The Meanings of Race, Class, Gender, and Sexuality

The Meanings of Race, Class, Gender, and Sexuality The meanings of race, class, gender, and sexuality are definitely complicated and intertwined through intersectionality. To fully understand these meanings, one must first open his or her mind and recognize that social stipulations that society inflicts upon people need to be thrown away. One must ignore conceptions of something being static or natural (Mills 10). A naà ¯ve individual would consider race as simply a biological classification. However, in reality, race is actually a social stratification bestowed on people of color that has been controlling society for the past five hundred years (Mills 20). Unfortunately, race is an extremely unfair social hierarchy that is†¦show more content†¦One can see that gender is actually a social label that is produced from social expectations (Ore 99). These gender norms have led to the distinct inequality and oppression of women. Due to these norms, women are seen as incapable of being political or rational because their social duty is to stay at home and take care of the children (Glenn 23). The social creation of gender surely undermines the severe communal disadvantages that females take on. Humanity must forget these general notions that have been brainwashed into every day life. Society is very much so obsessed with sexuality. The definition of sexuality has been molded from generations of stereotypical behavior. The social order tells people how to live their lives. This should not come as a shock since people are always concerned about social trends in clothing, behavior, and, culture. Subtlety, society has set the standard in sexuality by acknowledging the fact that heterosexuality is the norm. Society sees homosexuals as diseased individuals who are radically different outcasts just because they are expressing themselves (Ore 153). People must be able to think critically and understand what is normal. Homosexuals certainly do exist and play an important role in society so there is no reason why homosexuals should not be socially accepted. In conclusion, the definitions of race, class, gender, and sexuality have been molded by hundreds of years ofShow MoreRelatedGender And Sexuality : Article On Sexualised Insult Fag By American Teenage Boys1626 Words   |  7 PagesBoth terms ‘gender’ and ‘sexuality’ are very common, broad and the meaning of it differs from person to person. Eugenically the term ‘gender’ is defined to have socially composed roles, activities, behaviours, and peculiarity that a given society considers right for men and women (WHO, 2015). Whereas the term ‘sexuality’ has various meanings, it is described as feeling or having attraction or having sexual thoughts and preferences towards same sex or opposite sex (reachout.com, 2015). This essayRead MoreAnalysis Of Patricia Hill Collins s Black Feminists1088 Words   |  5 PagesAmong the central claims of black feminists is the inseparability of the structures and systems of gender, race, and class. M ost black feminists deny it is possible for women to focus exclusively on their oppression as women. On the contrary, each woman needs to understand how everything about her provides part of the explanation for her subordinate status. In Black Feminist Thought, Patricia Hill Collins explores the words and ideas of Black feminist intellectuals as well as those African-AmericanRead MoreDifference Between Ethnicity And Class939 Words   |  4 Pagesemotional and mental inspirations of its advocates. Ideologies either over-simplify reality or entirely alter it. Yet, it is at times suitable to speak mostly in ideological terms in order to make a point. Based on the supposition that gender, ethnicity and class are directly experienced, they are not only distinct traits but something which is accomplished in interaction with others who, further, condense these achievements responsible within established settings (West and Fenstermaker, 1997:Read MoreGeek Masculinity And Its Effects On Soc iety836 Words   |  4 PagesSubcultures are male-dominated, a space for working class boys to gain status by exalting their masculinity where they can have access to power, status, and prestige. As a result, subcultures glorify traits associated with males such as toughness, delinquency and bravery all the while demeaning traits associated with femininity. This phenomenon is known as the cult of masculinity, which puts females into a â€Å"structured secondariness†. There is a male privilege among subculturists because of this cultRead MoreGiving An Education By Adrienne Rich Essay1459 Words   |  6 Pagesknowledge, the result of which ultimately affected the marginalization of women and heightened consciousness. 2. Gender arrangements play a role in separating male and female which gives society the opportunity to view one specific group as higher than the other. This is also partly due to different genders having differing talents or qualities which helps establish oppression. Social class, race, ethnicity and sexual identity all take part in creating systems of power and establishing privilege over certainRead MoreLabeling, As Humans, We Can Not Make Sense Of The Past Nor Present Without Labeling Essay919 Words   |  4 Pagescategorizing each individual we associate ourselves with. Our minds have a constant need to understand, so we create labels to be able to comprehend everything. The problem with this process is we create a false sense of who people are based off race, class, and gender. These three formalities of classification link to each other in that they are the major ways we sort out relationships between other humans in our minds. In other words, we utilize these three systems in order to, hopefully, understand