The Effects Of Plague On The People Of Florence - 938 Words

The Bubonic Plague took the lives of many individuals in the heart of Florence. Its reign affected â€Å"not just that of men and women†¦but even sentient animals† (Stefani). While the plague only lasted a mere six months, from March 1348 – September 1348, it is a piece of time that society should forever acknowledge and learn from. Much of the significant information from the Bubonic plague are unbeknownst to people today, even though it possesses such an importance aspect in our history. Therefore, in this essay, I will discuss the effects the plague had on the people of Florence, and how the appearance of this plague brought about short and long term historical change what we see today. There were two types of effects that impacted the people of Florence; physical and mental. Physically, the plague’s effects would more often than not begin â€Å"with swellings in the groin and armpit† (Boccaccio). The swelling was reported to range in various diffe rent sizes, and was given a more local term known as, â€Å"gavaccioli† (Baccaccio). Sighting of a gavaccioli naturally meant that the plague had begun to spread to every part of an individual’s body, and meant that death was imminent. Other symptoms associated with the plague are â€Å"sudden fever; spitting blood and saliva† (Stefani), and anyone who got to the point of spitting blood rarely ever survived. The sickness physically effected majority of civilization in Florence and resulted in vast amounts of death throughout. While the plagueShow MoreRelatedThe Plague Of The Century1184 Words   |  5 PagesGiovanni Boccaccio was a writer from Italy that wrote during the destruction of Florence caused by the plague during the 1340s. His accounts show the multiple horrendous sights he experienced that were not only occurring in Florence, but all across Europe. From his novel, Boccaccio is able to illustrate why the plague caused a large amount of civil unres t and chaos among society. The details from his account allows a first person perspective for anyone trying to place themselves 600 years backRead MoreEurope and the Black Death Essay1541 Words   |  7 Pagesdisaster. Historians estimated that this unidentifiable disease killed â€Å"more than 20 million people in Europe–almost one-third of the continent’s population,† by the 1350’s (Black Death). Now in today’s society scientists classify the unidentifiable disease as the bubonic plague, also referred to as the Black Death. During fourteenth century European-society, there was no logical medical knowledge; instead, people resorted to supplementary explanations, such as God punishing misbehaving religious groupsRead MoreThe Black Death And The Bubonic Plague892 Words   |  4 PagesDeath or the bubonic plague was one of the most devastating pandemics in human history, resulting in the deaths of an estimated 75 to 200 million people and peaking in Europe in the years 1346–53. The black death first appeared in Europe in 1347 in Sicily, the disease was most likely brought to Europe on a ship that had been trading on the black sea. The black plague was carried by flea-infested rodents and spread rapidly. Almost half of Europe was killed by the bubonic plague. So much death couldRead More The Black Death Essay1179 Words   |  5 Pages A plague is a bacterial infection that can take on more than one form. One of the greatest plagues that have stricken mankind throughout history was the Black Death. The Black Death was the outbreak of the bubonic plague that struck Europe and the Mediterranean area between 1347 and 1351. This plague was the most severe plague that hit the earth because of its origin (the spread), the symptoms, and the effects of the plague. nbsp;nbsp;nbsp;nbsp;nbsp;Scientists and historians are still unsureRead MoreCauses And Effects Of The Black Death1010 Words   |  5 Pages The Black Death was a catastrophic plague that struck Europe in the mid 14th century. This plague killed between 30 and 50% of the population in the places it struck leading many to believe this had been a punishment from God. The drop in population caused by the black death left excess wealth which would lead to changes in the social hierarchy and European society in general. The black death caused a severe drop in population and devastated the land leaving excess wealth for thoseRead MoreThe Impacts of Boccaccios Writing Style on the Tone of Decameron1609 Words   |  6 Pagesof the book itself - the Black Plague, which ravaged Europe around the time of the books setting and publication - plays a somber but vital role in this important work. The importance of the plague to the story is no less evident than in the introduction, which demonstrates the awesome power of the sickness. Boccaccios account of the plague during the time it hit Florence is often compared to real accounts and additional sources of information about the Black Plague, but it is often left wantingRead MoreThe Decameron Was A Collection Of Bawdy And Serious Tales Written By Boccaccio959 Words   |  4 Pageslikely born in Florence or Certaldo and was the illegitimate son of a wealthy Florentine merchant, Bocacino di Chellino. As a youth he was trained to follow in his father s business but he eventually chose instead to study canon law and subsequently pursued the arts. It is a combination of Greek words for ten and day. According to Frankforter, the Decameron is a fictive record of a hundred stories that ten Florentine men and women told to entertain themselves while they hid from the plague in the comfortRead MoreThe Artistic Developments Of The Early Renaissance Period2091 Words   |  9 PagesTo what extent were the artistic developments of the early Renaissance period reflective of the cultural changes brought about by the Black Death. It is without a doubt the Black plague that spread throughout Europe from 1348 had large scale social and economic effects, the catastrophic horrors and disbelief that individuals lived and died through interrupted and disordered existing customary traditions. Synchronously the rise from the Medieval ages to the early Renaissance art period was witnessRead MoreThe Decameron Was A Collection Of Bawdy And Serious Tales Written By Boccaccio1006 Words   |  5 Pageslikely born in Florence or Certaldo and was the illegitimate son of a wealthy Florentine merchant, Bocacino di Chellino. As a youth he was trained to follow in his father s business but he eventually chose instead to study canon law and subsequently pursued the arts. It is a combination of Greek words for ten and day. According to Frankforter, the Decameron is a fictive record of a hundred stories that ten Florentine men and women told to entertain themselves while they hid from the plague in the comfortRead MoreThe Black Death And Its Effects On Society843 Words   |  4 Pagesone of the deadliest infectious diseases in history. This fatal and rapidly spreading disease horrified people of its time. The disastrous natural catastrophe was only compounded with other setbacks in fourteenth century Europe. Those set backs include, warfare, religious turmoil and peasant unrest. Also known as the bubonic plague, it struck Europe in 1347 and killed close to 50 million people. This constituted as half of their population, killing entire families and destroying tribes and villages

