The Significance of Haji for a Muslim Essay - 1272 Words

The Significance of Haji for a Muslim Hajj is the fifth pillar of Islam. This is the pilgrimage to Mecca which Muslims must do at least once in their lifetime. This makes Muslims feel complete once they have completed the Hajj, but they are only allowed to do Hajj if they are physically and financially supported, they must also be able to provide for there families whilst on Hajj, they must also have the money to pay for Hajj without resorting to dishonest ways of raising the money. The pilgrimage is a journey with a spiritual meaning to a place special to them. If this is not possible this is when Niyya comes into it, which is when someone has the intention to go on Hajj but are not either†¦show more content†¦You have to be ready to go on your Hajj and you also have to apply for a Hajj visa which you can only get hold of one if you are a Muslim, this is so that tourists can not just go as a spectator because this is a religious occasion. Once the Muslims have planned to go to Hajj they have to carry on with th e other four pillars of Islam before there Hajj to show that they are committed to there religion. They then fly to Jiddah airport where they will arrive at the Hajj terminal where they will be greeted by a guide who will house them during Hajj and who will also look after them and show them around Mecca and take them all the way through there Hajj. Once they get to Mecca all the Muslims change into their Ihram which is two white cloths which are a sign of purity and equality which is also to show that they are ready and from that day until the end of there Hajj they are not allowed to cut their nails or shave. The following day the got to the Kaba where they walk around it seven times getting closer and closer each time and many Muslims try to touch it or try to kiss it as a sign of good luck whilst they are on their Hajj. They then walk between Safa and Marwa which are two small hills which are now enclosed under domes and joined by a walk way. They would then go on to the Zam Zam Well where they wouldShow MoreRelatedReligion Values, and Culture Identity Development Essay3014 Words   |  13 PagesPhinney , 1990 (as cited by Haji et al 2011).Cultural identity has been defined as a psychological relationship between cultural and racial minority group members with their own group â€Å" , Phinney , 1990 ( as cited by Haji et al 2011).According to Phinney , there are 3 essential components that are responsible for the psychological relationship and importance of cultural identity i.e. â€Å"cultural values and behaviors , sense of group membership and minority status experience (Haji et al 2011).Social identityRead MoreThe Catholic Church1587 Words   |  7 Pagesan 3:185). The Five Pillars: The Five Pillars of of islam teaches devotion to Allah and thus are the most important practices for Muslims. Muslims must put these practices into act in order to live a life as a good and responsible muslim according to islam. The first pillar is called Shahadah which is the act of reciting with sincerity and passion, the Muslim s proclamation of their faith. The second pillar is called Salat which is the act of performing ritual prayers properly- this ritualRead MoreEhmedi Xani s Mem U Zin1240 Words   |  5 Pagesthat circulated among these Kurdish schools including the 19th century Kurdish nationalist poet, Haji Qadri Koyi, who wrote poetry similar to that of Xani’s in the Sorani dialect, as well as the early writings of Said Nursi, a 20th century Kurdish rights activist who later abandoned his Kurdish roots and founded the very popular Nurcu Islamic movement in Turkey (Bruinessen, Mullas 48-9). For the Muslim Kurds living in the rising era of nationalism, Islam and Kurdishness were fused, inseparable ofRead MoreStudy Plan Pakistan Studies2636 Words   |  11 PagesI: Evolution of Muslim Society in the Sub-Continent 2007 – Critically evaluate the contribution made by missionaries in the growth of Muslim society in the Sub-continent of Indo-Pak. 2006 – Describe the most notable feature of Muslims in India in the light of their monotheistic religion and egalitarian social structure. 2005 – Summarize the political scene of the sub continent at the opening of the eighteenth century. 2004 – Analyze the factors responsible for degeneration of Muslim society in 18thRead MoreEid-Ul-Fitr7138 Words   |  29 PagesEid ul-Fitr (Arabic: Ø ¹Ã™Å Ã˜ ¯ Ø §Ã™â€žÃ™ Ã˜ ·Ã˜ ± ‘Ä ªdu l-Fiá ¹ ­r‎), often abbreviated to Eid, is a three-day Muslim holiday that marks the end of Ramadan, the Islamic holy month of fasting (sawm). Eid is an Arabic word meaning festivity, while Fiá ¹ ­r means conclusion of the fast; and so the holiday celebrates the conclusion of the thirty days of dawn-to-sunset fasting during the entire month of Ramadan. The first day of Eid, therefore, falls on the first day of the month Shawwal. Eid-ul-Fitr Salat (Namaz in Urdu/Persian)Read MoreAsean Culture4752 Words   |  20 Pagesis better  - At the second level, people are aware of other ways of doing things, but still consider their way as the best one. In this stage, cultural differences are perceived as source of problems and people tend to ignore them or reduce their significance. (Ethnocentric stage) My Way and Their Way  - At this level people are aware of their own way of doing things and others’ ways of doing things, and they chose the best way according to the situation. At this stage people realize that cultural differencesRead Moreinsecurity in kenya6360 Words   |  26 Pagesjustifiably want solutions to the issue of terrorism. It is important to note that the embarrassment felt by Kenyans is universal but especially deep for Muslims. The Islamic community in Kenya is generally conservative but seldom fundamentalist. As a spokesperson for the Islamic population in the Coastal Province, Alawy Abzein reiterates that Muslims cooperate with the Government of Kenya to help catch those responsible for terrorist attacks (Abzein, personal statement, 2010). Reliable information wasRead MoreComparative Analysis of Islamic Banking and Conventional Banking14425 Words   |  58 Pagesbecause of the growth rate of Islamic banks that is quite fast. In Malaysia, it can be said that most of the research that has been written about Islamic banking can be trailed by looking at the idea of interest-free banking with the set up of Tabung Haji(Pilgrim’s Management and Fund Board) in year 1969.Eventhough Tabung Haji’s functions does not operate as a banking institution, it offered interest-free savings account to pilgrims. There are roughly about 300 Islamic finance institutions across theRead MoreGlobalization and Its Impact on Malaysia13672 Words   |  55 Pagesdifferences continue to separate participants in the ongoing debate, most contemporary social theorists endorse the view that globalization refers to fundamental changes in the spatial and temporal contours of social existence, according to which the significance of space or territory undergoes shifts in the face of a no less dramatic acceleration in the temporal structure of crucial forms of human activity. Geographical distance is typically measured in time. As the time necessary to connect distinct geographicalRead MoreA Study on Role of Advertisement in Promotion of Tourism in India15524 Words   |  63 PagesTourism, medical Tourism and much more.   