applicants. (AucklandThe, 2013)

Treaty of Waitangi

The University of Auckland has a strong history of developing partnerships with Maori. Tertiary education for indigenous peoples is also a crucial issue worldwide.

The University of Auckland aims to become New Zealand’s foremost site of excellence for Māori in tertiary education. (The University of Auckland, 2013)

Equity at the University

Support for Maori and Pacific staff, staff with disabilities, LGBTI staff, Carers, working parents, mature age staff and other equity groups. (Equity, N/D)

Task 1 –B

  1. Employment Relations Act

The employment relations act covers a range of topics including that recruiting, employment agreements, trial periods, union membership training and development.

The purpose of this law is to maintain a fair and productive relationship between the employer and the employee. If there is no established law, villain employers will abuse labor contracts and trial periods, and employees will suffer. 

So government help to build reliable employment relationships based on legal protection for healthy work environment. (Laws governing HRM in NZ, N/D)

  1. Minimum Wages Act

The Government of New Zealand has set a law to set a minimum wage level for workers’ livelihoods and to pay the employer more than that level.

 There are three minimum wage rates that Adult minimum wage, Starting-out wage, and Training minimum wage.

The current minimum wage for adults is $ 15.75, starting-out and training is $ 12.60. (Minimum wage rates, 2017)  Adult minimum wages that the most common type of wage, it applies to all employees working in New Zealand except for the starting-out workers or trainees.

A starting-out wage is an employee between the ages of 16 and 19 who is entitled to a minimum of 40 credits a year to become qualified. Training minimum wage applies to employees who aged 20 years or over and has completed industry education with 60 credits to become qualified. (Laws governing HRM in NZ, N/D)

  1. Holidays Act

New Zealand Government legally stipulates minimum leave and holidays entitlements. All employees (part time, full time, fixed term and casual) can get at least four weeks of paid annual holidays each year for rest. Sick leave and bereavement leave allow to employee after six months of current continuous employment with same employer. Employees can take a holiday any time when they are not feeling well or need a break. Of course, employer should encourage taking a holiday to maintain a good work environment. (Laws governing HRM in NZ, N/D)

  1. Follow laws

Employer is obliged to follow the laws made in the country that minimum wages, and holidays and so on. It should also be recognized that the relationship between the employer and the employee must be based on specific legal protections as well as mutual trust. Employee has to write and sign on their employment contract and it must be completed with employer before working. Employment contracts vary according to job description, but they must also comply with the mandatory provisions that must be included in all employment contracts.

  1. Code of conducts

“This is a management tool for setting out an organizations values, responsibilities and ethical obligations.” (Code of conduct, 2017) The employer has to set out a clear and fair staff policy. If the company does not announce the big and small rules of the company properly, the employees will definitely get confused. For example, the company have to be covered in induction that general topics and job-related topics. General topics are that company structuring, safety procedures, pay scales and pay days holidays and so on. Job-related topics are that job task, introduction to the supervisor and co-workers, job objectives and so on.

  1. Safe environment

Employers must follow established laws from government, set their own code of conduct, and strive for the work environment of their employees. If there are any problems, employees should not hesitate to come to the employer and try to resolve the problem as soon as possible. Appropriate staff training is also necessary for the development of the staff and the company. Feedback can help employees pinpoint where employees are standing, what they need to do, and so on. (ICAEW, 2012) In addition, it is important to thoroughly eliminate harassment and discrimination in the workplace, and provide adequate compensation and growth opportunities to help create a good working environment.

  1. Teamwork

The whole thing can not be good just doing what employee need to do individually. Of course they have to work individually, but they have to work together for the whole team and respect each other. For teamwork efficiency, it is most important to understand each other first because everyone has their own personality, and their personality is different. So based on this background, employees will be able to create the best team by exchanging opinions and respect each other. This will naturally lead to a good working environment.

  1. Good performance individually

Employee must personally set goals and strive to achieve their goals. Competing in good faith for team members’ personal development also contributes to creating a vibrant working environment. It is not to unconditionally check each other and dislike them, but to compete for their own development without harming each other. It will be an environment that employee wants to work for a long time, if they feel satisfaction when they look back and look at themselves rather than feel like going to a company to get a salary.

Task 2 – A

Based on your analysis above, evaluate strategic workforce planning including

ü staffing,

Technique used by the organization to put the right person at the right job. There are two type of staffing strategies:

Internal Staffing Strategy : Recruits for new positions to workforce pool

External Staffing Strategy: placement of candidates work systems design,  learning and development, performance management and compensation management of the Chosen company and discuss the relative issues the company is facing for each aspect discussed above.

