Personal Code of Ethics Essay

â€Å"In the context of a code adopted by a profession or by a governmental or quasi-governmental organ to regulate that profession, an ethical code may be styled as a code of professional responsibility, which may dispense with difficult issues of what behavior is â€Å"ethical†. Some codes of ethics are often promulgated by the (quasi-) governmental agency responsible for licensing a profession. Violations of these codes may be subject to administrative (e.g. loss of license), civil or penal remedies. Other codes can be enforced by the promulgating organization alone; violations of these codes are usually limited to loss of membership in the organization. Other codes are merely advisory and there are no prescribed remedies for violations or even procedures for determining whether a violation even occurred† (Wikipedia, 2007). When we are called upon to make decisions, several factors are taken into consideration before this decision can be made. Depending on the type o f decision, such factors could be cultural beliefs, personal beliefs, and organizational beliefs. We have come to realize that there are fundamental challenges in trying to apply ethical principles in a cultural and organizational environment. Each culture has unique distinctions in values, which may or may not be considered ethical by each individual within society. These differences in culture and personal beliefs influence any decision, whether personal or professional, of any individual. Certain cultures within the work force may decide not to adhere to organizational codes of conduct because of not only personal feelings, but also because of the varying differences in cultural backgrounds. The intent of this paper is to identify values that are important to me personally, organizationally, and culturally, and the effects that these values have onEthics 3decision making in regards to my personal and professional life. Honesty, integrity, loyalty, and respect are highly valued and these values are present in my everyday life. â€Å"A code of ethics is often a formal statement of the organization’s values on certain ethical and social issues. Some set out general principles about an organization’s beliefs on matters such as quality, employees or the environment. Others set out the procedures to be used in specific ethical situations – such as conflicts of interest or the acceptance of gifts, and delineate the procedures to determine whether a violation of the code of ethics occurred and, if so, what remedies should be imposed. The effectiveness of such codes  of ethics depends on the extent to which to management supports them with sanctions and rewards. Violations of a private organization’s code of ethics usually can subject the violator to the organization’s remedies (in an employment context, this can mean termination of employment; in a membership context, this can mean expulsion). Of course, certain acts that constitute a violation of a code of ethics may also violate a law or regulation and can be punished by the appropriate governmental organ. They are often not part of any more general theory of ethics but accepted as pragmatic necessities. Ethical codes are distinct from moral codes that may apply to the culture, education, and religion of a whole society. Even organizations and communities that may be considered criminal may have their own ethical code of conduct, be it official or unofficial. Examples could be hackers, thieves, or even street gangs† (Wikipedia, 2007). According to Probation Officers Association of Ontario (2006), To assist Probation Officers in maintaining the integrity of their profession by upholding and advancing the purpose, knowledge, ethics and values of the probation field at all times. This Code ofEthics 4Ethics will thereby provide a standard of practice to enable all probation officers to fulfill their goals and objectives to the Offender, the Courts, the Community and the Criminal Justice System. To the profession probation officers Shall: Encourage ethical conduct by all members of the profession, have a responsibility to colleagues to develop a working relationship of mutual respect and cooperation, promote the philosophy and ethics of the profession with new colleagues, seek advice and utilize the expertise of colleagues and supervisors, contribute their expertise in order to promote the integrity and competence of the profession to the public, keep current with emerging knowledge relevant to the probation field and shall contribute to the knowledge base of the profession† To Courts, Criminal Justice and Community, Probation Officers Shall: Strive to provide the highest caliber of service to the Courts and Judiciary through the preparation of quality reports, testimony and investigations, probation Officers shall at all times conduct themselves in a manner that upholds the dignity of the Court, as an integral part of the total Criminal Justice System uphold and respe ct the tenets, rules and functions of that System, promote awareness among other members of  the Criminal Justice System, of the philosophies, functions and roles of Probation Officers, be aware of their role in protecting the community from criminal activity and in the promotion of programs for the prevention† â€Å"To the Offender Probation Officers Shall: Provide service to the offender to the maximum of their professional skill, ability and competence, maintain a professional relationship at all times to avoid conflict of interest, promote equality in every respect thereby preserving the dignity and rights of offenders, create a positive atmosphere for change that will encourage offenders to realize their goals and potentials by takingEthics 5advantage of training, treatment and services provided, Inform the offender of legal rights to and his responsibilities in the Criminal Justice System, make the offender aware of the responsibilities and duties of the Probation Officer within the Criminal Justice System, respect the privacy of the offender and the confidentiality of information subject to legal and policy parameters† What I have experienced over my 26 years of living, both personally and professionally, forms my thoughts, beliefs and feelings and therefore drives what I can call my personal code of ethics. The following briefly describes the core ideals that I maintain: Honesty – I firmly believe that honesty is the best policy. It will have to be an extreme situation that involves serious injury; damage or other loss that will convince me that not being truthful is best. I realize that the truth can often be very painful, can cause anger, distrust and hatred but I feel that if I have been truthful and given someone all of the information, they will possibly hold me in a higher regard. This honesty will hopefully allow a greater trust between us and future dealings will be less likely to be strained. Legal – I am a person that follows the laws of the land. I feel that it is wrong to steal, cheat, lie or mislead with the intent to make a personal gain. I strive to be a law-abiding citizen. I honestly do not think there is a difference between personal and professional code of ethics, which makes it hard to compare, but what I believe is that, â€Å"A personal code of ethics† is simply a belief system in which you do some things because they are â€Å"good,† and avoid doing other things because they are â€Å"bad.† Formal law has very little to do with a personal code of ethics. You develop and are responsible for this code by yourself, though your parents and social contacts have a lot to do with it. Here is an example: There are very few places in which a bystander has any  legalEthics 6obligation to come to the aid of a third party. And yet, people help out others all the time – because it is the â€Å"right† thing to do in their belief systems. References Occupational Outlook Handbook, 2006-07 Edition (2006). Probation Officers andCorrectional Treatment Specialists. Retrieved October 13, 2007, fromhttp://www.bls.govWikipedia (2007). Code of Ethics. Retrived October 20, 2007, fromhttp://www.wikipedia.org