HARYANA Capital of Haryana is Chandigarh ,which is a union territory.Haryana Pilgrim Destinations offers the devotes with a wide range of sacred places which are of considerable religious and historical significance. The pilgrim places of Haryana are thronged by devotees all over the year, who visit the important religious places in order to seek divine blessings and eternal happiness. The state of Haryana has a long historical and cultural tradition which

Rapists in Arkansas Should Receive Harsher Punishments

Rapists in Arkansas Should Receive Harsher Punishment Many families of rapists or sexual offenders believe they are punished to harshly because they are never given the chance to attend services like counseling to better themselves before being punished as a major criminal. Many families of rape victims and other citizens believe a rapist goes nearly free compared to what the victim goes through, and believe it is unfair. Although it is true that offenders don’t get the chance to better themselves before being convicted as a hard felon, they should be convicted even harsher and differently than they already are in Arkansas because: they cause their victims to go through a lifetime full of pain, worry, and stress; they currently go to jail†¦show more content†¦But, some punishment is better than none. Many victims believe that the rapist should be executed, however, this is not very humane. Victims of sexual assault have to face reminders or problems from the experience daily. There is emotional pain that never goes away, the worry that it may happen again, stress that someone may judge them, blame them, or that it could happen to someone else or them again. According to Statistic Brain there is a thirty percent chance that rape victims will be raped again later in life and eighty to ninety-three percent of rape victims are raped by someone they knew and trusted. Many of the victims have to attend counseling and take pills such as: sleeping pills, depression pills, and anxiety pills to manage their stress, sadness, and anxiety and help them sleep at night. According to the PEW Center on the States, most criminals serve the minimal amount of jail time and pay a moderate fine in Arkansas. According to Stephen Howard, a convicted felon, â€Å"the rapist typically leaves prison with a six year max served time and is charged with a fine of up to fifteen thousand dollars. In prison, criminals get a free roof over their head, visitation, free food, free medical care, and meetings for church programs and other ‘improvement’ activities.† According to Statistic Brain, the average years served of an eight year sentence is only three and a half. This is hardly justified as punishment for someone who ruined

Avenge Sevenfold “City of Evil” free essay sample

Avenged Sevenfold (A7X) are a bit of a sticking point in the world of metal. Some true metalheads growl that they look all emo, balking at anyone whose hair doesnt hang down to their waists, but the truth is, despite their short bangs and tight T-shirts, this California five-piece couldnt be more metal if they had liquid iron running through their veins. â€Å"City of Evil† is A7Xs major label debut and features a different style from previous albums. The enigmatically named frontman M. Shadows is back with a brand-new throat after ruining it with his screaming vocals. Now Shadows has decided that singing is the best policy and he might just be right. â€Å"City of Evil† is an air-guitarists dream. It features harmony guitar lines that Iron Maiden would be jealous of, solos a certain Mr. E.Van Halen would be chuffed with and the heaviest riffs this side of James Hetfields wispy facial hair. We will write a custom essay sample on Avenge Sevenfold â€Å"City of Evil† or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Add to this the kind of pomp that not even Spinal Tap would dare try, and youve got a killer metal album that practically oozes testosterone. The first track, â€Å"Beast and the Harlot,† is like a punch in the face. These guys mean business. You have it all: heavy riffs, lyrics about demons, and drumming that could only be played by someone with eight legs. And behind it all: melody. Yes, actual melody, for once. Its also amazing to hear a man with biceps roughly the size of Luxembourg sing such high notes. Okay, so Shadows may be mostly singing through his nose, but who cares? It works. You can tell him you dont like it if you want, but I dont rate your chances in an arm-wrestling contest. In case you were wondering, the rest of the band also has suitably silly names including Synyster Gates, Johnny Christ and The Rev. Excellent. Every song has anthemic quality. This is the kind of music you can pump your fist to in a stadium or listen to while riding a Harley-Davidson into a post-apocalyptic landscape. Im unable to convey quite how manly these songs are. If they were personified, you wouldnt mess with them. â€Å"Trashed and Scattered† is a case in point, with non-relenting drum and bass hammering away at your brain for six full minutes. Speaking of which, those with a short attention span probably wont appreciate the album, as the shortest song is just shy of five minutes. Many have pointed the finger at A7X for wanting to be the new Guns N Roses. â€Å"Seize the Day† is the most obvious nod to Axl (its got pianos and everything). The true standout track, though, is â€Å"Strength of the World,† with an intro that could be used on a spaghetti Western/â€Å"Lord of the Rings† crossover movie quite convincingly, and then a verse so metallic, magnets fly toward it. And, oh, the chorus. Group chants have never sounded so macho. â€Å"City of Evil† is a true modern metal masterpiece. Its got everything a metal fan wants, and more. Not many bands get away with impromptu flamenco guitar solos played at indecent speeds, or sections of songs sung by 14-year-old choir members, but AX7 carry it out with aplomb. Its raucous rock that takes you and impales you to a wall with the heaviest and sharpest piece of steel it can find. Go and buy it!

