Abstract Changing Perspective of HR in Globalized Economy Globalization changed us into a company that searches the world, not just

to sell or to source, but to find intellectual capital the worlds best talents & greatest ideas Jack Welch, then CEO of GE. Rapid advances in technology, communication & travel have made the world a smaller place. We are, today, the inhabitants of a virtual environment, living in virtual space. We cater to a virtual market, mobilize resources virtually & leverage our global vision for managing organizations. New & sophisticated technology has become a great equalizer in the global business economy, thus posing a fresh challenge to organization competitiveness & sustained business prosperity. HR thought leaders strongly feel that organizations are at the crossroads of change & the HR function needs a thorough re-orientation to meet the challenges of 21st century. In the knowledge society, building intellectual capital & shaping high performing work systems & teams in a cross-cultural & cross-functional canvass is likely to be the HR mandate. Companies that have paid scant attention to management of HR will necessarily have to look critically at their HR philosophy & redefine it to stay competitive & enhance organizational effectiveness. This paper identifies current major challenges in HR & the new revolutionary innovations & emerging technologies in HR operations. The business landscape is witnessing a sea change & concepts like restructuring, re-engineering, mergers & acquisitions have become the normal operational levers of todays business environment, this paper focuses on the ground- breaking research into the key business challenges, facing global organizations, & how these organizations can respond to these challenges by creating modern infrastructure by adopting & upgrading with the modern technologies & other HR management interventions.

At the turn of the century, human resource managers will have to face new challenges. World economy & markets are different from those of a decade ago. As paradigms have changed, the characteristics affecting human resources management must be also revised. Taking into account the new emerging trends, a precise role of HR managers in the future is outlined.

Every Morning a Deer in jungle of Africa wakes up and knows It has to run Faster than the FASTEST Leopard to survive Today Every Morning a Leopard in the same jungle of Africa wakes up and knows It has to run Faster than the SLOWEST Deer to survive Today IT DOES NOT MATTER WHETHER YOU ARE A DEER OR A LEOPARD TO RUN BOTH HAVE TO SURVIVE! Complex Issues Involved Global environment: Staffing with & managing leadership issues of foreign nationals. Identifying, developing & retaining expatriates. Creating cultural/diversity training programs. Planning global rotation programs. Establishing & maintaining unique compensation programs that accommodate reward issues across many regions. Addressing communication barriers stemming from different languages. Creating career management & development programs that assume a global company perspective. The above-mentioned HR functions are pretty much impossible unless the HR leaders are strategically focused & proactive in addressing their organizations global needs. Each of these global problems can be overcome by using new technology & applications, which can help them to work smarter, not harder, reduce stress & increase the contributions they make to the corporate bottom line. Smarter HR leaders will drive success at the edge. Smarter Management Smarter Decisions

o HR Costing
oPost separation HR oALTERNATIVE TO DOWNSIZING

oEmployee engagement oGlobal sourcing oEmployee branding

Enterprise Agility HR Outsourcing Capital Efficiency Stores without Wires

Smarter Operations Focus areas There are three focus areas in this paper: A). Current Challenges in HR Sector & Strategies to put in place B). Current Technological Environment & Disruptive Technologies in HR Sector C). New Revolutionary Technological Innovations in HR Sector A). Current Challenges in HR Sector & Strategies to put in place

1] Globalization Globalization refers to the tendency of firms to extend their sales, ownership, & manufacturing to new markets abroad. Examples are all around us. Toyota produces the Camry in Kentucky, while dell produces & sells PCS in china. Free trade areas-agreements that reduce tariffs & barriers among trading partners-further encourage international trade. NAFTA, EU, ILO, WTO, GATT, OECD, UN, ASEAN are examples. From helping firms cut global HR communication costs, to formulating selection, training, & compensation policies for expatriate employees, managing globalization in world-class firms is a major hr challenge. 2] Exporting Jobs Competitive pressures & the search for greater efficiencies are prompting more employees to export jobs abroad. For example, Merrill lynch got its security analysis work done in India; IBM shifted several hundred systems analysis jobs abroad; & one hospital in Boston even began a program in which radiologists abroad read digitized x-rays for the hospitals patients. Technology facilitates this shift, as companies like dell find it easier to set up call centers abroad. 3] Workforce Demographics Workforce is becoming more diverse as women, minority-group, olderworkers, hispanics enter the workforce. The proportion of

