Gender Roles In Shakespeares Ophelia And Hamlet - 1258 Words

While the stage was seen as a way to break the barriers of gender norms during the reign of Queen Elizabeth, Shakespeare both defies these gender norms by creating characters in Hamlet, both male and female, that do not seem to be able to apply reasoning to their abilities and enforces the concepts of gender roles by writing Ophelia as a quiet and subordinate woman. The Great Chain of Being dictates that logic and reasoning are the defining factors that separate animals from humans. However, both Ophelia and Hamlet, two of the leading characters in Shakespeare’s Hamlet, seem to comply with the idea of reasoning, and thus, reinforcing the ideas set forth by the Great Chain of Being. According to Carolyn Merchant’s The Death of Nature:†¦show more content†¦Laertes tries his best to convince Ophelia that â€Å"if [Hamlet] says he loves [her],/ it fits [her] wisdom [...] to believe it† (1.3.24). By this, it could be assumed that Laertes is predicting that it would seem likely that Ophelia would fall under the impression of Hamlet loving her, regardless if it was true. As her brother takes his leave, Ophelia tells him that she will lock his warnings in her mind with Laertes holding the key to this memory. In this instance, Ophelia’s place in her family is shown as being the lesser of the siblings. Her father tries to convince her that â€Å"when the blood burns, how prodigal the soul/Lends the tongue vows† (1.3.116). By this, Polonius’s words reinforce the idea that Ophelia’s ideas of Hamlet are led by passion rather than logic. If she were to be thinking logically, it is assumed that she would not have been confuse d about the meaning of Hamlet s words that were said to her in their moments of passion. Ophelia’s agreement with her father that she will not believe Hamlet’s words of passion led to the push of Hamlet becoming obsessed with his hatred of her. In the scene following Ophelia’s realization of the falsehood in Hamlet’s words, Hamlet’s confrontation with what he believes is the ghost of his father propels him to what might be seen as madness. One of the questions that is constantly brought forth in regards to Hamlet, is whether or not Hamlet is truly mad or if he is merely playing the part. AreShow MoreRelatedWilliam Shakespeare s Hamlet - A Fatal Flaw953 Words   |  4 Pages Everyone in Hamlet has a fatal flaw. However, some of the characters, such as Gertrude and Ophelia, have little to no control over the conflicts that arise, and their flaw is their inability to make decisions for themselves. These two women are unable to resolve problems by themselves because they are females, and during this time period females were not given any type of authority. Gertrude and Ophelia were told what to do by the men, such as Hamlet and Claudius, and therefore the women had noRead MoreFor A Majority Of History, Soc ieties Have Often Positioned1266 Words   |  6 Pageson a higher pedestal than women. This inequitable arrangement has regrettably caused men en masse to treat women, especially their wives, as their own personal property rather than people. In one of William Shakespeare’s more well known works, Hamlet, one of the main female characters, Ophelia, has a life that is unfortunately no different; she has been objectified by not only the society she was born into, but also the men in her life. The key aspect of this essay discusses how the discriminatoryRead MoreThe Portrayal of Ophelia on Stage Over the Years959 Words   |  4 Pages------------------------------------------------- Portrayal Mary Catherine Bolton (afterwards Lady Thurlow) (1790-1830) as Ophelia in 1813, opposite  John Philip Kembles Hamlet While it is known that  Richard Burbage  played Hamlet in Shakespeares time, there is no evidence of who played Ophelia; since there were no professional actresses on the public stage in  Elizabethan England, we may be certain that she was played by a boy.[11] The  early modern  stage in England had an established set of  emblematic  conventions  forRead MoreComparison Of Ophelia And Hamlet By William Shakespeare1382 Words   |  6 Pagesas I could. I took what I felt were the three major points of this play with women in it. I analyzed how Shakespeare portrayed and meant the two major female characters to be (Ophilia and Gertrude), and an example of the interactions between Ophelia and Hamlet, as they were very consistent throughout the story, and are an interesting but very easy display of societal norms at that time. After the fallout of my previous essay I tried to stay as far away from using resources to avoid anything elseRead MoreWomen ´s Role in Othello by William Shakespeare717 Words   |  3 PagesFrailty, thy Name is Woman Women stereotypically are portrayed as a weak gender. Often women are given the roles in which they must rely on the protection and permission of men to go about both action and idea. When conflict occurs between any male characters, the female character can be torn and forced to make a decision in which no matter the decision, she will be put in a bad view. When the demand for a woman to have allegiance to a man’s will and subsequently given no opinion or independentRead MoreGender Construction And Patriarchal Power Structure Of Hamlet By William Shakespeare1402 Words   |  6 PagesIn William Shakespeare’s Hamlet, there are various issues regarding gender construction and how women are portrayed in the play. The women of the play have zero to no power and control over situations and are often viewed as weak and incapable. The idea of power and control over women is widely shown through Ophelia’s character, who does not get to choose how her future will play o ut and who she will spend it with. This thoroughly connects to the Oedipus complex in the play as Gertrude’s sexualityRead MoreEssay about Portrayal of Women in Shakespeares Hamlet 1227 Words   |  5 PagesPortrayal of Women in Shakespeares Hamlet  Ã‚   Shakespeare was possibly the first writer to portray women as strong, crafty, and intelligent. However, he has still received criticism from feminists about his representation