eachRead MoreEvery Individual Has His Or Her Own Identity. People’S1328 Words   |  6 Pageswere treated. In this paper I am going to discuss about my belief in regards to gender, gender roles, race, sexuality, and social class. I will also discuss about the different experiences I had encountered in life that has determined my beliefs and my values. I grew up in Guatemala in a small town name Monjas. As I was growing up, I did not know much about other people’s cultures; I only knew people with the same race and the same culture as mine. Then, I decided to immigrate to the United StatesRead MoreThe Literature And The Individual Child1462 Words   |  6 Pages music, advertising, children’s play, conversations, drawing, writing, clothes, tableware, toys and household items. Children are not passive consumers of popular culture; they actively process meaning and reproduce that meaning into their everyday lived experiences. †¢ Children filter messages and meaning from the adult world via their own understandings and experiences, socialisations from their families, communities and schools and increasingly, media. Popular culture is not simply a mirror ofRead MoreThe Cultural Identity Of The African American Community1653 Words   |  7 Pagescommunity has sat at the end of a discriminatory lens from the moment they set foot in the United States. For that reason, black communities have undergone the process of community building to ensure that all members feel a sense of belonging. Race, gender, nationality, ethnicity, poverty, and sexual orientation, all play a role in developing one’s identity and more often than not, these multiple identities intersect with blackness. Being that American society has deemed colored people and populationsRead MoreHow Has Feminism Developed? America, And How Have These Developments Changed Its Public Perception? Essay1239 Words   |  5 Pages1990s, amongst the civil rights and anti-war movements that allowed for increased self-expression of minority groups not only in America, but around the world. This wave is often characterized as particularly radical, as it mainly involved women’s sexuality and reproductive rights. A large focus of this movement was the passage of the Equal Rights Amendment to the Constitution, which would have guaranteed social equality without discrimination based on sex (Cite). Protests during this wave were

Marketing Drugs For Off Label - 892 Words

In the United States, a drug can only be advertised legally after being approved by the Food and Drug Administration (FDA). Once attaining at least one FDA-approved use, physicians can prescribe a drug for other unapproved uses, based on their clinical judgment; this is referred to as â€Å"off-label use† (McCambridge, 2008). In general, marketing drugs for off-label uses is illegal; however, pharmaceutical companies have gone to various lengths within their legal rights to accomplish exactly that. For example, Vedula (2012) notes that FDA guidelines state pharmaceutical companies can use peer-reviewed articles to publicize evidence of a drug’s effectiveness for off-label uses, as long as a number of conditions are met—perhaps the most essential of which is that â€Å"the information disseminated must not be false or misleading.† However, Vedula continues, there is no unyielding regulation that all research findings have to be published. Therefore, a compa ny can still choose to selectively disseminate favorable findings. His article concludes that there is now a copious amount of evidence that suggests selective reporting of study results, based on the strength and direction of findings, is performed extensively by the pharmaceutical industry. The fruits of this devious labor are plain to see. For instance, Tamiflu is a drug that governments around the world have spent billions of dollars amassing—almost in a panic—in hopes that it could alleviate the morbidity influenza (JeffersonShow MoreRelatedOff Label Promotion : Profitable Health Jeopardizing Act Of Defiance1103 Words   |  5 PagesOff-label promotion: profitable health jeopardizing act of defiance or costly freedom of speech? INTRODUCTION Over the years there is the discussion on the nature of off-label promotion. Promotion for an unapproved by the Food and Drug Administration usage of a drug, medical device or biologic is prohibited by the 1938 Food, Drug and Cosmetics Act, and subjects the product to the misbranding provisions. On the other hand, off-label promotion is deemed to be a constitutional right protected by theRead MoreThe Utilization Of Prescription Drug1332 Words   |  6 Pagesprescription drug has increased in recent times. The availability of these medications has resulted in the treatment of numerous infections and ailments. These drugs alleviate chronic pain, depression and anxiety, sleep apnea, and much more. For an efficient health system, the main goal is to provide quality health care to all patients. However, over the years, there have been many legal and health controversies over drugs and the effects that they have on the body. The process of prescription drug startsRead MoreMedical Fraud214 0 Words   |  9 Pagesmy paper. Understanding the topic of medical fraud and off labeling is important, especially for consumers who participate in the use of prescription drugs. It is imperative to understand what your doctor is prescribing and knowing the specific uses of said drug. Off labeling may occur and recognizing this fact will only benefit a wise consumer and make them aware of the risks of using a drug that was prescribed for a uses not on the label. This topic is especially important during the time of newRead MoreMarketing Approval For Medicinal Products Essay1353 Words   |  6 Pagesdifferent countries to make available