Constitutional Commissions of the Philippines

Civil Service Commission FUNCTIONS: The Civil Service Commission has the ff. powers and functions: 1. Administer and enforce the constitutional and statutory provisions on the merit system. 2. Prescribe, amend, and enforce suitable rules and regulations for carrying into effect the provisions of the Decree. 3. Promulgate policies, standards, and guidelines for the Civil Service adopt plans and programs to promote economical , efficient, and effective personnel administration in the government. 4. Supervise and coordinate the conduct of civil service examinations. 5.Approve appointments, whether original or promotional, to positions in the civil service. 6. Inspect and audit periodically the personnel work programs of the different departments, bureaus, offices, agencies and other instrumentalities of the government. 7. Hear and decide administrative disciplinary cases instituted directly with it or brought to it on appeal. 8. Perform such other functions as properly belonging to a ce ntral personnel agency. NUMBER OF COMMISSIONERS: Civil Service Commission is composed of a Chairman and two Commissioners. QUALIFICATIONS: 1. They must be natural-born citizens of the Philippines . They must be at least 35 years of age at the time of their appointment (rather than assumption of office)3. They must be persons with proven capacity for public administration. Knowledge of law or experience in the practice of law is not required by the Constitution presumably because the position calls more for administrative ability rather than legal competence. There must be a showing that they have been in the service as an effective public administrator. This is necessary because the Commissioners are responsible for an agency that performs significant functions . They must not have been candidates for any elective position in the elections immediately preceding their appointment. This requirement insures the political neutrality of prospective appointees and effectively precludes th e appointment of political lameducks. TERM: 7 years of term without reappointment †¢ Commission on Elections FUNCTIONS: The  Commission on Elections  has the following powers and functions: 1. Enforce and administer all laws related to the conduct of elections, plebiscite, referendum and recall. 2.Judge all contests relating to elections, results, and qualifications of all elective regional and provincial and city officials; 3. Deputize law enforcement agencies of the Government, including the Armed Forces of the Philippines, to ensure free, orderly and honest elections; 4. Register and accredit political parties; 5. Recommend to the Congress effective measures to minimize election expenses and prohibit all forms of election frauds and malpractices, political opportunism, guest or nuisance candidacy or other similar acts; and 6.Submit reports to the President, the Congress on the conduct of each election, plebiscite, referendum or recall. NUMBER OF COMMISSIONERS: The Commis sion on Elections is composed of a Chairman and 6 Commissioners. QUALIFICATIONS: 1. They must be natural-born citizens of the Philippines. 2. They must be at least 35 years of age at the time of their appointment. 3. They must be at least holders of a college degree. 4. They must not have been candidates for any elective position in the immediately preceding elections. TERM: 7 years of term without reappointment Commission on Audit FUNCTIONS: The  Commission on Audit  has the following powers and functions: 1. Examine, audit and settle, in accordance with law and regulations, all accounts pertaining to the revenues and receipts of aid expenditures or uses of funds and property of the government and all government-owned or controlled corporations; and 2. Submit to the President and the Congress an annual financial report of the government including government-owned or controlled operations, and recommend measures necessary to improve their efficiency and effectiveness.NUMBER OF C OMMISSIONERS: The Commission on Audit is composed of a Chairman and 2 commissioners. QUALIFICATIONS: 1. They must be natural-born citizens of the Philippines. 2. They must be at least 35 years of age at the time of their appointment. 3. They must be certified public accountants with not less than 10 years of auditing experience or members of the Philippine Bar who have engaged in the practice of law for 10 years. 4. They must not have been candidates for any elective position in the elections preceding their appointment. TERM: 7 years of term without reappointment

Changing Date for Australia Day Essays - Free Essays, Term Papers

Changing Date for Australia Day Essays - Free Essays, Term Papers Changing Date for Australia Day Name Institutional Affiliation Reasons Why Australia Day should be Changed . Native Australians associate January 26th with the invasion of their country. o It is a painful reminder of the harmful past that the aboriginals had to endure, the commencement of massacres, oppression, and land grabbing from the aboriginals. o On this day, people celebrate what is great about Australia. That means celebrating the history of Australia on a day that marks the commencement of suffering to the natives. . The original people of Australia deserve to mourn on the day their ancestors were invaded. o They should not be asked to forget and move on. The day should be remembered for atrocities that were committed, and not celebrated by the generations of people who perpetrated the crimes that their counterparts mourn. . The day relates to the destruction of the native population way of life and culture. o Celebrating Australia day on January 26 condones the start of genocide, racism, the end of freedoms to the indigenous population. . Changing the date presents an opportunity for all Australians to admit