Shooting an Elephant and Letter from Birmingham Jail

In the stories â€Å"Shooting an Elephant† and â€Å"Letter from Birmingham Jail† there is oppression from two separate groups. In â€Å"Shooting an Elephant† it is the British Empire trying to control the Burmese people, and in â€Å"Letter from Birmingham Jail† it is the local government in Birmingham, Alabama denying the African American people their civil rights as people. Throughout history when any form of government tries to control a group of people or deny them their rights there has been various issues. The oppression of people, no matter what their race or creed, is wrong and it breeds hatred and sorrow in many forms. This essay will be comparing and contrasting the differences and similarities between how the Burmese and African American people were treated by white oppression. In â€Å"Letter from Birmingham Jail† Dr. King gives us many examples of how African Americans were treated in Birmingham, Alabama. Some examples are lynchi ng, beating people to death in the streets, and bombing of African Americans’ homes. George Orwell has similar examples of mistreatment in his story as well, â€Å"All I knew was that I was stuck between my hatred of the empire I served and my rage against the evil-spirited little beasts who tried to make my job impossible.’ (Orwell 573), and â€Å"I thought the British Raj as an unbreakable tyranny, as something clamped down, in saecula saeculorum, upon the will of prostrate peoples; with another part I thought that the greatest joy would be to drive a bayonetShow MoreRelatedGrade 10 English - King vs Orwell Essay1633 Words   |  7 PagesColours, One World , One Approach to Injustice The essays â€Å"Shooting an Elephant† by George Orwell and the Letter From Birmingham Jail† by Dr. Martin Luther King Jr. share several similarities, particularly in terms of the authors recognition of injustice in their respective communities. There are striking similarities between their causes despite Orwell being of British descent and part of the caucasian majority while Dr. King was from the United States of America and was part of the colouredRead MoreSwift, Orwell, and King: Standing against the Injustices of Their Times1795 Words   |  7 PagesKing faced death many times, and was almost assassinated in Birmingham in 1963, and also went to jail many times for his principles. In the end, he led the civil rights movement to victory in the United States, accomplishing more than any black leader before or since. His Letter from a Birmingham Jail in 1963 was a classic exposition of equal rights and freedom for all human beings, just as Orwells short story Shootin g and Elephant was a principled denunciation of British imperialism. Swift

Csf Proposal Free Essays

string(79) " a few department meetings with great response from the faculty in attendance\." Overview and purpose of the project: The purpose of this project is to continue to change the way the UST community thinks about waste. Composting confronts the idea that, when you throw something away it just disappears, and provides alternative to sending our waste to landfills. In the fall of 2012, the CSF funded a project to expand Dr. We will write a custom essay sample on Csf Proposal or any similar topic only for you Order Now Chester Wilson’s vermiculture composting system, which composts all of the coffee grounds produced by Beakers on the second floor of OWS. The goal of this previous CSF project was to expand the efforts of Dr. Wilson by collecting and composting much of the coffee grounds produced on north campus, as well as to raise campus awareness on the benefits and ease of composting. This project is well underway, and one can see the worms working their digestive wonders in the parking ramp under ASC. Quinn Wrenholt, the primary applicant of the fall vermicomposting CSF proposal, and other members of the Composting Club have been collecting the coffee grounds from the library Coffee Bene, as well as from T’s, the Loft, and Summit Marketplace in the student center since this spring semester began (with average daily collection of between 12 and 18 gallons of coffee grounds – more than 50 gallons each week). The collection crew, which consists of seven motivated individuals, comprises the core group of the Composting Club and has already logged more than 30 cumulative hours of volunteer time providing a direct service to our campus through collecting the coffee grounds we produce. Further Composting Club activities have included another 60 hours of volunteer time contributed to the development of a long-term research project connecting the worm composting bins in the ASC parking ramp to the research occurring in the UST Stewardship Garden located in the Green Space behind the BEC. These activities, in particular the daily collection of the mass amounts of coffee grounds has drawn the attention of Tommie Media on numerous occasions already this semester. Quinn Wrenholt will also soon be submitting a blog to the UST Sustainability Blog detailing the progress of the project up to this point and describing in more detail the research being done and some of the additional goals of the Composting Club (http://ustsustainblog. com) This proposal is to expand our on-campus composting even further by placing vermicompost bins in different departments and office areas around campus. This will allow coffee grounds and other food waste produced in these areas to be composted on site. The composting club will maintain these new bins in addition to the bins in the ASC. Additionally, each bin will be sponsored by an individual who works in the area covered by the bin. These Compost Club Liaisons are the keystone to this project with the Composting Club providing all