Testing of life expectancy Would you want to know

Testing of future Would you need to know Presentation Throughout the web, there are various sites professing to have virtual products where individuals after entering some close to home data, they are educated with precision their future. The evident precision of these tests is forbidden and a large portion of those individuals who take them once in a while accept what they are told.Advertising We will compose a custom exposition test on Testing of future: Would you need to know? explicitly for you for just $16.05 $11/page Learn More This is on the grounds that various virtual products produce shifted results making it troublesome in any event, for the most impassioned adherents of these cheats to swallow what they see. While the greater part of the online tests are cheats with little believability, there could really be another approach to decide people’s future. Researchers in the UK might have the option to tell to what extent one will live through an extraordinary blood test that will include investigation of a p erson’s hereditary make up. The greater part of the individuals who partake on the online tests will locate this fascinating due to the degree of logical association and the expanded collaboration with those that are offering the test. The way that these researchers are good to go out the administration in the market shows that they are persuaded that it is dependable and that they are prepared to bear any legitimate difficulties and are prepared to demonstrate logically that their strategy works. The inquiry anyway is whether individuals will step through the exam or not. I would not have any desire to have the test Before an individual steps through this exam, various elements come to play. When painstakingly broke down, the negative marks exceed the benefits that ought to debilitate any individual of sound brain from stepping through the examination. Legitimacy of the test, the money related angle, and the psychological readiness of such an endeavor will dishearten me from stepping through the examination. The explanations behind not stepping through the exam are handled underneath in detail. Legitimacy of the test and budgetary angle The test tries to examine a person’s status of telomeres, to decide the speed of maturing. The shrewdness behind this is the shorter the telomeres, the quicker somebody will age.Advertising Looking for paper on maturing? How about we check whether we can support you! Get your first paper with 15% OFF Learn More Since mature age is by and large connected with end of life, these researchers figure they can utilize measurements like the overall future of a person’s area to compute the quantity of years he/she will live. What they don't tell individuals is that this test will just test the organic age of an individual. While organic age may have some connection with sequential age, it isn't in sum a precise method to decide to what extent an individual will leave. To be reasonable, this test adopts a ceteris p aribus strategy to sequential age. While it is workable for one’s organic age to be over a hundred, sequential age is dependent upon numerous variables like mishaps that can undoubtedly take a person’s life at any age. Except if they incorporate the component of different elements that cause demise and are outside human ability to control, its will be an insignificant exercise in futility to step through the examination. All the above comes at an amazing figure of a likeness $700, a figure path past what a significant number of those that will need to step through the examination. For what it's worth, there are at present numerous tests that are accessible and that consider numerous components past natural age with to some degree precise aftereffects of future. All things considered, accepting the test is somewhat exact and one’s future is learned, its will be a wellspring of individual issues like passionate breakdowns that may demonstrate hard to deal with. En thusiastic breakdown Given that this test is sponsored by some logical demonstrate, a few people are probably going to take the outcomes completely. Individuals have for along time flourished in riddle and numbness. The secret that encompasses passing and the absence of information on how it is caused and when it will happen has saved numerous individuals a ton of desolation. Information on a person’s date or obvious date of death is probably going to dive a few people into a condition of passionate pain that is achieved by forswearing, dread, and apprehension.Advertising We will compose a custom article test on Testing of future: Would you need to know? explicitly for you for just $16.05 $11/page Learn More It is sheltered to expect that relatively few individuals can confront the sureness of death in their calm condition of psyches. This by itself is reason enough for one not to step through the examination on the grounds that unmistakably the advantages of knowing your dat e of death are less those of not knowing. Determination There will be a great deal of upsides and downsides about the future tests. The choice anyway lies with any person that is intrigued. Whatever it is, the primary concern remains that this test will accomplish more damage than anything else.

Ridley Scott’s Failure to Acknowledge the Truth in 1492: Conquest of Paradise :: Movie Film Essays

Ridley Scott’s Failure to Acknowledge the Truth in 1492: Conquest of Paradise [1] Why might an individual in 1992 make a verifiable film about Christopher Columbus’ revelation that totally overlooks the then current discussions that question whether it accelerated massacre? Executive Ridley Scott set out to create the be-all-end-all delineation of Columbus, yet he obtrusively fail to address the most warmed issue: Native American annihilation. In Scott’s film, the local voice is unheard, their personality is quieted, and their way of life is ignored. The quincentennial festival of Columbus’ journey set off a multiplication of scholarly reactions tending to the contention over the conventional Columbus fantasy. 1492: Conquest of Paradise, be that as it may, is quiet about these issues. Having full information on this multi-faceted discussion, did Scott just take the path of least resistance by giving another run of the mill Columbus story? Under the affectation of an authentic film, did Scott penance verifiable truth and scholarly trustwort hiness for mass intrigue in the cinema world? In his quietness, Scott chooses to stay away from the annihilation banter. Regardless of whether the revelation of the New World in fact accelerated massacre is still under discussion, however it is a significant one and ought not be overlooked. We despite everything have a long way to go from our legacy and need to address the significant issues so as to more readily learn and develop. The two in number contentions beneath speak to the different sides of a warmed discussion that was not spoken to in the film 1492. They contain brutal facts which aren’t attractive to the American open however are fundamental to the comprehension of the ethical ramifications of social triumph. Pulling The Fleece Away From Our Eyes [2] Columbus is a backbone of American energy. He is the benefactor holy person who planted the seeds of our country. Our way of life has been calmed into his brave legend for many years and has commended this man with much grandeur and situation. Columbus’ value has been the subject of much discussion and is currently being connected to such un-chivalrous terms as mass homicide, holocaust, and slaughter. [3] Fueled by several years of Western purposeful publicity, our country made the American Dream from the real factors of an American Holocaust. By declining to perceive the despoiling of the local populace, an outrage is disregarded: a wrongdoing doesn’t exist without a casualty.