of women. Some have even accused him of misogyny. There are only two female characters in the play Hamlet - Gertrude, Hamlets mother and Ophelia, daughter of Polonius. Any debate based upon gender roles must therefore focus upon these two characters. Shakespeare portraysRead MoreThe Symbolism of Ophelia’s Character Essay733 Words   |  3 PagesDate The Symbolism of Ophelia’s Character The name Ophelia has been most commonly associated with William Shakespeares play, Hamlet, where she is referred to as the title characters mad lover. She is believed to have killed herself out of madness by drowning herself in a river. Interpretations about Ophelias character have ranged from being a woman who lost her sanity upon her father, Polonius death to being the object of hatred by Hamlet. However, despite her supporting character in the playRead MoreA Feminist Theory on Hamlet Essay743 Words   |  3 PagesA FEMINISTS THEORY ON HAMLET - Taine Buchan While we humans live in a society governed largely by men we have little idea of what a matriarchal society would be like as it clearly doesn’t exist in today’s society. For centuries we have fought for gender equality, but we are reminded in films, plays and novels that Women are submissive and the weaker gender. Shakespeare’s written tragedies had clearly showed his patriarchal perspective with his character Ophelia from Hamlet, whose motivation andRead MoreThemes of Misogyny in Shakespeares Hamlet1019 Words   |  4 PagesHamlet: Quotation Analysis on Misogyny Quotation Analysis â€Å"But two months dead-nay, not so much, no two. So excellent a king, that was this Hyperion to a satyr; so loving to my mother That he might not beteem the winds of heaven Visit her face too roughly, Heaven and earth, Must I remember? Why, she (would) hand on him As if increase of appetite had grown By what it fed on. And yet, within a month (Let me not think on’t; frailty, thy name is woman!)† I.ii. 142-150 During Hamlet’s soliloquy after

My Experience As An Intern - 1241 Words

Throughout my experience as an intern, I had the same few tasks that I had to complete during the day. My first week, my main priority was correspondence. I had to sort through documents and divide them up into the different departments of the office. The correspondence pertaining to cost corrections were the ones that I had to deal with. I would take those documents and can them into a computer system called Perceptive or Image Now. Then I would go to the que in which I saved the correspondence, pull up the patient’s account on Meditech, which is a system of patient information and charges, and save the data from Perceptive over to Meditech. During my second week, I was taught how to work on claims. First I would separate the claims into two piles, one for auto accident claims and one for workers compensation claims. Then I would look up the patient on the claim in Meditech, get the Image Now number from Meditech, and search for the therapy note of that patient and that date in Image Now. I would then print the daily notes from that session and attached them to the claim. For workers compensation claims, depending on the insurance, I would either need to write in the physician license number or the number representing the location of the service on the claim. Claims turned out to be my highest priority when completing a list of tasks, especially auto accident claims. This is because the business office can be fined for not sending out claims within two weeks. One aspectShow MoreRelatedMy Experience As An Intern For The Semester Of Fall1351 Words   |  6 PagesIntroduction In this report I will discuss my experience as an intern for the semester of fall, 2015. For the past few months I have partaken in a residential construction internship building custom homes and renovations through a non-profit organization for veterans and the elderly. Internship Orientation and Preparation My internship began on August 17th. Throughout the first 2 weeks there was another intern at the company. Throughout those two weeks the other intern mentored me and gave me advice toRead MoreMy Experience As An Intern:. Reflection Paper.. Mohammed1823 Words   |  8 Pages My Experience as an Intern: Reflection Paper Mohammed A. Ali Texas AM University Commerce For my internship, I had the pleasure of working at HCM Systems Inc which is located in the west suburbs of Chicago. HCM is a leader in complete material handling systems integration for the distribution and manufacturing industries. HCM Systems, specializes in package and unit load handling, automatic single line and multi-line palletizing, accumulation conveyor systems, sortation, identificationRead MoreThe Regional Aid For Interim Needs, Inc.1319 Words   |  6 Pageswith benefits and entitlements, case management, and elder abuse services. My Role within the Agency As an intern at RAIN, I will provide companionship to elderly citizens that may no longer have family or who are lonely. I have had the experience of being involved in other individuals’ lives. As an intern, I will be able to provide them counseling, conversation, games, shared hobbies, or even a short walk. I believe my strengths are having good communication skills, understanding the problems andRead MoreAn Evaluation Of A Interview With A Mental Health Agency That Works With Adults, Children And Their Families915 Words   |  4 PagesMany of the interns at Heartfelt are students in the MSW program across the United States. Expectations After a long conversation about job opportunities and internships with one of my customer at Han-Dee Hugo, where I was employed eight months ago, I was referred to Heartfelt by that customer. The customer thought Heartfelt would have been a great place to build my professional portfolio as well as having experience in social work field while continuing school. Given this fact and my perspectivesRead MoreEssay on Unpaid Internships: Pricy or Priceless?1618 Words   |  7 PagesEvery college student is concerned about his or her academic future, especially nowadays in times of the economic crisis. College students are desperate for experience