Best managed companies from 3 Companies Essay Example for Free

Best managed companies from 3 Companies Essay The industry that has been chosen for this report id the fast moving consumer goods (FMCG) industry in which the household and personal products have been chosen. The three companies that have been chosen for the analysis are Unilever, Procter Gamble and Johnson Johnson. The purpose of the report is to identify the best company out of the three based on various factors which includes the financial factors and other management variables. Unilever was established in 1930 by a British soap maker Lever Brothers and a Dutch Margarine Producer who was Margarine Unie. The company today has around 160 brands around the world in 12 categories and is providing various home care products to people around the world. The company operates in around 100 countries and employs 163,000 people in these 100 locations. The multinational in 2009 had the revenues of around 39. 8 billion Euros. (History, n. d. ) Procter and Gamble was established in 1837 by two partners who started the company by selling candles and soap. Today it has managed to become the fifth most profitable organization of the world and sells around 38 brands all over the world. (Heritage, n. d. ) The third company that will be analyzed is Johnsons and Johnsons which was initially established in 1885 as a ready to use surgical dressings. Later the company transformed into a global pharmaceutical and consumer packaged and manufactured goods. The company includes around 250 subsidiary companies in 57 countries of the world. The company had a profit of around $ 12. 9 billion in 2009. (Our History, n. d. ) Comparison of the companies Financial variables Unilever is ranked 85 on the Forbes 2000 list for 2010. The company’s sales for the previous year were around $57. 05. The net worth of the assets was around $52. 05 while the market value was $91. 33. The profits f or 2009, 2008 and 2007 were $4. 83 billion, $5. 3 billion and $7billion respectively. Procter Gamble is ranked 29 on the Forbes 2000 list for 2010 with its sales touching $76. 78 billion while the assets are around $135. 29 billion. The market valuation for the company for the previous year was approximately $ 184. 47 billion. The profits for the last three years are as follows; 2009 $ 13. 05 billion, 2008 $ 14. 08 billion, 2007 $ 11. 13 billion. Johnson and Johnson is on 47th position on the Forbes 2000 list for 2010. The sales for the company for the previous year were $ 61. 9 billion and the assets of the company worth $94. 68 billion dollars while the market valuation is $174. 9 billion. The profits for the last three years are given in the decreasing order starting from 2009, $12. 27 billion, $12. 95 billion and $ 10. 48 billion. (The Global 2000, 2010) Management Unilever being the one of the top FMCG companies of the world employs the best people around the company. The CEO of the company is Patrick Cescau who is a very renowned and well learned person with extensive professional experience. The company has always been known for its employee leadership where the employees are given full authority to work in their own way. The major decisions are done by senior managers while the junior management is also given freedom in decision making. The overall decision making is centralized in the company where the major decisions are taken by the senior management. The company works very hard for developing good relations with the employees as the company pays special attention towards helping the employees grow the employees professionally. Procter and Gamble is listed among the Canada’s top 100 employers as the company works very hard towards making itself as one of the best employers by helping the employers grow in their professional lives. The company is considered as a leader in the employee- benefit program. The decision making in the company is decentralized where the employees have the autonomy to decide for themselves. The company has a complete strategic unit in place which is responsible for predicting various factors of the company. Johnson and Johnson offer variety of benefits for its employees which includes different long term and short term perks. The employees are given ample opportunities to grow in their careers which give them a job satisfaction. The company has a decentralized management approach and the autonomy for decision making is given to everyone in the company. The employees consider themselves as small entrepreneurs who have full autonomy over their work. The employees are considered as one of the most important assets of the company. Organization Unilever’s philosophy is to implement the highest level of corporate behavior towards all the strategic public of the company. The organization is committed to providing quality products to the consumers. The organization works with integrity and commitment in order to get better and improved products for the consumers. The company fulfills all its responsibilities towards all its stake holders which include the employees, customers, the government and the other strategic public of the company. The company enjoys the benefit of