Government And War On Drugs - Free Essay Example

Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The War on Drugs has, and always will be, something of a controversial topic.   The term ?War on Drugs, although coined by Nixon under the Nixon administration in 1971, will be used in this paper to distinguish any time the United States attempted to fight or regulate drug usage of any kind.   The reason for this clarification is because we can find evidence of the United States attempts as far back as around 1860 with the regulation of pharmaceuticals.   As time has gone on, drugs have only been more of a reoccurring force for the United States to deal with.   This essay aims to highlight the arguments both for and against the federal governments actual ability to govern drug usage in order to discover the most logical position to take on the matter.. Background   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The United States has been fighting the War on Drugs since the 1860s; over a century and a half of ever-increasing drug related issues.   The first recorded attempt at regulation for anything related to drug usage at all would have been around the 1860s.   During this time, efforts were made to regulate the sales of pharmaceuticals.   Laws were introduced that created penalties for things such as mislabeled drugs, saturating pharmaceuticals with narcotics, (an increasingly common problem that would only continue to appear with time,) and the improper sale of what had been considered at the time to be poison, as determined by prominent pharmaceutical societies.   Only twenty years later, the United States found opium addiction to be an epidemic The rate of opiate addiction increased from about .72 addicts per 1,000 people, to a high of 4.59 per 1,000 in the 1890s(cite me) And stemmed the sale of opium between the United States and Qing Dynasty Ch ina via an agreement that prohibited shipments of opium between them, going either way.   Only barely scraping the surface, these were just the beginning of what the United States would continue to deal with as time went on.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Unites States was not a stranger when it came to dealing with drugs.   Multiple passed legislations and several more rejected ones prove that drugs were clearly an issue at hand at all times.   If research showed that a drug was harmful, the United States would react with legislation such as the Pure Food and Drug Act, or alcohol prohibition.   Other times, entirely new federal agencies were created, such as the United States Food and Drug Administration, or the Federal Bureau of Narcotics.   There were supporters on either side of each and every one of the many debates had over every type of drug imaginable.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   But at what cost?   The United States Constitution doesnt say anything about the regulation of drugs.   In fact, drugs (or substances of any kind) arent mentioned at all.   However, the United States Federal Government appears to be passing legislations with the populations best interest in mind.   These are the arguments for and against the federal government having the power to regulate such things.   Unfortunately, there is no obvious one size fits all answer to this century and a half long debate.   As such, this begs the question; how much power does the United States Federal Government actually have when it comes to problems revolving around the regulation of substances? In-Depth Analysis of Arguments for Both Sides Drug Laws are Effective   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Those that favor support of the federal government in the creation of anti-drug laws can cite numbers showing that drug laws are indeed effective in stemming the usage of drugs.   Comparisons between the United States licit usage of substances (such as alcohol or tobacco,) to illicit usage of substances (such as heroin or cocaine,) in people aged 14 and older are, as expected, drastically different.   The threat of persecution is a valid deterrent for those who have used or have thought about using substances.   This threat causes a massive gap in the number of users using licit substances versus the number of users using illicit substances.   As a republic, the United States Federal Government exists to assist, and in this case, keep its people alive and safe from the ill effects of certain substances used (or abused). Drug Laws are Ineffective   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Drug laws create a divide between users and non-users.   This divide makes it difficult for users, whether willingly out of recreational desire, or unwillingly out of addiction, to live a normal life for a couple of reasons.   Users of illicit substances are essentially marked as criminals.   Most of the drug cases that go to court end with the defendant being charged only with possession; if this was indeed the only crime they committed, they have caused no damage to any party, and wronged no one except themselves.   They are then then faced with exorbitant fines and time in jail or prison for a crime that affected nothing but their health.   The second reason drug laws are ineffective is due to the sheer lack of ability for any government to regulate an underground or black market.   This creates an economy based on a criminal market.   With this, other problems arise, such as vast networks of organized crime for the sale of an illegal sub stance.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The United States Federal Government has no constitutional right to the private affairs of its population without probable cause.   The insinuation that the government can circumvent this limitation by way of passing legislation that not only doesnt fully meet intended goals, but also causes more problems than it solves only makes the issue that it is unconstitutional even worse. Gateway Drug Theory (Cannabis) Cannabis is a Gateway Drug   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Cannabis, also known as marijuana or weed, is a drug used recreationally by many.   While the effects of it are less harmful than that of a harder drug such as heroin, the United States Food and Drug Administration currently has cannabis classified as a Schedule I drug.   What this means is that cannabis has been deemed, on the federal level, to have both no current accepted medical usage, as well as a high potential for abusage.   There are a few states that have legalized cannabis for recreational use and/or medical use, but cannabis is still considered a Schedule I drug.   Even though cannabis is classified in the same group as much more dangerous drugs, such as heroin or cocaine, the high it provides is not as intense as other Schedule I drugs.   This leads them to try increasingly more potent drugs to find a stronger high, essentially using cannabis as a ?gateway into harder drug usage.   The United States Drug Enforcement Agency cited in its 2008 Marijuana Sourcebook that recent research has proven that those who have tried a drug (like cannabis) are five times as likely to move on to try a more intense drug such as heroin or cocaine. Cannabis is not a Gateway Drug Other studies conducted have shown that cannabis use and hard drug use both share the same methods of influence, such as a persons peers/environment, or genetics.   Golub and Johnson of the National Development and Research Institute in New York wrote that young people who smoked marijuana in the generations before and after the baby boomers did not appear to be likely to move on to harder drugs.