Culture Analysis and Its Application in Business in Mexico Essay

Culture Analysis and Its Application in Business in Mexico - Essay Example There are varied elements of culture which differentiates it from one another. Thus, culture envelopes each individual and tends to deal with every aspect of an individual life (Storey, 2006). This is basically due to the fact that culture is an organized approach rather than a random happening. Thus, it can be inferred that the individual recognitions, identifications, assumptions, assessments and considerations are anticipated from cultural beliefs and norms. Hence, it can be affirmed from the above discussion that culture is ‘adaptive’ but it comprises of certain facts which might be ‘maladaptive’. Thus, the way of interaction of individuals differs from one another along with the style and emotional terminologies (Kuper, 2000). According to Hofstede (n.d.), culture is defined as the phenomenon consisting of certain core values which facilitate in shaping the personality traits of an individual. Thus, culture is one of the integral parts of a human being which helps to shape the values and behaviors of an individual in a specific group. Therefore, it can be stated that it is the culture, which differentiates one individual from another. Besides, the culture of an individual constantly changes with the alteration of places and situations (Hofstede, n.d.). In addition, there are varied elements which influence individual culture namely languages, norms, values, religions, beliefs, cultural assimilations and social collectiveness among others. Language is also one of the significant elements of culture. Language is a set of signs or symbols which is used regarding communication with one another. It helps to recognize or label varied equipments or things in the world,...Mexico is an ancient county situated in North America sharing its border with United States of America. With regards to its culture, Mexico has altered in a rapid pace during the 20th centuries. One of the major reasons for this alteration can be regarded as the migratio n trends linking Mexico with US that in turn influence the cultural patterns of both the nations. Thus, the culture of Mexico is highly affected by the trends of its neighboring nations. The number of foreign-born populace of Mexico amplified from 0.8 million in the year 1970 to 2.2 million in the year 1980 and about 4.3 million in 1990. Finally, it amounted to about 7.0 million in the year 1997. Hence, it can be said that the culture of Mexico is highly influenced by the culture of US. The existing life style of this country became widely alike to that of the countries from which it witnesses highest rate of migration such as US and England. However, most Mexican villagers are yet observed to pursue the older way of living in order to maintain the preliminary culture. Besides, the culture which prevails in the cities of Mexico is rather different as it strongly influenced by the neighborhood ethnicities which in itself is a versatile phenomenon. This is due to the fact that large number of inhabitants entered the city of Mexico from other neighboring countries. As a result, currently there exist varied subdivisions within the nation of Mexico. The cultural environment in Mexico also includes differences in terms of fooding habits, social issues, languages, arts, social lifestyles, educational outlooks, cultural histories, clothing behaviors, religions and customs among others (Center for International Rehabilitation Research Information and Exchange).

