The Code Of Conduct For Armed Forces - 1413 Words

At first, looking at the Code of Conducts for Armed Forces, it demonstrates its loyalty to the uniform, the civilians of United States of America, and the Military itself. However, when reviewing the Code of Conducts, one will notice that it does not cover what many organizations go over such as discrimination and conflict of interest. The doctrine was written and signed by President Dwight D. Eisenhower on 17 August 1955 and has only modified twice since. When women entered the workforce, it made significant changes to the ethical cultures within different organizations. A lot of these women and men have been victims of physical violence within the workplace and/or involving their co-workers. Recognition. In the Code of Conduct for the Armed Forces of the United States, there are vague guidelines for soldiers to follow when they are not in combat. All seven articles are valuing the soldier’s loyalty to the Armed Forces and the land of the free, United States of America. Whereas other organizations I have worked for, their Code of Conducts would cover the bases of discrimination, harassment, conflicts of interest, customer confidence issues, and/or use of corporate resources. The Armed Forces of the United States deals with major issues involving sexual assault/harassment and soldiers. Discovery. The instances involving sexual harassments/assaults that were exposed was the Tailhook scandal of 1991, the Aberdeen scandal of 1996, and the United States Air Force AcademyShow MoreRelatedCode of Conduct Us Military950 Words   |  4 PagesConducting yourself under the Code Of Conduct Task: Comply with the requirements of the code of conduct. Conditions: In a classroom setting Standard: Act according to the standards presented in article 1 through article 6 of the code of conduct shown in basic warrior skills 3-21 Risk Assessment: Low Today we will be conducting a class on the U.S. Armies Code of Conduct. Article 1 states â€Å"I am an American, fighting in the forces, which guard my country and our way of life. IRead MoreImportance of Maintaining Your Room and Obeying Orders Essay1401 Words   |  6 Pagessoldiers being sick then that soldier could be face possible punishment under Article 134 of the Universal Code of Military Justice for Article 134 states as follows: 934. ART. 134. GENERAL ARTICLE Though not specifically mentioned in this chapter, all disorders and neglects to the prejudice of good order and discipline in the armed forces, all conduct of a nature to bring discredit upon the armed forces, and crimes and offenses not capital, of which persons subject to this chapter may be guilty, shallRead MoreImportance of Barracks Cleanliness Essay1729 Words   |  7 PagesUniversal Code of Military Justice. Even thought it is only a general Article, it still looks bad against the soldier, especially if the soldier is up for promotion and is getting ready to go out to the promotion board. Article 134 states as follows: 934. ART. 134. GENERAL ARTICLE. Though not specifically mentioned in this chapter, all disorders and neglects to the prejudice of good order and discipline in the armed forces, all conduct of a nature to bring discredit upon the armed forces, and crimesRead MorePrison Term Policy Recommendation Essay814 Words   |  4 Pagesto sustain a bill that addresses a real concern, creates proper use of resources and effectively addresses the problem for which it was intended. It is known that victims of armed robberies want to see the offenders punished. It is noticeable that the public’s desire is to be safe and protected from being a victim of armed robbery. While on the other hand, the legislature must show caution in legislating across the board sentencing and defend discretion for the judicial system to consider the specificRead MoreDegradation of Discipline in the United States Army1452 Words   |  6 PagesAbstract The need for discipline in the armed forces is well recognized, and the Uniform Code of Military Justice as well as the respective codes of conduct for the enlisted, warrant and commissioned officers of the military place a high priority on discipline. Despite the ongoing need for a well-disciplined military, some authorities have cited a degrading level of discipline in the U.S. armed forces in general and in the U.S. Army in particular. This paper examines the relevant literature to determineRead MoreArmy: A Profession of Arms Essay831 Words   |  4 Pagesprepared for the worst possible variant of development. We can say that working in the armed forces is characterized by several attributes. I think the expert work, self-improvement, ethics, fulltime commitment and discipline are the most important ones. The expert work comes out from the requirements for controlling highly specialized equipment and procedures that occur only under the conditions of the armed forces. For example , an engineer knows the procedures for mine-clearing, building floatingRead MoreDisobey: Uniform Code of Military Justice1186 Words   |  5 PagesDisobey Failure to obey any lawful order or regulation shall be punished under the Uniform Code of Military Justice. (Article 92) When I was young I was told to be nice and follow all the rules and do what I was told especially in school. Here in the Marines is no different there are many rules and regulations that are meant to be followed under the Uniform Code of Military Justice Article 92.It’s Important to keep following the orders you are given by anyone who is higher rank than you or beenRead MoreEssay on Adultery in the Military922 Words   |  4 