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This research includes 5 parts and each of them adds to the report fulfillment. Introductory part provides brief observation of the theme, company and explains the purpose and contents of every chapter. The following is Background chapter, dealing with the peculiarities of the raised problem. The third part Methodology is devoted to the methods of data collection and providing reasons for that choice. Also it would inform about proposed participants and suggest a devoted to the specific tool, which is the core in reaching the aims set and explaining what data this item would collect. The fourth part Literature Review would deal with the literature choice, which was chosen to contribute the investigatory process. The following part would deal with Analysis and Findings of the research and final chapter would be Conclusion and Recommendations dealing with recommended strategy.
Recruitment and selection campaigns and their efficiency are among the most discussed HR Management issues discussed in the contemporary educational world. It should be noted that both of these tools add a lot to those who want to raise their organizational, managerial and task performance level in contemporary campuses. It should be noted that for different educational organizations, especially those who participate on the international level it has already become typical practice to recruit foreign specialists this benefits to the education process, observe cultural diversity in the high competency facilities, where the local participants are eager to provide equal service as the foreign participants do. This report examines recruitment and selection campaigns and their relation to the diversity in contemporary campuses. It compares them to the recent trends and evaluate its effectiveness.
Why it is important to follow the current trends in HR recruitment and devote huge attention to the diversity. Some researchers deal stiffening of the contemporary needs of the Human Resource management with the demographic problems: "the youth population is decreasing; by 2010, the retiring population will outnumber youth, creating conditions for major labor shortages. Private sector firms already talk about a 'war for talent.' Every day, newspapers predict a shortage of candidates for professional and skilled employment" (Snyder, 2007). Dealing with the educational sector, it would be important to note that the modern campuses could hardly avoid this problem. It goes without saying that demographic problem is also very significant for the contemporary for recruitment campaign as for the inner structure of the team as well as for recruiting staff. So called "fresh blood" due to the demographic crisis would not provide the needed number of the new employees for the retired ones. It goes without saying that such a thing could not be left without attention from the side of the Human Resource Managers. As they got to deal with those people who are under retirement age and it creates certain problems within the providing necessary work order, especially in the big corporations. It is a well known fact that people under the retirement age need more comfortable facilities and fall ill very often due to the age problems. The contemporary Human Resource managerial trends suppose that the newer strategies would help to solve problems. Creating more suitable atmosphere, providing more comfortable facilities and individually oriented strategies are the ones to support the development of the efficient performing. The Human Resource department got to deal with the number of problems acute for contemporary demographic realities. The struggle for the young employee would start and it goes without saying that the ones who provide more suitable facilities (including wage, workplace facilities, training programs etc.) the one would win the young employee. The same time despite the demographic problem Human Resource should take into account qualification of the young specialists, understanding the needs of the company. It is a well known fact that people in the retirement age are well organized and well skilled and the new comers got to be taught all the necessary things and working in the staff. The same time the newcomers are perfectly accommodating to the newest technologies and the new sphere of performance and are able to provide efficient performing in very quick terms. It goes without saying that Human Resource managers have to decide what they got to do and what kind of workers they would recruit.
It goes without saying that data collection is one of the most significant processes in writing the report. That is why before the data collection there was decided to write out an outline with deadline section which would help to perform effectively and do not waste time on useless processes. It is essential that such a theme as the recruitment processes and diversity in the campuses and its critical examination needs various means of data collection that would help to illustrate the statistical data from different point of view. Among the suggested ones there are could be observed:
Using available information. Academic literature peer review would help to make a historical observation of the set problem. How it was related to by the governmental forces and what were the results.
Observing. Observation of statistical data provided by the governmental and academic sources. It would provide evident statistics which either prove or confute the locals data and would help to provide comparative analysis in different areas
It goes without saying that after data collection it would take some time to organize it. It is essential that qualitative and quantitative methods would be the main in the evaluation process and observation the critical evaluation recruitment and campus diversity in the contemporary realities in the US. Every of this methods used for the data collection are very important for this research, as it would make certain contribution in the whole research process, characterizing local achievements and drawbacks on the background of the global ones and providing comparison between the two states would characterize perspective all over the country. It would be essential to take into account the fact that there would be several important sources, which requires critical examination
Peer review of different sources became the core methods (using available information) and contributed a lot to the research fulfillment. From the very beginning it would be essential to note that the core role in the research fulfillment played different press releases and statements made by the different higher educational establishment and some of the other industries dealing with the same problems. They provided a perfect perspective on current recruitment and selection programs used by the core competitors in the banks industry, revealing their policies and the methods they use. This information helped to visualize the current ideas and trends widely used in the education industry, in the US, their vision on the recruitment and selections processes, their attitude towards the employees and potential employees and the importance of the Human Resource planning in this company. Critical evaluation of the recruitment campaign implemented by the company helped a lot in understanding the correlation of the set policies and their development to the most recent trends and legislation as regional as well as international. That is very important, as assisted in evaluation of the reliability of the organization and its treatment towards the staff.