Human Resource Management Global Strategies-Myassignmenthelp.Com

Question: Discuss About The Human Resource Management Global Strategies? Answer: Introduction This report explains the global human resource management strategies for Apple Company operating in Australia and Singapore. The main purpose of the report is to make the comparison regarding the impacts of different cultural and institutional factors that are derived from the adopting in Australia and Singapore human resource management strategies on the creation and development of Apple Company human resource strategies. The report also evaluates the positive and negative effects of different human resource management strategies on the host country workers and managers. The report also focuses on the issues or problems which arose in handling the organizations international worker relations and how these issues will be managed by the organization. The report also examines the different cultural and institutional settings of the Asia and Europe impacts on the Apple organization based on talent development and compensation strategies. Finally, the report set the best human resource m anagement strategies for the Apple organization that could be enacted by Company with the purpose to encourage their employees to be creative and innovative and enhance their customer base in order to continue its success in future also. Overview of Apple Company According to Al-Dmour et al. (2014), Apple is an American multinational development organization headquartered in Cupertino, California that frameworks, makes and offers customer gadgets, computer software, and online administrations. The company's equipment products join the iPhone cell phone, the iPad tablet PC, and the Mac PC. Apple's customer programming joins the macOS and Ios working structures, the iTunes media player, iLife and iWork innovativeness and proficiency suites. Apple organizational structure is one of the key parts adding to the company's successful advancement. An organization's organizational structure can set up open doors for business improvement and it can also compel imperatives on how the firm makes. In case of Apple's, the authoritative structure is essentially a standard level of leadership with some key segments from various kind of progressive structure. According to Alpkan et al. (2010), the achievement of the company is associated with improvement and the administration of Steve Jobs, yet its authoritative structure is not completely in charge of guaranteeing support for such activity. Apple's is the world's greatest data development association by wage and the world's second-biggest versatile maker after Samsung. In February 2015, Apple transformed into the main United State association to be esteemed at over US$700 billion. The association utilizes 116000 full time-based workers as of October 2016 and keeps up 498 retail stores in 22 nations at July 2017. It works the iTunes store which is the world's greatest music retailer. As of January 2016, more than one billion apple items are viable being utilized the world over. Organization's general yearly wage totaled $215 billion for the financial year 2016.The association acknowledges an abnormal state of brand dedication and has been over situated as the world's most vital brand. Be that as it may, it gets important criticism regarding the work practices of its contractual workers and its environmental and business works on including the birthplaces of source materials. According to Armstrong and Taylor (2014), the main focus of Apple is to establish buildup and expectation for new coming product and sustain and develop on the strongly branded name. For this purpose, Apple makes an effort by designing and creating the innovative products for their customers and to expand the brand name all around the world. Organization operating in Different countries In the first question stated in the report, Australia and Singapore countries are used to examine the impacts of the global human resource strategies of Apple organization. According to Bock et al. (2012), Apple is working quickly to launch its items in countries like Australia and Singapore. The reason for choosing these two countries for the Apple Company is because these two countries are the cheapest countries in terms of business. As Apple is well-known for its innovation and design and organization also makes an effort to train their employees in such a way in order to create innovative products for the consumers. The organization has the most successful retail operation in the worldwide on the casual measure of the dollars which is sold per square foot. Most of the company operations are focused in UAE and Europe. Since organizations largest developing is coming from Australia. The factor of the population and economic development has recommended that this trend is only likely to accelerate. The company has US$216 billion offshore as of the quarter fourth 2016 outcomes. Putting a greater amount of this money to use by extending retail in Australia which is a decent utilization of funds. Apple has continued to expand its retail impression in Australia. The development potential in Australia for Apple, in particular, is more prominent than numerous investigators have perceived. These two countries expand the Apple business in broad terms in order the business goals and objectives (Bratton and Gold, 2012). In Australia, Apple has appropriately centered at first on China with 36 stores and in Australia with 22 stores. Apple's stores in the nation will have doubled for the current year. However, there will at present be fewer stores than there are in California. Similarly, Singapore country is chosen for the organization with a specific end goal to grow its business exercises in the nations in Singapore. Apple's Ios arrange made picks up in each of the five g reatest nations in Singapore. As indicated by Brewster and Bennett (2010), Apple iOS returned to an improvement over most of Singapore 's huge five markets, as it recorded its first year in year pick up in France since February 2015. In Singapore, Android's execution was mixed, posting its most grounded year-on-year share drop in Germany since the begin of 2015. The measure of the screen was the standard purchase driver for Android purchasers over the greater part of Europe's enormous five nations. Notwithstanding the reality, that the screening gauge has created in criticalness as a purchase driver since the dispatch of the iPhone 6 and 6 or more, Ios buyers are by and large controlled by a more broad once-over of segments, for example, telephone dependability and strength and in addition the idea of the