the necessary support. This project’s proposed budget reflects exactly the number of vermicomposting bins that we have received demand and support for so far (see Appendix A). This expansion will be a great addition to the composting work started by Chester Wilson on South Campus and expanded to North Campus this past fall, as it will allow many UST faculty and staff to directly participate in the composting process. Additionally, the continued and increasing amount of alternative waste disposal will continue decrease our University’s carbon and other greenhouse gas emissions and increase the awareness of our campus community on issues pertaining to sustainability and waste. How the project will be implemented: This project already has all the necessary infrastructure and support in place, except the purchasing of the new, additional worm bins. The vermicomposting station in the ASC parking ramp will serve as the central headquarters for this outreach project. The Composting Club will work with the liaisons to find good locations for the bins within each department. The volunteer liaisons will serve as the day-to-day managers, adding their offices’ coffee grounds to the bin each day, and encouraging others to dispose of their waste in the appropriate receptacle. The liaisons will also serve as the point contact person should an issue arise with any of the bins. They will have access to a Compost Club Hotline which can be used to address questions and also guarantees bin removal within 30 minutes of being contacted, if needed. This is the ultimate backup if by some error or flaw a bin develops a smell or leak. These bins will be removed to the ASC parking ramp and dealt with accordingly where no one will be bothered and cleanup is easy. This is also the contingency plan for any case-by-case bin placement issues that occur; though at this point, all of the departments participating in the project have ensured feasibility and acquired permission for their bin(s). The Composting Club will be in charge of the overall maintenance of all on-campus worm bins. When the time comes for the finished compost to be collected from the bottom tray of the stack, the Composting Club will remove the finished tray and replace it with an empty one. The finished castings will be separated and collected in the ASC parking ramp where we have the facilities and space for doing so (see video for more detailed information and images of the Worm Factory system: http://www. youtube. com/watch? v=0sxWOCWEpsg). Only the active composting will take place on site and will be contained by the bins – all of the more intensive and potentially messy procedures will happen off-site in the ASC parking ramp. If this project is approved, when the time comes for purchasing and distributing the new bins to the different locations across campus, the Composting Club will continue to work with the Physical plant to facilitate our fund expenditure. As we distribute the bins, we will also offer short ‘how to’ demonstrations for maintaining a healthy worm bin to the various departments, their liaisons, and other interested parties. Already, we have presented during the first five minutes of a few department meetings with great response from the faculty in attendance. You read "Csf Proposal" in category "Essay examples" Additionally, the Composting Club has assembled a list of FAQs relating to vermicomposting in the Worm Factory bins and containing information pertinent to this project. These FAQs can be viewed in Appendix B. Budget: For the CSF Vermicompost project last fall, all of the materials (excepting the worms themselves) were purchased from The Eggplant Urban Farm Supply, located on Selby Ave just a few blocks away from our campus. For this project, we plan to continue to utilize this neighboring business as a resource and supplier. Three-tray worm bin: $89 each – Total cost: $$$$ Each location will initially receive one, three-tray stack (excepting McNeely Hall which has requested two bins to cover the entire building). As of the time of this proposal’s submission, we have received requests for __ bins (See Appendix A). Additional trays: $10 each – Total cost: $$$$ We are requesting funding for an additional __ trays in order to respond to various rates of waste input in different departments, buildings, and offices. It is difficult to anticipate the scope of the waste produced in different offices prior to the actual collection of that waste. By altering both the number of trays in each stack and the number of worms in each tray, we can address the needs of different departments on a case-by-case basis. 10 lbs of worms: $189 (+$26 SH) – Total cost: $$$$ This is enough for five to six of the trays mentioned above. So we will likely require a minimum of __ lbs of worms. Flexible spending – Total cost: $300 In the Vermicompost CSF proposal submitted this past fall, we requested $500 to cover additional expenses related to developing the project. These funds have been instrumental in the project’s success and have been used to purchase rugs for the bin systems, brooms for keeping the ASC vermicomposting area clean, buckets and tubs for the collection of the coffee grounds, and more worms and trays than were originally estimated in order to keep up with the steady supply of grounds so far this semester. Also, some of the money has been allotted to fund a collaboration project with a couple of students from the UST club Engineers for a Sustainable World to design a compost sifter to facilitate the processing of finished compost and the collection of the worms. This will be very important in facilitating the collection of worm castings from the bins, and in enabling the research projects currently being developed. For this CSF project proposal, fewer unforeseen expenses are expected as much of the infrastructure for the project is now in place. However, the purchasing of rugs for the bins and other case-by-case needs are anticipated. For this reason, we are requesting an additional $300 to cover these expenses and which also may be used to purchase another worm bin if needed by a particular department or building. Proposed budget total: $$$$$ Include defined metrics for a clearly measurable outcome and a schedule of appropriate progress reports to the CSF through the duration of the project: To monitor the outcomes of this project, the Composting Club, in coordination with students actively conducting research on the vermicomposting systems, will calculate the amount of carbon we are eliminating from