a wrong was done, and give an opportunity towards making things right. o It is fundamentally wrong to celebrate a day that marks the start of abuse for some people. . The Australian day celebration on January 26th glorifies the triumph of imperialism, while at the same time ignoring the guilt presented by the particular day. o On that day, indigenous people were displaced and disempowered and thus, the day must be changed to have inclusivity. . For many young aboriginals, 26th January represents the date that their ancestors were dispossessed of their rightful property and deaths. o Thus, to them, it is not a celebration to respect the diversity of Australians, but a day that suffering began for one particular group. . The day celebrates old history. o The modern Australia is multicultural, but the day marks dispossession of a people and the British settlement as well as the history of tragedy. Thus, celebrating Australia is not the problem; it is the date that it is celebrated on that poses the problem. References Amnesty International. (2017, January 24). 'WHY I DIDN'T CELEBRATE AUSTRALIA DAY': 9 INDIGENOUS AND NON-INDIGENOUS AUSTRALIANS DISCUSS WHY THE DATE SHOULD CHANGE. Retrieved from Amnesty International: https://www.amnesty.org.au/australia-day-change-the-date-2017/ Australia Today. (2017). INDIGENOUS AUSTRALIANS. Retrieved from Australia Today: https://www.australiaday.com.au/about/indigenous-australians/ IndegenousX. (2017). Why we need to change the date of Australia Day. Retrieved from IndegenousX: http://indigenousx.com.au/why-we-need-to- change-the-date-of-australia-day/#.WOoMHkV95dh Lui, N. (2014, January 25). Australia Day is a time for mourning, not celebration. Retrieved from The Guardian: https://www.theguardian.com/commentisfree/2014/jan/26/australia-day-is- a-time-for-mourning-not-celebration The Conversation. (2015, January 25). The day I don't feel Australian? That would be Australia Day. Retrieved from The Conversation: http://theconversation.com/the-day-i-dont-feel-australian-that-would- be-australia-day-36352 The Conversation. (2017, January 25). Changing Australia Day is pointless - and there is much to celebrate. Retrieved from The Conversation: http://theconversation.com/changing-australia-day-is-pointless-and- there-is-much-to-celebrate-71010 Waxman, O. B. (2017, January 25). What to Know About the History Behind Australia Day. Retrieved from Time: http://time.com/4644497/australia- day-2017-history-origins/

Social Constructionism Definition

Social Constructionism Definition Social constructionism is the theory that people develop knowledge of the world in a social context, and that much of what we perceive as reality depends on shared assumptions. From a social constructionist perspective, many things we take for granted and believe are objective reality are actually socially constructed, and thus, can change as society changes. Key Takeaways: Social Constructionism The theory of social constructionism states that meaning and knowledge are socially created.Social constructionists believe that things that are generally viewed as natural or normal in society, such as understandings of gender, race, class, and disability, are socially constructed, and consequently aren’t an accurate reflection of reality.Social constructs are often created within specific institutions and cultures and come to prominence in certain historical periods. Social constructs’ dependence of historical, political, and economic conditions can lead them to evolve and change. Origins The theory of social constructionism was introduced in the 1966 book The Social Construction of Reality, by sociologists Peter L. Berger and Thomas Luckman. Berger and Luckman’s ideas were inspired by a number of thinkers, including Karl Marx, Emile Durkheim, and George Herbert Mead. In particular, Meads theory symbolic interactionism, which suggests that social interaction is responsible for the construction of identity, was highly influential. In the late 1960s, three separate intellectual movements came together to form the foundation of social constructionism. The first was an ideological movement that questioned social realities and put a spotlight on the political agenda behind such realities. The second was a literary/rhetorical drive to deconstruct language and the way it impacts our knowledge of reality. And the third was a critique of scientific practice, led by Thomas Kuhn, who argued that scientific findings are influenced by, and thus representative of, the specific communities where theyre produced- rather than objective reality. Social Constructionism Definition The theory of social constructionism asserts that all meaning is socially created. Social constructs might be so ingrained that they feel natural, but they are not. Instead, they are an invention of a given society and thus do not accurately reflect reality. Social constructionists typically agree on three key points: Knowledge Is Socially Constructed Social constructionists believe that knowledge arises out of human relationships. Thus, what we take to be true and objective is the result of social processes that take place in historical and cultural contexts. In the realm of the sciences, this means that although truth can be achieved within the confines of a given discipline, there is no over-arching truth that is more legitimate than any other. Language Is Central to Social Construction Language abides by specific rules, and these rules of language shape how we understand the world. As a result, language isn’t neutral. It emphasizes certain things while ignoring others. Thus, language constrains what we can express as well as our perceptions of what we experience and what we know. Knowledge Construction Is Politically-Driven The knowledge created in a community has social, cultural, and political