Pagesalmost all aspects of life including morally wrong actions such as murder and theft. However, these laws do not govern many other moral choices such as adultery. As members of the United States Armed Forces, we are also regulated by an additional set of rules. We must abide by the sanctions of the Uniform Code of Military Justice (UCMJ). Unlike our state laws, the UCMJ does have articles that address the subject of adultery . The UCMJ articles that now pertain to adulterous actions are very strictRead MoreThe Field Of International Security Studies1278 Words   |  6 Pagesthe Cyber Project for Harvard University’s Cyber Project. Kello is a Harvard undergrad with a master s and doctorate in International Relations from Oxford University. Kello states that certain aspects of the cyberspace - such as the analysis of code - belong to computer specialists. Kello also points out that other scholars tend to require the expertise of researchers within the contests of international anarchy when evaluating different scenarios. Thus, the field of Cyber studies does not requireRead MoreLegal Issues Of Criminal Justice Administration1058 Words   |  5 PagesService of the United States Army Hospital at Fort Jackson, located in South Carolina. On June 2, 1967, Captain Levy was imprisoned by the general court-martial of desecrations of Articles 90, 133, conduct unbecoming an officer and a gentleman and 1 34, conduct of a nature to bring discredit upon the armed forces. The law is viewed differently for High ranking official compared to civilian. He was sentenced to discharge from the service, penalization of all pay and payments which he no longer received,

PG Strategic Plan - 8305 Words

Procter Gamble Strategic Plan TABLE OF CONTENTS Page Executive Summary 4 Introduction 5-7 History 5-6 Mission and Vision Statements 6-7 Strategic Assessment 7-21 External Forces Evaluation Matrix 8-13 Internal Forces Evaluation Matrix 13-18 Financial and Operational Analysis 18-21 Strategic Recommendations 21-31 The Grand Strategy Matrix 21-24 Internal-External Matrix 24-27 SWOT Matrix 27-28 Strategy Selections 29-31 Action Plan 31-32 Implementation Activities 31-32 Implementation Risks and Mitigation 32 Conclusion 33-34 Appendix A Strategic Assessment IFE Matrix i EFE Matrix ii†¦show more content†¦The research lab came up with Ivory flakes which served as soap to wash clothes and dishes. Chipso was the first soap designed for washing machines. Dreft was the first synthetic house-hold cleaner and Crisco, which is still around today, was an all-vegetable shortening (â€Å"PG: A Company History,† 2006). From that time on, PG has continued to be innovative and create new products for consumers and in 2011 ranked number 26 on the Fortune 500 list (â€Å"Fortune 500,† 2011). Mission and Vision Statement Procter and Gamble has created a mission statement to tell what their business is. â€Å"Sometimes called a creed statement, a statement of purpose, a statement of philosophy, a statement of beliefs, a statement of principles, or a statement ‘defining our business,’ a mission statement reveals what an organization wants to be and whom it wants to serve† (David, 2011, p. 44). PG’s mission statement says, â€Å"Procter Gamble will provide branded products and services of superior quality and value that improve the lives of the world’s consumers. As a result consumers will reward us with industry leadership in sales, profit, and value creation, allowing our people, our shareholders, and the communities in which we live and work to prosper† (David, 2011, p.46). PG has also created a vision statement that states, â€Å"Procter Gamble’s vision is to be, and be recognized as, the bestShow MoreRelatedNon Fina ncial Performance : Human Talent1561 Words   |  7 Pagesmaximum support for attainment of desired outcomes. In addition, PG involves proper leadership development and offering its experienced employee with an opportunity of succession planning that in return leads to high employee preservation at the enterprise11. Apart from these, varied pension plans; post-employment benefits and additional benefits such as health care are offered to the workforce. However, the overall employee in PG has reduced from 118,000 to 105,000 (2014-2016) which indicates company’sRead MorePg Japan1454 Words   |  6 Pages15/12/2009 Author:  Christopher A. Bartlett  Source:    HARVARD BUSINESS SCHOOL PUBLISHING    Description:  Organization 2005, a reorganization that places strategic emphasis on product innovation rather than geographic expansion and shifts power from local subsidiary to global business management. In the context of these changes introduced by Durk Jager, Pamp;G’s new CEO, Paolo de Cesare is transferred to Japan, where he takes over the recently turned-around beauty care business. Within the familiar MaxRead MoreEssay about Coursecase1393 Words   |  6 PagesApplication 9-24 Bobby Williams Professor William Blix Strayer University March 11, 2011 Table of Content Abstract†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3 PG Strategy †¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4 PG and Federated Department quarterly sales trends. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦.†¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 PG’s business scope †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 PGs sales and expenses uncertainties forecast. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦. 5/6 How an Enterprise System helps a globally dispersed company†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦.†¦.. 