materials. The screen estimate measure was really the best purchase driver for buyers buying Android telephones while iPhone 6 and iPhone 6 Plus buyers scanned out those telephones for their dependability, solidness, and nature of the materials (Budhwar and Debrah, 2013). On the opposite side, Apple likewise focuses on the most markets in Singapore as China is the most long-distance nation on the planet and an immense market for Apple while Singapore and Hong Kong are little markets with numerous western purchaser properties and Bailey shared some comprehension into what Apple looks for while assessing extensions. This fixation on existing Apple clients bodes well since they are the principle ones who can utilize the development however it may lead any incite section into nations in districts like Southeast Asia where less expensive Android contraptions summon Apple and others on market share. Impacts of cultural settings on organizations human resource management practices According to Campbell et al. (2012), the human resource strategies of Apples show the cultural differences between different countries that impact on the global human resource management practices of Apple's organization. Australian and Singapore have different cultural differences settings that affect the Apple human resource management practices and also impacts employees and managers. The basic cultural settings between countries in Australian and Singapore that show the differences between the different countries are as follows (Chang and Huang, 2010): In the factor of opinion and judgment, Australians speakers normally show their feelings in a real way. According to Coget (2011), they need to ensure that their focuses are being conveyed and being discourteous in not their expectation while Singapore people love examining, they can actually discuss a theme for a considerable length of time and still wonder what the conclusions are. According to Counte et al. (2011), in the factor of work networking, Singapore people tend to be more attentive in establishing a relationship to get forward and be successful while for Australian people relationship management plays an important role in individual's employment society. On the other hand, handling the human resources in the diverse cultures, economies and the judicial system shows some challenges. According to Crane and Matten (2016), the most common problem to the successful human resource management is cross-cultural conversion, diverse company values, differences in the management style and management sales. Australian and Singapore countries follow different human resource management policies and human resource management practices that impact the Apple human resource practices. It is a difficult job to move the human resource policies and practices to a different country. Human resource management practices are widely impacted by the host country's culture and business techniques and manner. Human resource management practices of the organization are impacted by the inside and outside environment of the business (Donaghey et al., 2014)). The internal environment in work culture of the organization and the outside environment are country's busin ess organization, market characteristics, and industry practices and so on. The resource management applications consists recruitment and selection, preparing and advancement, compensation and advantages and execution appraisal. The Australian companys human resource management style is most oppressive. Australians managers adopt an autocratic way to handle their employees. They make independently decision without considering taking any effort from the team. The employees have no role in any decision-making authority and this style is generally considered as controlling, imperious and autocratic. As Australians companies follow autocratic style, recruitment and selection process is affected by the biases and inequity. In case of autocratic style followed by Australian companies are not performed well because of the problems build by the management. According to Epstein and Buhovac (2014), the autocratic style in Australian companies does not support the participative management styl e. Thus, Apples organization is facing difficulty in working with the Asian companies in implementing its human resource management practices globally. On the other hand, Singapore Companys manager adopts a large amount of participative management style. According to Ehnert et al. (2013), management practices have a positive relationship with organizational execution including work connection, firm budgetary execution, and profitability. Managers of foreign multinational companies adopt the participative human resource management style if they feel that this style is appropriate for their organization. The companies of Singapore country, compensation, and advantages have a larger organization with the participative human resource management style but it has now connected with the organizational performance. The Singapore companies have participative management style offers the practices of execution management and effects on the organizational performance. The training and development are also promoted by the participative human resource management style (Farndale et al., 2010). Thus, in Singapore country, Apple' organization can ex pand their business in a more precious way and implement its human resource management practices in the more desirable manner as they are following participative human resource strategies. Hence, all these cultural settings of Australia and Singapore countries impact the international human resource management practices of Apple organization and also have an impact on the managers and employees of the organization. Managing the global worker relation of Apple with Australia and Singapore countries This part explains the issues that are faced by the organization in managing their global relations with the Australia and Singapore. According to Felker (2011), the main issues arise in managing the global worker relations are as follows: The globalized workforce According to Finkelstein (2010), the main issues faced in managing the global worker relation by the human resource management is followed hiring and retention techniques in order to make for tomorrows changing workforce. Demographic and cultural differences will constantly mention the workforce as a company tries to cover deficiencies, improve market abilities and get vital assets. Organizations also stood up to with the need to develop the best approach to survey capacities crosswise over disparate capacity sources and then making preparing projects to fill aptitudes