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• A.

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  in 2004).</li, In the First Person

  1997. The Stakeholder Corporation: a blueprint for maximizing stakeholder value. London: Pitman. Vendemiati

• has started experiencing a downturn in automotive FDI. One reason can be slowing growth rate of domestic demand and increasing cost of production. Whereas Thailand

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  in -4, </li, </p, </td, </td, </td, </td, </tr, </tr, </tr, </tr, </tr, </tr, <h2, <h2 id=""appendix"", <h2 id=""conclusion"", <li, <p, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, <td, 0.8</td, 1</td, 11028.9</td, 2.1</td, 2.3</td, 2.8</td, 2003</strong, 2004).</li, 2004</strong, 2005, 2005</strong, 2006</strong, 2007</strong, 216.8</td, 252.9</td, 3.1</td, 3.23</td, 3.5</td, 3.6</td, 3.66</td, 3.89</td, 3.9</td, 303.9</td, 340.8</td, 38.1</td, 38.2</td, 420.2</td, 5.3</td, 5675.4</td, 6.1</td, 6.5</td, 6620.4</td, 7955.5</td, 8944.9</td, Accrued liabilities:</td, Appendix</h2, Category</strong, Conclusion</h2, Consumer price index (%)</td, Current Account Balance (m US$)</td, Disadvantages of Working Directly for Consumers</h2, GDP (US$ bl)</td, GDP Growth Rate (%)</td, Per Capita GDP</td, Poland</strong, Population (m)</td, Table 5.</em, though a new entrant has attracted a lot of FDI with its open policy system which enables foreign investors to access a new market.</p, Year-End Exchange Rate (1 USD)</td

  Honda already in the market. Clearly among Thailand and Poland the later has a stronger fundamental and current trend to support FDI in automobile. This is so because Poland though a lucrative destination earlier

• goals and milestones that need to be achieved by employees and then feedback of the quality of work should be given to employees. Negative feedback must always be given in private and positive feedback must be given publicly and this will motivate employees to work harder.

• Spend Time and Make Time: It is important for managers to take out time for their employees in order to get close to them and also to get to know them. Often managers consider this useless. Although its very important and this helps to understand the employees better and provide them with what they want and expect. This will satisfy workers and the honest concern from the manager will help to retain employees.
• Be Enthusiastic: Enthusiasm is contagious and it spreads plus managers must know the importance of it and that it should transfer to employees.
• Provide resources and support: It is important to provide all resources to employees since the absence of resources that are necessary to carry out the job cause dissatisfaction. Managers need to help and support employees so that they can overcome challenges and meet objectives.
• Job Enrichment: This is to provide ample opportunities to move upwards in an organization. Although this is not feasible in certain organizations. This will help improve the morale of employees and help them develop their career and fulfill their need of self actualization. If this need is fulfilled then employees are most likely to stick to the organization.
• Recruit well: Managers need to be careful while they recruit. They must observe and recruit the right person at the right time and for the right job. Personality job fit is essential to make the duo work. But its important to keep in mind the qualifications required for workers to be able to fit a job. This will reduce turnover. Since recruitment and turnover are both costs for a firm.
• Communicate: Effective communication is essential since then only the employees will be able to understand the organizations culture and philosophy. This will help them adapt to the corporate environment and put in their best efforts.

Thus HRD plays a vital role in SHRM since it provides the framework to SHRM to formulate the effective strategy that proves to be good for the company (Brown