6 GilletteRead MoreStrategic Planning: the Managerial Agenda1159 Words   |  5 PagesStrategic Planning: The Managerial Agenda If asked what strategic planning is one could interpret it as simply a road map that can guide the organization in the right direction. It is very unlikely that an organization would know which direction to take without a sense of direction. Managers are faced every day with decisions that have a major impact on the direction the organization must take, therefore, strategic planning can play an important role in guiding managers in the right directionRead MoreClorox Portfolio Analysis1187 Words   |  5 Pagesand Lifestyle. Clorox’s main products include Healthlink, Clorox Healthcare, Green Works and Pine-Sol products among others. In this research paper, a strategic assessment and organizational analysis of Clorox Company is carried out. The organizational analysis covers financial position, industry and competitors, organization situation and strategic recommendations from a managerial perspective. Clorox Financial Condition The current ratio of Clorox is 1.27 meaning that it has more current assetsRead MoreSwot Analysis Of Procter Gamble1181 Words   |  5 PagesIntroduction Procter Gamble started as a small soap and candle company in 1937. Since then, Procter Gamble (PG) has grown to be a global leader in the manufacturing and selling of household products. Over the years, PG has been instrumental in the innovation of common corporate practices, such as employee profit-sharing programs, market research, and brand-management systems. The multinational corporation sells its products (at least 250 household products) through a well-structured systemRead MoreEssay about Mgt 521 Week 2 Functional Areas of Business718 Words   |  3 Pagessuch as, finance, accounting, information systems, marketing, and strategic management. â€Å"A marketing strategy employs the existing market offering to reach a new market segment, whether domestic or international. For example, because of rising prosperity worldwide and rapidly increasing access to cable television that offers U.S. programming, fashion trends from the United States have spread to young people in emerging countries† (G. Levy, D. Grewal, PhD, M. Levy, PhD.Ch. 2). Companies must increaseRead MoreSwot Analysis Of Procter Gamble856 Words   |  4 PagesCase Study Analysis Procter Gamble (P G) Proctor and Gamble is an American corporation dealing in consumer products. The company markets its range of goods to different global regions having expanded to new markets over time. Among the consumer products offered by Procter and Gamble include cleaning products, pharmaceuticals, and personal care supplies among other products (Proctor Gamble Company Case Study Analysis, 2016). The corporation prides itself on innovations and collaborations asRead MoreTechnology-Related Decision Making in Organizations1472 Words   |  6 Pagesthe risk, uncertainty and disruptive innovations in a given industry, the more critically important it is for governance frameworks to guide Information Technology (IT) investments and initiatives. Governance transcends the tactical and brings the strategic IT requirements to a high priority in any organizational structure, concentrating on how to keep information systems agile enough to meet user needs while being stable enough to sustain the core busi ness. Organizational information systems can andRead MoreComparison of Unilever and PG Marketing Strategies1689 Words   |  7 PagesUnilever has experienced quite a rollercoaster of marketing success and failure over the last 5 years. Originally its new 5-year strategic plan entitled ‘Path to Growth had special promise and forecast for success. The primary objective of this plan was to cull Unilevers ‘tail brands and place extra emphasis on those which were market leaders. Niail Fitzgerald believes that too many brands often confuse the customer and thus lead to poor purchasing decisions. The paradox of choice between Unilevers

Reflective diary Free Essays

Abstract The purpose of this review is to consider the information gained during the sessions and looking at what I have learned from the sessions, as well as what I found particularly interesting for my own development of an understanding of international development. By completing this reflective diary I was able to track the information that I obtained and also to see how my own thoughts changed throughout the course. This was particularly relevant during the latter session where we were required to think beyond one specific area of international development, but rather to look at ways in which the situation could be improved or influenced, in the future. We will write a custom essay sample on Reflective diary? or any similar topic only for you Order Now Introduction At the start of the course I thought that I would mostly be looking at how some countries are richer than others and how this has impacted upon the way in which certain countries perform. I expected the course to largely focus on the poorer countries and how these can work with other countries although the focus soon shifted towards looking more at achieving and measuring development. Session 1 The first session looked at the concept of international development and how this could be measured. I really enjoyed this session, as it required me to think beyond immediate definitions of international development, but also to consider why one would look for enhanced developments and how this could be measured, particularly when considering a wide variety of different regions and levels of development (Brockbank McGill, 2007). I