consequences. People in a community accept and sustain the community’s understanding of particular truths, values, and realities. When new members of a community accept such knowledge, it extends even further. When a community’s accepted knowledge becomes policy, ideas about power and privilege in the community become codified. These socially constructed ideas then create social reality, and- if they aren’t examined- begin to seem fixed and unchangeable. This can lead to antagonistic relationships between communities that don’t share the same understanding of social reality. Social Constructionism vs. Other Theories Social constructionism is often placed in contrast with biological determinism. Biological determinism suggests that an individuals traits and behavior are determined exclusively by biological factors. Social constructionism, on the other hand, emphasizes the influence of environmental factors on human behavior and suggests that relationships among people create reality. In addition, social constructionism should not be confused with constructivism. Social constructivism is the idea that an individuals interactions with her environment create the cognitive structures that enable her to understand the world. This idea is often traced back to developmental psychologist Jean Piaget. While the two terms spring from different scholarly traditions, they are increasingly used interchangeably. Critiques Some scholars believe that, by asserting that knowledge is socially constructed and not the result of observations of reality, social constructionism is anti-realist. Social constructionism is also criticized on grounds of relativism. By arguing that no objective truth exists and that all social constructions of the same phenomena are equally legitimate, no construct can be more legitimate than another. This is especially problematic in the context of scientific research. If an unscientific account about a phenomenon is considered as legitimate as empirical research about that phenomenon, there is no clear path forward for research to make a meaningful impact on society. Sources Andrews, Tom. â€Å"What is Social Constructionism?† Grounded Theory Review: An International Journal, vol. 11, no. 1, 2012. http://groundedtheoryreview.com/2012/06/01/what-is-social-constructionism/Berger, Peter L. and Thomas Luckman. The Social Construction of Reality. Doubleday/Anchor, 1966.Chu, Hyejin Iris. â€Å"Social Constructionism.† International Encyclopedia of the Social Sciences. Encyclopedia.com. 2008. https://www.encyclopedia.com/social-sciences-and-law/sociology-and-social-reform/sociology-general-terms-and-concepts/social-constructionismGalbin, Alexandra. â€Å"An Introduction to Social Constructionism.† Social Research Reports, vol. 26, 2014, pp. 82-92. https://www.researchreports.ro/an-introduction-to-social-constructionismGergen, Kenneth J. â€Å"The Self as Social Construction.† Psychological Studies, vol. 56, no. 1, 2011, pp. 108-116. http://dx.doi.org/10.1007/s12646-011-0066-1Hare, Rachel T. and Jeanne Marecek. â€Å"Abnormal and Cli nical Psychology: The Politics of Madness.† Critical Psychology: An Introduction, edited by Dennis Fox and Isaac Prilleltensky, Sage Publications, 1999, pp. 104-120. Kang, Miliann, Donovan Lessard, Laura Heston, and Sonny Nordmarken. Introduction to Women, Gender, and Sexuality Studies. University of Massachusetts Amherst Libraries, 2017. https://press.rebus.community/introwgss/front-matter/287-2/â€Å"Social Constructionism.† Oxford Reference. oxfordreference.com/view/10.1093/oi/authority.20110803100515181

How to implement Customer Relationship Management(CRM) to engage and Essay

How to implement Customer Relationship Management(CRM) to engage and improve customer loyalty in hotel industry in UK; Case study of Marriott, Hilton, Novotel as international chain hotels in UK - Essay Example Focusing on the customers in particular is perceived to be a sure way of keeping the firm afloat the market and provides the company a competitive edge in the market (Berry 2006). This theory is called Customer Relationship Management (CRM). This paper will discuss this relatively new model and examine its effects on the operations of a company. Specifically, the paper will investigate the integration of CRM in Marriott, Hilton and Novotel hotel chains. With the purpose of providing a clear discussion on the subject, the definition of Customer Relations Management has been provided. Afterwards, the integration of CRM has been taken into consideration including the overall implications of customer loyalty to the organisation. The observations and arguments have been backed up by past and existing literature on CRM. CRM is the short form for Customer Relationship Management. It is the efficient communication between customers and a company at every contact point. Whether this communication is done by phone, website or e-mail, the important thing is that the customer counts on getting an experience from doing business with the company (Berry 2006). CRM systems are what attempt to ensure a good experience. It is a vast system of information or a database of customers and their buying habits, e-mail address, residential address, personal information such as birthday and so on. This information is then retrievable by any department whose need it to better the company. For example, the sales force can use this information to gain customer’s trust and loyalty. The system provides sales reps with the software tools and company data sources they need to support and manage their sales activities and optimize cross-selling and up-selling. It also gives them access to their customer’s profil e, describing the customer’s history with the company before they place the call. Let’s

Energy Production on Gym Essay Example | Topics and Well Written Essays - 750 words