technical/professional employees in the work force is increasing as work becomes more technical. At the same time, workers in non-technical occupations are increasingly subject to downsizing as a result of technological advances. Changes in employee population from baby boomers to Gen X employees & growth in the number of Gen Y kids who increasingly use advanced technology is a major issue. 4] The Workplace Ethos Is Changing Increasingly, there is a bilateral lack of loyalty. Technical/professional employees are following the money, aided by a tightening labor market. Employers are following the bottom line with downsizing not uncommon. A more transient labor force will result, leading to a decrease in the number of workers who spend an entire career with one organization. Concomitantly, long-term, experienced non-technical employees will become less valued because of their higher cost to the organization. Younger, less experienced non-technical workers are cheaper. The result will be diverse value systems and languages. *Faculty Member: Sinhgad Institute Of Business Administration & Research, Pune. E-mail ID - renuka.deshmukh@yahoo.co.in 5] Changing Organization Dynamics - Profound systemic changes have been seen in the way companies are structured. The concepts of leadership and managing people gave undergone a radical rethink. Cubicles, hierarchies and rigid organization structures of the past, have now given way to open work environment, flat structure with informality being a general rule and empowerment of individuals. Today work itself is centered around projects, which have virtual teams working on them. This work structure has led to a culture of flexi time, round the clock accessibility to the workplace. Also catching up fast is the trend of workstations at home, remote access, video-conferencing and reporting by exception. To stay one step ahead of the aspirations of their people, companies are continuously striving to provide an intellectually stimulating environment. Few examples being, in-house libraries, continuous up gradation of knowledge and skills, knowledge sharing, building relationships with academia thus enabling knowledge workers to pursue multiple careers within a single company. Coming times will see sabbaticals forming part of the organization culture, corporate universities dotting the new horizon, competing companies bunching together to setup knowledge networks. 6] Retention Management - Attracting, Managing, Nurturing talent and Retaining people has emerged to be the single most critical issue in lieu of the enormous opportunities spun off by the market. The new avatar of talent is the knowledge professional who is innovative,

business savvy, quick on the uptake, has an instinctive ability to network, and possessing unbridled ambition. They are propelled by an urge to experiment, scan new avenues that can spur their creativity. The knowledge professional will gravitate to an organization that is flexible, has strong values, a robust performance ethic and provides challenging work on latest technology. This has led to companies proactively taking measures on three fronts. First, companies create an organizational ambience where talent can bloom. Second, they put in place systems that help unleash their potential and third, they build a reward and recognition mechanism that provides value for people. 7] Managing The Use And Abuse Of Information Systems As the use of technology increases, computers become a workaday tool available to nearly every worker. Access to databases, the Internet, and a variety of programs will increasingly become both a security issue and an efficiency issue. The widespread availability of personal computers puts an incredible amount of information at the fingertips of employees with the potential for vastly increased effectiveness and efficiency. It also opens the door to the possibility of inappropriate access to information and programs and computer sabotage by disgruntled workers. 8] Labor Management Relations May Need To Be Strengthened Individual legal protections increasingly will be challenged by organizational trends that Emphasize teamwork and team compensation. The collective bargaining process and employee organizations could potentially become out of touch with the workers, and organized labor may struggle for identity. 9] Rising Healthcare Costs The area of safety& accident prevention is of concern to managers at least partly because of the staggering number of deaths & accidents occurring at work. Chance occurrences, unsafe conditions, & unsafe acts on the part of employees are the basic causes of accidents. In addition, three other work related factors i.e. the job itself, the work schedule, & the psychological climate also contribute to accidents. Alcoholism, drug addiction, stress, burnout, Asbestos, video display heath problems, AIDS, workplace smoking, violence against employees, typical workplace exposure hazards including chemicals & other hazardous materials, excessive noise & vibrations, temperature extremes, biohazards, ergonomic hazards, slippery floors are some of the growing health problems at work. With many employees traveling to & from international destinations, monitoring & controlling infectious diseases like Ebola & SARS has become an important safety issue. The 9/11 World Trade Center & Pentagon attacks caused most employers to reprioritize their security concerns. 10] Identity Theft Identity theft has, unfortunately, become a harsh reality for todays employers, especially their human resources professionals. The reason: Employment records contain just about everything an identity