found this session quite challenging, maybe due to my preconceptions of what international development meant to me before we begun the course. As a result my level of participation was lower than I would have liked it to be. Conclusion: By listening to the discussions of others it led me to thinking in much more detail about what exactly is meant by international development and why one would pursue an agenda of development, in the first place. Furthermore this introductory section raised multiple questions of how international development is viewed and questioned traditional definitions and assumptions. Session 2 We then looked at social protection and how this can be applied alongside wider issues of international development. I had very little understanding of the meaning of social protection and therefore this seminar was equally informative, as it required me to think about wider issues than pure economic development. Social protection as a means of encouraging development was considered and the way that too much social protection may ultimately hamper development in certain circumstances. I felt quite strongly about the issues being raised so my level of participation increased quite a bit during this session. I enjoyed this session a great deal as I felt a real ‘human’ element away from just looking at money and the economy. Specific reference was made to areas where there was seen to be substantial social protection, for example, increasing benefits and how this has impacted upon the development of the region (Moon, 2000). Conclusions: I found this study of social issues really eye opening and led me consider the notion that having too much social protection may, in fact, be detrimental to the economic development of the region. I also started thinking about how this issue could be used in all countries for the benefit of the majority in the future. Session 3 This session looked specifically at the work of ERM. This organisation works with a variety of different agencies, in order to deal with a range of problems, to provide strong business outcomes, on an international basis. As the focus of this seminar was on listening to the experiences of this organisation participation was relatively low and although I found the session interesting greater opportunities to participate would potentially have enhanced this session. This type of primary teaching was seen as hugely useful as I was able to put some of my previous thoughts into context. It was particularly interesting to hear, from a practical point of view, how this type of international activity takes place and the types of assessments that are undertaken in order to identify any potential impact which international operations are likely to have on a specific region. Conclusion: Having an insight into the reality of these issues was really helpful as I am starting to wonder how the theory of international development actually works from a day to day point of view and this session helped put a lot of the previous two sessions into context (Moon, 2006). Session 4 Session four looked in more detail at micro-finance and what precisely is meant by micro-finance, as well as the positives and negatives associated with this type of financing. Firstly, I learnt what was meant by micro-finance, as this was not something that I had come across before, and dealt with small loans that were often used by individuals who could not obtain other financing and often used several small frequent repayments and would typically be unsecured (Kolb, 1984). I hadn’t previously considered issues of financing within the context of international development so I found this session quite challenging as the whole area was new to me. Conclusions: Understanding that the positive aspects of micro-financing including the offering of finance to those that would not otherwise be able to have finance made me consider the fact that certain types of micro-financing may indeed be beneficial and that blanket decisions in relation to the viability of the type of loan should not be undertaken. Session 5 This session was more in keeping with my expectations of international development and looked at agriculture as a way of helping developing countries. I actually feel quite strongly about assisting developing regions to make the most of their resources such as agriculture so I found myself really enjoying this session and participating rather strongly! What I really took from this seminar was the need for jurisdictions to use the natural resources available to them and to maximise the use of these natural resources, without necessarily focussing international development in an industry or an area that is simply not relevant for these particular regions. Conclusions: This made me question international policies and to consider how this could be used to create greater growth in the future (Carbonnier, 2012). Focussing on an area of development, namely agriculture was useful at this stage to see how international development can apply in specific regions. Session 6 Looking at transnational migration was interesting but academically challenging. I found the mobility of individuals to be a particularly informative way of understanding international development and also understanding why certain regions, such as the UK, seem to be more prone to migration than others. It did however result in me questioning preconceived ideas of international development and to take a more liberal view of people migrating out of developing regions. This was linked with other theories such as how agriculture impacts on international