Meaningful Social Studies Essay - 1514 Words

Meaningful Social Studies Introduction Today many classroom teachers are faced with the challenge of delivering meaningful and powerful social studies lessons to their students. This paper will explain how the learning cycle can help students gain a better understanding when learning new concepts. This paper will also give an example of a Native American Indians unit can be taught in a 4th grade classroom, covering the following contents: Location; Movement/Migration; and Individuals Groups, Institutions. In addition this paper will address the 4th grade performance objective(s) and Georgia social studies standards used in this unit. Additionally, this paper will explain and justify the use of various instructional strategies that†¦show more content†¦Some ways that teachers can implement the exploratory introduction phase in a lesson or unit is by, (a) asking students questions to prompt their recall of relevant prior knowledge learned; (b) using the K-W-L technique (what the students know, want to know, and wha t the students have learned); (c) or having the students make comparisons connecting the new concept to concepts the students already know (comparisons charts). The second phase of the learning cycle is the lesson development phase. In this phase students are exposed to new ideas or skills that can lead students learning to practice new skills and in using new content. The instructional strategies used in this phase may range from expository through the inquiry-based problem solving and decision making. Meyerson Secules, 2001 explains that, â€Å"inquiry learning approaches, students are put into situations that require critical thinking and encourage the internalizing of major concepts. Inquiry activities can also allow students the opportunity to confront, express, and analyze preconceptions and misconceptions in an active, nonthreatening way†. Teachers can provide students with instructional activities such as: having guest speakers; providing games; having real life demonstrations; role-playing; and simulations. The final phase of the learning cycle is theShow MoreRelatedThe Easy and Meaningful Integration of Social Studies and Language Arts1815 Words   |  8 PagesIt is not enough for our students to be citizens of the United States of America; they are faced with the challenge that no other generation has: they are citizens of the world. Social studies, as a focus in classrooms today must be more than a history class. 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Reflective Essay Dignity and Respect - 2400 Words

Reflective essay: Dignity and respect 10053603 Introduction The Purpose of this essay is to reflect upon an experience which relates to the chosen topic of dignity and respect, this was highlighted in my self-assessment (please see appendix) Acknowledging a persons’ dignity can contribute to their sense of good health, well-being and independence. Dignity is an essential element of high quality care and involves aspects such as respect, privacy, autonomy and self-worth (The Welsh Assembly, 2007) I have decided to use the Gibbs (1998) Reflective cycle for this essay, this framework guides you through a cycle of questions in order to provide guidance and structure when reflecting on an event or situation. The Gibbs cycle†¦show more content†¦Evaluation A good point that arose from the situation was that Mrs Clarke did not injure herself and that her severe reduced mobility was now recognised and respected due to this incident. Mrs Clarke seemed to recover quickly from the incident. Although she was initially distressed this was short lived. There were several bad points that should be acknowledged. Firstly, I think it would have been beneficial if a second opinion from a qualified member of staff was sought, this possibly would have prevented the situation from occurring. Secondly, Mrs Clarkes’ wishes were not respected, she was in a very vulnerable position and this I felt contributed to her being persuaded to mobilise against her will and better judgement. Mrs Clarke also ended up in a very awkward and exposed position on the floor and the way in which she was manually handled meant her dignity had been considerably compromised. Finally, Mrs Clarke was manually lifted back onto the bed which again potentially put her and the staff involved at further risk of injury. In addition to this, to my knowledge the incident was not reported. 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This reflective essay will look at the importance of professional values in establishing a professional relationship with a service user. This reflection is based on an experience I had on my first clinical placement as a student nurse, working in a mental health setting within the North West of England. In order to comply with the Nursing and Midwifery

Vodafone telecommunications analysis free essay sample

This study is based on Vodafone telecommunications. It gives an introduction to the company and provides background information on the business resource management. The report then clearly defines the external and internal factors (business environments). The main body of the report describes the aspects of the business management including microeconomics analysis and evaluation of the business management aspects. The study is attempts to analyse and evaluate two areas of resource management. Human resource management is one of areas, another area will be marketing. This study is relevant to the world of management users, and gives the opportunity to be involved in a report that will result in a feasible analysis for one of the largest telecommunications company in UK and the world. The information provided in the report was collected through different sources. Experience, secondary data were used. Contents Abstract 1 Contents 2 Table of Figures 2 1. Introduction3 1. 1 Market and Size 3 1. 2 Competitors Analysis 4 1. Business Environment Analysis 5 1. 3. External Analysts (PEST) 6 1. 3. 2 Internal Analysts (SWOT) 7 2. Vodafone Management aspects 8 2. 1 Human Resource Management 8 2. 2 Marketing 10 3. Recommendations 12 4. Conclusions 12 5. References 14 6. Bibliography 14 Appendix 15 Table of Figures (Diagram 2 Total customers worldwide) (Diagram 3 Market Share) 5 (Table 1 PEST analysts) 6 (Table 2 SWOT analysts)7 (Diagram 1 Vodafone Market Mix (4 PS)) 1. Introduction 4 10 Vodafone made the UKs first mobile call at a few minutes past midnight on the 1 January 1985. Within nineteen years, the network would become the largest company n Europe and the largest of its kind anywhere in the world. By the turn of the century, almost every second I-JK citizen would have a mobile (one third of them a Vodafone). And with a 50% increase in customers over Just the last 12 months, new generations of technology in the pipeline, and mobile communications-hungry people around the world, there seems little reason to suppose the next fifteen years will be any less dramatic. 1. Market and Size Vodafone Group Plc provides a wide range of mobile telecommunications services, including voice and data communications, and is the worlds largest mobile elecommunications company, with a significant presence in Continental Europe, the United Kingdom, the United States and the Far East through the Companys subsidiary undertakings, associated undertakings and investments. The company operate in 29 countries worldwide. The following diagrams show the growth in the company turn over, profits and customers for years 2000-2003 (see Appendix A). Diagram 1 Growth of Vodafone) The company had a total market capitalisation of E86 billion, which making it the second largest company in the financial times stock exchange 100 index, and the leventh largest company in the world based on the market capitalisation at 23 May 2003. [1] 1. 2 Competitors Analysis I-JK telecommunication market (the parent company) have been considered, there are four main operators include Vodafone, Orange, 02 and T-Mobile. The market is supported by a fast-growing services sector, driven by new technology, employing around 200,000 people with a turnover of El 9bn. As shown in the diagram below Vodafone has the largest overall share of retail revenues, with 34. 4% of the total market in 2001/2002, compared with the 26. 4% share held by Orange. Vodafone Management aspects Vodafone has different aspects to investigate; each of these aspects was a factor for the company success. Analyse these aspects help Vodafone to monitor the improvement of service and to get an overall picture of the organisation. Below human resource management and marketing will be analysed and evaluated. 2. 