thief could want to know about an individual. HR should be paying particular attention to protecting this information right now, for many reasons: The employer could be held liable for failing to take proper care of sensitive information. Employees who are nervous about the security of their personal data are neither happy nor productive. Reassure them that their information is protected. HR is working hard to instill confidence in the automation of HR informationtheres nothing like a serious breach of security to harm those efforts. 11] Expatriate Administration Convergence of trends (like expatriates reluctant to take long term assignments, potential assignees legitimately concerned about political instability & personal danger, employers concerned about costs of a foreign assignment etc) is forcing human resource professionals to re-examine their expatriate administration so that these assignments continue to be viewed as beneficial by both the corporation & employees. Therefore HR professionals are in need to create a new model for international assignments to avoid problems like Permanent establishment risks in the host location (with possible adverse corporate tax implications). Higher individual costs in the home or host location (if potential tax planning opportunities are ignored, including examination of possible treaty benefits). Immigration and work paper issues. Social Security issues. Tax equalization issues. Failure to include tax costs in project budgets. Failure to manage compensatory tax status.

Hr Policies And Strategies Checklist To Put In Place The focus for HR strategy over the last decade has been to find an ever-widening range of methods to cut costs and improve operational performance. We have entered an era of corporate perfectionism in which almost anything is possible. The prevailing aim of companies is not just to be more efficient and effective than their business rivals, but also to be so good that it will be dangerous for competitors to try to emulate their achievements.

Cost Saving

Reduction of operational costs: Redundancy - delayering - pay cuts and freezes increasing variable pay as percentage of total pay - recruitment freezes outsourcing - removing 'deputy' posts - gain sharing. Control of overheads: Relocation to lower-cost centers - use of teleworkers cutting benefits - rationalizing back-office functions - trimming expense budgets extending the working day. Limitation of future liabilities: Changing from defined benefit to defined contribution pension schemes - removing incremental pay scales - curtailing 'grade creep'. Pain sharing: Board pay cuts - HQ downsizing - single status facilities - limiting top management severance packages - outplacement counseling.

Operational Flexibility

Job flexibility: Job design - fixed-term contracts - multiskilled work teams, flexible working: - part-time, job sharing, time-off-in lieu (TOIL), flextime, home working or teleworking, career breaks, shift working, shift swapping, selfrostering, annualized hours, compressed hours, staggered hours-time working, unique working pattern. Pay and benefit flexibility: Profit sharing - employee share/stock ownership plan (ESOP) - share options gain sharing plans- self -service benefits-flexible benefit programs: the Cafeteria Approach. Operational flexibility: Time management - improving managerial leverage - the 24/7 workplace - use of freelance and temporary staff - suggestion schemes.

Human Capital

Encouragement of lifelong learning: Individual learning accounts - action learning - elearning - cpd - mentoring. Retention of know-how: Strategy for older workers - removing age barriers knowledge management - developing knowledge banks. Promotion of equal opportunities: Equality training - equal opportunities monitoring enhancing diversity through career management-related steps: eliminating institutional barriers, improve networking& mentoring, removing glass ceiling barriers, instituting flexible schedules. Promotion of health and fitness: In-house fitness centers - discounts on external facilities - stress counseling - company sports teams - regular medicals.

Performance Effectiveness

Use of performance management methods: Benchmarking - process reengineering - management by objective - employee appraisal - upward feedback (360 degree feedback) - decentralization - empowerment - delegation - quality circles - open

door policies - performance incentives - supply chain management - HR systems integration - data mining and warehousing. Improvement of recruitment process: Student sponsorship - on-line recruitment automated cv scanning - background checks - verification of cv data - University ratings - personality/literacy testing - assessment centers - head-hunting succession planning. Reduction of absenteeism: Attendance bonuses - wellness programmes surveillance of those on long-term absence - motivational programmes. Prevention of fraud and theft: Expense claim audits - cctv scanning - whistle blowing schemes - amnesties.

Further important elements in HR management are 'softer' policy concerns and personnel administration, together with legal compliance and the avoidance of litigation. Increased board visibility and accountability have become areas of concern following recent exposures of corporate irregularities such as the Enron affair. Corporate Culture

Family-friendly workplace: Work/life balance - childcare - eldercare - parental leave - emergency leave - term time working - job flexibility- sabbaticals- Inhouse health clubs, yoga and meditation centers to relieve stress, sports and cultural activities, employee get-togethers with invitations to come over with families, day care centers and many of the like are being provided by companies. Corporate governance: Annual social and environmental reports - remuneration committees - independent reviews - visibility and accountability of corporate boards. Localization: Support for local events - service contracts with SME's replacement of expatriates with local employees - environmental improvement schemes. Employee welfare: Hospital visits - disability counseling - company social functions - attendance at funerals - long service awards - flowers on birth of employee's children - car-sharing initiatives - season ticket loans.