holes after representatives are employed (Francis et al., 2014). In addition, the human resource management has to see how to oversee and incorporate multicultural workers. Guiding corporate strategic decision-making The next issue faced by human resource management is the joining the human capital opportunities and dangers from working abroad into corporate key fundamental authority. According to Harzing and Pinnington (2010), human resource challenge is to assemble, assess and see all the social, work and market complexities of working in each market with the objective that the association can foresee openings and dangers, know when to enter or leave a market and join viably into new local markets. The other challenge for human resource is to pick up a point by point a complete comprehension of local situations and their acknowledged business practices. It at that point needs to build up conventions that are altered for every region and communicate these conventions all through the organization and over its supply chain (Hoon Song et al., 2012). Staying inside laws According to Kavanagh and Johnson (2017), human resource challenges when leading workforce arranging is to understand the variations of the laws and conventions in each of the regions where it works and guarantee that it is treating low upkeep, transitory and telecommuters genuinely. Regulations plainly dull when the work method is coordinated through internet crowd sourcing or other, less conventional selecting techniques and demanding greater understanding of compliance from human resource. Strategies used by the organization in managing the global worker relation in different countries Creating a flexible and strong culture According to Kishore et al. (2012), Apples focus on the great abilities and unordinary ability administration approaches which are considered as the most critical purposes behind the organization in terms to end up noticeably the leader in buyer hardware. Rather, of promising work and life adjust, Apple is concentrating on diligent work for all specialists and concentrated on providing the good working environment with the purpose to increase the efficiency of their employees. Motivating a respectful, involved and enabled workforce According to Korn (2010), Apple requires all possible to be a diligent employee, concentrated on the associations and get each exact detail correct. Apple enlists high-quality laborers from various firms. Employees must set themselves to learn in very short period. Apple makes all plans groups have two meeting each week in order to motivate their employees to perform well in the organization. The organization encourages employees to make innovative and creative products for the enhancing their customer base. Enlarge education and development opportunities According to Lasserre (2012), Apple makes things so unique in ability management rather than giving, training, and development programs. Apple enforces the employees to have strong confident and build up their abilities on their own. Apple does not offer training and learning because the employees will encourage it themselves. This is the technique that is used by the organization in order to train their employees to be creative and innovative. Impacts of cultural differences on organizations talent development and compensation strategies According to Linnenluecke and Griffiths (2010), Australia and Singapore have different management and leadership style, policies and strategies, organizational structure and control systems. The main impacts of these two countries on the organizational talent development and compensation strategies are explained below: Talent development: According to Lutz (2016), talent development is a bunch of integrated organizational human resource management procedure which is created to pull in, create, energize and enhance benefits by including the employees of the organization. The main objective of the talent development is to build a high level of execution, sustainable organization that achieves its strategic and organizational objectives and goals. Cultural settings make the both challenges and opportunities for the organization. Creativity and development come when company has figured out how to communicate with people who are culturally different from individuals. The cultural settings affect the main aspects of the human resource management strategies which are as follows (Mallin and Finkle, 2011): Organizational clarity: According to McDonnell et al. (2010), the degree to which objectives and plans of the organization are clearly seen by its individuals ascends in the extent to the employee's sentiments of contribution in the objective setting and arranging techniques. The management should clear all the goals and objectives of the organization that has to be achieved by the employees. The manager must maintain the clarity among the employees that what has to be done and hoe it has to achieve. If the manager does not communicate properly this will impact on the cultural settings and thus it creates the problems for Apple in the goal setting and planning process. Decision-making structure: According to McFarlin and Sweeney (2014), Apple is not able to overlook that the primary motivation behind the structure is to encourage basic leadership, not to grow new authoritative graphs and lines of a specialist. In a few organizations, especially high advancement, vulnerability or separation of the structure may be best. Organizational integration: According to Mellahi and Collings (2010), due to the cultural settings, communication is not effectively managed within the employees with the aim to achieve the business objectives. This issue imposes the burden on the task forces and creates indiscipline in the organization which affects the overall productivity of the business. Compensation strategies: According to Moncada-Patern-Castello et al. (2011), compensation gives the point at which organizational and individual objectives and needs meet empowering the satisfaction of the both the parties. It gives the driving force for effectively attracting human ability, holding that ability and empowering the talent and encouraging talent. In building the global compensation and benefit strategies, the human resource must manage with many components that are absent in a domestic environment. The cultural difference impacts the compensation strategies and affects the global human resource management practices of Apple. The compensation policy includes various factors such as tax, cost of living and so. Different countries have a different tax system and cost of living which affect the organization compensation