that might distinguish them later from other job applicants and improve their chances of getting their desired jobs. Internships provide valuable experience necessary for jobs and are an important part of the academic career. However, when it comes to internships, the issue of unpaid internships may be raised with opinions differingRead MoreFederal And New York Minimum Wage Laws1586 Words   |  7 Pagesviolated federal and New York minimum wage laws by not paying production interns, it was a case that could radically affect the long-held practice of businesses to rely heavily on unpaid internships. The judge had decided that Fox Searchlight should have paid two interns on the movie â€Å"Black Swan,† because they were essentially regular employees. The interns were made to do basic chores usually done by paid employees. The interns were made to take lunch orders, answer phones, track purchase orders, andRead MoreOrganizational Communication : Approaches And Processes By Katherine Miller1532 Words   |  7 Pageslack of experience factor. Where do I get experience if no one is willing to hire me? â€Å"What will set our resume apart from the rest?† Easy answer, internships. Many students focus on gaining experience with internships to add to the resume. Work experience makes you more marketable as a job candidate; it also gives you the opportunity to fully understand the field you have chosen. Then you can truly enter your field with your eyes wide open. Employers are not only looking for experience, but theRead MoreThe Ideal Internship, By Gina Mcgalliard962 Words   |  4 Pagesarticle also briefly outlines McGalliard’s own internship and experience. There are two main themes in this article: Researching Internships and What to Do During and After the Internship. McGalliard gives eight tips for researching internships. The first tip is to find individuals who are professionals in the field that interns want to go into. According to McGalliard these individuals, â€Å". . . are often tuned in to the best places to intern. . .† (McGalliard, 2009, p. 28). The rest of the tips consistRead MoreThe Nu You Youth Initiative ( Nyi ), An Enrichment Program Sponsor859 Words   |  4 Pageshave a successful program, Nu-You Wellness is seeking a Health and Nutrition Education intern who will help put their philosophy into practice. Selection for this position requires that the candidate possess certain skills and characteristics that will contribute to their success. To begin, a great candidate must have excellent communication skills. Being able to articulate well is important because the intern will be responsible for presenting ed ucational materials to the youth. Aside from thisRead MoreSummarize. During The Conference, Professor Angeline Shared1587 Words   |  7 PagesSummarize During the conference, Professor Angeline shared that she was very satisfied with my project idea. She also believes in the benefits of mentorship in the workplace. She also shared with me some of the concerns she had about my project. She told me that I should think about the financial benefits of the Mentorship Program. Why is it worth their time and money to implement the mentorship program? I have contacted the director of the Internship Pathways Program (IPP) to discuss this matter

Audit in Private and Public Sector Free Essays

Audit in private and public sector * Research problem Private companies have lack of confidence, since they are not sure for property of financial records. Procedures and numbers of company are not reviewed regularly. Most importantly, internal controls are getting poorer, and reliability of financial statements is not attaining progress. We will write a custom essay sample on Audit in Private and Public Sector or any similar topic only for you Order Now In addition, errors on tax payment are influencing the yearly activity of company. All these pitfalls happen as result of ignores of annual audit. Many transactions happen during a year in bank account of private companies. The bank sees all these transaction; however, the responsible body for the money is board members. The main responsibility is to control whether or not funds are used appropriately. Therefore, financial records should be audited regularly. * Purpose of research The research will increase the awareness of financial makers within private companies. Through interviews private companies will see determine what is lacking their companies. Annual tax control by Administration of Taxes is resulting on high amounts of punishment. This happens as result of lack of importance for external and internal control. The effort of research will be seen in changing the current managing method existing in companies. Annual audit expenses take place within companies’ expenses, rather than leaving the biggest place to marketing expenses of company. Not the last but the least, the audit companies will invest to increase the communication with private companies, in order to contribute in proper and right annual financial statements. * Significance of research The audit will determine the need for internal control in company, which increase reliability of financial system in company. The audit contributes to close the financial year properly, and start with a new year. All the misuses of funds and mismanagement of financial system are covered primarily by audit. Most importantly audit prevents issues of becoming bigger in a company, which will negatively affect in upcoming years. The audit program also includes the comparison between actual income and expenses, and budgeted ones. Thus, the further planning of budget is supported by the audit analyses of previous years. Auditor checks some group samples of expenses, whether are approved, valid, and are spent from right category of budget. In addition, auditor checks bank statement of company, and look after high values of transactions, which are completed with printed checks. * Quantitative Research questions and hypotheses 1. How was the effect of entrance of European standards for business operation into Kosovo’s system? H1. It was very confused at the beginning, however