development (Wedman and Martin, 1986). Conclusions: By looking at the facts associated with transnational migration, it became apparent that this issue was actually much more widespread than I had originally thought, as money was often being remitted back to countries where the workers were not actually working, thus creating a movement of finance which was not readily obvious, yet was potentially crucial to the development of those regions that do not have their own internal finances. Session 7 Session 7 was, to a certain extent, an extension of session 5 which dealt with agricultural policy and considered the way in which climate change can work and is relevant to international developments, which I perceived to be closely linked to any country which relied on the climate or natural resources, to gain income. As this is an area of interest to me I became heavily involved in the discussions and as the actual seminar was run by Oxfam an element of reality was also presented from a practical point of view. This was similar to the ERM seminar and brought the theory together with practice (Winter, 1995). Conclusions: I found this very interesting, as I had not previously thought of climate change as being such an important factor in the developing regions. This encouraged me to think about wider issues when looking at a specific international problem. Session 8 This session was also very enlightening, as it focused on the role of non-government organisations, something which I had previously overlooked. My preconceived ideas relating to international development were very much based on government interference and ideas however this seminar made me think on a wider basis about non government organisations. By listening to a non-governmental organisation, a much more proactive understanding emerged, as it looked at ways in which it was motivating individuals to increase their knowledge and how the project could have a direct impact on the finances of a particular group of individuals. Conclusions: This is the first seminar where individuals were looked at in detail, and this gave it a really good human feeling which I found useful to put previous theory into context (Keenan Gilmore 2011). Session 10 Finally, we had the opportunity to look at all of the above issues, in the context of Malawi, and how poverty in this region is being dealt with, as well as identifying the key factors which affected the wider region, such as financial problems (Mulholland Turnock, 2012). This session was the most interesting I found as I had the background knowledge to put into practice and I fully participated in doing so.. Conclusions: Having studied the previous session, this session enabled me to pull together the ideas and also to use statistical data to analyse the level of poverty, in more detail, with a much broader background understanding than had been gained in the earlier sessions. Conclusions My original expectations of this course was that it would be heavily focussed on economics and trade yet there was in fact a much broader range of issues to be looked at. In particular I enjoyed the area of human interactions such as poverty in Malawi and the work of Oxfam in particular as this enabled me to understand the theories that I had previously grasped. I am looking forward to using these theories in more detail for international development studies in the future and in particular for looking at ways in which these different theories can come together to improve development in the poorer regions. References Brockbank, A. McGill, I. (2007) Facilitating Reflective Learning in Higher Education, McGraw-Hill International. p.169 Carbonnier, G (2012) International Development Policy: Aid, Emerging Economies and Global Policies, Palgrave Macmillan Keenan, F Gilmore, C (2011) International Development: A Casebook for Effective Management, iUniverse. Kolb, D. A. (1984) Experiential Learning: Experience as a Source off Learning and Development. Englewood Cliffs, NJ: Prentice Hall. Moon, J, A. (2000) Reflection in Learning Professional Development: Theory and Practice. Kogan Page Moon, J (2006) Learning Journals: A Handbook for Reflective Practice And Professional Development, Taylor Francis. p.81 Mulholland, J. Turnock, C. (2012) Learning in the Workplace: A Toolkit for Facilitating Learning and Assessment in Health and Social Care Settings, Routledge. p.75 Wedman, J and Martin, M. (1986) ‘Exploring the development of reflective thinking through journal writing’, Reading Improvement, 23, 1, 68-71. Winter, R (1995) ‘The assessment of professional competences:the importance of general criteria’ in The Assessment of Competence in Higher Education, eds A Edwards and P Knight, Kogan Page, London. How to cite Reflective diary?, Essay examples

The Employment and HR Practices-Free-Samples-Myassignmenthelp.com