Energy Production on Gym - Essay Example The water containers also are made up of plastic which practically litters in every gym. Plastic is an environment hazard because it is non-biodegradable and is there to stay in our environment as a pollutant for a very long time. The discrepancy between the environmental consciousness of the gym customers and actual operation of a gym presents a timely opportunity for an entrepreneur who would be venturing into a green gym. The idea of a green gym can still be considered as a sunshine industry because it is a new trend in the fitness industry and is a departure the current operation of most gyms today can still be considered as environmentally hazardous. Sunshine industry is an industry that grows quickly and is expected to grow steadily in the future (investorwords). Sunshine industry could be profitable since the market it intends to carve its niche is still underserved. The present customer of the gym can be considered as a captive market because they are likely to welcome the idea of a green gym because of their intention to live healthy. If the marketing strategy and positioning of the green gym business will prove to be successful, it could expand its client base to include those who are environmentally conscious. The market of the green gym can extend and include the environmentalist which is also a huge segment of the market. If a significant portion of this segment of the market can be translated into actual clientele by enticing them with the green operation of the gym, this could be a huge addition to the present customers of the green gym and will surely have a significant impact on the bottom line of the business. Customers will expect that the green gym will be environmentally clean in its operation and that the carbon foot print of its operation is minimal if any. Meaning, its operation consumes very

Dante Inferno (by Anthony Esolen) Essay Example | Topics and Well Written Essays - 1250 words

Dante Inferno (by Anthony Esolen) - Essay Example Hence, it is interesting to ask the question, â€Å"If Dante had written the Inferno today, who would he have placed as sinners in the different rings of hell?† Who would qualify, indeed? If there was anyone who epitomized lust, it is Hugh Hefner. As the founder of Playboy Magazine, Hefner bragged that â€Å"I have slept with thousands of women, and they all still like me† (Hylton, â€Å"What Ive Learned: Hugh Hefner†). Indeed, being someone who was able to—and at 83 years old still able to—get scores of famous and sexy women to pose nude for a magazine, to expose everything that they have kept hidden and to go to bed with him, with multiple partners at the same time, Hefner is someone who can be expected to appear in the second circle of hell—if it is made a reality. Hefner believes that â€Å"Sex is the driving force on the planet. We should embrace it, not see it as the enemy† (Hylton, â€Å"What Ive Learned: Hugh Hefner†). And he made people believe in this too, with Playboy being one, if not the, of the most popular magazines that caters to men’s sexual fantasies and fetishes. Not only has he lived the life of a lustful, but he has also encouraged others to follow suit. He even admitted the fact that he masturbates when he is alone, although, he says that this rarely ever happens (Hylton, â€Å"What Ive Learned: Hugh Hefner†). The fact that he admitted this even makes masturbation sound cool as it is coming from Hugh Hefner, who is idolized by a multitude of men. It can undeniably be said that Hefner is someone who is a slave to his desires and to carnal pleasure. Indeed, he is a â€Å"carnal malefactor† to the very core of his being. And thus, it is undoubtedly appropriate for him to be flogged by a violent storm, together with the rest of the lustful. â€Å"The infernal hurricane that never rests; Hurtles the spirits onward in its rapine; Whirling them round, and smiting,

Evaluating the performance of tesco plc

Evaluating the performance of tesco plc For this assignment, I ideally considered an organization TESCO. It is a largest supermarket chain in United Kingdom. It employed over 260,000 employees over 1,800 stores. Since its having ample of people, managing human resource would be a great challenge to such company. Therefore I think this is most suitable to go through my study. Jack Cohen founded Tesco in 1919 when he began to sell surplus groceries from a stall in the East End of London. The Tesco brand first appeared in 1924. The name came about after Jack Cohen bought a shipment of tea from T.E. Stockwell. He made new labels using the first three letters of the suppliers name (TES), and the first two letters of his surname (CO), forming the word TESCO. The first Tesco store was opened in 1929 in Burnt Oak, Edgware, and Middlesex. Tesco floated on the London Stock Exchange in 1947 as Tesco Stores (Holdings) Limited. The first self service store opened in St Albans in 1951 (still operational in 2008 as a Metro), and the first supermarket in Maldon in 1956. During the 1950s and the 1960s Tesco grew organically, but also through acquisitions until it owned more than 800 stores. The company purchased 70 Williamsons stores (1957), 200 Harrow Stores outlets (1959), 212 Irwins stores (1960), 97 Charles Phillips stores (1964) and the Victor Value chain (1968) (sold to Bejam in 1986). Founder Jack Cohen was an enthusiastic advocate of trading stamps as an inducement for shoppers to patronise his stores. He signed up with Green Shield Stamps in 1963, and became one of the companys largest clients. Now there are more than 1800 stores running under Tesco. Tesco is being a one of the most important share holder in UK share market UK market share Graph Showing Market Share of Tesco According to TNS World panel, Tescos share of the UK grocery market in the 12 weeks to 10 August 