with much training and presentations held by Ministry of Economy Finance, it was settled down within company. H2. The European standards could not match with the previous financial system; therefore it took a long time to get adapted by company, and whole staff. . What are the difficulties of implementing audit report recommendations into company? H1. The audit recommendations often are difficult to be implemented within one fiscal year. The recommendations regarding the structure of company, and operation system can take longer time, in order to be implemented. H2. Recommendations are mostly concern of management staff, since they are respo nsible to control the implementation. Most of recommendations are denied by managers, and it takes a long time to verify these recommendations internally. Research design and rationale for its selection The research contains two group studies, the company overview before audit process implementation and overview after audit. Moreover, in statistical analyses two groups will include with a single measurement subject: never audited companies, and rarely audit companies. In this research, the implementation of audit process will be monitored, and the influence of audit findings in management will be measured. There will be some anonymous questions and answers will be asked after the implementation of process. Research methodology and rationale for its selection This study was focused on audit manual of office of general auditor in Kosovo, and aim to see the time by time changes in control method of companies. The designed questionnaire expected to shape the confusion of management, int ernal control, external control, and right financial statements in a company. A detailed questionnaire was designed with an objective to shape the interest of managers to apply annual audit, their management style of expenses, and the effect of errors happening in annual financial statements. The three questions are asked regarding the planning phase and planning documents that effect the beginning phase. Secondly, three questions are used for the percentage of materiality and its usefulness during choosing the number of samples to audit. Also the audit program as main documents for starting the audit phase should be designed according to nature of audited entities. Finally, four questions are designed for the influence of audit findings for correctness of entity further. Be sure to include basic data collection considerations including sampling, population description, data collection procedures and feasibility of data collection. Firstly, the easier access of research is taken as potential population. However, the region and city of location will limit the research. The research will target private companies with over 500,000â‚ ¬ annual turnover, and private companies that have at least 15 employees. Private companies with high annual turnover are not obliged still b y the law to implement annual regular audit, therefore, these companies are the target point to research the effect of annual audit. From this large group of companies, there is a list of some companies that have been punished by Administration of Taxes in Kosovo. Companies in punishment list are obtained by the department of macro business inspectors. These companies are anonymous and will not be published in research paper, since the confidence agreement is signed before obtaining the list. The same criterion is applied to all companies in list, so that all companies are equal opportunity of selection. * Instrument description and validation The inconsistencies within this research are covered by questionnaires, and final draft of audit report. The first part of the instrument includes general information for company’s nature, the quality of financial statements, the experience of employees and management. However, the rest part of the instrument assess final draft report of audit where is presented the current situation of company, the findings that negatively affect financial statements, and recommendations to omit further errors. Statistical analysis methods Method applied to statistical analyses is paired test, since there are two groups to compare for correlation. This method is adaptable since a audit process can be repeated annually to two group of companies: the ones that never applied annual audit, and the ones that rarely applied annual audit. The values of audited companies are possible to be correlated with values of not audited companies. Most importantly, subjects are harmonized before starting colle ction of data’s. The second usable method is linear correlation, in order to measure group X (never audited companies) and group Y (rarely audit companies) for one single subject, and analyze the strength of association. References * Office of General Auditor in Kosovo, Independent Agency, February 2013 * Administration of Taxes in Kosovo, Public Institution, March 2013 * â€Å"MK† Company, Accountant and Audit Services, February 2013 * â€Å"Dili Commerce:† Company, Instruction Services, February 2013 How to cite Audit in Private and Public Sector, Papers

Roles and Responsibilities of Human Resource Management Tesco Plc

Questions: Task 1:a) Identification of the approach management adopted by Tesco. Critically examine the difference between human resource management and personnel managementb) Explanation of detailed functions of human resource management, and assess its contribution to organisational objectives c) Evaluation of the roles and responsibilities of line managers in human resource management in the organisation d) The HRM related legislation / legal regulations, and its impact on the HRM processes of the organisation Task 2:a) Analysis of the reasons for HR planning and outline of the stages involved in the HR planning processes in the organisation b) Comparison of the recruitment and selection processes of two organisations and evaluation of the effectiveness of the recruitment and selection techniques Task 3a) Meaning of job evaluation, evaluation the process of job evaluation and other factors determining pay used within the organisation