Question: The Employment and HR practices used by US-owned and Japanese-owned companies with operations in Singapore are best explained by their country-of-origin. To what extent do you agree with this claim? Answer: Human resource management plays a crucial role in the management of the organization. As a matter of fact, it is the centre of corporate strategy. It is considered as the attribute to the fact in which it facilitates an organization to improve the situation of the company for attaining objectives and forming sustainable competitive advantages. Employment is a relationship between two parties which is based on the contract where work is paid for. Employment law considers the employee of the organization regarding their wages, salaries, dismissal justification, and employer insolvency and working schedules. There is a number of laws and legislation which may affect the management of human resources in the organization. The topic of the essay indicates to describe the practices of HR and employment utilized by US owned companies and Japanese owned companies with operations in Singapore and it requires an effective explanation by their country of origin. The employment and HR practices of US owned company is entirely different from other country. Guest, (2011), argues that the concept of dealing employees and way of working in the organization of US is different which influence many organizations of different countries to deal with them. The operations with Singapore organization of US owned company is reflecting the effective combination between the HR practices and employment. Clegg, Kornberger Rhodes, (2007), stated that the culture of the Singapore regarding HR practices is different so it can be analyzed easily that the difference will be come in the organization of Singapore in comparison of US. Cultural factor is considered as the major factor which may define the entire condition regarding this topic. Wide-ranging cultural differences from country to country demand corresponding differences in HR practices among a companys foreign subsidiaries. Difference in economies system among countries also the cause of difference of HR practices. Efficiency is required on essential basis in the case of high labor costs. For instance, HR Practices aimed to improve the employee performance. Inter-country differences in labor costs are substantial. It has been analyzed that the hourly compensation cost in U.S. dollars for production workers which recently reached at peak and ranged from a high of $25.56 in Germany to a low of $2.65 in Mexico. It impacts the working style of the US owned companies with operations in Singapore. In the context of particular interest to operations of other country with Singapore is the suggestion that political forces such as professional associations, unions and governments are important factors of HR practices. It has been evaluated that the government of the Singapore organization is has taken a more active and interventional approach to economic development. Tiwari, (2013), argued that government wage policies have vital role in the highly successful economic development of the coun try. However, the Singapore National Productivity Board and other institutions announced that raining and development program should be developed in the organization to give proper training to new joining so that the vision and mission of the organization has clear in the view of new joiner. Along with that it provides a range of executive and management development training. Furthermore, professional organization in Singapore such as Singapore Institute of Personnel Management and the Singapore Institute of Management focus on providing the adequate training and development program on up-to-date HRM and other management skills. I agree with the topic of the essay that the employment and HR practices used by US-owned and Japanese-owned companies with operations in Singapore are best explained by their country-of-origin. It has been agreed by me due to analyze the organization of US owned and Japanese owned company with operations in Singapore. Toyota Motor Corporation is a multinational automotive Japanese company which headquarters is situated in Japan. Toyota Car Manufacturer Company has been using its principles to manufacture the reliable car as well as sustainable development of society through occupies innovative and super quality products and services. It is the company which has been spreader in all over the world. Toyota Motor Corporation is Japanese owned company which operates its operations with Singapore. It has been analyzed that the operations of Singapore organization is more effective due to have efficient HR practices and the organization of Toyota in Singapore is operating its operation as per the employment and HR Practices of Japan (Piotrowski Guyette, 2010). It is not necessary that other country follow the entire rule of another country but the organization of Toyota Company is efficient to manage the rules of Singapore government with handling the policies of Toyota Company. Due to follow the proper policy of HR practices and employment, the Toyota Company of Japan introduced its first turbocharged model in Singapore. It is the only company which has introduced a turbocharged model in Singapore. The employment and HR Practices of Singapore organization is effective and it has been suggested that Singapore unions not only show the interest of their membership but take on a cooperative role in facilitating execute government economic policies. Moreover, the more inventions strategy has been adopted by Singapore organization to encourage the incorporation of "non-cultural" HRM practices into firms operating in Singapore. It has been suggested by Tiwari, (2013), th at organization adopted HR practices which they see being used by other organizations not by observing the effectiveness of practices for their organization. The culture norms of the Far East and the vital part of the patriarchal system influence the view of Japanese worker of his relationship to an employer along with it affect the working style of the worker. It has been researched in the journal of Farley, Hoenig and Yang, (2004) that the Japanese workers are most loyal and they expect the long term relationship with organization in return for their loyalty. For