Abstract
Throughout the lives of human beings, starting from one’s birth to their death, one may see that rights and obligations are always present. The issue of inheritance comes up at the end of a person’s life. The division of one’s inheritance is a complex matter, especially when it comes to the right to inherit for a child that is born from a Surrogate Mother. Surrogacy procedures are a form of Assisted Reproductive Technologies that aids married couples who are unable to have an offspring naturally due to health issues or abnormalities, and therefore must be assisted by these treatments. There are two different types of Surrogacy, namely Traditional Surrogacy and Gestational Surrogacy. Traditional Surrogacy is legally allowed in Indonesia, but there are no laws that specifically regulate Gestational Surrogacy; there are however, laws that imply the prohibition of it being practiced as a method of Assisted Reproductive Technologies. According to Indonesian laws, a child born from Gestational Surrogacy is considered either an illegitimate child or a child born from adultery, thus creating a problem regarding their inheritance, for the child will be unable to receive inheritance from their parents, even though the intent of Gestational Surrogacy is to have a child for the intended parents to raise as their own. This article will discuss the legality of Gestational Surrogacy as well as the issue of inheritance for a child born by the procedure; this includes regulations that tackle the issue and hopeful solutions for the issue at hand.
Highlights
Talent management involves set of processes like workforce planning, recruitment, selection, onboarding, performance management, training and development, compensation management, succession planning functions with a purpose to make sure that there is enough supply of talented employees are available to support the needs of the organizational goal achievement (James, 2012)
A growing interest is being shown by researchers to understand the changing dynamics of the talent management process in the GCC region
On the importance of talent management, the findings identify that it plays a relevant role in the ensuring of effective use of the firm’s available resources and serves as an important component of the effective training a skill development of the employees
Summary
Talent management involves set of processes like workforce planning, recruitment, selection, onboarding, performance management, training and development, compensation management, succession planning functions with a purpose to make sure that there is enough supply of talented employees are available to support the needs of the organizational goal achievement (James, 2012). Talent management research and practice have significant implications for organizations in the global business environment. This has led to the adoption of new approaches towards understanding and evaluating talent management in organizations (Al Ariss and Crowley-Henry, 2013). The economy is characterized by the predominance of oil and gas sector and the high proportion of the expatriate population in its active workforce. This extreme heterogeneity of the workforce gives rise to the need to study talent management practices in a specific context of countries (Sidani and Al Ariss, 2014). In the changing world economic, political and social scenario, it is necessary to understand the dynamics of talent management, acquisition and retention of globally competitive and highly skilled talent which the proposed research area for this research paper
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