1 Human Resource Management In 1999, Vodafone merged number of companies subsidiaries into one and became Vodafone. It became evident that there were many different systems and procedures in place for activities such as recruitment. The Vodafone team was working hard to resource 3000 recruits each year. Vodafones re-sourcing strategy is to ensure it becomes the most effective recruiter in the telecommunications market within two years. Vodafone aimed to: Establish a re-sourcing centre which operated as an internal agency to proactively manage recruitment for Central Services, Technology and Customer Management. Create a single recruitment management platform, including an integrated candidate atabase. Control costs effectively by reducing the reliance on agencies and maximising the value of Vodafones employment brand to attract candidates direct. There was limited infrastructure to support re-sourcing activity and the HR teams relied on manual processes to deal with the large volumes of applications. The candidate experience of the recruitment process was not always positive, due to the lengthy process. The Internet was a good source of candidates, although there was no technology platform in place to manage the online candidates through the selection process. he award winning career website was encouraged. A large proportion of activities focussed on promoting Vodafones employer brand and driving candidates to the website to encourage them to register online. Vodafone next created a talent bank a database of everyone who has applied to work at Vodafone. The key benefit of the database is that it allows Vodafone Re-sourcing team to proactively discuss Job opportunities with people who have an expressed interest in working at the company. This direct sourcing of candidate via the webcentric strategy, and the resulting cost savings, has been the biggest success for Vodafone: A webcentric recruitment strategy which cuts cost per hire by at least 40% Recruitment expertise from Vodafone personnel, reducing fixed headcount and overheads The percentage of candidates recruited via agencies has dropped to less than 25% A more cost effective re-source of interim managers A manageable number of recruitment agencies to work with and build quality relationships with favourable commercial terms Creation ofa proprietary talent bank which has helped to reduce time to hire. The human resource management established plan for two years of training for the mployees, the department obtain the workers for recruitment and selection, employee relations and employment law, policy and procedure plus a lot of project work (see Appendix C). Vodafone is offering its employees: buy one get one free share scheme and a save as you earn scheme, and give 28 days holiday a year. Vodafone vision is to be the worlds mobile communications leader so the strategy they are following is to wor k on the internal factors (employees), which is an important issue to be the most successful organisation worldwide. The wireless world is transforming with a new generation of advanced mobile echnologies emerging. This technology is re-defining how people interact with the world around them and Vodafone is taking a central role in its development. 2. 2 Marketing Vodafone is the largest mobile telecommunications company in the world. It operates in 29 countries and has over 296 million customers, a staggering 34% of all users worldwide. Vodafones strategy is customer focused and product led; the company is continually advances. However, as consumers become increasingly sophisticated users of modern mobile technology, Vodafone makes new demands and seek added value hrough product improvements. Vodafone must feed this back into its product strategy. 4] The company not only offers mobile, WAP and text services, its also one the biggest sport sponsors such as Manchester United, Formula One, English Cricket and Vodafone Derby. Vodafone marketing mix (see diagram 1) depends upon brand marketing and local marketing. First of all brand marketing is designed to increase general public awareness of the Vodafone brand or other local Group brands and marketing. Brand communications include sponsorships and advertising on radio, television, in general irculation newspapers, in magazines and in specialised publications. Vodafone established loyalty points to perform the local market as the second strategy. The loyalty point scheme will benefit the Vodafone customers by providing better deals with the network. Different approaches used to attract the consumer and business sectors to Vodafone. Products and services are available directly to both consumer and business customers in the majority of markets. Directly-owned stores are becoming increasingly popular in most markets, with customers invited to try out service offerings such as Vodafone live!. Local Internet sites offer products and services online and sales forces are in place to discuss terms with business customers. Indirect distribution includes using third-party service providers, independent dealers, agencies and mass marketing. Service providers are prevalent in some markets, most notably the I-JK. Marketing to third-party service providers includes maintaining a competitive tariff structure, providing technical and other training to their staff and providing financial incentives for service providers, their dealers and sales people. Service providers receive discounts on the Groups airtime rates for ach tariff. Service providers also receive financial incentives from the Group related to their success in attracting new customers to the network. These comprise gross connection bonuses, airtime growth awards and other specific incentives. Supermarket chains and multiple retailers are also used to achieve mass distribution of prepaid products, with top-up vouchers available in a wide selection. 3. Recommendations of mobiles, in order the company puts threat on the governments, which will make the governments to take actions against the organisation. In this case Vodafone hould increase the partnership to include the governments. The pace of technological development accelerates with each new generation of discoveries and applications. Already new product development cycles have reduced from years to months, for example the company satisfy the customers needs with 3G phone network for the current time, but it should be alert for the technology changes to be the first company to adopt the new technologies of phone network in the right time, that will continually proved the leadership for Vodafone. Vodafone should consider a plan to cut the price of mobile phone calls to attract the sers to make more phone calls, which will increase the profit of the company and attract more users to the network. Vodafone considers Market Segmentation and Market Definition are indistinguishable and should be treated as such. The analysis to be used for market mix should be according to established competition law principles and identical to that used for the definition of relevant economic markets. Market segmentation should not be used to target different remedies within a relevant market. Targeting of remedies is highly desirable, but should be done independently of market efinition and not prejudged by it in any way. Webcentric strategy save Vodafone advertising costs, Vodafone will not have to interview a lot of people who may not suitable so that will save Vodafone money and time. However, Vodafone will be missing well qualified people, employees from competitor firms will not be attracted and Vodafone will miss out the opportunity of getting employees with experience in other companies. The Vodafone Strategic Plan for human resources clearly identifies the need to improve the effectiveness of processes and data and reduce their associated costs nd risks in support of the organisations strategy of growth. The provision of effective management systems, based on sustainable technology platforms, is a prerequisite to streamlining business processes to meet these growing demands without expansion of support staff. 4. Conclusions Vodafone treat the external agencies as members of the company to streamline its processes to reduce the time to hire as well as continuously improving the candidate recruitment experience. The development of webcentric contains significant challenges for HRM. Clearly, the and policies of those companies that become caught up in this new technology. These challenges include recruiting, redeploying, training and retraining of labour to provide required IT skills. However, they also extend to the recruitment, training and re-training of management staff so that organisations are able to operate effectively and develop in the brave new world of web strategy. Vodafone is continually looking to add value to the services it provides and to the packages it offers to customers. There will be few new customers available. So the challenge is to provide added value services and competitive charges to existing customers who are becoming more sophisticated and demanding. .