Legal And Ethical Compliance

Employment: Statutory obligations - custom and practice - codes of conduct disability quotas - collective agreements - works councils - European work councils. Privacy and security: Codes of practice - data security standards (ISMS) international transfers of personal data - email monitoring - subject access procedures- HR Data Security Laws: Fair and Accurate Credit Transactions Act (FACTA), Sarbanes-Oxley, Graham Leach Bliley Act, Health Insurance Portability and Accountability Act (HIPAA). Personnel accounting: tax compliance - payroll procedures - IAS 19

Community: corporate social responsibility (CSR) - work experience - student exchanges - sponsorship.

Dealing With Rising Healthcare Costs Implementation of occupational safety & health act, 1970. The purpose of OSHA is to ensure every working person a safe & healthful workplace. Joint committees Reducing the unsafe conditions & unsafe acts through an emphasis on safety, selection & placement, training, & positive reinforcement. Disciplining, discharge, in-house counseling, & referrals to an outside agency are some of the techniques to deal with problems like alcoholism, drug addiction, stress, burnout, Asbestos, video display heath problems, AIDS, workplace smoking Improved security arrangements, better employee screening, & violence-reduction training can reduce workplace violence. Diseases like Ebola, SARS can be controlled through -closely monitoring CDC travel alerts, providing daily medical screenings, telling employees to stay at home if they have a fever or respiratory system symptoms. After 9/11 physical security quickly joined the top 10 list. Ideally, a comprehensive corporate security program should include: a company philosophy & policy, investigations of job applicants, security awareness training, & crisis management. Evacuation plans are important. Dealing With Expatriate Administration-To prevent expatriate assignments from failing the following strategies can be applied. While selecting the managers for expatriate assignments, they should be screened on the basis of traits like adaptability & flexibility, cultural toughness, selforientation, job knowledge & motivation, relational skills, extra cultural openness, & family situations that predict success in adapting to dramatically new environments. Formulating expatriate pay by equalizing purchasing power across countries, a technique known as the balance sheet approach. Repatriation problems can be overcome by using repatriation agreements, assigning a sponsor, offering career counseling, keeping the expatriate plugged in to home-office business, & offering reorientation programs to the expatriate & his or her family.

B). Current Technological Environment & Disruptive Technologies in HR Sector

Leveraging HR technology for business success

Cost Center To Value Center HR should draw lessons from marketing department on how to position and productivize its services amongst its valuable customerstop management (including the skeptical CEO who pays lip service to HR), internal customers (employees and the HR team members) and the external customers (candidates and clients). Its all about branding and marketing strategy. If you come up with an attractive selling proposition like we have listened to you, we understand your requirement, we will give it to you using the best technology available in the market, you will transform the image of your HR Department from backward thinking record keepers to inspirational, creative, strategic and forward thinking HR department capable of creating value and helping the organization achieve its business goals. The entire HR Team should be sold on adopting a mind-set for marketing its services effectively.

Technology Savvy HR 1. APPLICATION SERVICE PROVIDERS (ASPs)

As the web is becoming more reliable, organizations are increasingly turning to ASPs to host software and manage it from remote computers. Through this technology outsourcing many companies can avoid up front capital costs associated with buying systems when managed well there is no performance loss. These ASPs are aware of the security concerns of their clients and have taken effective steps to allay such fears. Most major HR software products including SAP, Peoplesoft. Lawson Software, Infinium and interlynx are available through ASPs. 2. Human Resource Information Systems (HRIS) This provides the information required to manage HR processes. These may be core employee database & payroll systems but can be extended to include such systems as recruitment, e learning, performance management & reward. The system may be webbased, enabling access to be remote or online & at any time.