new therapy for their patients, who have unmet needs. The USA, UK and Japan are offering an accelerated marketing approval for the medicinal products. USA: USFDA is offering a Fast Track, Breakthrough Therapy, Accelerated Approval, and Priority Review options to expedite the medicinal products approval. Fast Track designation - drugs that treat serious illnesses and fulfill unmet medical needs, manufacturer gets more support and advice from the FDA to accelerate theRead MoreSafety Of Food And Drugs Consumption1448 Words   |  6 PagesSafety in food and drugs consumption is a necessity to consumers. It is the FDA s responsibility to ensure food and drug safety for the public. That’s why the FDA is what happens when agency within the U.S. Department of Health and Human Services (HHS) responsible for ensuring the safety and effectiveness. As the Food and Drug Administration Progresses it had became a reliable source for Americans .President Theodore Roosevelt signed the Food, Drug, and Cosmetic Act in 1938 to provide the publicRead MoreInternational Drug Monitoring For The Thalidomide Disaster Detected1301 Words   |  6 PagesINTRODUCTION Pharmacovigilance (PV or PhV) , also known as Drug Safety, is defined as the science and activities relating to the detection, collection, assessment, monitoring, understanding and prevention of adverse effects (AEs) or any other drug-related problem. World health organization (WHO) established its programme for International Drug Monitoring in response to the thalidomide disaster detected in 1961. The aims of PV are to enhance patient care and patient safety in relation to the useRead MoreMerck : An Ethical And Socially Responsible Drug Manufacturer1453 Words   |  6 PagesQuestion 1 Merck was known as an ethical and socially responsible drug manufacturer. Back in 1950, George W. Merck, CEO, said, â€Å"We try never to forget that medicine is for the people. It is not for the profits† (Lawrence Weber, 2014). Merck was also known for research and innovation in developing new drugs as well as their philanthropic efforts. This was a company that had built its success on a solid reputation of being an ethical and socially responsible organization. The Vioxx case is evidenceRead MoreChipman Union Inc. Odor Eater Socks1487 Words   |  6 Pagesand athletic socks, which were sold to the retail/ distribution channels unbranded as private label merchandise. By early 1980, CU’s market share was estimated at 10% of units and 11% of factory sales. The distribution channel of CU was also wide spread. In 1979, over 90% of its production was sold to 33 retail chains of which only 3 accounted for around 60% of the volume. 1% each was sold to food and drug stores and catalog show rooms. About 1.5% of the volume was even exported. Bryan Hagen; PresidentRead MoreCase Study: Procter Gamble Business Strategy786 Words   |  4 Pagesproducer of various everyday household goods. Over the many years of manufacturing, marketing, and distributing products, the company developed many business strategies and adjusted them accordingly when needed. The first strategy Procter Gamble used was to have mass production of goods out of their hometown, Cincinnati. Then they would have a group of smaller, independent companies handle the manufacturing, marketing and distributing of those products. During this time, the 1960’s, this way had workedRead MoreAnalysis of Will Smiths Party Starter801 Words   |  4 Pagesserious. There was the impression or hope that things will get better. Soon, corporate record labels started to repackage rap music as it gained in popularity. The business minded executives were looking to create a wider appeal by erasing hip-hops historic function. Hip-hop became a business. Rap music was a valuable commodity. In the 1980s, the music was sold back to the streets through marketing ploys such as videos and Top 40 charts. With the rise of rap, a sub-genre called gangsta rap

Personnel Management In Government Process -Myassignmenthelp.Com

Question: Discuss About The Personnel Management In Government Process? Answer: Introduction There are pressures in todays organization from several directions like increase in globalization, tough competition, rapid change in technology, new structures, organizational changes including change in hierarchies, organizational alliances, new ways of work assignment. Thus, within these conditions, organizations need the human resource department to function in a proper way which will help and assist the organization to move through the transitions swiftly. The role of the human resource is evolving recently due to the shift from the personnel to the human resources. Also, the human resources (HR) professionals play a key role in helping companies to achieve the objectives of the corporate social responsibility. Involvement of the human resource management in to the changing scenarios is a powerful tool that bring success to the organization. the world of business is persistently changing and it is bringing the with it the external and the internal changes that impact the busines s (Paill et al. 2014). The study is based on the assessing the evolving the role of the human resource in the contemporary business world. Key forces that shape the HR agenda The Human resource leader worldwide have accepted that there are top five areas that influence their human resource agendas. These five areas involve process improvement, talent acquisition, organizational culture, employee engagement, talent development. Process improvement- how the human resource professionals deliver the services to the organization? each and every concern related to the human resource can be managed by building efficient processes. Information, benefits and programs should be