Managing Human Resource

Introduction Currently, Human Resource Management is taken to be a contemporary development that has reshaped employment relationship. This perspective has come out to replace the traditional approaches like industrial relations and personnel management in order to better the practices of employment.Advertising We will write a custom essay sample on Managing Human Resource specifically for you for only $16.05 $11/page Learn More Nonetheless, Human Resource Management remains a modern science that is constantly evolving in complex environment and organizations. However, its direct connection with strategic management has resulted to its division into two major approaches called soft and hard Human Resource Management. In the ancient and recent past, it was understood that personnel management aimed at efficiency, organizational development and justice through bringing together employees in the organization by enhancing their collective and individual cont ribution to its success. For that matter, a personnel manager was a person who was in charge of employees’ welfare at work place, loyal to the organization, abiding to internal and external cultures as well as responsible for adjusting to organizational challenges and its environment. On the other hand, Human Resource Management is considered to be a strategic approach in management of employment relations that seeks to leverage employees’ capabilities in attaining competitive advantage. For that matter, this paper covers different perspectives of human resource management. Nevertheless, it also covers several ways of developing flexibility within the workplace. It also looks at several ways of creating equal opportunities in a working environment as applied by British Sugar; a United Kingdom Company that deals with supply of sugar in the market. Moreover, several topical human resource practices and issues are also explored. Types of Flexibility in the work processes and how it can be applied in British Sugar Company Flexibility in the work processes usually requires strategy that is responsible for hiring, managing, assessing and rewarding these employees. However, for this to be effective, it is imperative that the strategy adopted must be geared towards improvement of employees’ engagement, job satisfaction, job retention and their overall well being. British Sugar appreciates flexibility in its work processes since it is believed that it helps to reduce stress and achieve job satisfaction. For that matter, British Sugar is applying several ways of achieving flexibility in its work processes. The traditional flexi time is one of the mechanisms that the company is applying. According to Luis and others (2011) affirmed that this approach allows employees in the organization to select their appropriate starting and quitting sessions. This is done within a reasonable time that surrounds their hours of operations.Advertising Looking fo r essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Moreover, the company also applies this approach through having a compressed work that enables employees to allocate themselves hours such as ten hours per day for four days in a week. Therefore, this means that employees usually have the remaining three days of the week as their off days which brings forth flexibility in the work processes. According to Stephen (2005), this is important since it helps to reduce work related stress during these elongated off periods. Nonetheless, there exist several advantages and disadvantages that are accrued from application of flexi time approach in the concept of flexibility in the work processes of British Sugar. The arrangement benefits both the employer and the employee. For instance, working parents are helped by the arrangement to balance their family and work responsibilities. Moreover, it also helps employees to avoid stres sful traffic and provision of longer leisure time. On the part of the employer, the arrangement is beneficial since it helps build motivation amongst its employees. Moreover, it is acknowledged by Stephen (2005) that flexi time helps to increase efficiency since it permits scheduling of activities to concur with the flow and ebb of the workload. For that matter, work processes in the organization are made to be flexible to both employee and the employer hence increasing productivity. Nevertheless, under flexi time arrangement, it is difficult for the managers to ensure completion of critical functions and optimum work flow. This is so since they encounter the problem of supervision. Moreover, flexi time also is a source of additional overhead costs since facilities are strained by the elongated working hours. Furthermore, British Sugar is applying induction exercise to its new recruits as one of its approach to flexibility in the work process. Induction according to Susan and Stephe n (2005) is opined to be one of the ways of achieving flexibility in the work processes. This is so since it enables new recruits to learn work processes of the company thus enabling them to accomplish given tasks with flexibility. On the other hand, Jenkins and Ambrosini (2002) provided that once an individual talent has been attracted to the organisation and recruited, it is relatively important to undergo an induction process. This process has several crucial purposes in the organization. These include; Acting as an avenue through which new recruits are able to learn expectations of the organization. Being the process through which the organization’s culture is inculcated in the new recruit. Acting as a platform through which the new recruit is able to learn both the internal and external environment of the organization Therefore, in elaboration, it acts as an avenue through which new recruits are able to learn expectations of the organisation. Through learning of the bu siness processes, they are in a better position to learn how business is conducted in order to achieve the set goals and objectives. This brings forth the desired flexibility in work processes.Advertising We will write a custom essay sample on Managing Human Resource specifically for you for only $16.05 $11/page Learn More Moreover, through the induction process, the organisation’s culture is able to be inculcated in the new recruit. New staff is able to cope with the culture of the organisation. This is important since it helps one to become part of the wider community of the organization. Thirdly, Jenkins and Ambrosini (2002) opined that an induction programme also plays an important role of helping the new recruit to learn both the internal and external environment of the British Sugar. Mostly, these recruits are people who are new in the environment both internally and externally. The induction process helps them to adapt to these new environ ment by familiarizing with it before settling down for meaningful engagement. This helps them to adapt smoothly thus being flexible in the work processes of the company. Consequently, these three purposes of induction have benefits to an individual and to the organization as a whole. To begin with, it is evident that the induction process acts as an orientation process to the new recruit. This is a benefit since it enables him or her to learn the operation of the organization and to adapt to the new environment. Moreover, it also benefits the new recruit by providing on job training before he or she is left to perform these duties on his or her own. On the other hand, it is beneficial to the organization since it advances the culture of the organisation to the new recruit. In addition, it also acts as a platform through which the organization advances its expectations to new recruit. This promotes flexibility of work processes in the company. Labor market trends and flexibility Labo r market shapes the approach that an organization takes to its human resource management. For that matter, it should be appreciated that development in social, political, economical and technological sphere of life has significantly affected labor supply in the society. Therefore, knowledge of labor market is important to appreciate trends and flexibility in organizations. Nonetheless, labor market can be divided into two broad categories; internal and external labor market. Changing trends in these two categories have effects to its supply.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Classical theorists believed that it was prudent to apply a structured approach to employee management. This means that the labor market was limited from outside the organization where by people entered organizations at very lower levels but proceeded to senior positions through internal promotions. However, this was after a successful in house training. This was beneficial to both employer and the employee in that it encouraged career advancement of these people while at the same time limiting transfer of skills to other competing organization. Contrary to the classical theorists, contemporary approaches to human resource management appreciate a liberal market where labor market appreciates transfer of skills from one organization to another. For that matter, the labor market is influenced by external forces that determine its supply and demand on the market. These forces include changes in societal attitudes to education and work. For instance, in the current labor market, there i s high appreciation of female workers as opposed in the traditional approaches. Moreover, there is desire to balance work and family life. In addition, economic factors are also part of the external forces that determines labor market trends in the contemporary times. Both national and international economic conditions such as inflation, interest and exchange rates determine the cost of living. For that matter, incase of high rates, it implies that more members of the family should work to meet rising expenses. Moreover, globalization process is another key factor that determines labor market trends in the contemporary society. Forces such as global financial performance, international migrations and production systems are some of the factors that affect labor market in the current times. For that matter, an organization needs to put these factors