the atmosphere by aerobically composting UST’s coffee grounds and some of our campus food waste. Currently, this waste is going to landfills, where it degrades much more slowly in and anaerobic environment conducive to the production of methane and other harmful greenhouse gases. We will also make regular estimates of the amount of worm castings being produced. The castings are a valuable soil amendment, and there is potential for another student research project to pursue the branding of these castings. This way, any castings that are produced in addition to those used in the UST greenhouses and Stewardship Garden can be officially donated, which would make this not only a campus sustainability project and research opportunity, but also a non-profit business. These numbers can be easily recorded because it will be students from the composting club along with Chester Wilson that are handling and hauling the material and maintaining the worm bins across campus. We will submit semesterly basic reports to the CSF in a format such as this: |Fall 2013 (Implementation) | Spring 2014 |Fall 2014 |Spring 2015 | |Waste composted |0 |x |x |x | |Carbon Eliminated |0 |x |x |x | |Castings Produced |0 |x |x |x | | Additional reports may come from the research projects that are now being planned and implemented relating to this project and integrating it to other ongoing campus sustainability projects. If your project will offset greenhouse gases and reduce the campus carbon footprint, describe thoroughly how this will happen: Assuming 2 tons of waste per month composted (we will have a much more accurate estimate of the waste composted by the worms bins at the end of this semester), which would equate to the prevention of 1. 76 metric tons/month of CO2 emissions from entering the atmosphere. This is equivalent to eliminating 4. 56 cars from the road per month. That is just the reduction based on that waste not being in the landfill, there would be additional carbon reduced from not having to transport that waste to the site. Further benefit would come from the utilization of the worms castings as a soil amendment in food production areas. Healthier soils are better at sequestering atmospheric CO2 and can hold more of it than denuded soils lacking nutrients and organic matter. (See Appendix C for calculation source). Although campus greenhouse gas emissions will be reduced, this project serves even more to catalyze a sustainable initiative that can be expanded in years to come. In its first semester of existence, the Composting Club and the vermicomposting operations now located in the ASC parking ramp have already generated an awesome amount of student and faculty interest. Further, the project from the fall of 2012 has provided a conduit for alternative waste disposal on campus. The action of composting much of our campus waste is already providing a platform for further reductions of greenhouse gas emissions, reductions in waste, and overall reductions in UST’s carbon footprint. Describe if and how students will be involved and/or the educational value to our community: The fall vermicomposting project was designed to encourage students to consider their relationship with their food and food waste, and to provide an alternative method of waste ‘disposal’ for our campus. This project is designed to do the same for our faculty and staff, further strengthening the link between food waste and climate change and increasing our carbon reduction efforts. Students have already gotten involved with this project and the Composting Club is ready to expand our efforts! We are in the process of planning educational tours of the vermicomposting operation in the ASC parking ramp, which will be offered during Earth Week in addition to other sustainability-related project tours. Composting Club activities and the maintenance of the worm bins provide great opportunities for donation of service hours directly benefiting our campus. Further student engagement has come in the form of new research projects and connections with other campus projects. These integration projects include providing fertile worm castings to the UST greenhouses and the Stewardship Garden. As previously mentioned, students are currently in the process of developing research proposals to further develop the UST vermicomposting project and continue outreach and integration efforts – currently students are looking into branding the vermicastings, and also into connecting with other local community gardens to do soil testing and begin long-term, case-specific amendment studies. These projects would have beneficial impacts on the surrounding UST community, in addition to the benefits added by the use and donation of the finished castings. The increasing presence of composting efforts on campus allows the university community to fulfill our mission statement by â€Å"thinking critically and acting wisely to advance the common good. † This project is in line with the University Mission Statement because it provides students and now faculty the opportunity to be directly involved with the food chain and to participate in their waste. In recent years people have been increasingly encouraged to buy locally and to know where their food is coming from. While there is still a long way to go to reach these goals, movements are starting and people are daily becoming more aware of the problems human society faces. Unfortunately, there are still many people who never think about where their waste goes beyond ‘into the garbage,’ and never consider where there food comes from beyond ‘the grocery store. ’ Through the implementation and continued growth of this project, we will give the St. Thomas community the chance to experience the whole lifecycle of their food from soil and seed, to food on the table, to waste and back to soil, all within the onfines of our own campus and all on a sustainable level. Highlight innovations and the potential for the project to be scalable across our campuses: Integral to the mission of this project is scalability and its ability to grow. The Fall 2012 CSF Vermicomposting project has been hugely successful and has drawn substantial interest from individuals across campus. This pro posal is an expansion of that project, catalyzed by the interest and eagerness of others to partake and participate in alternative waste disposal. While working with the worm bins in the ASC parking ramp or while collecting the coffee grounds from UST producers, Compost Club members were occasionally approached by interested faculty