strong brand recognition. The current business strategy adopted by the organization is differentiation strategy where the company differentiates itself by the new product development of the company and the quality of advertisement and branding. The philosophy of Procter and Gamble is to provide quality products to its consumer where the bottom line of the philosophy is to improve the lives of the consumers by providing them with better products. The core strength of the company revolves around understanding the consumers and innovating in order to give them a better living standard. The company is very keen about innovation and thus spend pretty large sum of money. The company has been pretty successful in its mergers and acquisition strategies as it has been very successful in its acquisitions of various companies like Clairol in 2001, Wella in 2003 and Gillette in 2005. These successful acquisitions have lead to the increase in the stakeholder’s value. Johnson and Johnson care for its consumers a lot and are constantly working to get new and better products for the customers. The company emphasizes the most on employee empowerment and decentralization of the employees. The company is managed for long term and the people are considered very important in the organization. The company’s philosophy of taking care of the consumers is what is their differentiation strategies. The company has differentiated its products over the factors which show their caring attitude towards the consumers. (Global Strategy Advisor, 2006) External Unilever believes in creating sustainability throughout the entire value chain of the organization. The company works very closely with its customers and suppliers which benefits them as the company helps in reducing their costs. The company has set a standard which the suppliers are bound to follow. This makes suppliers more efficient in their activities. Unilever is a very responsible organization as it fulfills its social responsibility by working to save the environment and the society. It is also seen working in the field of health and well being of the individuals. The company has its set principles that it tries to follow to work ethically but has been trapped in various controversies lately in various countries. (Customers People, n. d. ) Procter and Gamble proves to be a very responsible organization as it tries to reduce the level of wastage at every step. It collaborates very closely with its suppliers and other partners and provides them with new and improved techniques which help the various partners in reducing wastages and costs. The organization is also very active in fulfilling its social responsibilities towards the society. The company has been very active in providing the unprivileged part of the world with various things like education, safe drinking water and other hygiene factors. Other than that the company also has a complete code of conduct which it strictly follows and makes sure that it works ethically. (Sustainibility, N. D. ) Similar to the other two companies, Johnson Johnson has also built good relations with their suppliers due to which both the company and the suppliers are benefitting. The company is very socially responsible as it is working to save the environment and the society. The organization has previously set various examples which ahs shown their concern about the health of the people. The organization has recalled the stock various times and incurred huge loses in order to save the humanity. (Our caring, n. d. ) Analysis: The data gathered about the three companies is sufficient to analyze all of them and come to a conclusion that which is the better organization. Looking from the financial perspective we can see that Procter and Gamble is a much larger organization than the other two. The company has been ranked 29 on the Forbes list while the rest two are much behind it. The company enjoys more profit and also is very large in terms of market capitalization and worth of the net assets. Moving on to the other perspectives what can be analyzed is that PG is also better in the organization, management and external factors. Though the three companies are all equally working hard to be the best but still PG has an edge as it is also considered as the most aspiring employer. The company is also better when it comes to the philosophy because it can be seen that it is very concerned about the customers and so is spending huge on innovation. Procter and Gamble has been very successful in keeping itself away from major controversies and is working hard to give more to the society. Conclusion From the research it can be concluded that PG is the best managed company out of the three which has been managed in the best manner in terms of the organizational structure and the overall management. This has been done along with fulfilling the financial goals as well as the company enjoys the best financial position out of all the companies. References Customers People. (n. d. ). Retrieved June 4, 2010, from Unilever: http://www. unilever. com/sustainability/? WT. GNAV=Sustainability Global Strategy Advisor. (2006, February 19). Retrieved June 4, 2010, from