Task 2 – B

Recommend improvements in the 5 areas discussed above based on standard practices in the literature through reviewing no less than four peer reviewed journal articles as source.

MGT1OBE Working With Others

MGT1OBE Working With Others. You are a team of student interns at a large, private organisation. Your boss has outlined your internship project: your team is to advise the company on an organisational problem. The project will require you to gather information within and outside the organisation, you will need to analyse the information gathered, and propose solutions in the form of a consulting report as well as a presentation to the Board of Directors.

As part of the internship orientation, your boss has given you a team building assignment. Your task is to produce a report how to turn your group of student interns into a highly functional team capable of carrying out the internship project.

Your boss explains you will not be provided with any more information about the internship project until the team building assignment is completed.

Your task is to produce a report how to turn your group of student interns into a highly functional team.

This assignment requires you to do research. Your task is to draw on Organisational Behaviour theory and use it to critically analyse your team and make recommendations to improve its performance with respect to the internship project

What you will be arguing, and how you have structured the report.

Identify Three Issues Likely To Affect Team Performance.

Based on your analysis of section 2, identify three potential team issues (opportunities and problems arising from your team composition) that are likely to impact on team performance. You need to include at least one possible problem or weakness. Explain and clarify using concrete examples.

SSC263E Cross Cultural Intelligence


Singapore continues to be a popular location for foreign multinational companies to set up their regional offices. This is largely due to the country’s reputation for ease of doing business.

It is also helped by its good track record of low corruption, good governance, and highly educated labour force. In fact, some Japanese companies, e.g., Panasonic and NEC, are even more bullish and view Singapore as a “talent hub” where they can groom local talent.

As Singapore continues to be a favourable destination for foreign companies to set up their regional offices in order to expand their reach into the Southeast Asian region, these companies are also bringing with them their own corporate culture. Such corporate culture has been shaped by the cultures of their home countries, and have influenced not only their ways of doing work, but also their own management structure. These features can either invigorate the regional office or it can also have a way of dampening spirits of local employees in the regional office.

a) Discuss three main challenges that both local employees and their foreign counterparts will face working together in the regional office in Singapore. You can choose to examine this in the context of a non-Singaporean Asian company or Western company. You should interview 2 Singaporean employees and 2 foreign employees on their perceptions of their workplace culture. The respondents should come from the same workplace. Your analysis should distinguish between the perceptions of local and foreign employees you have interviewed, and identify any nuanced cultural differences present. To adequately answer this question, analyse your findings based on relevant concepts and theories from the course.

b) Develop and design an induction programme that would establish clear milestones to promote a more conducive environment for exemplary Singaporean employees to step into leadership roles at the regional office depending on the context chosen in part (a). Explain how your programme directly or indirectly addresses the challenges you have identified in (a). Note that you will need to take into account, perceptions, attitudes, and behaviours towards local employees and vice versa.

c) In order for the induction programme in the regional office to be successful, there must be buy-in from all parties concerned. Plan a communication strategy for the induction programme that is not only sensitive to differences but also effective in publicising the programme, and will not put the organisation in a negative light. You should identify the language, tone, keywords, and phrases you will use in your response to this part of the ECA. Apply the communication model and other relevant concepts from the course when elaborating on your communication strategy.

NZDB 560 Business Communication

Task 1  Concept of Business Transformation

Learning outcome 1

NZDB 560 Business Communication. Review a range of business transformation frameworks and models for driving organisational change.

To complete this task, you can use the same realistic business case study   of  an organisation existing in New Zealand  which you are familiar of its operation an explore how business transformation is appropriate to connect and align to organisation’s mission.

(a)   Examine  the concepts of  corporate and business strategies  by relating both  to achieve the  mission of a business organisation .

(b)  Critically examine the purpose of business transformation in order to identify, execute and achieve  business strategies.

(c)  Explain the role of business transformation as a holistic thinking of aligning business strategies to the entity’s mission  through successful change process.  You are required to prepare a  diagram  to illustrate a workable  business transformation framework of your  chosen organisation.