or students about what they were doing or concerning the good coffee smell permeating the air near the bins. After introducing the interested individual to the project and showing them the worms, almost without fail, the students and faculty alike were interested in contributing their own coffee and their own food waste from home or from their office or department. Unfortunately, because the current vermicomposting system is already operating near capacity, we are unable to collect grounds or waste from these sources; however, it was this community interest that stimulated this expansion idea. This project has great potential to be scaled across our campuses and to continually grow and develop as a UST legacy. As other faculty and staff see the bins that we are planning to place in several departments across campus, we are expecting the bins to generate interest by other departments, offices, and campus buildings. The new demand will provide perfect support for future project proposals, further expanding UST’s composting and decreasing our waste and carbon output. If applicable, include lifecycle costs, possible investment payback schedules and potential long-term savings: The lifecycle costs of this project are minimal due to the low costs of maintenance and relatively low initial costs. These compost bins are long-term sustainable investments and are designed for in-home or in-office use. Chester Wilson has been using the same worm bins for more than ten years. These systems have proved reliable and durable and we are confident in using the Worm Factory worm bins for this proposed project. Although the money saved by sending the waste to the on-campus composting location, instead of having it picked up will be relatively minimal, dealing with much of our own waste in a sustainable and efficient manner right here on campus is a key feature of this project. Self-contained and efficient systems are worth highlighting as they embody a shift from a linear system of use and dispose to a more closed-loop cycle of use, compost, reuse. There is also great value in the production of the castings as a fertile soil amendment. To date, they have been used in the greenhouses extensively in place of relatively costly potting soils and synthetic fertilizers, which are also much more energy intensive to produce. Appendix A: Appendix B: FAQs: What can be put in the worm bins? The worms are not particularly picky eaters. Too much citrus can be uncomfortable for them, and meat and dairy products are always a risk to compost. While they are unlikely to hurt the worms, these items tend to be the main culprits for bad smelling compost. When the bins are distributed, the Composting Club will offer a brief training session for each department and their liaison. What if the bin begins to smell bad? As discussed in the video, the Worm Factory bins are designed to allow plenty of oxygen to flow through the system. Keeping the bins aerobic keeps the smell down, and remember that these systems are designed for in-home or in-office use. In the chance that the bin does begin to smell, the Compost Club Liaisons will have the responsibility of calling the club hotline – we guarantee full removal of smelly bins within 20 minutes of that phone call. Will the bin attract pests/rodents? Rodents signify a much larger problem than the mere presence of a Worm Factory composter. Pests, in particular fruit flies, can pose problems for indoor composting systems. There is actually a simple treatment that can be applied to the medium in the bins (the stuff the worms live in) that repels gnats and flies. Again, the Composting Club hotline will be the ultimate back-up for any issues with your bin; guaranteed quick removal. Are the bins messy? No. The bins are designed to hold the food waste and to collect the moisture produced. Composting Club will regularly collect the liquid (or Compost Tea) generated by the bins and will also be on-call to respond to any cleanup needs. All processing of finished compost will be conducted off-site in the ASC parking ramp. There, we have to facilities to deal with this slightly more messy process. Where will the bins be located? This should be determined on a departmental basis. The worms are really tolerant, but cannot be too hot, too cold, or too dry. Basically, by keeping the bins out of the sun, but in a heated/temperature-controlled area, they will be more than fine. The Composting Club will monitor the moisture levels in the bins and make any changes as needed. We recommend that the bins be placed in an easily accessible location – near the most common waste sources whenever possible – but that they remain mostly out-of-sight. Behind furniture, under counters, or unused storage closets or rooms make ideal locations. What are the responsibilities of the Compost Club Liaison? The liaison will be responsible for the day-to-day maintenance of the bins and for calling the Composting Club hot line with any issues. At its most basic, the day-to-day maintenance will consist of collecting your office or department’s daily coffee grounds and adding them to the bin. Nothing about the job should be taxing or burdensome to the individual. Who will be in charge of emptying the bins once they have finished composting? Once again, the Composting Club will take care of emptying the bins when the compost in the bottom tray of the stack is finished. We will also be regularly monitoring the bins and will therefore know when the trays are ready to be emptied. All processing of finished compost will take place off-site in the ASC parking ramp where we have the facilities for doing so. How long does it take for the food waste to become finished compost? The answer to this question varies depending on the number of worms and the amount and type of food waste present. I like to think of one tray representing one-two weeks of composting. So a stack of three trays would represent a three-six week composting process. Appendix C: StopWaste. org is the website of a waste management organization located in Alameda county, CA. The organization is in charge of the waste management plan for the county, and the provide a variety of sustainable development plans and waste reduction initiatives for the businesses, schools, government buildings, and local industry in the fourteen cities comprising the county. http://www. stopwaste. us/partnership/calculator/ How to cite Csf Proposal, Essay examples

Test-Score Banding in Human Resource Selection