It should be noted, that different scholarly and non-scholarly sources assisted a lot inner evaluation and characterization of recruitment and selection practice used by the HR departments of US campuses and their intention for diversifying. Effective Talent Management Scheme by Impact International, helped to evaluate the refuse of the organization from the external recruitment efforts, providing direct reasoning and evaluation of the benefits and drawback of this solution. Human Resource Management Practices in the Banking Sector by Rachel Hansen-Thompson addresses a number of important issues dealing with human resource within the banking sector. Critical evaluation of the recruitment tactics and strategies alongside with selection of methodologies adds a lot in understanding of the peculiarities of recruitment and selection campaigns and their implementation within the bank sector and their difference from the others.
It would be essential to notice that the vast majority of the sources benefit for the two separate sections. First section adds a lot to understanding the process of recruitment and evaluates the recruitment efforts used by the company; the second section deals with the selection process and its importance in HRM planning. Recruiting Excellence: An Insider's Guide to Sourcing Top Talent by Jeff Grout, Sarah Perrin reveals "how the dynamics of the modern work place have changed, and how this has impacted on recruiting strategies" (Grout & Perrin, 2002). It splits in three sections and each of them explains the most recent changes occurred in the current recruitment planning due to the changes of global environment, addressing practical side of the recruitment process and examining certain selective practices. Competency-Based Recruitment and Selection by Robert Wood and Tim Payne adds a lot to the both sections concentrating on "the various methods of recruiting and selecting staff, including how competencies, increasingly the building blocks of the recruitment and selection process, fit in" (Wood & Payne, 1998). This book devotes huge attention as to the theoretical materials, as well as to the practical challenges the human resource specialists meet "in the field".
Vault Guide to the Case Interview by Chung Eric and Effective Interviewing: A Handbook of Skills and Techniques by Robert Edenborough, contributes a lot to the understanding the importance of the interview processes and explains the core methodologies used to prepare an efficient interview process. Both books reveal in detail the importance of the interview process. Each of them provides detailed examination of the tools and techniques, which are currently in practice and makes a focus on the future of interview process: "Drawing on his extensive experience, the author presents the reader with valuable understanding and advice, such as how to: select the best interviewing methods; develop and apply appropriate techniques for a particular use; link interviewing with other professional methods such as psychometrics, questionnaire surveys or assessment centers; appreciate the effectiveness and application of interviewing skills and techniques" (Edenborough, 2002) . Contributing a lot to the understanding the role of interview within the selection (as a part of the hiring process) these books assisted significantly to understanding the tactics the HR specialists of the Barclays bank use for the hiring the best workers for the organization and decrease the staff turnover.
Integration of IT in our everyday campus life adds a lot to the diversity, as it has already become an essential part of the present day world. It is impossible to imagine contemporary world without computers and internet. Cyber era involves all spheres human life into IT integration. Education is a part of it. Integrating IT technologies in the educational system has become one of the most acute questions in well developed countries. Collaborating with the previous schemes scientists try to develop the perfect system for present day facilities. It is essential that some experimental programs are successful and some are not. The following 14 articles examine the experimental practices of IT integration within the educational system.
"Future Apprehending the Emerging Technologies, from Science Fiction to Campus Reality" by Brian Alexander explores "methods for apprehending the future as it applies to the world of higher education and information technology" (Brian Alexander, 2009) introducing not only hypothetical approaches, But also those which are realized, applied and documented. From the very beginning the author insists on the fact that there is no existing perfect method and approach that could overshadow the others. Still the author's aim is to explore "each for its specific affordances, structures, and practical usage Together, they represent an aggregate, sector-wide movement that tries to help academics understand the future as it hits the present"
Exploring methods understanding the future influence on higher education and information technologies world the author represents present day educative ideas. He detailed review of each providing the field where it could be used making final inference upon each of them.