(d)  Evaluate  at least four (4) factors  that  affect your  organisation’s  business transformation framework. Your answer must consider business transformation framework taking into account the following factors:

· Organisational environment (understanding customers, technology, competition)

· Organisational culture (processes and systems, organizational values, leadership models)

· Organisation’s history of leading change (vision, strategy, goal setting, measuring results)

· Organisational structure (roles, responsibilities, reporting relationships)                                                                    

(e)  Review  and explain the following models of business transformation taking into account their application on improved organisational effectiveness:

a) Information evolution model (  Support  your answer using the five (5)  organisational maturity levels in the context of four organisational pillars as described by this model).

b) The Novius Business Empowerment Framework (Justify your answer considering all stages from planning to implementation).

Task  2:  Organisational systems and resources to business transformation

Learning outcome 2 :

Critically analyse, evaluate and interpret organisational systems and resources to assess the need for transformation in a range of areas against current market needs in organisations.

To complete this task, you are to analyse, evaluate and interpret organisational systems and resources of your  selected business organisation  to assess the need for business transformation against market needs.

(a) In the context of a proposed business transformation  of your  organisation that is faced with competition , evaluate  your  business organisation’s variables  :

· Systems ( organisational culture , organisational  structure, functions )

· Process (  production, equipment, softwares, other business processes)

· Human resources (communication,  performance, training, development

(b)  Interpret the concept of system level transformation by taking into account different variables of planned business transformation .   Use System’s Model of Change or Continuous Change Process Model to justify your answer.

(c) Evaluate the concepts of Top to Down and Bottom Up approach to planned business transformation  of your selected business organisation.

(d)  Critically examine  how  System – Related and Human- Related changes are initiated by your selected business organisations using the approaches ( identified in Task 2c ),   taking into account  the market needs for your  entity’s product or service.

Task 3:  Business Transformation Life Cycle in business transformation

Learning outcome 3:

Apply creative and design thinking to formulate and communicate conceptual and theoretical frameworks to drive identified business transformation. 

(a) Critically analyse  the concept and various stages of BTLC (Business Transformation Life Cycle) which a business organisation goes through in order to effectively manage expectation of various stakeholders.

(b) Justify your answer  identified in Task  3.a by using an example of  a  New Zealand-based organisations that has successfully applied this model during their  business transformation.

(c)   Examine the concept of value management in business transformation.

(d)  Critically explain  how the concept of value management  is necessary to design  BLTC  to drive business transformation in  your selected business organisation.

(e)  Communicate  your  planned business transformation to your  organisation’s management .  You are required to prepare a written report for this task to cover your  answers from Tasks 1 to 3.

HRM331e Human Resource Managment

Introduction to this End of Course Assessment (ECA)

HRM331e Human Resource Managment. This ECA makes up for 50% of the overall course evaluation component. This ECA is designed to assess your understanding and application of class concepts.

Question 1:

Analyse table 4 of the case provided below. Based on your reading of the case and analysis of the case, come up with specific reasons as to why the engagement numbers are the way they are.

Question 2:

Analyse and examine some of the problems with Life@Ease talent management programme. Be sure to relate to theories and principles we have covered in class.

Question 3:

Based on your analysis and evaluation of the case, design a talent management programme, and engagement plan to increase engagement levels, retention and performance. You can think out of the box and be creative in your solutions.

Question 4:

Given the strategic direction of Life@Ease to start local and go global and to be innovative, what are the competencies that you think employees at Life@Ease would need to “go global” and be innovative. Based on your research on cultural agility and ability to be innovative, develop a competencies framework that would reflect the direction of Life@Ease. Your competencies framework should be specific to the industry and context of Life@Ease. HRM331e Human Resource Managment

Comm211 Human Resource Managment

Individual assignment

Comm211 Human Resource Managment. This assignment is focused on your ability to take the information from class and apply it to a real organization. Choose an organization you have worked with in the past or that you are familiar with and use one of the following areas to create your strategy:  

Area (Select 1)

Compensation & Benefits

Equal Employment Opportunity/Diversity



Performance Management

Safety at the workplace

Other (with prior consent of instructor)

If you do not have experience working with an organization, review current events or local find a local organization to work with.

The strategy will focus on creating an outline to help the organization in the future.  For example, if you received a job with an organization without an interview, how would you create a selection process to replace you?

Work in the selected area should include the following:

A narrative describing the background, major issues, practices, and problems/challenges based on personal knowledge/experiences, observations, and/or interviews. The narrative or “problem statement” should be in essay form.  The problem should not be the focus on the paper.  Once you have established the area of opportunity provide data, research and information to support the value of improving that particular area.  For example, a lot of organizations have functioned well without ever interviewing a single employee, but what value could a good selection process bring to the organization?