Question: Describe about the Test-Score Banding in Human Resource Selection? Answer: Introduction Understanding the various practice and concepts of human resource management focusing on retention, recruitment and employment cessation is the purpose of the assignment. This assignment deals with different practices and policies of human resource management and drawing a relation between Motivational theory and remuneration. It will help to explore the definitions of human resource management and to explore major concepts of personnel management and human resource management and identify the differences in between them. It will also help to understand the importance and application of lawful and regulatory matters related to retention, and employment cessation and recruitment. Analysis Distinction between human resource management and personnel management: It is a common belief that human resource management (HRM) and personnel management are same, but both are entirely different. Personnel management is referred to an element of management focused on workforce and their connection with the entity and on the other hand, human resource management is the most efficient use of manpower of an entity. It was also observed that PM deals with recruitment, selection, staffing, training and development, compensation of workforce and their relation with the organization. HRM deals with a broad range of activities like selection and recruitment, compensation, training and development, industrial relations, grievance management, welfare and appraisal. It is a continuous process of ensuring the availability of putting the perfect man into the right place and at the right time (Dessler 2013). Assessment of functions of HRM in fulfilling organizational purposes: Human resource management is responsible for recruitment, staffing, employee relation, training and development, pensions, facilities, rewards, security, health and safety. Three primary functions of HRM are recruitment, training, and motivation. In order to assess the functions of HRM in the above-specified supermarket Smiddle DD let us consider the various HRM policies accepted by supermarket chains like ALDI (Aldi.com 2016). The recruitment policy used by ALDI includes following steps: Online submission form and situational judgment assessment Online tests (diagrammatic reasoning, numerical reasoning and verbal reasoning) Video interview Review center Training and development: ALDI places great emphasis on training and development of its employees. Training needs are identified by analyzing the ongoing company performance in critical areas (Aldi.com 2016). It provides on the job as well as off the job training. On the job training includes coaching, mentoring, sitting next to Nellie- it is working a co-worker for learning the desired skills. On the job training are mostly provided by the managers. Additional training courses offered to the employees of ALDI are Performance reviews, employment law and influential skills. Motivation: For the purpose of motivation ALDI does the following- Provides excellent performers with positive and attractive remuneration Offer job security ALDI is the first grocery chain to start maternity leave policy Employees are allowed flexible working hours and employee rosters are done well in advance to plan holidays (Aldi.com 2016). Roles and responsibilities of line managers: Line manager are in charge of carrying out regular HR initiatives. Various responsibilities of line managers in HRM include employee engagement, performance appraisal, maintaining discipline and performance related pay (Lunshof 2015). Employee engagement: The line managers can increase employee engagement by focusing on the strengths of their employees and encouraging more open communication. This will not only increase employee engagement but also increase the motivational level of the employees. Performance appraisal: The line managers assess and rate the behaviors and performance of the employees under them. The response is conveyed in a one to one meeting among the manager and the employee. Maintaining discipline: Line managers guided by the rules and policies of the HR department sets out the expectations with his team. However the line manager himself needs to follow the rules laid by him, or else it would be hard to implement them with his team. Presentation related pay: It is the performance ratings obtained from the line managers that control the amount of supplement in the salary of the employees (Lunshof 2015). Analysis of the impact of legal and regulatory framework on HRM: Main objective of establishing rules regarding lawful framework in an organization is to ensure that the employees are protected from unfair discrimination in their workplace. It deals with certain acts of law to maintain an amicable relationship between employers and employees. It is created to ensure that employees are receiving fair treatment regarding remuneration, designation, and other factors. The legal and regulatory framework also define the working hours per week, overtime wages, protection of employees investments in their pension funds and provident funds. It lays down the rules of forming trade unions and also defines their rights and duties so that no confusion arises in this respect. Employers' are obliged to provide employees with certain health and safety benefits; legal and regulatory framework ensures it. Legal rights also provide employees with a tool to fight against harassment in the workplace (Kruppe et al 2013). Analysis of the reasons for human resource planning in the organization: The process that aims at providing right manpower in an organization at the right time is called Human resource planning. Proper planning ensures availability of right kind and quantity of people at a right time for uninterrupted flow of the operations of the organization. It also helps to cope up with the current changes in the external environment. If an organization decides to expand, human resource planning gives the information about the availability of manpower in the organization and the manpower required for the expansion. It not only provides information about the availability of the manpower but also helps to identify the skills required to perform a particular task and then it arranges for training programs to impart the required skills to the employees. It minimizes the overall cost of production by optimum utilization of human resources (Khasawneh, 2011). Stages involved in planning human resources requirement: Human resource planning estimates the personnel requirement