b) Examination of different methods that the organisations use to monitor the performance of employees c) Assessment of the effectiveness of the reward systems in place in the organisation and also assessment of the link between reward and motivational theories Task 4a) Identification of the reasons those could cease employment within the organisation and details of the legislation / regulation framework that can have impact on the employment cessation arrangements in organisation b) Explanation on the employment exit procedures used by the two business organizations Answers: Task 1: a) Identification of the approach management adopted by Tesco. Critically examine the difference between human resource management and personnel management Tesco is not only one of the leading retailers of UK but also, a well diversified business group which is also conducting other forms of business operations. Thus, to talk of the Tesco group it is considered to be a wide extensive group and has employed more the 300000 people only within the domestic range of UK. The organizational culture has been developed on the philosophy that the company wants to give its best to the customers as well as to the entire team employed by Tesco. Ranging from the staff level employee to any senior managerial employee, all are equally treated and the company is trying to provide the best that it can for its people. Therefore, from the approach adopted by Tesco, towards the employee management reflects the qualities of human resource management approach. Moreover, Tesco has always valued the aspects of working as the team in the organization. The human resource team management team of the company is working continuously as; they believe everyone should benefit from the best support and training we can provide, and aim to develop each to the best of their abilities (People Tesco Careers, 2016). The concepts of human resource management and personnel management are both interrelated from the sense of managing the employees in the workplace in the manner so as to help enhance the productivity of the organization, as the whole. However, there are some differences between the two management concepts. The aspect of human resource management is accounted as the upgraded form of personnel management as opined by (Armstrong Taylor, 2014). The human resource management is a much broader management thought as compared to personnel management. As personnel management mainly deals with management of work force and association with the business organization mainly whole, human resource management deals with the proficient management of human asset of the organization and gain greater productivity. The employees of the business are treated as the inputs by the management in the process of personnel management but, human resource recognise the workforce as the business assets. Thus, the human resource management mainly focuses overall strength generation for the purpose to enable the entire force to work for the common goal of the business to meet with the fundamental objectives of the business. Under personnel management the incentive system is followed for completing more tasks by the employees. However, under the human resource management system the leaders aim for motivating the entire workforce so as to help develop the overall performance of the organization, in terms of profitability and value (Alvesson Willmott, 2012). The jobs and tasks are designated to employees depending on the division of the labour but, in human resource management the different teams and groups are considered as the base job designing. The human resource management proceeds with the strategic out look while, the personnel management deals with the management workforce on the daily basis in the organization. b) Explanation of detailed functions of human resource management, and assess its contribution to organisational objectives The human resource management team of Tesco is working with underlying philosophy of integrating the entire work force in the way to help develop the overall performance of the Tesco group. In Tesco there are different level HR managers who are performing the various roles and delegating their respective duties in managing the work force and promoting the concept of team work. Working as the team is one of the main principles based on which the functioning of the HR management has been framed (Aguinis, 2009). Further, Tesco has always laid emphasis on continuous training and development of the employees, something which they take very seriously and they also believe that development is the gateway to opportunities. Therefore, the continuous training help educate the work force leading to skill development of the employees and this is also directly boosting up the performance of the Tesco in different sectors of business in UK. Thus, the human resource strategies framed by Tescos mana gement group are instrumental with the overall goal attainment objectives. Moreover, Tesco has launched the program decades back that the HR management team try to get feedback from the employee staffs, to assess the thinking of the people working with the organization and about their expectation from the company. Therefore, the HR strategies are also framed based on the feedback of the staffs and Tesco also make sure of the fact that the employees should have a clear idea of the business with which they are working. All such efforts are made focusing on strengthening the relationship between the company and employees and promote mutual understanding and respect (Tesco Report, 2012). Tesco has always followed the consumer centric approach and the functioning of the human resource management of the company has been shaped in the manner that employees also imbibe the same philosophy in them. c) Evaluation of the roles and responsibilities of line managers in human resource management in the organisation The line managers of Tesco are responsible for managing employees by the way of directly interacting with them on the daily basis. The line managers of the organization are responsible for carrying out the daily