Critical Debates in Planning Article Example | Topics and Well Written Essays - 1000 words

Critical Debates in Planning - Article Example 361). This a precise resolution to the ideology of devolution, and by so doing, the Scottish government shall be working to perfect their administrative goals in the field of devolution. Clifford and Morphet 2014: Devolution is different from the federation since devolved leadership of the sub-national authorities may be ultimate or temporarily reside in the central federation of a state. Therefore, a certain state may remain â€Å"de jure unitary† due to devolution. It is true that the past predictions on UK devolution, which leads to widespread policy in planning remains not materialized. The fact that there are similar themes handled in planning reforms of all UK and Ireland territories suggests that devolution has resulted in the creation of new space for policy mobility and experimentation. This is because political parties formed in each devolved nation has highly changed since their establishment, and new powers granted to them after implementation of devolution Acts (Clifford and Morphet 2014, p. 1). Arguably, the dynamic changes are contributing factors to the modern day democracies. There are related themes in planning reforms of all territories of Scotland and UK, and the form in which the particular concepts about a new approach can be found in a particular territory and appearance in another territory afterwards. The adaption towards consumption of renewable energy, for example solar and wind started in UK and was later on adapted by Scotland. This suggests that devolution in these nations has come up with a new space of policy mobility and experimentation (Tomaney and Colomb 2013, p. 8). The transfer has a higher probability to occur when there are proximate lessons (transferred from ideologically, geographically, or culturally proximate jurisdiction). This can definitely be witnessed with the devolved UK

Company Analysis J Sainsbury Ltd Essay Example | Topics and Well Written Essays - 1750 words

Company Analysis J Sainsbury Ltd - Essay Example Analysis and evaluation of the business strategy that J Sainsbury Ltd has pursued using Bowman’s strategic clock Bowman’s strategic clock, as presented in Figure 1, Appendix is used for the identification of strategies that promote effectively the organizational goals (Rosenhauer 2008,p.11). One of the key challenges in regard to the use of the Bowman’s strategic clock is the following one: the identification of the appropriate strategy, among the strategies included in the above model, is often difficult, especially if the priorities of the organizations are not clear. According to Muller (2011) organizations can use the Bowman’s strategic clock for identifying strategies that are most feasible having in mind the resources available and each organization’s internal and external environment. The Bowman’s strategic clock is based on the following principle: each organization should choose strategies that most respond to the plans of the organizations in regard to the value and price of its products/ services (Needle 2010, p.281). Using the Bowman’s strategic clock, the strategic choices of Sainsbury’s could be analysed as follows: as noted in the case study, the firm is among the four key players in the British grocery retail sector (case study, p.1). ... ne: the identification of the appropriate strategy, among the strategies included in the above model, is often difficult, especially if the priorities of the organizations are not clear. According to Muller (2011) organizations can use the Bowman’s strategic clock for identifying strategies that are most feasible having in mind the resources available and each organization’s internal and external environment. The Bowman’s strategic clock is based on the following principle: each organization should choose strategies that most respond to the plans of the organizations in regard to the value and price of its products/ services (Needle 2010, p.281). Using the Bowman’s strategic clock, the strategic choices of Sainsbury’s could be analysed as follows: as noted in the case study, the firm is among the four key players in the British grocery retail sector (case study, p.1). The above fact can lead to the following assumption: the particular sector in Brit ain can be characterized as oligopolistic, allowing the growth of specific firms. From this point of view, the parts no 6, 7 and 8 of the Bowman’s strategic clock cannot be applied in Sainsbury’s, since the strategies incorporated in these parts are feasible in monopolistic industries (Figure 1, Appendix). The potential use of the other parts of the strategic clock would be further explored. Part 1 is characterized by both low price and added value. Such strategy would lead to the decrease of quality of the firm’s products towards its competitors that have managed to promote products of satisfactory value at a low price. It is made clear that the strategy that most responds to the firm’s strategic choices is that of the second part of Bowman’s clock. The specific strategy is based on the following two