benefits in executing the human resource management strategies. The interst rates, the taxation policy and the policies made for compensation for every com pany are different. As there are both positive and negative aspects of the compensation strategies which is affected by the cultural settings (Moran et al., 2014). Positive impact: Immerse local contacts to comprehend common and customary remuneration and advantages practices. Negative impact: Difference in the tax system will set the different compensation strategies by a human resource of the organization in providing the compensation benefits to its employees (Naor et al., 2010). Best human resource management strategies for Apple According to Novicevic et al. (2011), the best human resource management strategies which could be applied by Apple are as follows: Organized governance and business case improvement According to Oladapo (2014), establishing a business case requires a sensible comprehension of a business or associations that human asset fills in and in addition working relationship with all business pioneers. Apple's human asset can achieve both by incorporating business pioneers in the arranging procedure and organization. This engagement likewise helps business game plan and because of that game plan buy-in and support. Creating advanced workforce planning abilities According to Orlitzky et al. (2011), high affect human resource associations join refined deciding and workforce examination into their strategies. This human asset system empowers Apple's and different associations to decipher all-inclusive ability, business data, and outside workforce fragment data into workable encounters that they can utilize and share with the business pioneers. Executing the right human resource philosophies According to Schuler et al. (2011), high-affect human resource organizations tend to present themselves to make a workplace that enables the representatives to thrive both as individuals and as supporters of the business condition. They attempt to make positive working conditions and unmistakably impart these wants in the human asset rationality and mission. The best techniques for methods of insight focus on empowering improvement and joint effort or making the best workplace while the base effective philosophies concentrate on effectiveness and cost-cutting endeavors. Implementing adaptable human resource organization design According to Scullion and Collings (2011), human resource management organization must be flexible and adaptable. No general human resource basic mode brought together and decentralized or a mix of the two in itself developed as a marker of human asset accomplishment. However, certain fundamental features do lend themselves to territories of perfection. One trademark that association watched is to be for the most part gainful was adaptability. The modern organization gives a culture which sees the need to alter fundamentally when business needs and difficulties change and also a human asset staff that is outfitted with rolling out those improvements (Shanine et al., 2011). Improving employee-facing human resource frameworks According to Tarique and Schuler (2010), the most important contributions to the complete viability of a human resource function originate from the community and self-benefit components. Knowledge sharing portals, online enlistment, and organization dashboards let distinctive human asset partners and customers find what they require when they require it. This human asset administration system of Apple's abilities with simple to utilize client structures which are seen as twice as compelling and productive as capacities that does not place assets into this favorable position. Reflection of the best practices in selecting an organization According to Tarique et al. (2015), the organization faces many issues or challenges in expanding their business in different countries. The main issues faced by an entrepreneur in selecting an organization are explained as follows: Business idea: According to Thite et al. (2012), it takes the experience to be able in order to ensure whether the business idea is good or bad. For example, establishing Apple organization was a good idea but still, most of the people could not buy the Apple products due to the high prices products. It is essential that a business idea has to be greatly customized to the entrepreneur to gain the benefits of their capabilities, interest, desire, education, capital requirements, and relationship and so on. In most of the cases, the first-time entrepreneur makes the mistake of attempting to go too large with the idea and plan the right away. For choosing the Apple's organization is because of their good idea strategy for the customers. The company designed the best technology for people that can help the team to get more ideas, stay connected and share ideas with the purpose to designed innovative products. Lack of finances: According to Thomas and Lazarova (2013), the main issue which was mostly faced by the entrepreneur is the availability of finances. The organization might have a pool of capital from a business that they sold past or a regular stream of income that they can use to finance a new business cash flow. The raising funds are a difficult process. There are various objects dedicated to this problem of fund raising plans in order to expand the choices that entrepreneur has to raise funds. There are many sources of finance can be available to the entrepreneur in starting a business idea. Thus, this problem is also faced by Apple's but the company offers a bunch of accessories into the business ideas in order to create more opportunity for the business and give even larger creative freedom. Team establishing: This issue is specifically difficult if an entrepreneur never handles or managed a team before (Tracey and Unger, 2012). Choosing the right team for the company is an important part of the building up an organization. It is not sufficient to select the candidates who can fill the roles and duties but also need to consider the cost of the business, organization culture and how the employees work as a part of the overall team. A good team always brings the good outcomes for the organization. Apple motivates and encourages their team members to designed and create the innovative ideas for the business. Company adopts the various methods to increase the efficiency of the team staff such as Steve Jobs clearly specify that there must be one person in charge for each responsibility, under the guidance of Steve Jobs projects team Apple met once in a week to update each and every aspect of the projects and handle the issues