http://info. umuc. edu/mba/ep/Presentation/EP_Olp/data/GSA. pdf Heritage. (n. d. ). Retrieved June 4, 2010, from Procter Gamble: http://www. pg. com/en_US/company/heritage. shtml History. (n. d. ). Retrieved June 4, 2010, from Unilever: http://www. unilever. com/aboutus/ourhistory/? WT. GNAV=Our_history Our caring. (n. d. ). Retrieved June 4, 2010, from JJ: http://www. jnj. com/connect/caring/? flash=true Our History. (n. d. ). Retrieved June 4, 2010, from Johnsons Johnsons: http://www. jnj. com/connect/about-jnj/publications/? flash=true Sustainibility. (N. D. ). Retrieved June 4, 2010, from PG: http://www. pg. com/en_US/sustainability/index. shtml The Global 2000. (2010, April 4). Retrieved June 4, 2010, from Forbes : http://www. forbes. com/lists/2010/18/global-2000-10_The-Global-2000_Rank. html

Moral Dilemma Essay -- Philosophy Essays

Moral Dilemma As human beings, we are forced to accept the inevitability of being unwillingly confronted with situations that test the strength of our morality and character. In the midst of deep moral conflict we become immensely introspective and we follow our intuition with the hopes of it guiding us towards the morally correct decision. However, how can we be sure that we have acted morally in a situation that is so morbid and perverse that our intuition is completely torn? This is the dilemma that is faced by the mother who is given a terrible choice by a Nazi officer: either the officer will kill all three of her children, or the mother must kill one in order preserve the lives of the other two. In this situation, guilt remorse and intense emotional pain are unavoidable, thus the mother is forced to reflect upon her intrinsic morals and values to guide her choice, however horrific it may be. In beginning to tackle this terrible dilemma, a fundamental aspect of this situation must first be realized: it is a woman who is faced with this crippling decision. Although subtle, there is an insinuation behind this that will ultimately play a large role in the determination of the final decision. In assigning the moral responsibility to a woman, and more specifically a mother, there is an implication that a different and distinct type of moral deliberation comes into play. In a study performed by psychologist Carol Gillian, it was found that the moral reasoning of a group of women was "typically more embedded in a context of particular others than was the reasoning or a comparable group of men" (Held 724). When we focus on the experience of women we are "able to see a set of moral concerns becoming ... ...nt emotion as a part of morality, we must regard every action in the same context, and this is clearly an impossibility for us as human beings. We appreciate and understand that we are all practical, emotional beings as opposed to rational, calculating beings. Thus, we allow our emotions to influence what actions we deem as morally acceptable and it is only natural that they should be an integral part of moral deliberation. In any situation as atrocious as this, the correct line of moral action is not always clear. However, in considering both emotion and reason, it is possible to reach a moral decision. Sometimes when we are put in situations against our will our intuition is torn and making the right decision can be difficult. The only thing we can do in these situations is turn introspectively to our feelings and reason, and understand that we are only human.

Guide To Air Compressors Engineering Essay

Air compressors are among the most widely used equipment in the industry. They find public-service corporation in electronic, automotive, building and fabrication industries among others. However, the broad scope of available compressor types and monetary values make their purchase an highly hard determination. To avoid blowing your clip and money on the incorrect air compressor and salvage yourself of future compressor problems, see the followers before purchasing your air compressor.Buying Considerations:Types of Air Compressors: Three chief types of air compressors are normally used in industries. Rotary Screw Air Compressors: They use duplicate prison guards to compact air and shop it in hard-hitting armored combat vehicles. Rotary compressors cost more than reciprocating compressors. They can run full-time, have a responsibility rhythm of 100 per centum and are most-suited to applications necessitating uninterrupted usage. Rotary compressors can supply 1500 CFM of air flow in a individual phase and over 2500 CFM in two or more phases. Reciprocating or Piston-driven Air Compressors: They use Pistons to compact air and shop it in high force per unit area armored combat vehicles. Reciprocating compressors are the most economical. They are designed for portion clip usage and extremely suited for intermittent applications including portable applications and place workshops. Small air compressors produce 5 HP or less while larger compressors reach 1000s of HP. Reciprocating compressors reach up to 50 CFM with a individual phase and up to 100 CFM with two or more phases. One HP normally produces 4-5 CFM of air flow. Centrifugal Air Compressors: They are turbine engines, used