into consideration in management of its human resource. Therefore, flexibility in work processes such as flexi time also needs to put fac tors of globalization into consideration. Additionally, contemporary labor market has tremendously changed in such a way that a supply of a given form of labor in a given region can create demand of that particular labor in another regional market. Flexible working methods and issues related to flexibility Flexible working applies different approaches. However, according to Jenkins and Ambrosini (2002), an approach that may appear flexible to an employee may not be flexible to the employer and vice versa. For that matter, it is necessary to adopt an approach that tries to satisfy both the employer and the employee. Therefore, it is important to apply organizational and labor market flexible practices in order for all stakeholders to be comfortable. In connection to this, the organization may decide to apply the following approaches or in their combination. Labor Market Flexibility Labor market flexibility is an approach where employees and the employer respond to ever changing labor conditions in the market. Labor supply can be applied in various ways, for instance, the supply of hours of work by an employee. This kind of approach puts two major considerations in terms of labor costs. The consideration includes sacrifice of working extra time and any kind of disadvantages associated with that kind of work. In that connection, it is important that any extra hour worked should be accompanied by a higher hourly compensation due to the high disutility incurred during the working processes. Moreover, in terms of increased wage rate due to extra working hours, there are also positive effects associated with the process. For instance, it facilitates improved childcare support which in turn helps to increase conditions of other people in the labor market. Flexible Firm Flexibility In relation to this approach, it is propounded by Johnson and Scholes (2008) that that there are two major categories of workers in a flexible firm. These include the core and peripheral wor kers. In relation to core workers, they are believed to be employees who are on permanent employment in the organization. These permanent employees enable the organization to deliver functional flexibility since they are involved in accomplishing a wide variety of tasks. On the other hand, peripheral employees provide the organization with flexibility in terms of numbers since they may increase or reduce given the current labor market. For that matter, the flexible firm flexibility entails reorganization of organization’s internal labor into various categories basing on the employer’s expectations and employees’ experiences. However, in terms of human resource management policies such training and other general employee development, core workers are the only ones who are involved in the program. However, the peripheral workers are only exposed to raw policy forces. In addition, in an event of economic turmoil such as recession, the peripheral employees are the o nes who are more susceptible. Advantages of flexible working practices to both employer and the employee Advancers of flexible working practices points out several advantages that attracts organizations to move towards that direction. These include competitive advantages that are accrued from these programs. Competitiveness is however attained though achieving high rate of employee retention. Thus, high employee retention means that organizations end up spending fewer resources on training employees as compared to the instance when there is high rate of employee turnover. Moreover, it should also be noted that due to employee retention, valued employees’ skills, knowledge and experience are retained in the organization hence giving it the vigor in work processes. Moreover, according to Johnson and Scholes (2008), it is believed that flexibility working practices reduces undesirable behaviors in the work place such as absenteeism. This is so since it provides flexible options which strengthen employees’ commitment while giving ample time that result to absenteeism in other work practices. In addition, proponents of flexible working practices hold that flexibility in work processes enables organizations to increase their employee loyalty by not necessarily making major changes in their work processes. In most cases, work flexibility entails little or completely no changes in the work processes. For example, compressed weeks of work and flexi time only need similar number of hours using the same work arrangements. Importantly, it is also worthy to note that flexible work practices have positive impact on employee productivity. This is so since employees are able to meet their family needs through approaches such as flexi time hence they are likely to be contented with both work processes and their family life. Moreover, flexibility practices such as application of telecommuting helps employees to be more productive since they are freed by headaches such as office interruptions. Disadvantages of flexible working practices to both employer and the employee Despite having several advantages accrued from flexible working practices, it is imperative to acknowledge several disadvantages that are connected to this kind of arrangement. These disadvantages actually have negative consequences to organizations. To begin with, flexibility arrangement such as telecommuting can be at times disastrous since other processes such as customer services which usually needs physical attention of personnel suffers in the long run. On the other hand, it is also imperative to note that in such kind of arrangement, interpersonal relationship that employees develop through physical interaction with different stakeholders in the organization is largely affected which in the long run ruin with their personality. Moreover, it is also opined by Lynch (2006) that flexibility working arrangements have issues with supervisory tasks since employees are never a round to be answerable to their task performance especially in the event of telecommuting. In addition, in terms of employees working from their homes, it becomes a problem for them to keep balance between their office work and family activities. Forms of discrimination that take place There are several forms of description that takes place at the work place. Nonetheless, these forms of discrimination vary from one environment to another and from one organization to the next. To begin with, age in some circumstances is used to discriminate people in the organization. This kind of discrimination takes place in different forms. For instance, an organization may downsize an older employee in order to keep a young employee who can be paid less. Moreover, some organizations may set age limit in their staff development programs such as training in favor of young ones. Nevertheless, gender is another form of discrimination that occurs in work places. In most cases, gender discrimination is usually accompanied by sexual harassment. For instance, some employers discriminate women in their recruitment process since they believe that they will impact the organization negatively during their elongated maternity leave. Moreover, in some organizations, gender is closely associated with some departments. For instance, some will consider women candidates for marketing function than compared to men while in engineering department, men will be considered more than women candidates. In addition, discrimination based on religion is also a common practice that is exhibited in some organizations. Recruiting or promotion of employees in these organizations is based on ones faith. For instance, in the United States, people who professed Muslim faith started being discriminated after the terror event of 9th September, 2001. This was so since all Muslims were believed to have terror links hence being a threat to the stability of the country. Additionally, it is also imperative to note that in countries that experience racism, there is high rate of racial discrimination in work places. For instance, if the top management is of a certain race, he or she will likely to recruit people of his or her race in an environment that is multi racial. For that matter, it is prudent to acknowledge that all types of discrimination at the work place can have disastrous effects to the organization. This includes heavy fines to organization which in turn results to financial hardships. For instance, in some countries, an organization that is found guilty of practicing racism is liable for some fines which in the long run can result to the demise of the firm. Types of appraisal and feedback methods in performance management There exist several types of appraisal and performance management in human resource management. All these provide feedback on performance of employees in the organizations. The feedback informs the management on decisions such as training needs of its staff, pro motions, transfers, terminations and increase in remuneration. Some of these appraisal methods include; Management by Objectives In this approach, the management examines tangible and measurable goals after every stipulated period of time such as a year. At the onset of each year, the management usually sets objectives to be attained by employees during that period. Then, at the end of that year, the performance measurement of any employee is compared to his or her peers and in comparison to the set objectives to determine those achieved. Employees who achieve the bigger percentage of the objectives set are considered to have performed to the expectations of the organization. On the other hand, employees who tend to have achieved little in comparison to the set objectives are deemed to have performed poorly in that particular year. Therefore, the management is at the discretion to take any appropriate measures. 