You can include a copy of any materials in reference to the program or practice. If there are no reference materials, provide strategies and best practices to provide direction for the organization. Please note that these materials will be kept confidential and will not be shared with others.

With your referenced material you should look for material that provides strategic direction concerning how to address the challenge you have identified in #1 above.

Provide an evaluation of the program or practice in light of your knowledge of the topic gained in the course, research and class discussions. Discuss how this program or practice supports the organization’s strategic objectives. This evaluation should be based on what you would do after the program is put into place.  

HRM4101 International Human Resource Management

HRM4101 International Human Resource Management. Differentiate between (domestic) human resource management (HRM) and international HRM;

Critically analyse contextual, political, cultural and institutional explanations for varying manifestations of HRM across national boundaries;
Evaluate structures and employment strategies in multinational corporations (MNCs);
Assess major features of context and comparative HR practices in selected regions.
Critically analyse and evaluate research in the IHRM field from desk-based sources, and synthesise this information in to a correctly referenced report;
Communicate ideas effectively in a team.


International HRM is the process of acquiring, allocating, and utilizing human resources in a global business to achieve the stated objectives. Because of global context, international HRM is the interplay of three dimensions- HR activities, type of employees, and countries of operations.

Why is international human resource management important?

With the increasing of globalisation, international human resource management (IHRM) plays an important role in achieving the organisation’s goals. … They will be more ready to move their operations into another country and effectively manage their employees to achieve smooth operations of the organisations.

HRM4101 International Human Resource Management


  • Global human resources managers are responsible for recruitment of new employees, training, professional development, benefits and legal compliance just like any other HR team, but they do so on a global scale.


1. Recruitment and Onboarding Process

Attracting, hiring and retaining a skilled workforce is perhaps the most basic of the human resources functions. There are several elements to this task including developing a job description, interviewing candidates, making offers and negotiating salaries and benefits. Although a complex task for any business, it is made more complex in the international arena due to differences in educational systems from one country to the next and, of course, difference in languages.

Companies that recognize the value of their people place a significant amount of stock in the recruitment function of HR, no matter where in the world hiring takes place. There is good reason for this – having a solid team of employees can raise the company’s profile, help it to achieve profitability and keep it running effectively and efficiently.

2.On-the-Job Training

Even when an organization hires skilled employees, there is normally some level of on-the-job training that the human resources department is responsible for providing. This is because every organization performs tasks in a slightly different way. One company might use computer software differently from another, or it may have a different timekeeping method. Whatever the specific processes of the organization, human resources has a main function in providing this training to the staff.

The training function is amplified when the organization is running global operations in a number of different locations. Multiple sessions in numerous international locations may be called for, although online webinars and training tools can sometimes effectively reach anywhere on the globe. Having streamlined processes across all locations makes communication and the sharing of resources a much more manageable task.

3. Continuing Professional Development

Closely related to training is HR’s function in professional development. But whereas training needs are centered around the organization’s processes and procedures, professional development is about providing employees with opportunities for growth and education on an individual basis. Development often entails moving an employee between departments so that he or she gains skills in multiple areas. For an international operation, this may also mean moving employees across boundaries.

Many human resource departments also offer professional development opportunities to their employees by sponsoring them to visit conferences, external skills training days or trade shows. The result is a win-win: it helps the employee feel like she is a vital and cared-for part of the team and the organization benefits from the employee’s added skill set and motivation.

4. Benefits and Compensation

While the management of benefits and compensation is a given for human resources, the globalization of companies in the twenty-first century has meant that HR must now adapt to new ways of providing benefits to an organization’s employees. Non-traditional benefits such as flexible working hours, paternity leave, extended vacation time and telecommuting are ways to motivate existing employees and to attract and retain new skilled employees. Balancing compensation and benefits for the organization’s workforce is an important HR function because it requires a sensitivity to the wants and needs of a diverse group of people.

5. Ensuring Legal Compliance

The final function of human resource management is perhaps the least glamorous but arguably of utmost importance. Ensuring legal compliance with labor and tax law is a vital part of ensuring the organization’s continued existence. The federal government as well as the state and local government where the business operates impose mandates on companies regarding the working hours of employees, tax allowances, required break times and working hours, minimum wage amounts and policies on discrimination.

This task becomes very much more complex when different laws in different countries need to be taken into account as well. Being aware of these laws and policies and working to keep the organization completely legal at all times is an essential role of human resources.