instance, incentives plan of the Japan country to its employee tend to focus on the work group, while in the West the major focus of the organization is on the performance of individual worker and incentives plan has made as per their performance. On the other hand, the main focus of the organization of Singapore on the training and development program so that the employee can get better understanding about the vision and mission of the organization (Mendenhall, 2012). It has been analyzed that the hiring and selection process of each country is different but in the context of subsidiary company the process and structure of hiring and selection process is formed as per procedure of home country. The policies and practices of U.S. and Japanese companies differ with respect to the procedures utilized for selecting personnel to fill profiles overseas and the programs of training used to make ready candidates. The hiring process in US-owned Company is typical due to U.S. labors and employment laws. It has been suggested by Boselie, Dietz and Boon, (2005), that the subsidiary of the U.S. owned company should be more practical because it has to follow the rules and procedures of Singapore as well as the norms of the company made by organization as per government of home country. It has been analyzed that the local environment to persuade affiliates toward the variation of local norms and practices. Apple is a technological multinational company which is situated in America and the main aim of company is to develop and offer online services, consumer electronic and computer software (Riches, et. al., 2015). It has more than 100 subsidiaries in all over the world and one of them is in Singapore. Strategic human resource management is keeping huge importance in the MNCs, it involves typical human resource components such as hiring, payroll, discipline and training in a collaborative manner to motivate retention and improve the quality of working. There are various factors such as institutional, political and cultural which may influence the specific national features will affect the transfer of HRM practices and the intrinsic fashion in which would happen (Farndale and Paauwe, 2007). Multinational Corporation can be recognized as the important agents of the phenomenon of globalization and the business international. When the practices of HRM are congruent with MNCs strategies, it enhances the attention to develop the business plan. It has been analyzed in the article of Mellahi Wood, (2004), that strategic HRM practices are able to enhance the productivity of the employee in relation to a MNCs aims. It leaves the portion of growth and failure to the ability of the HR manager to develop the practices which should be able to correspondence with entire strategy plan of the MNCs including economical, legal, social, political and cultural constraints of the subsidiary as well as host country. Adaption of HR practices is the process of adjusting these practices to respect the values of cultural, legislations, educations and traditions. Adaptation is usually related to host country effects which refer to the extent to which HRM practices in subsidiaries are impacted by the host country context (Dowling et. al., 2008). Susaeta Pin, (2008), argued that Japanese companies can easily export their strategies to the U.S. and Europe and it has been analyzed that the US is unable to export their practices to developing countries because the foreign attitudes towards work are little bit difficult that is why the subsidiaries of US owned companies in Singapore has to face some challenges in the context of HRM practices. Barmeyer Davoine, (2006), claims that Japanese companies are more successful in transferring some of their HR practices to its subsidiaries companies and it has been evaluated that Japanese companies are failed to execute the other practices in the west especially just in time and quality circles. Government policies and labor market is different for every country which might dictate some practices to be adopted by MNCs. On the other hand it has been noted by Gabler, Barmeyer Davoine, and (2008) that MNCs must take into consideration national development plans made by host countries and a dapt HR practices and employment policies consequently. MNCs usually respect local employment practices of the country. Political processes are considered as a barrier or facilitator in MNCs for the dispersion of universal practices. On the other hand, MNCs can utilize control system to reward subsidiaries that reflects conformance with the headquarter practices. There are so many issues in compensation in international HRM and it is vital for the organization that right type of compensation is most important for employee motivation in international HRM because the risks and challenges in performing are higher. Brewster and Suutari, (2005), stated that the policies of staffing in international HRM explain the procedure through which the MNC allocate the foreign job to the most eligible candidate. It has been analyzed that there are three approaches to staffing in MNC. These three approaches are polycentric, ethnocentric and geocentric. Polycentric approach refers to International Management which is the policy included in hiring and promoting good employees within an organization who are citizens of the host country (Tungli, and Peiperl, 2009). It is an approach that includes low cost of recruiting and training with no adjustment and communication and it describes a condition that it would be done since all employees are from the same region. Ethnocentric