360 Degree This approach of employee appraisal is an all round technique that involves evaluation during the entire working processes. For instance, the employee is assessed all through by all stakeholders. For example, one is evaluated by the immediate boss, the top management, the subordinates and all other people including clients that the employee interact with during his or her working process. These stakeholders provide feedback concerning the working style of this employee which serves as a measure in determining other processes such as employee training, promotion or termination. Behavioral Observation Technique By using this method, the management is able to identify strengths and weaknesses of its employees based on their behavior at the work place. The method entails the manager observing specific conducts and actions of the employee in his or her daily activities. Therefore, the manager is in a position to review the performance of the employee. It is imperative to note that it is easier to accomplish this kind of appraisal since it only inv olves observation of behaviors displayed by the employee. However, it is also important to note that for the exercise to be successful, it is necessary for the manager to have a good knowledge of how particular behavior affects work performance. In addition, it is a must that the manager should have time to be able to observe a particular employee. Teams Evaluations Evaluation of teams within an organization is just like individual evaluation process that is intended to meet continuous improvement in organizational processes. Therefore, the standards that guide evaluation of teams must focus on customer satisfaction. For that matter, teams must be rated based on customer satisfaction and the ambitious goals of the organization. For instance, to be an outstanding team, customers must continuously provide positive feedback. Moreover, these teams must consistently be working towards improvement of processes in order to improve efficiency and effectiveness of their operations. Therefore , Lynch (2006) postulated that in order to attain an outstanding performance, the team must significantly boost effectiveness and efficiency that are paramount to clients’ satisfaction. Therefore, in evaluating teams in the organization, there is need to develop an appraisal scheme that entails organization’s standards of excellence. These standards include skills and knowledge of the job, interpersonal relationships and teamwork, reliability and dependability, flexibility and adaptability in the working environment and most importantly, work performance. For that matter, assessing team performance should therefore keep in mind these key standards. In addition, processes that are critical to the team must be evaluated to establish their performance. Moreover, Mintzberg and Quinn (2003) opined that when assessing team performance, it is relatively important to check for the role fit in the team. Ideally, every member in the team has a role. For that matter, every role o f the team member must be evaluated to gauge whether it fits their skills and knowledge and whether they are capable of performing these roles. In addition, performance reviews of the team must be regularly conducted to ensure that organizational goals and objectives are being met in the team. Moreover, in the team assessment, every member must be given an opportunity to contribute towards teamwork. This is an important aspect of group evaluation since it gives a sense of belonging to members which is a critical ingredient in promoting continuous improvement in the organization. Therefore, it should be a strategy for the company to regularly perform team evaluation exercise. However, this process should encompass a multifaceted programme that is appropriate for effectiveness and efficiency appraisal program for the organization. For that matter, the appraiser should enable the team members to personally identify the outcomes of their own work and not rely on the second or third part y for providing results of their work. Secondly, the evaluation programme must be based on performance measures of the team members. This should put into consideration what has happened, what has changed, what has advanced and what has improved in a team for a specific period of time. This approach is intended to make sure that there is a continued improvement in the team in respect to the changing needs of the organization. Thirdly, it is also important that the appraiser identifies what every individual member contributes in the team. The success of teamwork is usually dependant on the contributions of each individual member thus their individual efforts are relatively important. However, when assessing individual efforts in the group, the outcomes of all members must be accumulated to come up with teamwork results. Fourthly, regular reviews of teamwork must be undertaken after a specific period of time. These reviews must be undertaken regularly to ensure that the team’s p erformance remains on course. The review must focus on the results of the teamwork in order to identify problems and successes. This provides a benchmark for grading performance of the team. However, according to Mintzberg and Quinn (2003), there are differences that exist between evaluating team performance and individual performance. To begin with, these two processes are different in terms of parameters that are used in evaluation. For individual evaluation, job description becomes the basis of assessment. This is contrary to team evaluation since it is the goals that were set to be attained by the team that becomes the basis for assessment. Secondly, another difference in evaluation relates to the outcomes. The outcome of the team is determined by all members of the team. For instance, a competent individual in the team might be affected by non-functional team. This is common in instances where a team is comprised by incompetent members. However, an incompetent team member may b e evaluated as a good performer as a result of functional and competent team members (Stephen, 2005). Nevertheless, on individual evaluation, an individual takes full responsibility of his or her own performance. Lastly, individual assessment has a direct correlation to compensation. For instance, an individual who performs well in the performance appraisal is likely to benefit from benefits such as salary increase, bonuses and promotion. On the other hand, it is relatively impossible to provide these benefits to all team members based on team evaluation. Moreover, team members will complain whenever some of the team members are selectively rewarded as a result of teamwork evaluation. Concept of Succession Planning within an Organization Additionally, it is relatively important to develop a succession plan within an organization to facilitate performance appraisal. This process of succession planning ensures that there is competent workforce in the organization so that no vacuum is created when some of the personnel leave the organization (Lynch, 2006). For that matter, there are several reasons as to why an organization should adopt a succession plan in their operations. To begin with, one of the major reasons for adopting this plan is to forecast the future needs of the organization. Succession planning helps to identify future needs and requirements of the organization and as a result prepares for these needs. For instance, the organization can benefit from the plan when they lose an incumbent of a certain line since the replacement is automatically done. In addition, the plan ensures that the organization is better placed in terms of its human resource management since balanced scorecards are well planned for. These balanced scorecards are critical in ensuring management effectiveness in the organization which is key for continuous improvement. For that matter, the key reason for adopting succession planning is to guarantee service delivery to clients. The refore, for the succession planning to be successfully used in the company, it is relatively important to incorporate it in the company’s strategic plans. Moreover, it is also advisable to incorporate it in succession plans of the employees training programee. For that reasons a succession planning process for the company should take a strategic planning approach (Mintzberg Quinn, 2003). These succession plans should therefore be incorporated in the strategic goals of the organization. In addition, the planning process must adopt an inclusive approach such that it must incorporate all stakeholders in crafting these plans. Moreover, the top management must actively be involved in order to win their support in the entire process. Lastly, the formulated plan must be communicated effectively in the organization to bring about awareness of the programme. Human resource practices in the workplace related to occupational health, accidents at work, ill health at work, costs and abse nteeism Human resource practices in the workplace related to occupational health, accidents at work place, ill health at work and absenteeism are determined by several factors. These factors can be categorized into two major categories that relates to hereditary factors, health practices of an employee, personal resources, values and attitudes that employees posses when joining the organization. Secondly, apart from factors that relates to the employee, there are also other factors that are related to the work place in the organization. These are factors that have effects on the employee once he or she joins the organization in terms of their psychological and physical sense. For that matter, the organization has control over these factors and therefore, can help to control them in order to help combat these factors from adversely affecting productivity of employees. However, there are several human resource practices that an organization can employ in the workplace that are related to occupational health, accidents at work, ill health at work and absenteeism in order to reduce their occurrence. These practices include; Organizational Culture Organization culture consists of values, attitudes and beliefs that are practiced in the organization on a regular basis. These affect employees physical and mental well being. The psychosocial environment affects employees’ health. Therefore, it should be friendly to them in order to maintain their health. This is so since it creates two times greater injury risks, conflict at the workplace and violence, mental illness and back