2008 was 31.6%, up 0.3% on 12 weeks to 13 July 2008. The business market share has been rising monthly since its recent low of 30.9% in March 2008. Across all categories, over  £1 in every  £7 (14.3%) of UK retail sales is spent at Tesco. Tesco also operates overseas, and non-UK revenue for the year to 24 February 2007 was up 18% on 25 February 2006. Supermarket Consumer Spend ( £000s) Market Share August 2008 +/- from July 2008 Tesco 6,351,531 31.6% à ¢- ²0.3% Asda 3,410,431 17.0% à ¢- ²0.1% Sainsburys 3,175,543 15.9% à ¢- ²0.1% Morrisons 2,233,137 11.1% à ¢- ¼0.2% The Differing Perspectives of Human Resource Management Today Human Resource Management, which is a very significant functional field of organizational management, has evolved a very board and profound management branch. HRM is the efficient and effective utilization of human resource to achieve goals of an organization. While other resources make things possible only human resource make things happen. As employees have different personalities, different expectation and different abilities, it is difficult to manage them. In fact, HRM is a strategic source of competitive advantage that is more sustainable. Guests Model According to the David Guests (1989-1997) model of HRM has 6 dimensions of analysis: HRM strategy HRM practices HRM outcomes Behaviour outcomes Performance outcomes Financial outcomes The model is prescriptive in the sense that it is based on the assumption that HRM is distinctively different from traditional personnel management. A business can take to HRM many different approaches. Guest(1999) identified two different perspectives of HRM soft and hard, also these perspectives are similar to the tight and loose perspectives which are identified by Handy. According to the soft view of HRM, it explains employees to be a valuable asset to the company. (e.g., it is people that make the difference; the workforce is the most vital asset; human resources are the sole, real, sustainable, competitive advantage or edge.) On the other hand, the hard view of HRM considers that employees are resources to be managed effectively to achieve business objectives. According to Truss, those soft and hard approaches are based on opposing aims. The aim of soft model is to improve the competitive advantage of the company and the individual development of the employee based on the assumption that employees are viewed as a resource working to be trained and developed. In contrast, on the hard model employees are viewed as a cost that has to be managed and the aim of the model is to use the employees to achieve the organization goals. These approaches can also be viewed as tight and loose HRM, which are system based on compliance and commitment. Storeys Definitions The different perspectives can also be seen between the difference of personnel and HRM. Storey (1992) regarded HRM as a set of interrelated policies with an ideal HRM consisting of beliefs an assumption; strategic aspects; line management; key levers and dimension. For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, are responsible for managing a workforce as one of the primary resources that contributes to the success of an organization. Then, human resources are described as much broader in scope than personnel management. Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organizations personnel department. With human resources, all of an organizations managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks. While HRM concerns the human side of the management of enterprises and employees relations with their firms, Industrial Relations (IR) is comprised of certain actors, certain contexts, and ideology which binds the industrial relation system together and a body of rules created to govern the actors at the work place and work community. This term is a broader concept when compared with labour relations and it is concerned with the systems, rules and procedure used to determine the reward for effort and other conditions of employment. It can be viewed from tripartite perspective. Though the term IR seems to have a more macro view rather than micro view, it can be viewed as a one of the fields of HRM. Therefore we discuss IR under the theme of HRM. Several view points of HRM HRM is the management of people at work in an organization. Human resources are unique as they have expectation characteristics which are missing from all other resources. They have to be managed legally and ethically. Unilever practice this correctly. In management approach, HRM is a responsibility of every manager irrespective of his/her fields of interest a specialization. Though the Unilever has a human resource department led by a human resource manager, it has to serve all managers, non-managers and departments through it expertise. Also HRM is viewed as a system of interrelated functions. For instance job analysis affects recruitment, selection and pay management. When human resource activities are involved as a whole, they from the Unilevers human resource management system. Also HRM is an open system that is affected by the external environment that is composed of various forces which have direct or indirect influences on the organization and its HRM. In case of Unilever, those forces, labour law, trade unions, education system, training system, employee marketsetc affect HRM. Strategic approach to HRM is a recent development in the disciplines of HRM. HRM is called strategic HRM from this view point and the purpose is to generate or enhance competitive advantage or support achievement of strategic business needs. When it comes to Unilever, there also HRM is fully integrated with the strategy and strategic needs of the Unilever. Also HRM can be viewed from the proactive approach. Being proactive means acting before a problem occurred. Since there