Moreover, it has to be noticed that in order to be more effective, HRM has to refer to several organizational issues especially when a particular firm operates in many countries around the world (multinational enterprise). For this reason, HRM tends to present a variety of norms and characteristics that differ in accordance with the country and the organization involved. Sims (2002, 3) noticed that that human resources involve HRM programs aimed at developing HRM strategies for the total organization with an eye toward clarifying an organization’s current and potential problems and developing solutions for them. They are oriented toward action, the individual, the global marketplace, and the future’. Under these terms, the role of HRD practitioners is becoming extremely difficult and complex. The existence of several ‘tools’ and ‘techniques’ that have been developed in the HRM area (literature, scientific research) can be very helpful to the completion of the tasks assigned to an HRD practitioner, however, the influences of the turbulences occurred in the local and the global marketplace can create additional obstacles to the achievement of the targets set.As stated above, HR can have many forms. In accordance with Lawler et al. (2003, 15) HR ‘has mainly focused on the administrative aspects of human resource management. however, with the growth of information technology, the hold of the corporate staff of HR on this work is weakening significantly however much administration can be accomplished by self-service information technology solutions that are either hosted by the company or outsourced’. Furthermore, in order to achieve the targets set in the corporate strategic plan, HR has to use all the available resources and techniques to the point that they can be applied to the specific organization. In this context, Kesler (1997) noticed that ‘the tools of the trade.