pain. For that matter, in order to avoid all these risks, it is important that an organization adopts a friendly organizational culture that is healthy to its employees. A good organizational culture promotes sound health conditions amongst organizational employees. Physical environment of the workplace Physical environment at the workplace should be healthy and safe. Therefore, it should b e free from hazards such as machine and electricity, musculoskeletal and chemical dangers. For that matter, these hazards should be regularly assessed in the organization to make sure that they are hazard free. In a physical environment that is characterized by prevalence of these hazards, occurrences of accidents become a common thing in the organization which in itself is counterproductive. Personal Health Practices Organizational management need to provide resources that relates to personal health of their employees. Every organization should be on the forefront to provide support to their employees in improvement of their personal health. For instance, organization should not be an inhibitor to employees in making lifestyle choices that are healthy to their well being. The employer should not in any way impose employees’ lifestyle choices. Therefore, the employer should help to eliminate these barriers to personal health by promoting flexible work practices to their workf orces. For instance, the organization can provide training on stress management, programs on smoking cessation, fitness club and flexi time working arrangement among others. All these approaches are geared towards promoting employees’ healthy being hence helping in solving of related problems such as ill health and accidents at the workplaces. Impact of globalization on human resource planning such as workplace counseling, ergonomics, alcohol and drug abuse and stress management Globalization has impacted differently on human resource management in the current times. The effects have therefore affected the way organizations undertake their human resource planning functions at the work place. In addition, it has also led to adverse effects on work place practices such as counseling, ergonomics, handling of issues such as alcohol and drug abuse and stress management. To begin with, globalization has resulted to transformation of traditional workforce composition to new arrangem ents. For instance, the traditional employment of human resource on permanent basis is quickly fading off as new forms of employment are being adopted on a widespread scale. Working arrangements such as outsourcing are becoming common practices in modern organization and globalization takes the center stage. In most organizations, their workforce is currently composed of the temporary, part time and freelance workers as opposed to the traditional permanent employment. Moreover, global outsourcing is also a practice that is currently being applied by most organization as it has even encroached into core functions of the organizations such as customer service. For that matter, it becomes practically impossible for the organization to partake practices such as workplace counseling, ergonomics, alcohol and drug abuse and stress management since most of these employees are considered to be seasonal. Therefore, it becomes difficult for the organization to adequately plan for seasonal empl oyees whose continued presence is not predicted. As a result, these human resource management practices are therefore left to be handled by other auxiliary players who may not provide the desired standards especially in the case of outsourcing. For that matter, work place counseling, ergonomics, alcohol and drug abuse and stress management are therefore mismanaged in the organization. In most cases, this impacts negatively to the well being of these employees in the organization. Practices that HR Professionals can employ to manage culturally diverse workforce through multi-culturalism Organizational performance is determined by several factors. Some of these factors include management of cultural diversity at the work place. In terms of human resource management practices, there are a wide variety of measures that human resource personnel can implement in order to promote cultural diversity in the organization. Nevertheless, multi culturalism at the work place can be promoted throu gh practices such as equal treatment of all employees irrespective of their cultural affiliations. Therefore, it means there should be no discrimination in the work place either by the management or by employees themselves. Treating of employees differently in the workplaces normally erodes morale while at the same time creating resentment. For that matter, it is important that preferential treatment of employees be discouraged. Moreover, the organization should put in place some efforts that help to break down insensitivities and stereotypes towards minority groups. Furthermore, organizations have become increasingly concerned with disparities that exist in the work places which are highly attributed to ethnicity, race and the socio-economic class that exist in our societies. Therefore, in relation to this, it is important for any organization to craft effective and efficient human resource approaches that aim to help in creating awareness amongst its employees against practices th at promote discrimination in the work place. For that matter, competent and proactive practices in a diversity awareness program need to be crafted and implemented in the organization. Moreover, various activities and roles of stakeholders around and within the organization need to take center stage in preaching against cultural discrimination (Mintzberg Quinn, 2003). Therefore, the diversity awareness system should prioritize the organizational cultural diversity in order to have culturally competent practices that address these disparities. Therefore, British Sugar which is the employer in this case should develop a blue print that seeks to address all forms of disparity in its business processes. Nevertheless, the blue print should have structures which intend to facilitate friendly working environment through allocation of friendly work schedules and equal treatment amongst its employees. Besides, the human resource management personnel must ensure that senior management is edu cated on the need of the program to ensure their full participation. This is important since their active input in the approaches can help to minimize cultural discrimination in the work place. For instance, they can help to implement recruitment using electronic means which is one of the ways disparity in recruitment can be minimized. Nonetheless, it is also imperative to involve senior management since any measures taken need financial support which they have the final word. Therefore, the activities should not be trivialized especially in relation to financial support (Tansley Newll, 2007). Conclusion Human resource management is perceived in different ways. Several literature hold that human resource work involves the technical and rational realities of management functions (planning, organizing, leading and controlling).For instance, according to Jenkins and Ambrosini (2002), the practice of management involves managing power and politics where by one has to exert power to oth ers or being subjected to it. However, it is always challenging for managers to balance power and politics since according to Johnson and Scholes (2008), the most taunting task for managers is managing how to manage. In this respect, one is said to be a manager when he or she is able to use and balance power and politics in the best manner of his or her management functions. For that matter, it is important to apply human resource management functions in providing flexibility in work processes in order create conducive working environment. For that matter, human resource management functions should be applied in the organization to bring forth management effectiveness in the human resource practices. Consequently, issues such as discrimination should be addressed using best human resource practices. In connection to this, it is imperative that organization should develop legislative framework that seeks to guard against forms of discrimination at the work place. In addition, organiz ational culture should also be reformed in order to accommodate sound human resource practices such as respect to cultural diversity. This paper has also covered performance appraisal of employees in the organization by looking at various key issues of this exercise. For instance, it has extensively covered the concept of succession planning within an organization where various related issues have been covered. Likewise, evaluation of teams within an organization has been extensively covered by looking at related elements. To wind up, it should be understood that human resource appraisal in the organization is basically applied to ensure that continuous improvement is attained. Therefore, the paper recommends that the top management of the company should incorporate this appraisal plan in the organization’s strategic plans in order to ensure that it is in line with the goals and objectives of the organization. Furthermore, flexibility in work processes should also be aligned to strategic plans in order to achieve effectiveness in business operations. References Jenkins, N. Ambrosini, V. (2002) Strategic Management: A Multi-Perspective Approach. Basingstoke, Palgrave. Johnson, G. Scholes, K. (2008) Exploring Corporate Strategy. 8th Ed. London, Prentice Hall. Luis, R., David, B. B. Robert, L. C. (2011) Managing human resources. USA: Prentice Hall. Lynch, R. (2006) Corporate Strategy. 4th Ed. London, Prentice Hall. Mintzberg, H. Quinn, J. (2003) Strategy Process and Cases. 4th Ed. London, Prentice Hall. Stephen, B. (2005) Managing human resources: Personnel management in transition. USA: Blackwell Publishing. Susan, E. J. Randall, S. S. (2000) Managing human resources: A partnership perspective. London: South-Western College Publishing. Tansley, C. Newll, S. (2007) A Knowledge based view of agenda formation in the development of human resource information systems. 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