operations of the business by the way of delegating the tasks to the employees, maintaining regulations and get the tasks done by the employees. The line managers are also known as the immediate managers in the business organization and they have ample responsibilities ranging from planning the daily tasks to interacting with the employees and motivate them to execute the task in the most efficient manner (Bamberger, et al., 2014). In this company the line managers are playing a pivotal role and they are acting as the representative of the entire human resource management team of the organization. Apart from administering the daily operations of the organization the line managers are also responsible for conducting the interviews and they also take care of the following duties after the interview process. In Tesco the line managers and along with other panel managers have the responsibility to organize for the training and development secessions for the different groups of the employees. Moreover, the duty performance measurement of the employees is also executed by the line managers. As they are given with the authority of performance measurement and take the respective actions based on the outcome and rules of the organization thus, they are considered to be the power house organizing and managing the work force. d) The HRM related legislation / legal regulations, and its impact on the HRM processes of the organisation There are number of legislative rules under UK employment law that the HRM teams of the business organizations need to consider while formulating the operations of the human resource management in the process of business. Similarly, in Tesco also the HR managers have also frame the HR policies in accordance with laws and regulations. The employment protection is one of the major areas that directly influence the process of HR policy development by Tesco (Tesco.com, 2016). Meeting with the health and safety requirements of the employees is one of the primary factors to be adhered by Tesco and other organizations operating in UK, as per the Health and Safety at Work Act 1974, has ensured the well being of employees in every organization. If the employer fails to meet with the requirement the company would be penalised for such failure and disobeying the law. Then maintaining the equality rules is another primary concern for Tesco and other organizations as; discrimination at the workplace on any ground is an unlawful act. Owing to intensity of the matter the Equality Act 2010 has been enforced by law in order to protect the employees from being discriminated in the workplace. Accordingly the compliance of this rule by the UK business organizations is equally important in order to continue with the smooth operations of the business (Berkes, 2009). From the HR management approach this is evident that Tesco has been following these rules and regulations precisely in respect to health and safety, promoting equality at workplace and also other related legislations. The compliance of the same is accounted to be another reason that has helped the organization to develop such wider based of employees. Task 2: a) Analysis of the reasons for HR planning and outline of the stages involved in the HR planning processes in the organisation There are ample reasons for which the HR planning process is conducted by the organizational managers but, the main reason is to the make the effective utilization of the human assets present in the business organization. The human resource is recruited by the organizations in order to meet with the objective of requirement of work force in the business and planning acts like a tool that help the organizational managers meet with the desired objective and goals of the business. Planning is the base of mobilizing and managing the entire work force (Bratton Gold, 2012). By the way of HR planning the organizational leaders are able to manage the human resource in the most organized and systematic manner and this also helps the managers to make the process of management to be more flexible and responsive in nature. The planning is must for the purpose to ensure the continued operations of the company for the longer run as; managing the availability of manpower for the present as well as for the future is ensured from effective planning (Lewis, et al., 2011). Moreover, selecting the best suited person for the job is another essential duty which is to be met by the HR managers and planning helps them to select the best suited talent for the organization. The planning process assists the managers in identifying the skill requirement of the work force and thus, organizes training and development programs as per the need and requirements. The HR planning process in Tesco takes place in the precise and constructive manner and the following certain key steps and measures. In the initial level the fundamental objective of the business is ascertained in order to set the direction and objective of planning the process. Then the present resource of the organization is evaluated in terms of their performance, ability and skills based on the human resource data storage and records. Then the managers of Tesco are able to analyze whether the present source is adequate in meeting with the requirements of the business or they would need for manpower (Cascio Boudreau, 2010). In case of any further requirement of human resource owing to ever growing approach of Tesco, the HR manager plans out the interview process and try to accommodate candidates for the jib role from the available sources. Then after appointing the required workforce in the organization they plan out for their training and development programs. Thus, the process goes on in the organization and in the process of planning the HR strategies and policies are also taken into consideration for the effective formulation and functioning. b) Comparison of the recruitment and selection processes of two organisations and evaluation of the effectiveness of the recruitment and selection techniques The recruitment and selection processes of Tesco and ASDA have been analyzed in