In the end the author sets a number of questions to prove the final results of the research "If methods used to apprehend the future run into such debilitating problems as complexity, unknown unknowns, and black swans, why should we attempt the enterprise at all?" (Brian Alexander, 2009) Answering this and many other questions the author makes a stress on the effectiveness of each particular method in the certain conditions: "One answer argues that these methods do, sometimes, get things right. Scenarios for example, can show how a group reacts to a crisis. Prediction markets hit the truth often enough to spur a small industry of such markets. The Delphi method draws on the real knowledge of domain experts, who can extrapolate within their field based on deep knowledge of actors and trends. Conversely, environmental scanning can alert us to developments occurring outside of our main professional focus. Crowdsourcing is a relative newcomer to future studies, but it offers a benefit along the same lines as environmental scanning, generating input from multiple perspectives" (Brian Alexander, 2009)
The contribution of this article could be signified in regulating the methodology for "apprehending the future as it applies to the world of higher education and information technology" (Brian Alexander, 2009). The author's work produces detailed investigation in one of the most interesting and acute questions in the modern world, providing a number of informative fields, perfectly structured
"Investigating Pedagogical Value of Wiki Technology" by Sunil Hazari and Alexa North provides a research on the quite a popular theme pedagogical value of so called Wiki Teachnology: "This exploratory study investigates the potential of Wiki technology as a tool for teaching and learning. Wikis are a component of Web 2.0 technology tools that provide collaborative features and active learning opportunities in a web-based environment. This research study sought to empirically determine the pedagogical value of using Wiki technology in university courses" (Hazari, North, 2009).
Investigating the influence and pedagogical significance of wiki technology the authors give suggest the form of argumentative discussion examining all the patterns in order to provide the full picture on the subject of wiki technology.
The result is that he authors found out that the correct usage of wiki technologies provide a number of significant benefits for studying: "Wikis can promote collaboration in group assignments, encourage negotiation, and make students comfortable with new generation of technology tools. To incorporate Wiki technology, educators should use participatory approaches in which users become active contributors and producers of content. Students can build collectively on each other's knowledge by forming 'participatory communities'" (Hazari, North).
This investigation produced a significant contribution in the field of influence of IT on the educative systems and importance of diversity in contemporary campuses, which should undoubtedly be included into the research processes. "The wiki way of learning" by Alison Ruth and Luke Houghton provide in their argumentative article research on the question whether wiki as a learning environment creates different was of thinking: "The argument that the use of wikis in a learning environment involves a different way of thinking, learning and knowing than perhaps many practitioners are familiar with. In particular, wikis foster collaborative, egalitarian learning that is designed to foster group interaction instead of just individual performance. Moreover, wiki based learning involves community ideals and challenging modes of interaction for both learners and instructors" (Ruth, Houghton, 2009)
The research actually followed different method approach in order to achieve what students were doing but also what they thought about their actions: "Thus there were two main sources of data collection - the wiki content and student reflections" (Ruth, Houghton, 2009).
Providing the results of the research the authors already foresee perspectives for further investigative process. But the same time they define the result of their investigation coming to conclusion that wiki produces serious influence on the way of thinking: "Wikis foster a deeper style of learning that is more collaborative, reflecting and cooperative than traditional 'competitive' assessment. They are by nature anti-authoritarian, socially constructed, role shifting spaces that are used to create 'shared knowledge'. In particular, they can be used to build pathways to competency, which represents the greatest challenge to academics wishing to apply the technology" (Ruth, Houghton, 2009).
The significance of this research is doubtless as investigation of wiki on the manner of thinking is very important for the whole process of influence wiki and IT on teaching and learning This research article shows the importance of incorporating present day methods as they have significant impact on the contemporary educative systems with the diversity choice
It should be noted that the vast majority of the literary sources assisted in understanding not only the recruitment and selection tools used by universities and their evaluation, but also let understand the importance of individual oriented strategy of the company, the importance of individual approach and treatment not only for the customers but for the employers too. The evaluation of the current trends in the recruitment and selection as within the bank sector, as within the other industrial sectors, which use HR as a common practice, help to understand the importance of planning and development of individual approach for every employee. It should be noted that such an evolution is not occasional the development of the industries and the society created the new trends on HR management planning in particular, in recruitment and selection and they are strongly connected with social needs. The society as well as educational industry has become more demanding to HR specialists. It would be essential to make a stress on the fact that it caused a number of serious changes and more will follow. The academic literary sources, used for this research reveal the evolution of human resources techniques in recruitment and selection and help a lot in evaluation the currently used by higher educational establishments, which actually assists formation and creation of the most recent trends in HR management and recruitment and selection in particular.