Topic of choice Essay Example | Topics and Well Written Essays - 500 words

Topic of choice - Essay Example It is evident and clear that owing to the differences between an adult and a child, children who murder should not be tried as adults. The judicial system of the adults and the children should be separate and children should be tried in juvenile courts as they do not have the capability of understanding and reaching to conclusion with regard to court consultations. The case of Bobby Hines who was a student in middle school clearly reflects as an example. Bobby Hines was with his friends and one of his friends murdered a person during an argument. Hines was punished and the charge against him was that of â€Å"felony murder.† Hines was imprisoned for lifetime and during his trial he was provided with a deal to change his charge to â€Å"second degree murder† which could have resulted in reduced prison term. Hines was very young and he did not understand the working of the adult judicial system and hence he is still in prison for the last 22 years. Deborah Labelle, who holds the post of the director of The Juvenile Life without Parole Initiative, uses this case to explain that owing to the inability of the children to recognize and understand the rules of the judicial system of the adults, they eventually end up being sentenced to tougher prison terms. Thus, children who should murder should be dealt with in a different manner than their adult counterparts (Lee, 2012). The United States is still marked to be one country across the globe that has very strict laws with regard to the trial of children who are guilty of murder. They can be sentenced to life imprisonment without the right of release. A research conducted on a national level in a Sentencing Project which is mainly functioning in Washington D.C. highlighted the drawbacks of trying children in the adult courts. The report indicated that children who were tried in adult courts faced racial discrimination accompanied with hindrances in corrective and restorative

Property Rights Essay Example | Topics and Well Written Essays - 1000 words

Property Rights - Essay Example The land subject to eminent domain is to be given to a private entity for an economic project. The problem presented by those who criticize the ruling in this case is that private entities and corporations might use this to influence the government in acquiring lands. This will give them an undue advantage against individual citizens with respect to property rights. According to John Locke, the moment a person is born, he has the right to preservation. He has the right to enjoy and use nature for their subsistence. "God, who hath given the world to men in common, hath also given them reason to make use of it to the best advantage of life and convenience." Locke said. As such, According to Lock, since God gave the world to men for its use and enjoyment, there must be some way in which people could take them and own them. Because without taking them and owning it, how could people use it This is the basis of individual property rights. However, the property rights of a person are not absolute or unconditional. It may be subject to conditions and it may be limited in favor of the state, the general welfare of the people or for public order. For example, the government may regulate transactions involving properties. These regulations may take the form of contract laws, professional regulations law, or even labor law. Another example of limitation o... Because the government is task to protect and promote the general welfare of its people, to successfully do this, it needs money to spend. And a bulk of the money used by the government comes from taxes. Without the power to impose taxes, the government will not be able to acquire money and by taxation, individuals are required to part with a portion of their property in favor of the government. Hence it is a limitation to their property rights. The Power of Eminent Domain Another form of limitation on the individual's property rights is eminent domain. In eminent domain, the government is authorized to take a person's property, even against his will, as long as such taking is for a public use and the person is paid just compensation. The Problem with This Case Usually, this is exercised by the government when it builds infrastructures such as bridges, school buildings and the like, mostly government owned. However in this case, it was exercised by a corporation for economic development. While it is true that the economic project will reap benefits for the whole city such as jobs and revenues in the form of taxes, such is only incidental. Ultimately, whatever revenue that the corporation will receive will go to the private persons who own it. This, I believe, would cause an alarming precedence. Because of this ruling, the private entities are now allowed, in a way, to exercise eminent domain. All it has to do is to apply to the city, present the number of jobs that it could offer the possible revenues that it could earn the city and they can get delegation of that power. They can force individuals to sell them any property they like. In my opinion, this would threaten the individual's property rights. Exercise of eminent