delivered seamlessly. Improving the processes will efficiently improve the overall functioning of the organization and at the same time enhance the employee engagement. To gain efficiency, enhanced relationship among the leaders across several businesses and better communication throughout the enterprise, a review of the internal processes is necessary. The important aspect is the implementation of the better automation along with the better human resource technology. The human resource management system or the human resource information system facilitates information technology and the human resources that are vital for the processes existing in an organization (Armstrong and Taylor 2014). Talent acquisition- acquisition of the right people for the daunting tasks when there is a shortage of the skill workforce and the market gaining the competitive edge can be very challenging. The human resource department worldwide are shifting towards a transition of a more strategic approach which includes the talent procurement, talent forecasting and workforce planning, strategic talent management and talent pipelining. The other challenges of the human resource management are to not only gather people that are eager to learn, but also to engage them and fit them into the organizational culture. A stronger understanding of the needs of the various managers that hire individuals is also important (Alagaraja 2013). Organizational culture- the more the employees of a company engage and begin to understand the needs of a companys target, the more it leads to an increase in culture. Culture is considered to be organic in nature, and thus requires not just the leadership approach, however a holistic feeling is also required on how an organization functions or operates. This also includes the missions and the goals. An individual can lead an organization to a specific culture, however this cannot be forced. If a culture is enforced upon the employees, then there is an increased chance of employees leaving the company. the chief responsibility of the human resources manager or professionals is to make sure that the employees understand the work culture, the direction where the company wants to head and the company will achieve that position. At the it is equally important that the leaders of the company communicate the vital visions so that the culture can evolve within the company (Bolman and Deal 2 017). Employee engagement- employee engagement is one of the most vital part for any organization or company. Employee like when they are being heard and thus ideas prop up from people from which it is least expected. Here, the human resource management plays a major role in closing the gap between the leader and the employees and facilitate to provide a channel so that the voice and the ideas of the employees are listened properly. the top leader of any company can go lunch and have talk with the most talented employees so that there is a chance of hearing the voice of the employees. This kind of the activities can be organized by the human resource management and it provides the employees an opportunity to ask question, give suggestions and improvements to the top officials of the company. While at the same time, the employees also get the idea of future plans of the company or the organization (Albrecht et al. 2015). Talent development- After the selection of the abled individuals that seek to work in the company, the human resource managements next job is to provide friendly atmosphere where the employees can grow through the opportunities and promotion that are provided by the company. These employees not just want the paycheck, but also will search for the opportunities to get promoted. This talent development and the employee growth exist in different forms. The main goals of the human resource management are to identify the opportunities that exist within the talent development, and then create an effective strategy that will promote the development of the company. talent development programs consist of the conferences, learning events, training programs and at the same time the mentoring programs as well. These programs are easy to set up within the premises of the company and cost less money to operate. The more a company will invest in its employee, the more the employee of the company wi ll be involved and engaged and at the same time will increase the retention rates (Garavan, Carbery and Rock 2012). Change management- most of the organization fail to function properly due to the miscommunication, inadequate preparation and employee resistance. Studies have shown that change initiatives have shown to twice more likely to fail due to the organizational resistance and less of the operational or technical issues. it id found that of the change is not conveyed to the employees, it leads to the loss of the business opportunities, duplicated efforts, inefficiencies and disasters. Companies that are able to gain an advantage over their market competitors lead to increased success. When the change in management is executed efficiently, it reduces uncertainty among the employees, reduces the negative impacts on the productivity and employee workforce. There are certain aspects which a human resource management has to keep in mind while overcoming resistance. Overcoming the resistance can attribute to the employee resistance which is common when an organization is undergoing organizational changes. The key strategies undertaken by the human resource managers are: consistent and clear communication of the change, assist the employees to understand the need to change, ensuring that the team of change management includes a change champion, provide a support constantly changing environment (Hayes 2014). Ethics- the