may be situations where problems arise suddenly and no time is available to anticipate, Unilever also recommended proactive HRM to follow whenever it is possible. Strategic Human Resource Management (SHRM) is treated a resent development in the field of HRM. It is concerned with those decisions which have a major and long term effect on the employment and development of people in the organization and on the relationship which exist between its management and staff. It is perceived and believed as an advance topic. The purpose of strategic approach to HRM is to generate or enhance competitive advantage or support achievement of strategic business needs and goals. Strategic aspect of HRM has four features which are as follows: HRM is a broad approach to managing people at work based on philosophy of HR. HRM is a major source of competitive advantage. It links to competitive advantage of the organization significantly. HRM policies/functions cohere within themselves and with other functional fields of organizational management. HRM is fully integrated with the strategy and strategic needs of the organization. Also HRM plays an important role in Unilever strategic management. HRM contributes to strategy formulation, strategy implementation and strategy evaluation. Flexibility within the Workplace Flexibility in work is an important key to a company, if the company need employee attraction and not to lose them. Flexibility means the way of working, which means that flexibility can be based on time and location. The flexibility in work can be categorized as follows; Part-Time Workers Part time workers are cheaper to recruit and they are not permanent and cannot involve in management procedures. The rights of part time workers are limited. Fixed/Short-Term Contract Workers Workers who are taken at a specified period as the company need. Outside Contractors/ Sub Contractors Group of workers or individual worker requites from outside the company for a special work at a specific time. Self Employed labour People who work for an exact company as a self employed basis. Agencies An agency which supplies employees to companies which seeks for labour. Get the customer to do the work Without any employee customers fulfil his needs by himself by use of technology. Shift working A continue way of working where employees work according to a time based system. Flex-Time A way of making decision by employee about his working time with in a core time. Job Share A way of sharing once works with other who work full time job on a part time basis. Annualized Hours A number of hours labour is given to employee and he need to complete that within a year. Tele working An easy way of working, by the use of technology employee can work at his own place, home, or even at road. Hot Disking/Hotel ling Employees need to go outside the company for specific job and they have a specific desk for them self in the office for permanently. Home working This is the same as Tele working and work can be carried out in home and this no need of network or communication As shown above flexibility of work can achieve the company a high standard in business and the satisfaction of the employee will be high because they get what they need. The flexibility in work will give advantage as well as disadvantages. Some of them are as follow. Employer view Employee satisfaction will reduce employee strikes etc. High level of outcome can be achieve Cost of employee is low Sometime cost cannot be maintained Employee internal competition will effect on company manufacture process or sales can be continue without a stop. Employee view Employee satisfaction is high Working stress is low There will be a new can do attitude in the business Time can be managed to do personal works Employers will miss use the labour Sometimes salary payment will be postponed. At Tesco, they are giving employees (and not just the women) the chance to work flexibly for years. Flexible working can mean Working part-time, Working from home Job sharing Most who take up the opportunity are parents. But not all One Tesco employee studied at college for his degree and was allowed to work flexibly in order to train more often. Another was given a sabbatical to practice with his rock band. These examples show how Tesco has given flexibility for their employees. When it comes to maternity and paternity packages, Tesco beats many other businesses. Company also believes in educating managers about the merits of employing mums. Work life initiative has been developed many years in response to employee request in Tesco. Tesco believes that this will make employee attraction on the company and the satisfaction will rise above the roof. Tesco sees the flexibility as an important issue because that directly effect on employees and without them company cannot carry out the works. Tesco as a company has arrange different ways of flexibility in work specially for mother who work full time, company has given them a holiday system where they can take holidays without a pre notice. The most of the part time worker in the company are employed in Europe rather than Asia. Form of the Discrimination Discrimination is someone is not treated as fairly to someone else in similar situation or treated differently because they are deferent in some way. Have two types of discriminations. Those are, Direct Discrimination Indirect Discrimination Direct Discrimination Race, sex, nationality of ethnic or national origin, disability are using for treat badly to someone. Indirect Discrimination Occurs when rules, regulations, policy procedures operating, which appears to treat everyone equality has the effect of the disadvantaging certain group and the recruitment is not reasonable. Current Legislations are against Employment Discrimination. There are 3 main legislations. Those