Examining the present day literature dealing with emotional intelligence it would be essential to note that developmental factors provided a significant impact on its formation during the last century. It goes without saying that contemporary vision of the leading managerial positions has significantly changed and now individually oriented strategies and empowerment are more popular and it does not correlate to classical vision of management. It goes without saying that in such strategic understanding Human Resource managers' role grow much more and they take more significant place providing this emotional intelligence into life, demonstrating the core significance of individual opinion in the company and friendly, trusting atmosphere
Analysis and Findings
We see that demographical problems are significant social events, which does not leave any sphere indifferent and the Human Resource in particular. It goes without saying that Human Resource management is closely connected to such significant social events as demographic problems as they deal to the recruiters and workers of different age. It is essential that contemporary Human Resource strategies are already developed including such Human Resource trend as the demographic problems. It goes without saying that creation of more comfortable working facilities and developing of individually oriented strategies (including emotionally intelligent leadership and empowerment strategies) are the evolution of Human Resource management due to the scrutinized demographic facilities and necessity to attract newcomers, eager to work efficiently and eager to raise their professional level. Understanding the tendency to the ageing of the nations Human Resource specialists develop suitable strategies including demographic trend for further development and it is very helpful for those who seek for providing efficient human resource strategies for the corporations they operate. Taking in the account the most recent researches demographic problem is one of the most significant for formation of current Human Resource trends and further development directly depend on the demographic situation in the majority of the countries (it is closely connected to the well developed countries, where ageing of the nations occurs). Personally I agree to the authors speaking about the significance of demographic trend and its inclusion to the further development of the Human Resource strategies.
Another contemporary trend in Human Resource is also closely connected to the demographic problems - individual approach to every employee: "Many Human Resource departments are much more concerned about 'the whole' employee. Instead of just being hiring and firing departments, they're extending their mandate to providing all kinds of services to employees, such as training, counseling, and coaching. I view this one as really positive, because it gives Human Resource staff more interaction with employees and much more of a chance to see them as people, rather than just 'resources' or 'bodies" (Ward, 2002). The contemporary Human Resource recruitment process has become strongly individually oriented, to attract highly qualified workers and promote their personal and professional skills. It goes without saying that these individually oriented strategies add more work to the Human Resource departments of the univercities. The development of different courses and training programs for different levels of staff suppose that Human Resource specialist should be well aware about the information technologies and the peculiarities of the every department of the corporations. It goes without saying that Human Resource specialists should be well aware about personal and professional developmental needs of the workers. It is essential that provision of efficient professional growth of the staff Human Resource specialists should create different questionnaires and demonstrate their interests in the problems of the workers. It corresponds to contemporary vision of managerial strategies (so called emotional intelligence managerial strategies). It goes without saying that creation of friendly atmosphere, understanding the needs of the employers and providing comfortable work facilities would help to raise efficiency of the corporation. Contemporary leading companies demonstrate the understanding of the new trends in Human Resource and the whole managerial practice. The theorists' investigation on emotional intelligence provide the following ideas: "Emotional intelligence refers to an ability to recognize the meanings of emotion and their relationships, and to reason and problem-solve on the basis of them. Emotional intelligence is involved in the capacity to perceive emotions, assimilate emotion-related feelings, understand the information of those emotions, and manage them" (Mayer, Salovey; 1999). Still there could be outlined several factors explaining why contemporary leadership needs emotional intelligence:
today's workforce does not accept the autocratic style often adopted by leaders following historical models of leadership.
leadership has had to evolve to match a growing sense of democracy and independence in the workforce
employees now have far more options and choices than the foot soldiers of yesterday (Childs, 2004).
The following list would give some the new demands to contemporary manager (HUMAN RESOURCE specialists in particular):
consultation and involvement - but managers still get criticized for not having and communicating a compelling vision and purpose
autonomy and freedom - but managers are still expected to take full responsibility when things go wrong
opportunities for growth, challenge and glory - but managers must be on hand to coach and mentor us so that we develop our potential
inclusion and team spirit - but we still want our managers to give us individual recognition and acknowledgement (Childs, 2004).