in the future. It is a continuous process that begins with the identification of HR objectives, analyzes the manpower requirement and finally ends with the evaluation of HR planning. The steps involved are discussed below. Human resources assessment: Evaluation of human resource starts with the analysis of environmental factors (internal and external). The environmental analysis helps to recognize the strengths and weaknesses, opportunities and threats of the organization. Demand forecasting: It is the estimation of prospective demands of employees regarding number and quantity. Future needs are estimated by analyzing current human resource position of the organization and the plans for the organization. There are many techniques used to forecast manpower demand namely managerial judgment, work study, ratio trend and Delphi technique. Supply forecasting: While demand forecasting is associated with estimation of future requirement, supply forecast is associated with the estimation of manpower that are likely to be existing inside and outside the organization. Internal sources include job enlargement, promotion and transfer whereas external sources include hiring new candidates from outside like campus drive. Matching demand and supply: This process involves bringing internal and external sources to equilibrium so that the issue of shortage and surplus can be met. Action plan: This is the final step of human resource planning. Demand and supply matching bring to surface the issue of shortage and surplus. On the basis of these actions are executed. If there is an issue of shortage then recruitment, selection needs to be performed, and if there is an issue of surplus retrenchment, redeployment, training needs to be performed (Bates 2013). Comparison of recruitment and selection of two companies: ALDI and LIDL are two supermarket chains operating in the UK. These two supermarket chains have different patterns of selection and recruitment. ALDI travels across various universities to find the appropriate candidates (Aldi.com, 2016). Dedication, honesty, skills of a good team, education and diligence, are the qualities that they look for in a candidate. ALDI recruits candidates through trade employment expos, fairs and national careers. Apart from this, they also pay the highest salary in the market. ALDI firstly conducts an online application form and situational test, then online tests, after that video interview and finally assessment centers. LIDL look for right candidates through talent partnerships like Vlerick (Lidl.co.uk, 2016). Candidates do not need to upload their CVs. Instead, they need to give a brief description as to why they want to join the organization. If the candidates successfully qualify the initial telephonic screening, then they are invited to the boot camp. If they can qualify that round as well, then they are provided with a contract (Lidl.co.uk 2016). Evaluation of the recruitment and selection procedures of two companies: Whereas ALDI hires candidates from the universities, they get fresh young blood. Fresh blood is needed in the organization as they provide innovative ideas and lead to organizational development (Aldi.com, 2016). On the other hand, LIDL hires people who are self-motivated to join this organization. They do not need any extra motivation to adapt themselves to the organization. Therefore, they are highly productive since the beginning (Lidl.co.uk 2016). Link between reward and Motivational theory: The procedure by which the behavior of a person is affected by others through their satisfying power of the individuals needs and goals is known as motivation. Motivation theories are separated into two different viewpoints. Substance theories Process theories Reward is the prize that employees attain in the course of their job. The company paying for their performance it is financial reward or non- financial rewards like promotions, achievement, and praise. Motivational practices in ALDI which can be implemented Maternity and other rewards may be introduced. To reward the staff in a competitive environment, salary above the average salary can be paid, and working conditions could be improved. Impressive compensation packages and retirement plans should be made. Flexible working hours should be provided, and Employee Roster may be prepared from beforehand so that employees could plan their personal commitment or holidays around their work schedule (Petri and Govern 2012). Evaluating the procedure of job evaluation: The process of assessing plus analyzing different job analytically in determining their relative importance in an organization is called job evaluation. Several methods like factor comparison, job ranking and job grading are employed in job evaluation. The steps involved in job evaluation process are discussed below: Job study- The first step is the learning the job of the organization is obtaining information on job content. Compensating factors- In second step decision for what organization is paying for is made. i.e. which factor places a particular job at an elevated level in that job ladder than the other. Rising the methods- The next step includes the selection of a method for appraising the organizations job according to the selected factors. Job Structure- The next step includes comparing jobs for expanding a job structure. This involves setting up the job hierarchy, reaching and recording decisions and choosing and assigning decision makers. Structure of the wage- The fifth step is job pricing collection to appear at a wage composition. Other aspects determining pay are: Employee Compensation- All form of compensation or rewards that employees accept that arising from their employment. Direct financial expenses- Payment in the form of salary, wage commission, incentive, incentives, and bonus. Indirect financial expenditure- Financial remuneration such as insurance paid to the employees (Nuttin 2014). 