are, Employment Equality (Age) Regulations 2006. Employment Equality (Religion or Bellies) Regulations 2003. Employment Equality (sexual orientation) Regulations 2003. Employment Equality (Age) Regulations 2006 Protect against discrimination on grounds of age in employment and training prohibits direct and indirect discrimination, victimization, harassment and instruction to discrimination. Employment Equality (Religion or Bellies) Regulations 2003 The directive protects discrimination on the ground of religion and belief in employment, vocational training, promotions and working conditions. Employment Equality (sexual orientation) Regulations 2003 The directive protects against discrimination of sexual orientation in employment, Vocational training, Promotions and Working conditions. Proposed Changes to the Law Hours, Rest break and maximum working hours of the week. Most workers have the maximum they should work set down in law under the working time regulations. That guide can get understand rest breaking and rest periods offer employers to workers. Give national minimum wage to employees. Give pension scheme to all workers and increase maximum working age limit. Range of current Initiatives and practices are which focus on equal Opportunities in Employment. Current initiatives are very helpful for build up employer and employee rights. It is very need to work with trade unions. Other hand it is very helpful for give equal opportunities to all employees. Bellow I mentioned some practices for focus on equal opportunities in employment. Opportunity 2000 is aim to increase the quality and quantity of woman employment opportunities both practice and public sector organizations. Codes of practices; there have some codes to practice law.eg: the pension regulators codes of practice guidelines on how to comply with legal requirements. Disable workers to give flexible works and more job opportunities. Compare and Contrast Equal Opportunities and Managing Diversity Equal Opportunities Concentration on discrimination /unfairness Perceived as an issue for woman and ethnic minorities and people with disabilities. Focus on boosting proportion of minority groups in employment. Strategy has to be main teamed. Emphasis on positive action rather than corporate vision. Managing Diversity Aims to ensure that all employees maximize their potential and contribution to the organization. Concentrates on movement within an organization it is culture and the meeting of business objectives. Concerns all staff and specially managers. Does not rely on positive action and provides a vision. (John P.Wilson workplace diversity and training 2005 page253) Tesco is view the Concept of Discrimination in Employment. Tesco protect their work force discrimination. They have suitable work patterns for employees. Every time they modify their rules and regulations for current social needs. In this time they are giving more job opportunities for female workers. They ignore race, ethnic, colour for recruitments and training promotions. Tesco have specific age limit for recruitments and pension. How is the organization move from equal opportunities to managing diversity? Tesco move from equal opportunities to managing diversity use some activities. Such as internal employee networks, Monitoring programs, Diversity conferences. They build up employee societies for discuss their problems and set solutions. Other hand trade unions are helping solve the employees problems. Management every time monitoring employees efficiency and give more benefits and promotions to them. Performance Management Armstrong and Baron define performance management as A process which contributes to the effective management of individuals and teams in order to achieve high levels of organizational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. They go on to stress that it is a strategy which relates to every activity of the organization set in the context of its human resource policies, culture, style and communications systems. The nature of the strategy depends on the organizational context and can vary from organization to organization. In other words performance management should be: Strategic it is about broader issues and longer-term goals Integrated it should link various aspects of the business, people management, and individuals and teams. It should incorporate: Performance Improvement throughout the organization, for individual, team and organizational effectiveness Development unless there is continuous development of individuals and teams, performance will not improve Managing Behaviour ensuring that individuals are encouraged to behave in a way that allows and fosters better working relationships. While most firms have a human resources or personnel department that develops and implements HRM practices, responsibility lies with both HR professionals and line managers. The interplay between managers and HR professionals leads to effective HRM practices. For example, consider performance appraisals. The success of a firms performance appraisal system depends on the ability of both parties to do their jobs correctly. HR professionals develop the system, while managers provide the actual performance evaluations. The nature of these roles varies from company to company, depending primarily on the size of the organization. This discussion assumes a large company with a sizable HRM department. However, in smaller companies without large HRM departments, line managers must assume an even larger role in effective HRM practices. HR professionals typically assume the following four areas of responsibility: establishing HRM policies and procedures, developing/choosing HRM methods, monitoring/evaluating HRM practices, and advising/assisting managers on HRM-related matters. HR professionals typically decide (subject