importance of ethics in the workplace has gained a lot of acclamation. Different kinds of organization have stressed a lot of importance to the occurrence of misconduct. Although companies employ ethics officer that implement and champion the different facets of ethics and the roles of monitoring the ethical standards are divided equally among the human resource officer, risk officer, compliance officer, company secretary, ethics officer. However, even though there are several other top officials that promote ethics in a company, important role of human resource cannot be nullified. The three important factors that contribute to the promotion of ethics are: ethical awareness, ethical standards and operational ethics (Armstrong and Taylor 2014). David Ulrich Human resource model- the model emphasizes on the organization of the functions of the human resources. The model creates a unified structure that delivers value, clearly defines the role of the human resource management, creation of a competitive edge for the company, measuring the performance of the company. the model emphasizes on defining the roles, responsibilities of the human resources management and the framing the job profiles of the individual employees. Although the implementation of the model arises some complexities, but it has been found through studies that the model brings positive results from the employee satisfaction index, positive feedbacks from the managers regarding the job of human resource management (Bratton and Gold 2012). Strategic human resource management- it is a practice that emphasize on the retaining employees, rewarding, developing and attracting by the human resource strategies which will benefit both the employee and the organization. human resource managers or officials that work in an organization do not work in independently, rather interacts with the other departments and understands their goals and realigns the goals so that they can benefit the organization on the long run. Thus, it can be inferred that the goals of the Human resource management align with the goals of the company. strategic human resource has been found to be a partner of able partner in organizational success. Strategic human resource creates the opportunities so that the other departments can work effectively to make a strong work horse all together (Daley 2012). Comparison of tools for analyzing the business environment SWOT analysis- SWOT is an acronym and it stands for strengths, weakness, opportunities, threats. SWOT analysis can be described as list that assess the strengths, weakness, opportunities, threats of a business. This tool provides an insight of the of the changing environment and provides an option to act proactively. It is vital to determine the strengths of a business, whereas possible threats can be possible threats from the unstable economy and the market competition, lowered purchasing capability of the people. The companies and the organizations must plan to eliminate the threats (Sevkli et al. 2012). PESTLE- PESTLE analysis is also called the PEST analysis. It is a concept used in marketing. Moreover, this tool is used to analyze the new product/project/service launch and is also used to track the environment in the country is operating. PESTLE is an acronym which when expanded stands for the political, economic, social, technological, legal and environmental. This tool provides a top view of the entire environment from the different angles of a specific subject which needs to contemplated upon. The political factors provide an insight that the political situation must be considered when framing the strategies. The political situation can be attributed to the government leadership and the ongoing government tariffs, custom laws, tax laws which are necessary during the formulation of the business policies. Economic factors can be attributed to the foreign exchange rates, fiscal policies, monetary policies, inflation rates. Social factors can be attributed to the culture and the mi ndsets of the people of the different countries. Other aspects include the social lifestyles, cultural implications and gender. These must be kept in mind when framing the organizational policies. Technological factors refer to the digital advancements and the consumer feedback accordingly. Legal factors contribute to the laws and regulations that the companies must keep in mind during framing of business policies. While the environmental factors include the climatic factors, geographical location of a country. Thus, these are the vital factors that the organizations must consider before framing the business policies (Zalengera et al. 2014). Porters 5 forces- This is an effective tool which is framed by Michael Porter, a Harvard Business School professor. It is important tool that helps to analyze the and understand the internal and the external forces that shape competition in an industry. This tool is helpful in adjusting the strategies according to the business environment and the make changes to increase the profit margin. This tool work on the five main forces that affects competition. Supplier power: the capability of the suppliers to drive the prices of the inputs. Buyer power: the effectiveness of the customers in controlling the prices. competitive rivalry- the strength of the competition existing in an industry. Threat of substitution- the degree or the extent to which a product can be used in place of another. Threat of new entry- the ease with which a new product enters the market and make good profit (Lee, Kim and Park 2012). PESTLE analysis is perfect for the such companies that want to conduct research on market that are based on products and industry. The porters five forces are applicable when assessing the