the following. The recruitment and selection process of Tesco involves a number of stages and the entire process has been framed by the organizational leaders of Tesco in the challenging manner owing to some key reasons. The main reason of following a challenging process is to ensure that the HR managers are able to select the best suited candidate for the job and would fit with the culture Tesco. Initially the screening process takes place where the applications forms are evaluated by the panel managers and after passing the screening test and on passing the same the candidates are called for the next level. In the immediate level a Psychometric test is conducted where the candidate is asked a number of questions to assess the potentials, communication skill, strengths, weakness and numerical ability and attitude (Tesco.com, 2016). Then the senior managers would take the charge and a structured interview is conducted, following to this a number of presentations is provided to the candidate in order to help the individual to assess operations of the company. Further the candidate is allowed to meet with some of the members of team and allowed to ask questions so that the candidate would be able to know the work culture in Tesco. Finally, another day the candidate would be sent to the assessment centre and four selectors would be there to judge the team of eight candidates and thus, the most able candidate is selected. In ADSA the selection process takes place from registering applications through online recruitment system of the company. The HR team of ASDA makes their selection for the right candidates and then final assessment process or the interview is conducted. In the process of registering detailing with personal specification and job explanation is essential for allocation. Then the candidates would be given the chance to display their skills and abilities in ASDA Reality as the assessment centre (Asda, 2016). Thus, the two organizations are carrying on with the recruitment processes. This is to mention here that both the leading retailers of UK are following, more or less a similar way yet, the recruitment and selection process in ASDA is much simpler as compared to Tesco. However, the selection process of Tesco is more effective. Task 3 a) Meaning of job evaluation, evaluation the process of job evaluation and other factors determining pay used within the organisation The job evaluation is the process of analyzing the different jobs roles in the organization and based on which the value or worth is ascertained. The skills required for the job and its magnitude for the business and society decide the worth mainly in monetary term. Thus, from the view of business the employment cost or pay is decided, that the company is liable to pay for the particular service provided by the employee for executing a particular job. In simple terms job evaluation is the process to decide on the wages and salaries of the employees in the organization (Cummings Worley, 2014). In Tesco the skills and qualification required for the particular job forms to be the basis of deciding the pay and also the industry standards are also considered. Further the incentive and appraisals are also provided based on the performances of the employees and thus, the pay policies of the company are decided. b) Examination of different methods that the organisations use to monitor the performance of employees Monitoring employees performance has been one of the primary practices conducted by the HR managers in order to manage the performance of human assets and thus, strengthen the overall performance of the business. In case of Tesco in some of the departments the score card system is followed so as to measure the improvements made by the employees (Dessler, 2009). Another method used by the company is the feedback system from the consumers about their in store experience and hospitality of the staffs towards the consumers are all evaluated from time to time in order to monitor the performance of the employees. The employees performance monitoring processes of ASDA is almost similar to Tesco, however, the company is also using the 360 degree assessment system and are also providing their employees with the self monitoring tools. Under the process of 360 degree evaluation a series of sources are used for analyzing the performance of the employees such as, from the line manager, peer reviews and other subordinates. This method is considered to be the overall performance management method (Flamholtz, 2012). The self monitoring tools are provided to the employees with the help of which the employees are able to monitor their own performances on the daily basis and based on the outcomes they are able to upgrade their performances. c) Assessment of the effectiveness of the reward systems in place in the organisation and also assessment of the link between reward and motivational theories The use of reward system in the business organizations is considered to be an effective way of boosting up the morale of employees by the way of recognizing their efforts through providing rewards. The rewarding system has been recognized as the key of gaining employee satisfaction and motivates the employees to perform better. The rewarding system is considered to be one of the traditional management practices followed by the HR managers as; the reward system symbolizes the effort made the company to recognise and appraise the contribution of the employee to the business growth. Similarly, in Tesco also the HR managers are offering different rewards based on the policy and culture of the organization. The rewarding system is mainly used for encouraging the employees to perform better and help in the firm to enhance the employee retention ratio (Gatewood, et al., 2010). Further, it has been mentioned in the traditional theory of Maslows and Herzberg that rewarding system acts like additional incentives which is used by the organizational leaders to gain employees involvement. Moreover, taking into account the growth of competitions in the retail market of UK the firms are thriving hard to outperform