3. m

Web Portals

www.stonebond.com www.cisco.co

Web portals offer tremendous advantage in learning and knowledge management support, business process support and employee self-service opportunities. The web has revolutionized the way HR services are offered to employees. Internet and Intranet enabled HR services has facilitated data capture and retrieval and freed HR executives from shackles of personnel administration triivia allowing them to concentrate more an HR strategy and employee well being. Through web enabled HR services an organization can move rapidly towards a paper less office where Personal Files, Leave Forms, Appraisal Forms will become a thing of the past. 4. The Mobile Web

As Personal Data Assistants (PDAs) and digital phones become a fixture in corporate world the next step in the evolution of devices is wireless access to news, personal information and corporate data. In USA progressive organizations are already offering HR services through hand held Palmtops. For example. Before walking in for a doctors appointment an employee can browse through his companys HR web site for a list of service providers (medical practitioners) and also refresh his memory regarding his medical coverageall on his handheld Personal Data Assistant! 3G which stands for third generation wireless communication technology will raise speed of communication from 9.5K to 2M bit/sec. HR professionals can leverage this death of distance phenomenon sweeping the world by offering HR services on a virtual mode. 5. Blue tooth Technology

Blue tooth named after a 10th century king who united Denmark and Norway is poised for widespread roll out later this year. Imagine carrying your mobile phone into office and while it is sitting in your pocket, having it automatically exchange data with your PDA and desktop PC or setting your mobile phone down next to your PDA and checking emails without cords or wires. That is the goal of Blue tooth- a wireless synchronization technology invented by cellular phone manufacturer Ericsson. Blue tooth works automatically within a certain radius, is relatively inexpensive and provides users with a simple way to manage all their devices.

6.

Desktop Video Streaming www.masternewmedia.org

With the introduction video streaming technology, the HR Manager has a powerful communication tool in his possession. He can stop shuffling videotapes and trying to gather employees in front of the TV for CEOs monthly address. He can beam it to the PCs making it easier for employees to view video without leaving their desk. It is a useful tool for employee communication and training. In combination with web casting tools, it is also possible to include an array of interactive capabilities, including chat, polling, graphics, and Q & As. 7. Internet Network Monitoring

The media is flooded with articles on Internet security and Internet misuse. Many organizations are installing sophisticated software to track down web sites an employee is accessing. The HR Manager has to formulate an E-Policy and give it widespread publicity. There are issues related to discipline, corporate ethics that might come up due to increased use of internet and networking technology. The HR Manager has a crucial role to play in formulating and implementing Internet policy. 8. B2E Portal

A B2E portal provides a single intranet screen that enables the organization to gather & present information & gives people ready access to it.

9. HR/Corporate Intranet An intranet is an electronic network that enables information to be communicated across organizations. It posts static data such as information on HR policies & communications about employee facilities such as learning opportunities & flexible benefits. It can include links that enable managers & other employees to interface directly with HR applications & make changes or enquiries. 10. Self-Service - These tools provide an incredible ROI, just by using them for benefit enrollment alone. Employee self-service optionsInteractive Voice Response [IVRS]

www.americancustomercare.com PROS: Relatively inexpensive; some third-party providers will offer the service at no charge ;Virtually all employees have access to a telephone, whether they're at work, home or on the road ;Reliable and easy to use; available anytime, including nights and weekends Applications: Benefits enrollment ;Stock purchase or 401(k) account balances or available benefit balances (vacation days and sick days) on demand ;Ordering preprinted materials.

Kiosk

studenttravel.about.com www.scream.co.uk

PROS: Displays text and graphics, and provides sophisticated financial modeling ;Touch-screen navigation is simple and requires no training ;Convenient for employees working at manufacturing

plants and other facilities where PCs aren't available ;Connects to an intranet and uses a Web browser interface. APPLICATIONS: Updated personal information, including name, address and education; Benefits balances, Retirement modeling, Internal job postings, W2 modeling, FAQs.

Intranet PROS: Data access from employee desktops or remote locations, Requires little or no training. Uses a highly intuitive Web browser. Inexpensive. Browser cost ranges from free to $30 per desktop, Links via the Internet to third-party providers, Flexible, scalable and customizable. APPLICATIONS: Summary plan descriptions, Benefits balances, Retirement modeling, Internal job postings, W2 modeling, FAQs, Employee handbooks and directories, Daily or weekly notifications and news. 11. Online Performance Reviews - Besides eliminating paper, these tools help ensure timely employee performance reviews (a favorite union grievance) and provide a documented record of performance data, electronically, which is easily accessible by managers, HR, and senior management. This should be an important part of your risk management efforts. 12. Applicant Tracking Applicant tracking systems, allow job candidates to enter/update their resume information, check the status of their submission, and feel they are getting more attention from your company -- all helping company perception. Succession Planning - Does your current workforce have the skills to meet future demands? Which employees can cover for key positions? Who is being groomed for management positions? With the retirement of the Baby Boomers in the not too distant future, we expect a huge labor shortfall, both in the number of people available to fill open positions and in the skills they possess. Companies should be looking at expanding skill development and training programs, as well as methods to motivate, reward and retain employees. You need to set strategies and plans for how your company will do business when the bodies

aren't there to fill all the jobs. Succession planning tools can help lay the plans for tomorrow. c). New Revolutionary Technological Innovations in HR Sector RFID