market competition and establishing its relation with the profitability. Pestle analysis assists the experts to find out the factors that help in the decision-making process. Pestle analysis consists of the several factors like the technological, social, political, economic factors which influences the normal functioning of the organization. the tools are efficient in finding the present condition and at the same time predict the future concerns of a company. Whereas the SWOT tool helps to bring the opportunities and the possible weakness in front of the analysis. It is important and vital for the company to determine the advantages related to the business like the quality products, quality of the manpower, cost of the resources, unique selling proposition to stay ahead in competition to the remain ing competitors in the market. The strengths are considered from the perspectives of the customer and the internal to a specific company (Buller and McEvoy 2012). The identification of the weakness is necessary so that the correct strategies can be implemented for the improvement of the business. The various weaknesses can be sorted like outdated market research, infrequent cash flow, insufficient record keeping, high rental costs of office, pending work burden, missed deadlines. The opportunities of a certain type of business consist of the high demand of the same type of merchandise, high demand of the seasonal products, loyal customer base, a uniform trend of product sell. The companies that find the opportunities to be open can build upon it a can deal with the threats by emphasizing on the strategies taken by the rival companies in their product line (Raluca 2013). Through the PESTLE analysis the microenvironment of an organization can be analyzed. This particular tool helps the managers to make a thorough analysis of the present situation and at the same time make certain predictions of future position of the company. this analysis in particular consist of the several components that are denoted by each letter of the acronym PESTLE, this acts as an influencing factor of the industry. The results from the PESTLE analysis tool helps a company to plan its future. Whereas, in comparison to the SWOT, the PESTLE model is more robust and provides an overall macro environment through an overall analysis. The analysis helps in attaining a smooth functioning of a specific organization. the Porters five forces is a special model that can be utilized to find out a competitive assessment of an organization. this tool helps to find out the viability of a particular product, service or even future expansion. Whereas, SWOT is more of a generalized assessment of a business company (Muhammad Siddique 2015). Factors that impact an organization and its HR functions Both the internal and the external factors play a major role in in affecting business of an organization along with the human resource functions. The different types of factors that contribute to the impact are as follows: Government regulations- New regulation and government policies and laws are constantly being formed on a regular basis that affects the functioning of the human resource department, such as the human resource policies, compensation, termination, training, recruitment. Accordingly, a company policy must comply with the rules of termination of an employee which is already framed by the government. Whereas, if such procedures are not followed then heavy fines can be imposed on such companies. This can have a detrimental impact on the image of the company. There are several companies, who wrere affected after the Donald Trump government of USA shifted the government regulation about cyber security. Several companies had to change their security tools ans aspects to comply with the newer security norms of the USA. Further, thousands of workers had to leave their job as the Visa renewal service was stopped (Terrill 2017). It is an excellent example of an external factor (Naff, Riccucci and Freyss 2017). Technological advancements- technology is considered as one of the external factors, which is changing in a rapid fashion and at the same time is influencing an organization largely. There is a huge pressure upon the companies to integrate the latest technological advancements into their systems. Then there comes an important aspect that adopting the newer technologies can make the usage of the human manpower a bit redundant. Thus, it will result in HR department taking extra effort to terminate the employees because their share of work is executed by the new technology, which is integrated into the system (Knowles, Holton and Swanson 2014). According to Forbes (2017), three Indian companies reach the heights of success by simply implementing clean technology into the system. The companies are Tessol, Altigreen Propulsion Labs and Cleaning bug technology. They mainly used renewable energy system and implemented in their organization to gain the business. Economic conditions- The biggest and the most important external factor that impact an organization to a large extent than any other factor is the economic conditions prevailing in a country and the same world over. Economic conditions impact both the talent pool and the hiring strategies framed by an organization. Organization and companies must have the effective strategies to shield themselves from downturn in the global economies. For example, during the economic downturn, organization reduce the recruitment drives so that the costs can be reduced (Aswathappa 2013). There are more than 600 workers, who were sacked by the company Wipro in the year 2017, due to their economic loss. Those employees recorded that the company first reduced their pay scale and after few months fired them