Current Issues in Law and HR Course Work Essay Example for Free

Current Issues in Law and HR Course Work Essay Organizations are considered to be the most incentive, social arrangement of today. It’s considered a marvel to know that thousands of people with individual backgrounds, skills and interests are coordinated into various organizations, so that they can pursue their common institutionalized goals and objectives. The historians of the future see today’s organizations as the greatest achievement of our time and era. For example biogenetic engineering have had some breakthroughs. The Apollo mission to the moon was made possible by the organization called NASA. Even on day to day basis organizations play an important role in our lives. The water we drink to the food we eat or the clothes we wear all comes from different kinds of organizations Human resource is defined by many companies as a combination of the administrative functions with the performance of the company’s employees and their relations along with the company’s planning. Human resource basically develops mostly from industrial and organizational behaviour. The major function that are included in HRM are recruitment, selection, training and development, orientation, placement, separation, career planning, performance appraisal, salaries and wages, incentives and gain-sharing, benefits, services and security and employee relations and assessment. The term human resource basically refers to the people of the company. The manager of the company engages in HR because the HR activities and tasks are considered to be an important part of the company. It basically helps the company to achieve the goals and the objectives that are set for them by the management. As you all know that human resource activities also make a large contribution to the company’s success in many ways but the HR activities mostly support the strategies of the organization. The HR department basically exists to support the managers and the employees of the company and to pursue the company’s goal or objectives (Werther Davis 1996). The major challenges that would be faced by the organization are as follows: †¢ Population-growth challenges †¢ Global Competitive Challenges †¢ Unemployment Challenges †¢ Social Responsibility Challenges †¢ Medical, Food, Housing Challenges †¢ Unknown Challenges †¢ Ethical Challenges †¢ Workforce Diversity Challenges The objectives of the HR department are based on societal, organizational, functional and personal goals. It is known that the objectives of the company are not formally stated that is they are not in the written form. The objective of the human resource management not only reflects the intention of the middle and top management but also balances the challenges that are faced by the HR department. Objectives are basically considered as benchmarks against which the actions can be evaluated. The human resource objectives not only reflect the intention of the management but also balance the organizational challenges, the HR function and the people who are affected by it. If the company fails to succeed in its objectives it would harm the company’s profits, performance and even the survival of the firm. As we know that there are four objectives that are common to the HR management. The objectives are as follows: 1. Organizational Objective: which basically recognizes that the HR management exists and it contributes to the organizational effectiveness. The HR department basically exists so that it can help managers of the company to achieve the objectives and goals of the company. HR management only supports the managers with the human resource issues. If we put is simply the HR department only exist solely to help assist the rest of the company. 2. Functional Objective: which basically states that this objective solely exists to maintain the department’s input at a level that is considered relevant to company’s needs. A relation exists between the objectives and the HR activities and they are appraisal of the employee, placement and assessment of the employee. 3. Societal Objective: this objective shows that the company has to be ethically and socially responsive to the needs and challenges of the society while the company minimizes the negative impacts of such demands on the organization 4. Personal Objective: shows that the HR management helps assisting the employees in achieving their goals and objectives. And these goals enhance the individual’s contribution towards the organization. To achieve these goals the HR department help the managers of the company to obtain, maintain, utilize and retain the right amount and types of workers. The objectives of the employees must be met otherwise the employees would not be motivated, retained and maintained by the HR department of the company. And the employees would neglect their jobs, voice their complaints or maybe leave the organization for a better opportunity (Werther Davis 1996). It is not necessary that all the organization can meet the HR objectives every time. Some sort of trade-offs do occur that stops the company in achieving the stated goals and objectives. When the objectives are net by the department, they make a huge contribution towards the organization’s and employees needs. And with the help of these objectives the managers are able to see the kinds of activities