Source: www.rfidradiotag.info It is an advanced wireless technology, where barcode labels cannot survive. applications- time & attendance, sport time recording, waste management, electronic monitoring of offenders at home,transortation & logistics, smart shelves, tracking paper currency, surveillance, healhcare,pharmaceuticals,food industry,military,animal(pets) identification, security access,anti-theft retail systems, asset & inventory tracking, automatic toll collection, livestock & wildlife(endangered species) tracking, house arrest monitoring system, manufacturing & processing. Smart card technology A smart card is more sophisticated ,instead of a magnetic strip , as it has an integrated circuit(IC) which can store much more information, is more secure & has additional memory. A valuable corporate use of smart card is employee identification & expense control. memory card, chip card,contactless card & hybrid cards are main types of smart cards. Digital signatures Digital signatures are used during electronic transactions to prove authenticity of sender. Digital signatures serve the same purpose as in case of written signatures viz for approval, as evidence & in logistics. They help in paperless transaction.

Biometrics Biometrics safeguards information integrity & thwarts identity theft. Physical biometrics include-fingerprint, facial recognition, hand geometry, iris scan, retinal scan, DNA, Thermal imaging, ear shape, body odour, dental images, tongue prints, footprints etc. behavioral recognition include-speech recognition, dynamic signature recognition, keystroke dynamics, gait recognition. GIS - GIS technology provides the functions & tools needed to store, analyze & display information about places. it improves business efficiency & help businesses to place ATMS, hotels & restaurants at more convenient locations. GPS GPS technology is used in navigation, mapping, surveying etc where precise positioning is necessary. In the business world, GPS technology can be used in supply chain management. in todays globalized world it helps company to focus on the global customer & solve logistics problems. E-commerce This involves activities like setting up an electronic interface between service provider & target (customer) e.g. amazon.com has a web site which acts as the interface between the organization & its customers, has a network of many warehouses, which are interlinked, so that they can process the incoming requests & courier the goods to the customers. Apart from online business it also includes electronic funds transfer, smart cards, digital cash & uses electronic mail, EDI, file transfer, video conferencing, workflow, interaction with a remote computer.

CONCLUSION: The HR intelligentsia has been talking about changing HR role from traditional record keeping, personnel administrivia, system policing to that of a strategic business partner. Although it is becoming increasingly clear that business innovation can be helped by forward thinking human resources function there is a reluctance on the part of top management in many progressive organizations to allow HR assume strategic partnership role. At most companies, HR people are swamped with the administrative side of their jobs (see HR Pyramid below), so they rarely have time to investigate tools that could augment their current programs and potentially make an enormous positive impact on the company's bottom line.

This has remained consistent over the years, but it is now approaching a crisis point as companies continually re-organize, downsize, and get swamped with resumes of job seekers. This crisis situation is having a big impact on company profits -- directly, through lost productivity, longer waits to fill positions, and higher recruiting costs; and indirectly, through lower company market value, reduced employee satisfaction, and poorer company image. If you are not taking steps to improve HR efficiencies, attract and retain top talent, and put strategic HR plans in place now, then trouble looms on the horizon for your company. What can HR do to change this perception? The answer lies in HR transformation and HR technology. Abbreviations: NAFTA -The North American Free Trade Area; EU - European Union; ILO International Labour Organization ; WTO - World Trade Organization; GATT General Agreement on Tariffs and Trade; OECD - Organization for Economic Cooperation & Development; UN - United Nations ;ASEAN - Association of Southeast Asian Nations ; RFID - Radio Frequency Identification; EDI Electronic Data Interchange; GIS- Geographical Information System; GPS Global Positioning System E-commerce- Electronic Commerce References: Gary Dessler,Human Resource Management,Tenth Edition, PHI. Emerging Trends In Information Technology- Phi. humanresourcemanagementsearch.com wwwmercer.com humanresourcesabout.com http:/www.hrcraft.com/