3.3 Assessment of the efficiency of reward systems in diverse contexts: The organization can have an effective reward system if they look into the following areas:- The most influencing factor for employee motivation is compensation or reward. Employee compensation and reward system are the main reason behind industrial disputes. A proper compensation plan and reward system will reduce industrial dispute and help to maintain industrial harmony and peace. Reward system plays an important role in employee attrition. It influences employee retention in the organization. Job satisfaction of employees also depends on compensation and reward system. Compensation and reward system helps in establishing employer brand that helps in attracting new talents. Employees are motivated to put in their best efforts to accomplish organizational objectives. Effective compensation and reward system helps in building initiative towards works that in turn help in productivity of organization. Employees have a sense of belongingness with the organization with a proper compensation and reward system (Nuttin 2014). Assessment of the method organization use to observe employee performance: The different method of monitoring employee presentation are- 1) Assessment Centre- It is a place where performance appraisal of employees potentiality for giving him/her a position in the core useful areas are done is known as assessment centre. In many cases organizations contract out evaluation centers instead of making them their own (Dubois, 2004). The assessment center involves the use of methods like tests and exercises, social event and assignment. 2) Behaviorally Anchored Rating Scales (BARS) This method combine the graphical rating scale and the critical incident method. It consists of preset critical areas of job performance or a set of behavioral statements describing significant job performance qualities as good or bad (for e.g. the qualities like inter-personnel relationships, adaptability, and reliability, job knowledge, etc.). These statements are developed from critical incidence (Dubois, 2004). An employee's actual behavior is judged against the desired behavior by recording and comparing the behavior with BARS. 3) Human Resource Accounting- The success of personnel management actions and the utilization of employees is known as HR accounting. HR accounting is the method of conveying, making a budget, making a report of the cost of human resources acquired in an organization which includes wage plus training expense. Human resources are important assets of a business. HR accounting method attempts to find the virtual worth of these assets in monitory terms. (Kromrei 2015). 4) Management by Objective (MBO) The MBO is a process where superior employers and subordinate managers in the organization determines the organization goals and defines the major areas of each members responsibility in the business actions. The result expected from the responsibilities fulfilled by them is used as the methods for guiding business units operations, thereby assessing the contribution each members working in the unit. Thus, MBO is a process of joint goal setting, measure development towards the goal, taking an action to give surety to objective feedback and participation and achievement of employees (Kromrei 2015). Figure: Management by objective (Source: Kromrei 2015) 5) Customer Feedback Method- It is utilized particularly for sale staffs dealing with sales activity of an organization. Appraisal method and customer feedback is directly linked with employee presentation. This method of assessment could be impartial and consistent since clientele who is an outsider may give accurate judgment about employee performance than the insiders who are superior (Kromrei 2015). 5) 360 Degree method of Appraisal - 360 degree feedback is the performance appraisal tool that incorporates feedback from all who monitor and are affected by the performance of a candidate. Corresponding to the multiple points on a compass, in the 360 degree method each employee is provided with the opportunity to receive performance feedback from his or her customers, co-workers, supervisors and peers (Kromrei 2015) Figure: 360 Degree Appraisal Method (Source: Kromrei, H 2015) ALDI uses 360 Degree Feedback, in evaluating the presentation of their staff. It is the appraisal coming from all directions. Employees peers, subordinates and supervisors give feedback information about that particular employee which are used to fine tune a particular or group of employees for guidance (Aldi.com 2016). Identify the reasons for cessation of employment: Employment may end due to employee initiation, employer instigation or due to the action of regulation. Due to of demise of an employee, the measures existing under Forms and Procedures should be completed shortly as possible (Putzier and Baker 2011). The necessities for advising the deceased persons superannuation fund and the lawful provisions relating to the compensation of several salary or unused leave entitlements are included in these procedures. Types of termination- Voluntary cessation- Resignation, retirement. Involuntary cessation- Retrenchment, layoff. Employment at will- Termination of employment due to misconduct. Mutual termination. Employment exit procedures used by two organizations: In ALDI employment termination can be done in a number of ways. The first type of employment cessation is resignation. In this case an employee voluntarily comes forward and submits a resignation letter which acts as a legal proof of the desire to quit employment. In such a scenario the employee does not get any pension from the organization. The second method through which one can quit the job is through voluntary retirement. In such a case the employee submits a retirement letter which acts as proof of the termination of job contract. Employee is eligible to get pension. Another method is through rejection of the employment contract. In this case an employee rejects the employment contract as being legal and refuses to work for the organization. This happens in case of an employee who is not given full scope of responsibilities and duties he is expected to be tackling while on duty. Another way employment contract can be terminated is is by death of an employee. End of employment contract is another way of termination of contract. Retrenchment is another way of ending the employment contract (Aldi.com 2016). Impact of lawful measures on termination of employment: On ending employment an employee is allowed to get payment in lieu of long service leave, annual leave, and annual salary allowance. Leave for long service- An employee ceasing service with working for seven years will be compensated in lieu of his or her accrued long service leave entitlement. Annual salary allowance- An education bearing class employee ceasing service will be remunerated against his or her annual idle leave and loading allowance. When an employee expires, any payment in lieu of annual leave or loading grant will be given to the employees personnel lawful agent (Kaben 2011). 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