that are needed to be carried out and why. There is a relationship that exists between the objectives and the activities of the HR. For example, for the societal objective the supporting activities would be legal compliance, union and management relations and benefits of the employees. For the organizational objective the supporting activities would be HR planning, employee relations, selection, training and development, appraisal, placement and assessment. For functional objective the supporting activities would be performance appraisal, placement, assessment and development of the employees. And for personal objective the supporting activities would be training and development, performance appraisal, placement, assessment and compensation of the employees. The HR activities are considered as actions that are taken by the department to maintain a workforce balance that is considered as appropriate to the organization’s needs. For example, small companies who do have the HR department have small budgets and small staffs therefore the HR department of such companies only focus on the activities that they consider are important for the company. The functions or activities that are considered important for such companies would be planning, recruitment, and wages and salaries of the employees. The functions that are performed by the HR department of the organization are as follows: Planning is the first activity that is conducted by the department. Planning can be defined as the systematic forecast that determines the company’s future and the demand and supply of the employees that would be needed by the organization. HR planning is also known as employees planning which helps the HR department and other managers of the company to develop staffing plans so that they would go along with the strategy of the company. it is important that the company is staffed with the right amount of people so that the strategic operational and functional goals of the company can be met. It has been realized by a lot companies that the HR plans are very important if the organization wants to have strategic success. For example, companies like Nokia and Apple it is important to have strategic plans because it would help the companies by developing new products and introducing them as quickly as possible in the market. It is only possible when the company is staffed with the right kind of people. Without the right people strategy based opportunities would be lost to a better staffed organization like Motorola and IBM (Werther Davis 1996). Recruitment is one of the important activities of the HR department. Recruitment is mostly concerned with attracting and finding individuals who are capable for employment. The recruitment process begins s when the new recruits are sought and this process ends when the applicant submits and application. People who find new recruits are called recruiters. The process of hiring is faced with some limitations like costs, incentives, job requirements, policies of the company, environment conditions, insufficient and scarce resources and EEO legislation etc. Recruitment is done in two ways 1) internal channel which includes job posting program and departing employees 2) External channel which includes advertising, walk-in and write-ins, employee referrals, state employment agencies, open house, international recruiting, temporary help agencies and leased employees etc (Recruitment Process) Selection is one of the activities of the HR department. Selection is defined as a process that is based on specific steps that are used to describe that which individual should be hired. This process starts when the individual applies for the job and it ends when the final decision is made by the management of the company. the selection process is also faced with some limitations like EEO legislation, Workforce diversity and external prohibitions etc. ( The Selection Process). The selection process is based on eight steps and these steps are as follows:- †¢ Preliminary reception of applications †¢ Employment tests †¢ Selection interview †¢ Preference and background checks †¢ Medical tests †¢ Supervisory interview †¢ Realistic job preview †¢ Hiring decision Orientation, Placement and Separation is considered to be an activity of HRM. Orientation can be defined as when the new recruits are given an overview of the company on the first day of work. The orientation program of the company is based on the following goals 1) the pride of belonging to the company 2) creates awareness about the company’s business 3) emphasize on customer focus and service 4) helps to reduce the concerns that are related to the job 5) helps with development of a team member and 6) helps to establish personal growth etc. Placement can be defined as the work activities that are assigned to a new employee. The role of HR department here is that to advice the managers of the company about the rules and the regulations and it also provide counseling to the employees. Placement is based on 3 classes 1) promotion, transfer and demotion. Separation can be defined as a decision where the individual and the company must part. Separation process starts either the employer or the employee. The role of HR department is to find a method which is satisfactory for conducting a separation in such a way that it reduces the harmful factors that might