We see that contemporary demands for the managers are very high, the same time the significance of the emotional intelligence is obvious.
Speaking about the emotional intelligence and its role as a trend in Human Resource recruitment diversifying there should be also noted that some contemporary leaders in campuses consider that there is no need to make a new leadership and managerial strategies it is necessary to provide a gender shift in all the core positions of the contemporary corporations and that would help to avoid situations that happened with Enron (scandalous case with corrupted leaders). How it related to the Human Resource? It goes without saying that providing a gender shift in leadership is closely related to emotional intelligence strategy and managerial practice and as Human Resource specialists are the part of managerial team responsible for such an important part of it as recruitment, it goes without saying that the needs of the corporation should correlate this so called gender shift. I want to make a stress that this is the newest trend in contemporary Human Resource management but the same time it should be noted that it is one of the most discussed by the world leaders. Relating to Bill Clinton and his speech of "New Gender of Leadership", I would like to make a stress on the fact that the new inventions such as emotional intelligence and gender discrimination strongly correlate to the corruption question. It goes without saying that women provided a number of unique and helpful investigations and have already proved that they successful leaders within a number of industries, but the same we could rarely notice women on the position of leaders in the universities as well. It means that contemporary gender shift so widely spoken is still not percept appropriately by the Human Resource specialists as well as the board of Directors. I think that the society and the Human Resource industry is not ready for such a shift and contemporary Human Resource data provides the supportive statistical evidence as women are still rarely recruited on the higher responsible positions as men are still considered to be more reliable. Emotional intelligence suppose to decrease white collar crime and Bill Clinton was meaning that gender shift would also help to provide anti-corruption strategies more effective: "A study by the University of Maryland concluded that increased women participation, particularly in decision-making positions and labor, leads to more honest government. Cross-country data pointed that women have less tendencies in bribery. In 1981, World Values Survey from 43 countries further revealed women as less tolerant of dishonesty and illegal conducts than men. Based on the correlation between the Country Risk Guide's Corruption Index and the Transparency International Corruption Perception Index, corruption falls as the ratio of parliamentary seats are held by women" (Swamy, 2004). We see that statistical data creates a new trend in Human Resource and women on the higher managerial places would be recruited more than men. It goes without saying that such a trend would make a significant shift in the whole strategy of Human Resource and their further promotion.
The scientists' opinion proves what have talked over before all the functions dealing with simplifying the work and importance of Human Resource role and the shift from just hiring would be made. Since the Human Resource specialists should not forget that their primary function is still and would stay critical evaluation of staff quality and search for highly qualified work performers and for successful realization of the strategies they would still need highly qualified employees. The severe demands of globalization and contemporary demographic crisis suppose that the future perspectives of the Human Resource management and leadership would be aimed on selection qualified specialists, attraction of the foreign specialists by the competitive work facilities, developmental plans aimed on professional education of the newcomers and raising of qualification of the existing staff. It goes without saying that Human Resource managers of the future need strategic manner of thinking, critically examining the facts and data provided by outsourcing and seeking for the most suitable variant. I think that Human Resource's of the future won't totally replace hiring functions on the Human Resource outsourcing, but the candidates for job application would pass through the more severe control: on the first stage the Human Resource specialists of outsourcing department and on the second stage the managers of the Human Resource department of the enterprise. It goes without saying that it would raise the quality of selected specialists and help to promote successful strategies. Hence in the present day world realities this practice and such type of selection is not widely spread, especially on the post-soviet area and countries of the third world.
It goes without saying that Human Resource , diversifying recruitment processes in education and global processes are closely connected. There are a number of big universities established cross-cultural connections and according to the recent investigative processes attract the specialists from different countries. The Human Resource specialists should deal with the people from different cultures and it essential that the trend of emotional intelligence is very supportive there. People from different cultures have different perception and Human Resource specialists dealing with them should respect their cultural traditions and understand peculiarities of their perception. The globalization trend provides a significant influence of the developmental progress of the Human Resource and it goes without saying that globalization is one of the most significant trends in the contemporary development of the Human Resource management. The global processes needs from the Human Resource managers different solutions and to enforce the working process. It is especially important in the contemporary severe competition already on the global levels. Numerous investigations are devoted to the success achievement in the global trend of Human Resource; here is an example of successful solutions in Human Resource: "HR Managers should do the following things to ensure success -
Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats.