without any solid reason (The Economic Times 2017). Workforce demographics- This is one of the vital internal factors that impacts both the organizational and the human resource management functions. This factor typically deals with the population of retiring employees and the several methods of hiring employed by the companies or the organizations. There are different types of recruitment strategies and the companies must look and employ such strategies that suits the organization. After a proper recruitment strategy comes the next big thing called the compensation or remuneration. Proper and efficient remuneration must be designed for the various sections of the employee. For example, if employees of an organization is about to retire then there is a big responsibility of both the organization and the HR department to hunt for the new employees (Bratton and Gold 2012). The best example of managing diversity and demographics at the workplace is Google Inc. The company has managed to work with diverse and different people and by imple menting such change in their organizational human resource related department they have achieved success (Forbes 2018). Key stages in the strategy formulation The human resource strategies are the various steps that needs to be employed and followed. The steps are vital because it gets translated in to a strategy that an organization follows to achieve the desired organizational objectives and the goals. It is important to note that the human resource professionals are deeply involved in each of the steps (Karami 2012). The steps are as follows: Determination of the objectives of the organization Evaluating the environment existing in an organization. Framing of the qualitative goals and objectives. Proper and effective communication with the departmental plans. Performance analysis and as well as analysis of the performance gap. Selection of effective strategy Developing an organizational framework for the effective implementation of the strategy successfully. Distribution of the sufficient amount of funds and resources for the vital activities. Policy creation which will be in accordance with the important activities. Constant framing of programs and policies which will lead to improvement is organizational functioning. Creation of proper link between the accomplishment of the results and the reward structures. Efficient and effective utilization of the efficient leadership (Reitzig and Sorenson 2013). The strategic human resource consists of the two different types of processes which are known as the horizontal and the vertical processes. The horizontal integration involves the coordination of the different types of the human resource practices. This horizontal integration also deals with the allocation of the resources. While the vertical integration includes the alignment of the organizational objectives with the human resource practices. This is a sort of a contingency or emergency approach which is designed to work in accordance with the organizational goals. The basic idea behind this strategy is to create a flexible and fit organization, while the main motive is to efficiently and effectively coordinate and manage the dynamic environment existing within the organization. The best practices of the of an organization include the training of employees, compensation packages, decentralization, selection of the employees. It is important to note that formulation of the strategies and the implementation of the same are the main objectives of HR team (Armstrong and Taylor 2014). Strategy formulation- The main stages in strategy formulation are the functional strategy, business strategy, corporate strategy and strategic choice. Strategic choice speaks of the alternatives that are work for the betterment of the organization. The corporate level strategy involves the overall goal and the philosophy of the organization that it employs to attain the goal. HR takes the initiatives of utilizing the various resources into the corporate space of the organization, performance improvement of the employee and managing the workforce diversity (Reitzig and Sorenson 2013). Strategy formulation and implementation models- there are 2 models that highlight the strategy formulation and implementation. The models are resource based and control based. Resource based model emphasize on the employer-employee exchange and as well as employee behaviors. The control-based model speaks the fact that the organization thoroughly evaluates and monitors the activities and performances of its employees. The model is based of the degree of workplace control and the managerial behaviors (Bratton and Gold 2012). Business performance evaluation The employees of human resource play a vital role in the formulation of business strategy. HR should work to imbibe new skills into the workforce and hire new employees that will suit the organizational needs and goals. At the same time HR also has the responsibility for formulating the training methodology and suitable skills. The structure of the performance management of the employees is devised by the human resource department. For the purpose of evaluating the business performance, it is necessary to evaluate in accordance with the modern as well as the traditional indicators. The traditional indicators are capable enough to show the performance of the employees with respect to the organizational goals and objectives. Traditional indicators only show the average results. Whereas the modern indicators can consider all the important aspects of the employee activity within the business processes. The evaluation process depends on the value-based management system that includes the cultural goals, analytics, processes, system, strategies of the concerned