affect the company. Training Development is concerned with that placing the employees in a job does not give the company the surety that the individual would be successful in his or her job. Training and development programs are considered important for all the employees. The distinction between training and development is that training is for now and development is for the future. For example at Corning Glass there are a lot of learning opportunities that range from skilled orientation training to seminars that deal with development issues, they basically help the managers to face the issues that might arise in the future. The employees of the company are not bothered that the class is intended for training or development. It is only concerned with whether the program has helped the employees and the organization or not (Training and Development). Training and development are based on the following steps: †¢ Need assessment †¢ Learning principles †¢ Program content †¢ Training and development objectives There are some challenges that are faced by HR department due to training and development. For example cost effectiveness, desired program content, learning principles and appropriateness of the facilities etc. The role of HR department over here is that it helps to prepare the individuals for future job responsibilities. And it also attempts stops the employees from obsolesce, work force diversity, technological changes, affirmation action and employee turnover etc. (Werther Davis 1996) Career planning is one of the activities of the HRM. When the department is doing career planning it is mostly concerned with whether the company’s training and development programs has helped the employees with promotion chances or not. A couple of decades ago career planning was seen as an individual’s problem but now career planning is seen as the HR department’s problem. The HR managers and specialist see career planning as a way to meet the internal staffing needs. The involvement of the HR department in career planning is increasing everyday due to its benefits like low turnover, satisfies the needs of the employees, personal growth, helps with workforce diversity and decrease hoarding etc. Performance appraisal is one of the major activities of HRM. Performance appraisal can be defined as evaluating an employee’s current or past performances relative to his or her performance standard. In this competitive world companies require a high performance so that they can become dominant leaders in their perspective markets. And at the same time employees also need feedback on their performance so that it can act as a guide for their future behavior and responsibilities. There are some challenges that are faced by the HR department regarding the performance appraisal like legal constraints, rater’s biases regarding the employee based on halo effect or personal prejudice or even cross cultural biases etc. It has been vied been viewed by the experts that when there is poor performance throughout the company it creates huge problems with the human resource management activities(Grote Grote 1996). Wages and Salaries are concerned with compensation. Compensation can be defined as something the employees receive in their return of their input to the organization. Without proper compensation the employees of the company would leave and it would be difficult for the company to hire new recruits. The result of pay dissatisfaction can harm the productivity of the company and can also harm the quality of work life as well. There are some challenges that affect the compensation plan like wage rates, union, constraints by the government and equal pay etc. ( Salary and Wages) Security, Safety and Health is considered a challenge for the HR experts that how to comply proactively with the minimum costs for the organization and to provide with the minimum of costs for the organization and to provide the greatest of benefits to its employees, whereas in the area of employee security and health companies have taken a proactive action. It is the role of the HR department to face the challenges that arise overtime. The HR is usually faced with 2 kinds of challenges: 1) Internal challenges which are also the organizational challenges. Internal challenges for example would include union, information systems, organizational conflicts between the company and the employees. 2) External challenges are those problems that exist due to the changing environment and the management has no control over it. Change in the company’s environment actually evolves at different kinds of rates. External challenges would include workforce diversity, technology, economics and government. The HR department has to follow 4 steps so that they can overcome the external challenges. They are as follows: †¢ Monitor the environment †¢ Evaluate the impact of the challenges on the company †¢ Take proactive measures that is implement approaches that would help the company to achieve its goals †¢ Obtain and analyze the feedback. It is the role of the HR department to achieve a balance between the trade-offs of efficiency and effectiveness. For example when jobs are under specialized the job design may be simplified by decreasing the number of tasks and if the job is over specialized the number of job tasks can be enriched and expanded by the human resource department.