In Swinburne University, HR practices and unique approaches to HR help administration to analyze and examine competitive moves and create unique solutions in order to compete on the labor market. The primary objective of HR techniques is to supply HR with the practices that deliver high services and employees satisfaction. The increased competitive pressures created by global labor markets have led to a number of new techniques. Swinburne University has use traditional and innovative solutions to help employees communicate with the Swinburne University and respond effectively to possible problems and difficulties of daily operations. The unique approach of Swinburne University is based on Employee Web self service. This service allows employees to participate in daily programs and select the best plan for their employment. Similar to other Universities and organizations, Swinburne University proposes employees beneficial health schemes and salary parching. These approaches can be viewed as either a reactive HR tool (i.e., problem fixing) or a proactive process for system improvement. The proactive use of career opportunities and development should be tied to strategies for creating superior value for employees. Such programs as Work reports on line, Research & Resources on strategic management and change, Employee Your Voice Survey Managing for Performance & Engagement, Providing Ongoing Feedback are valuable in that the process forces managers to look externally at what employees value and how other practices meet those needs. Then, an internal examination of HR processes becomes much more valuable to HR management in that some comparative data exist (Armstrong 32). The practice of technological and entrepreneur approach to HR fits with the primary objectives f the HR department:  1. creating positive environment for employees and  2. continuously improving the HR systems that create and deliver effective solutions to all employees. With an emphasis on motivating the employee requirements, technology and the Internet orient all employees toward reducing sacrifice and increasing realize benefits that all people derive from the administrative support and effective services. Note that the breakthrough is shown to be the result of strategic policies and aims. For instance, the main attribute that teaching staff may identify as a critical enabler of satisfaction is accurate and timely reports (Swinburne University Home Page 2009). The approach and vision of Swinburne University is to manage ability and help educators improve their knowledge and skills. These practices allow Swinburne University to deliver the particular desired outcome and introduce changes. The nature and focus of the proposed HR practices process ensures that the means of creating and delivering satisfaction to employees. Unique environment is used to introduce strategic perspectives of what is required to obtain leadership. The benchmark gap shows the degree of required productivity improvement to bring about competitive parity (Baron and Kreps 87). In sum, Swinburne University introduced a unique approach to HR management based on complex decision-making processes and modern techno