company. Examples of traditional indicators includes the performance evaluation of an employee with the organizational goals. Example of modern indicator include the 360-degree analysis of the performance of an employee (Kseoglu, Yazici and Okumus 2017). Assessment of the different data sources There are different types of data used by the HR professionals. These are both qualitative and quantitative data sources. Balanced scorecard is used by the HR managers to make an alignment of the business activities with the goals of the company. Evaluate the performance of the organization and improve communication. This scorecard was devised by Norton and Kaplan. Another model called the AMO-black box model is used to analyze the employee performance. The AMO depicts the Ability, Mobility, Opportunity. The back box depicts the relation of the performance management with the HR. HR professionals also use the Cotters stage model to analyze the change management system within an organization. HR managers also uses the various types of internal data for the formulation of the decision-making strategies and also for planning. That different data used are the financial data, sales data, policy related data, performance data and marketing data. There are external data like the technologic al advancement data, environmental analysis data, governmental data. HR managers utilizes both the internal and the external data and devises strategies for the smooth functioning of the organization (Amin et al. 2014). Conclusion Within the business environment, there exists both the internal and the external factors that affect the decision making of the HR professionals. HR managers plays a avital roe in balancing the internal and the external factors. HR is essential for the regulation of the processes in business and implement the policies and strategies that are beneficial for the organization. This study report is beneficial both in understanding the organizational and HR strategies, also helping the HR to act proactively to the changes occurring in the external environment. Reference Alagaraja, M., 2013. Mobilizing organizational alignment through strategic human resource development. Human Resource Development International, 16(1), pp.74-93. Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35. Amin, M., Khairuzzaman Wan Ismail, W., Zaleha Abdul Rasid, S. and Daverson Andrew Selemani, R., 2014. The impact of human resource management practices on performance: Evidence from a Public University. The TQM Journal, 26(2), pp.125-142. Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill Education. Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56. Daley, D.M., 2012. Strategic human resources management. Public Personnel Management, pp.120-125. Forbes (2017). Three Indian companies take giant steps with clean technology | Forbes India. [online] Forbes India. Available at: https://www.forbesindia.com/article/renewable-energy-special/three-indian-companies-take-giant-steps-with-clean-technology/47075/1 Forbes (2018). Forbes. [online] Available at: https://www.forbes.com/sites/carstentams/2018/01/26/why-we-need-to-rethink-organizational-change-management/#5321103e93cc Garavan, T.N., Carbery, R. and Rock, A., 2012. Mapping talent development: definition, scope and architecture. European Journal of Training and Development, 36(1), pp.5-24. Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan. Karami, A., 2012. Strategy formulation in entrepreneurial firms. Ashgate Publishing, Ltd.. Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive classic in adult education and human resource development. Routledge. Kseoglu, M.A., Yazici, S. and Okumus, F., 2017. Barriers to the implementation of strategic decisions: evidence from hotels in a developing country. Journal of Hospitality Marketing Management, pp.1-30. Lee, H., Kim, M.S. and Park, Y., 2012. An analytic network process approach to operationalization of five forces model. Applied Mathematical Modelling, 36(4), pp.1783-1795. Muhammad Siddique, C., 2015. A Comparative Study of Strategic Planning Practices of SMEs and Large?Sized Business Organizations in Emerging Economies: The Case of UAE. Strategic Change, 24(6), pp.553-567. Naff, K.C., Riccucci, N.M. and Freyss, S.F., 2017. Personnel management in government: Politics and process. Routledge. Paill, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), pp.451-466. Raluca, P., 2013. Analytical Methods of Strategic Management. Ovidius University Annals, Series Economic Sciences, 13(2). Reitzig, M. and Sorenson, O., 2013. Biases in the selection stage of bottom?up strategy formulation. Strategic Management Journal, 34(7), pp.782-799. Reitzig, M. and Sorenson, O., 2013. Biases in the selection stage of bottom?up strategy formulation. Strategic Management Journal, 34(7), pp.782-799. Sevkli, M., Oztekin, A., Uysal, O., Torlak, G., Turkyilmaz, A. and Delen, D., 2012. Development of a fuzzy ANP based SWOT analysis for the airline industry in Turkey. Expert systems with Applications, 39(1), pp.14-24. Terrill, C. (2017). Forbes Welcome. [online] Forbes.com. Available at: https://www.forbes.com/sites/christieterrill/2017/04/18/how-shifting-government-policies-affect-your-companys-cybersecurity-program/#a15b3aa204fa The Economic Times (2017). Wipro sacks 600 employees post performance appraisal. [online] The Economic Times. Available at: https://economictimes.indiatimes.com/tech/ites/wipro-sacks-600-employees-post-performance-appraisal/articleshow/58282863.cms Zalengera, C., Blanchard, R.E., Eames, P.C., Juma, A.M., Chitawo, M.L. and Gondwe, K.T., 2014. Overview of the Malawi energy situation and A PESTLE analysis for sustainable development of renewable energy. Renewable and Sustainable Energy Reviews, 38, pp.335-34