Employ innovative reward plans that recognize employee contributions and grant enhancements.
Indulge in continuous quality improvement through TQM and Human Resource contributions like training, development, counseling, etc
Utilize people with distinctive capabilities to create unsurpassed competence in an area, e.g. Xerox in photocopiers, 3M in adhesives, Telco in trucks etc.
Decentralize operations and rely on self-managed teams to deliver goods in difficult times e.g. Motorola is famous for short product development cycles. It has quickly commercialized ideas from its research labs.
Lay off workers in a smooth way explaining facts to unions, workers and other affected groups " (Banerjee, 2009).
It goes without saying that these advice could be used not only for the global strategies and investigators on different levels provided the examination of globalization influence on Human Resource and came to the conclusion that a tendency to globalization would increase and all the companies as large as well as small should understand the developmental tendencies of the global processes and their impact in their companies and Human Resource strategies. It goes without saying that globalization as a contemporary trend provides one of the most significant impacts on the development of Human Resource management. Being a part of one whole system Human Resource managers should be attentive to the new innovative practice (for example observed emotional intelligence and gender shift in leadership), new ideas and solutions, which are suggested by the experience of Human Resource in the other countries (a good example would be development of Human Resource outsourcing and its spread all over the world) and already developed strategies that provide significant impact on the developmental practice.
Conclusions and Recommendations
As it was mentioned earlier globalization provided a significant impact on the developmental needs to the Human Resource management as well as development of a whole industry all over the world and contemporary Human Resource specialists even in small business got to include globalization trends in their developmental strategies: "When it comes to business, the world is indeed becoming a smaller place. More and more companies are operating across geographic and cultural boundaries. While most have adapted to the global reality in their operations, many are lagging behind in developing the human resource policies, structures, and services that support globalization. The human resource function faces many challenges during the globalization process, including creating a global mind-set within the Human Resource group, creating practices that will be consistently applied in different locations/offices while also maintaining the various local cultures and practices, and communicating a consistent corporate culture across the entire organization" (Rioux, Bernthal et. al, 2006). As it usually happened globalization dictates the universal norms to the contemporary Human Resource management all over the world (this question closely relates to the big international corporations, which have departments all over the world). Taking into account cultural differences and particular developmental needs of every region globalization trend anyway has developed universal codes that are promoted within the corporations. Yes, everyone of us is well aware that unique cultures significantly influence managerial systems as Human Resource management is a part of it, but the same time the universal codes, policies and trends are developed all the same for different areas including contemporary needs of globalization: "HR recruitment policies to diversify education should concentrate on the following:
a) Policies-Human Resource policies based on trust, openness, equity and consensus.
b) Motivation- Create conditions in which people are willing to work with zeal, initiative and enthusiasm; make people feel like winners.
c) Relations- Fair treatment of people and prompt redress of grievances would pave the way for healthy work-place relations.
d) Change agent- Prepare workers to accept technological changes by clarifying doubts.
e) Quality Consciousness- Commitment to quality in all aspects of personnel administration will ensure success.
Due to the new trends in Human Resource, in a nutshell the Human Resource manager should treat people as resources, reward them equitably, and integrate their aspirations with corporate goals through suitable Human Resource policies" (Banerjee, 2009). We see that globalization trend has a core significant influence on the development of Human Resource trends and as a matter of fact it is a decisive factor for all significant changes happening in Human Resource management in different countries. At the times of the Cold War, such universal development of different trends all over the world could hardly be imagined. But in the present day world Human Resource managers of the global communities focus on the same things equal for every country (generally equal as we understand that each region has its cultural and developmental peculiarities). Due the influence of globalization on the developmental factors contemporary managers all over the world are interested in the listed before things. The creation of different unions and associations help to struggle against a number of problems and seek for the new answers, as they will help to import the newest Human Resource strategies and trends (such as emotional intelligence and empowerment trends and strategies) all over the world. It helps people to overcome serious difficulties and raise the profitability of their organizations. The import of these trends with the help of the unions and associations would help to overcome cultural stereotypes and develop trustful and reliable relations between the neighboring states and even more - seek together for the solutions of a number of questions.