the market, this is where the organizations need the full support and assistance of the employees to help the firm to meet with the such objectives and thus, gain competitive edge (Gilmore Williams, 2009). Therefore, the reward system is directly associated with the goals attainment factors of the business. In Tesco the different forms of rewards are offered to the employees in cash as well as in kind, depending on the situation, policies and culture of the organization. The rewarding system has been recognized as the way of fostering positive relationship between the company and its workforce, as considered by the organizational leaders of Tesco. Task 4 a) Identification of the reasons those could cease employment within the organisation and details of the legislation / regulation framework that can have impact on the employment cessation arrangements in organisation There are number of reasons which can result in the cessation of employment in the organization such as, expiration of employment period with the organization, on the disciplinary grounds, under performance, death of the employee and also if the employee wants to leave the organization. There are number of reasons of cease employment but, there are also laws and regulations which are being framed so as to safeguard the interests of the employee as well as of the business organization in the process (Harzing Pinnington, 2010). Whatever may be the reason but there should be a proper way to be followed and in case of Tesco the company is following the employment laws of UK and mainly the Employment Right Act 1996 and the set of labour laws are mainly adhered. If the company ceases the employment of any employee in the unfair manner the company would be penalized by the law and also the employee cannot terminate the employment deal without any proper reason. Both the parties need to follow the minimum notice period as conditioned in the employment latter of the company. This the right of both the parties to provide the notice period and the notice period is also determined by the law as per section 86 and 87 under Employment Rights Act 1996. Therefore, the ground of dismissal should be based on the viable factors and following the guidelines provided by law (Employment Rights Act 1996, 2016). In case of any negligence or disobeying of law might endanger the reputation of the organization, resulting in lawsuits from the end of employee. Similarly, there are certain obligatory factors which are to be met by the employee as; set by articulated by UK law under Employment Act. b) Explanation on the employment exit procedures used by the two business organizations From the general view point mainly the resignation mainly comes from the end of employees expecting the cases of dismissal of employees on the disciplinary grounds and lack of performance. After the notice served from the end of the employee for resignation, initially the company follows the method of retaining and provide options of salary increments and compensations. Despite, the option if the employee decides to leave then the employee would have to face an exit interview process with the store and personal manager of Tesco and then the person would be provided with all the required paper works and documents and also clearing all the payment dues of the person and arrangement of the pension fund (Guest, 2011). The employee too needs to return the identity card with a seal of company and in case any uniform provided by the company. Thus, the exit procedure takes place on the mutual ground. A standard norm or process is followed by the companies as the exit procedure; therefore, AS DA is also following an equivalent exit procedure like Tesco, conforming to the legal guidelines. References Aguinis, H. (2009).Performance management. Upper Saddle River, NJ: Pearson Prentice Hall. Alvesson, M., Willmott, H. (2012).Making sense of management: A critical introduction. Sage. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Asda, 2016, [online] Asda.jobs. Available at: https://www.asda.jobs/search-all-vacancies/ [Accessed 9 Mar. 2016]. Bamberger, P. A., Biron, M., Meshoulam, I. (2014).Human resource strategy: Formulation, implementation, and impact. Routledge. Berkes, F. (2009). Evolution of co-management: role of knowledge generation, bridging organizations and social learning.Journal of environmental management,90(5), 1692-1702. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Cascio, W., Boudreau, J. (2010).Investing in people: Financial impact of human resource initiatives. Ft Press. Cummings, T., Worley, C. (2014).Organization development and change. Cengage learning. Dessler, G. (2009).A framework for human resource management. Pearson Education. Employment Rights Act 1996., 2016, [online] Legislation.gov.uk. Available at: https://www.legislation.gov.uk/ukpga/1996/18/part/IX/crossheading/minimum-period-of-notice [Accessed 9 Mar. 2016]. Flamholtz, E. G. (2012).Human resource accounting: Advances in concepts, methods and applications. Springer Science Business Media. Gatewood, R., Feild, H., Barrick, M. (2010).Human resource selection. Cengage Learning. Gilmore, S. and Williams, S. (2009). Human resource management. Oxford: Oxford University Press. Guest, D. E. (2011). Human resource management and performance: still searching for some answers.Human Resource Management Journal,21(1), 3-13. Harzing, A. W., Pinnington, A. (Eds.). (2010).International human resource management. Sage. Lewis, J., Packard, T., Lewis, M. (2011).Management of human service programs. Cengage Learning. People | Tesco Careers. 2016, [online] Tesco-careers.com. Available at: https://www.tesco-careers.com/Jobs-in-our-Office/Career-Path/People.aspx [Accessed 9 Mar. 2016]. Tesco Report, 2012,Tesco PLC - Annual Report 2012 - Strategic review - Chief Executive's review. (2016). [online] Tescoplc.com. Available at: https://www.tescoplc.com/files/reports/ar2012/index.asp?pageid=17 [Accessed 9 Mar. 2016]. Tesco.com., 2016, [online] Tesco.com. Available at: https://www.tesco.com/recruitment/html/careers/selectionprocess/selectionprocess.htm [Accessed 9 Mar. 2016].