approach is utilized in MNCs having international strategic orientation on the other hand polycentric approach is able to maintain the employee of the certain area and it is the approach which involves sending employees from the parent countries to home country. Geocentric staffing approach is used when companies execute a transnational orientation. It is the approach in which people are recruited based on their skills and experiences irrespective of their nationality (Ferner, Almond and Colling, 2005). Figure 1: Comparison of staffing approaches Source: (Charles, 2013). Expatriate is the employee who moving from home country to foreign country with or without family for completion a job. Selection the right person is vital for the organization else it raises the issues in international business. There are five categories of attributes of success such as job factors, motivational state, family situation, language skills and relational dimensions. These five attributes are considered as the main factor which will be effective in determining the suitability of an expatriate for foreign assignments (Kusluvan, et. al., 2010). Training of expatriate and employee is an essential elements included in international business is a decisive factor determining the quality and performance of HR in international business. It is important for the international business to include cross cultural training, language training and technical training regarding job profile (Dowling, 2008). The subsidiaries companies of Japanese owned company and US owned company have to s uffer so many issues and conflicts due to lack of efficient training regarding above mentioned three aspects. It is essential for cross cultural training to include understanding and appreciation of hosts country culture. It has discussed that the language of Japan and US is different and that is why it is necessary for the country to provide language training to employees so that the subsidiaries companys employee would not have to face issues regarding language. The training must provide the knowledge of the language by using the rules of verbal, written, non verbal communication widespread in host country (Susaeta Pin, 2008). Every job role has responsibility that is why it is required for the employee to be trained about the job specifications to deal with the specific requirements of the job. As for economic factors, the economic factor may influence the organization of the host country which included exogenous factor influencing HRM to MNC. The factors of exogenous could be cleared in better way with the definition of MNE. An MNE is any business that takes out transactions in or between two businesses, decision making process is operating under a system that allows affect over capabilities and resources, where the transactions are considered as the major subject to attract by factors exogenous to the home country environment of the business. Economic factors also involved the economy of the particular state (Edwards, Colling and Ferner, 2007). It has been found that the employments in the Singapore is not that much effective and when the economy is in adverse situation and the rate of employment is low and the demand of the skilled people is high, force the people to do job even under low pay. In that case the adaption of HRM practices of parent company enhance the produ ctivity of the employee as well as the growth of the economy of the particular country amplifies. Economic factors that could influence the strategies of IHRM involve the type of economy, the state of the economy, labor market, unemployment rate, relationship of employment and inflation rate. Figure 2: Influence of the political economic system on HRM Source: (Boxall and Purcell, 2011). The legal factors also influence the strategies of the IHRM strategies of the host country, Tayeb, (2005); states that international organizational activities of HRM and industrial relations are main cause of the legal factors which may influence the Singapore organizations regulated by parent company. Along with that as for social cultural factors, number of people shares a distinct way of life with common values, beliefs and attitudes that are broadcasted over the period Figure 3: phases of the transfer process Source: (Susaeta Pin, 2008). The transfer initiates with the configuration of the policies of the headquarters which will have been affected by the country of origin of the MNC. The second components include the decision by parent company to adapt the HRM practices to host country. In the third step, negotiation will take place between the parent and the host country as of to decide the role of subsidiary. Possessions of critical resources are important to decide the negotiation power of the host country. The following phase is based on the adaption of HRM practices as internationalizes by the employees of the host country. In the limelight of above discussion, it has been concluded that managing human resource management in international organization can be a complex issues. The major aim of this study was to research the transfer of HR practices and employment from Japanese owned companies and US owned companies to their subsidiaries in Singapore. The ability of MNCs is to be competitive in todays international market is reliant to their ability to evolve and adapt the major resources for the purpose of widening the global paying field. Therefore, strategies have been developed to maintain the market competitiveness with human resource management practices. 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