to upper-management approval) what procedures to follow when implementing an HRM practice. For example, HR professionals may decide that the selection process should include having all candidates complete an application, take an employment test, and then be interviewed by a HR professional and line manager. HR professionals also consult with management on an array of HRM-related topics. They may assist by providing managers with formal training programs on topics like selection and the law, how to conduct an employment interview, how to appraise employee job performance, or how to effectively discipline employees. HR professionals also provide assistance by giving line managers advice about specific HRM-related concerns, such as how to deal with problem employees. Line managers direct employees day-to-day tasks. From an HRM perspective, line managers are mainly responsible for implementing HRM practices and providing HR professionals with necessary input for developing effective practices. Managers carry out many procedures and methods devised by HR professionals. For instance, line managers: Interview job applicants Provide orientation, coaching, and on-the-job training Provide and communicate job performance ratings Recommend salary increases Carry out disciplinary procedures Investigate accidents Settle grievance issues The development of HRM procedures and methods often requires input from line managers. For example, when conducting a job analysis, HR professionals often seek job information from managers and ask managers to review the final written product. Additionally, when HR professionals determine an organizations training needs, managers often suggest what types of training are needed and who, in particular, needs the training. Health and Safety at Tesco Occupational Health and Safety is an essential element of a successful and sustainable business  in todays global village.  Consequently, Tesco takes responsibility for  Occupational Health and  safety very seriously. Sustainable, profitable growth for Tesco is dependent on: Providing consumers and customers with products that are safe in use.   Protecting the health and safety of employees and contractors.   Managing activities so as to provide care and protection of the environment  Ã‚  Ã‚   To achieve a safe working environment and a world class reputation for Tesco in Health Safety at Work Some companies take some actions in order to retain health and safety in the company. Some may be in success but some companies cant achieve that goal. Tesco achieves health and safety by followings; Developing, designing, operating and maintaining facilities and processes that are safe and without risk to health. Developing, introducing and maintaining systems, which will establish appropriate standards of occupational health and safety and ensure compliance with all applicable legislation and internal Tesco standards by means of regular auditing? Setting annual improvement objectives, targets, and reviewing these to ensure they are being met at company, divisional and departmental levels to ensure continual improvement. Involving all employees in the preparation, review and implementation of this policy and providing appropriate training and safety awareness. Holding management at all levels accountable for the occupational health and safety performance of their staff. Recruitment Process at Tesco Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. The recruitment industry has three main types of agencies: employment agencies, recruitment websites and job search engines, and headhunters for executive and professional recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews. The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Often times a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success. Sourcing Sourcing involves; 1)advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centres, and campus graduate recruitment programs; 2) Recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in 1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened. Screening and Selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through resumes, job applications, interviews, educational or professional experience, the testimony of references, such as for software knowledge, typing skills, numeracy, and literacy, through physiological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing. Conclusion Human resource management is an important function not only for Tesco but also for all the companies which manage human power or which deal with people. HRM is a key point for a company for its success if that function fails or malfunctioned the company will fall because the effect of bad HRM are not friendly to the company. Company labour cost will increase and because of that cost of production will rise and the sales will decrease, Because of less Sales Company cannot stay in the market or face the competition. The difficult management function within the company in known as HRM. Lot of studies has carried our around the world by professors and professional authorities in order to maintain a successful HRM in companies This case study is written in order to those companies which need basic knowledge of HRM and for students who want to know the meaning of HRM and how that functions. Tesco is a multinational company that has spread over 25 countries with about 440,000 employees. That much of employees are a asset to a company and the management is very important else employee dissatisfaction will leave to Tesco company down as mention above. HRM is not just a management function like finance management, production management etc, its special because it always deal with real people and they are hard to handle and the understanding in to be there within the company and employee to achieve success in future.