with the collective efficiency of the entire team, Company states that it is important that a leader should spend time and energy in establishing the team for the meeting the business objective. Decision Making: According to Vaiman et al. (2012), the most stressful challenge for the every organization is taking the right decision for the business idea. New entrepreneurs are forced to take a lot of decisions on a regular basis. Decision making is a real-time situation and most of the entrepreneurs will process and capacity design, experience it. Apple makes their decisions on the basis of the various factors such as the creation of goods and services, quality management, layout strategy and design. These factors give the clear picture of the working environment as for whether employees performed well or not in meeting the business objectives. On the basis of these factors, Apple can take decisions about the overall performance of the organization (Wilson, 2014). Dealing with the customer: According to Yeungss (2014), a business must start the business keeping in mind the customer preference and requirements. The customer is the main key in identifying the success or failure of a company. This challenge also shows the job stability for the long-term business ideas. Apples design the creative product for their customers and Company also concentrates on the customer perception towards the product. The company chooses to flip the content rather than concentrates on building what they need to construct, regardless of the perceived cost. Apple encourages their employees to design the products in an innovative way that they attract the customers towards the products. The company also provide the specifications and technical information that is hidden the behind the advantages that their customers is truly after. Legal system: According to Lengnick-Hall et al. (2011), the legal system plays an important part in starting the business by the entrepreneur. The entrepreneur must understand the basic three legal rules such as how organizations should structure the business while incorporating, the license and permits acquired by their city, state and country and the stage of prevention required for the business in terms of licenses, copyrights, and trademarks. The lawful clash amongst Apple and the Foreign Bureau of Investigation state that the government has filed a feedback to Apple's refusal to incorporate with a federal magistrate's order command it to guide the Federal Bureau of Investigation in avoiding the security characteristics on an iPhone used by one of the San Bernardino shooters. Apple and the government face off on a number of problems. Apple tells the government is utilizing the court system to declare broad authority that has not been granted by Congress (Storey, 2014). This takes a lot of time in resolving this issue and therefore, Apple overstating the wide-far security concerns and initiating warrant proofs tools. Conclusion From this report, it has been concluded that human resource management in an international business assumes a significant part in the key stage. The director of the human resource in a universal business, in all actuality, acts as a leader and vital accomplice of the business association. The report explains the international human resource management strategies which play a vital role in the maintaining the proficiency of the workers of the whole organization. The human resource management also a universal in nature in connection with its worldwide association. The part demonstration by human asset administration in a worldwide business must be emphatically situated about the worldwide human asset administration alongside the assurance of the key part that must be performed. This report explains the international human resource management strategies of Apple's Company. This report describes the various human resource management strategies that are used by Apple in making their manag ement performance more effective and efficient. The report examines the two different countries that are Asia and Europe in which Apple's operating its business and shows the cultural settings of the different countries to analyze the impacts of the company's global human resource management practices. The report also shows the cultural differences between the different countries which impact Apple's human resource management practices and also affects the managers and employees. The other part of the report defines the various issues and problems which are faced by the organization in managing the global labor relations with the different countries. On the contrast, the report also suggests some measures that how Apple's managed its labor relations in the Asia and Europe. There are also some problems occur which affect the talent development and compensation strategies of the organization. The report provides some suggestion in both the perspective positive as well as negative by w hich organization can remove these issues which impact the talent development and compensation strategies of the employees and managers. In addition, there may be some problems faced by an entrepreneur while starting a business globally. Finally, the report provides some the best human resource management strategies for the Apple's which could be applied by other multinational companies also in implementing the best strategies for the human resource management globally. References Al-Dmour, R.H. and Zubi, M.F., 2014. Factors motivating and inhibiting the practice of HRIS in business organizations: An empirical analysis.International Business Research,7(7), p.139. Alpkan, L., Bulut, C., Gunday, G., Ulusoy, G. and Kilic, K., 2010. Organizational support for intrapreneurship and its interaction with human capital to enhance innovative performance.Management decision,48(5), pp.732-755. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bock, A.J., Opsahl, T., George, G. and Gann, D.M., 2012. The effects of culture and structure on strategic flexibility during business model innovation.Journal of Management Studies,49(2), pp.279-305. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Brewster, C. and Bennett, C., 2010. Perceptions of business cultures in Eastern Europe and their implications for international HRM.The International Journal of Human Resource Management,21(14), pp.2568-2588. Budhwar, P.S. and Debrah, Y.A. eds., 2013.Human resource management in developing countries. Routledge. Campbell, B.A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage from human capital.Academy of Management Review,37(3), pp.376-395. Chang, W.J.A. and Huang, T.C., 2010. The impact of human resource capabilities on internal customer satisfaction and organisational effectiveness.Total Quality Management,21(6), pp.633-648. Coget, J.F., 2011. The Apple Store Effect: Does Organizational Identification Trickle Down to Customers?.The Academy of Management Perspectives,25(1), pp.94-95. Counte, M.A., Ramirez, B. and Aaronson, W., 2011. Education: Essential competencies and major curricular challenges.Journal of Health Administration Education,28(3), pp.227-236. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Donaghey, J., Reinecke, J., Niforou, C. and Lawson, B., 2014. From employment relations to consumption relations: Balancing labor governance in global supply chains.Human Resource Management,53(2), pp.229-252. Ehnert, I., Harry, W. and Zink, K.J. eds., 2013.Sustainability and human resource management: Developing sustainable business organizations. Springer Science Business Media. Epstein, M.J. and Buhovac, A.R., 2014.Making sustainability work: Best practices in managing and measuring corporate social, environmental, and economic impacts. Berrett-Koehler Publishers. Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global talent management.Journal of world business,45(2), pp.161-168. Felker, J.A., 2011. Professional development through self?directed expatriation: intentions and outcomes for young, educated Eastern Europeans.International Journal of Training and Development,15(1), pp.76-86. Finkelstein, M.J., 2010. Diversification in the academic workforce: The case of the US and implications for Europe.European review,18(S1), pp.S141-S156. Francis, H., Parkes, C. and Reddington, M., 2014. E-HR and international HRM: A critical perspective on the discursive framing of e-HR.The International Journal of Human Resource Management,25(10), pp.1327-1350. Harzing, A.W. and Pinnington, A. eds., 2010.International human resource management. Sage. Hoon Song, J., Kolb, J.A., Hee Lee, U. and Kyoung Kim, H., 2012. Role of transformational leadership in effective organizational knowledge creation practices: Mediating effects of employees' work engagement.Human Resource Development Quarterly,23(1), pp.65-101. Kavanagh, M.J. and Johnson, R.D. eds., 2017.Human resource information systems: Basics, applications, and future directions. Sage Publications. Kishore, K., Majumdar, M. and Kiran, V., 2012. Innovative HR strategies for SMEs.IOSR Journal of Business and Management,2(6), pp.1-8. Korn, K.J.M., 2010. A second look at generational differences in the workforce: Implications for HR and talent management.People and Strategy,33(2), p.50. Lasserre, P., 2012.Global strategic management. Palgrave Macmillan. Lengnick-Hall, C.A., Beck, T.E. and Lengnick-Hall, M.L., 2011. Developing a capacity for organizational resilience through strategic human resource management.Human Resource Management Review,21(3), pp.243-255. Linnenluecke, M.K. and Griffiths, A., 2010. Corporate sustainability and organizational culture.Journal of world business,45(4), pp.357-366. Lutz, H. ed., 2016.Migration and domestic work: A European perspective on a global theme. Routledge. Mallin, M.L. and Finkle, T.A., 2011. Apple Inc.: product portfolio analysis.Journal of the International Academy for Case Studies,17(7), p.63. McDonnell, A., Lamare, R., Gunnigle, P. and Lavelle, J., 2010. Developing tomorrow's leadersEvidence of global talent management in multinational enterprises.Journal of world business,45(2), pp.150-160. McFarlin, D. and Sweeney, P.D., 2014.International management: strategic opportunities cultural challenges. Routledge. Mellahi, K. and Collings, D.G., 2010. The barriers to effective global talent management: The example of corporate elites in MNEs.Journal of World Business,45(2), pp.143-149. Moncada-Patern-Castello, P., Vivarelli, M. and Voigt, P., 2011. Drivers and impacts in the globalization of corporate RD: an introduction based on the European experience.Industrial and Corporate Change,20(2), pp.585-603. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Naor, M., Linderman, K. and Schroeder, R., 2010. The globalization of operations in Eastern and Western countries: Unpacking the relationship between national and organizational culture and its impact on manufacturing performance.Journal of operations management,28(3), pp.194-205. Novicevic, M.M., Duke, A.B., Holmes, E.R., Breland, J.W., Buckley, M.R. and Bing, M.N., 2011. Customers cocreating value with the firm: implications for IHRM.The International Journal of Human Resource Management,22(03), pp.746-761. Oladapo, V., 2014. The impact of talent management on retention.Journal of business studies quarterly,5(3), p.19. Orlitzky, M., Siegel, D.S. and Waldman, D.A., 2011. Strategic corporate social responsibility and environmental sustainability.Business society,50(1), pp.6-27. Schuler, R.S., Jackson, S.E. and Tarique, I., 2011. Global talent management and global talent challenges: Strategic opportunities for IHRM.Journal of World Business,46(4), pp.506-516. Scullion, H. and Collings, D., 2011.Global talent management. Routledge. Shanine, K., Buchko, A. and Wheeler, A.R., 2011. International Human Resource Management Practices from a complex adaptive systems perspective: An exploratory investigation.International Journal of Business and Social Science,2(6), pp.1-7. Storey, J., 2014.New Perspectives on Human Resource Management. Routledge. Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative framework, and suggestions for further research.Journal of world business,45(2), pp.122-133. Tarique, I., Briscoe, D.R. and Schuler, R.S., 2015.International human resource management: Policies and practices for multinational enterprises. Routledge. Thite, M., Wilkinson, A. and Shah, D., 2012. Internationalization and HRM strategies across subsidiaries in multinational corporations from emerging economiesA conceptual framework.Journal of World Business,47(2), pp.251-258. Thomas, D.C. and Lazarova, M.B., 2013.Essentials of international human resource management: Managing people globally. SAGE Publications. Tracey, M.W. and Unger, K.L., 2012. A design-based research case study documenting a constructivist ID process and instructional solution for a cross-cultural workforce.Instructional Science,40(3), pp.461-476. Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.Management Decision,50(5), pp.925-941. Wilson, J.P., 2014. International human resource development: Learning, education and training for individuals and organisations.Development and Learning in Organizations,28(2). Yeung, H.W.C., 2014. Governing the market in a globalizing era: developmental states, global production networks and inter-firm dynamics in East Asia.Review of International Political Economy,21(1), pp.70-101.