in power workss and high-end industrial applications, and compress air through revolving blades. They are the costliest of all air compressor types. Centrifugal compressors operate at 400-8000 HP and bring forth airflows higher than 1000 CFM.Add-On Utilities and Oil-Free Compressors:Dry, cool and clean air allows you to better the length of service of your fabrication equipment. Desiccants: They remove wet from compressed air for water-sensitive equipment. Coolers: They lower compressed air temperature. Filters: They remove drosss such as oil and dust from compressed air. Oil-free compressors: They provide oil-free or oil-less air for oil sensitive equipment such as nutrient applications and semiconducting materials and utilize compaction Chamberss sealed off from the oil-lubricated machine parts. They are much more expensive than regular rotary and reciprocating compressors. Compressor Space: Air compressors generate a batch of heat and noise. If possible, apportion a separate compressor room to incorporate the noise and blowhole the heat. Alternatively, if you do non hold adequate infinite, an enclosure can be used to cut down heat and noise from the compressor. Reciprocating compressors are louder than rotary compressors. Power Requirements: Compressors can be powered by electricity or with a gasolene or Diesel engine. Energy demands vary from 100V to 500V and supra, depending on compressor size. Mobility: Pay careful attending to grips, wheels and compressor weight when looking for a nomadic compressor. Engine-driven compressors normally come with their ain nomadic dawdlers. When short on floor infinite, opt for vertically oriented compressors to salvage infinite. Pressure and air flow: Carefully find the air force per unit area and air flow demands for every piece of your equipment and happen a compressor that can run all your equipment. Air force per unit area and flow information is normally available within equipment certification. If you can & amp ; acirc ; ˆâ„ ¢t happen this information in the certification, reach the maker for an educated conjecture. Add up the air flow values and multiply the amount by 1.5. Choose the highest air force per unit area and increase it somewhat. Make certain your chosen compressor & A ; acirc ; ˆâ„ ¢s air flow and force per unit area evaluations match these values. Future Expansion: Reciprocating air compressors have an mean life of 10-15 old ages while rotary compressors have a lifetime of 20-30 old ages. See the air flow and force per unit area demands of equipment you wish to purchase in the close hereafter before choosing the air compressor type and size. Make certain your selected air compressor can run into both your nowadays and future demands for maximal benefit. Air Compressor Pricing: Air compressors are available in a broad scope of monetary values from $ 500 for a less than 1 HP power compressor to over $ 50000 for 200HP or more compressors. 5 HP reciprocating compressors cost $ 1500-2000 and 5 HP rotary compressors cost $ 2500-4000. At 10-25 HP, compressor monetary values range from $ 4000- $ 10000 or more. 50 HP compressors cost between $ 12,000 and $ 15,000 and 100 HP compressor monetary values range from $ 20,000- $ 30,000. Oil-free compressors costs are about triple the monetary value of regular air compressors. Individual compressor parts and fix services are besides available. If upfront payment is a job, you can inquire your trader for funding, leases or monthly leases. New compressors come with at least a 1-2 twelvemonth guarantee and service contract. Used compressors are besides available in the market. Two-stage theoretical accounts, that recompress compressed air for higher compaction, are available in both rotary and recipro cating compressors and are costlier than one-stage air compressors. Energy costs: These costs make up over 70-90 per centum of the entire ownership costs of an air compressor, over a 5-10 twelvemonth period. So make sure you select efficient air compressors over inefficient low cost 1s for long tally fiscal benefits. Before buying an air compressor, inquire your trader for its Compressed Air and Gas Institute ( CAGI ) data sheet to measure its energy efficiency readings. Manufacturer and Dealer Considerations: Choose a maker committed to bring forthing air compressors as mainstream equipment. Talk to several air compressor traders and acquire information on multiple trade names, before choosing a trader. Ask about trader repute and length of service in the concern, figure of staff members available for compressor service and service rates. Get mentions from traders and inquire them about trader public presentation. You can besides inquire your industry contacts about their air compressor traders to help you in trader choice. Traders with favourable market reputes and 15-20 twelvemonth experience are good versed with compressor jobs, and can offer better and faster support and service. Make sure you pick an efficient air compressor with sufficient air flow and air force per unit area from a reputed and experienced trader to acquire maximal benefits from your air compressor. Air compressors are your long-run friends, so take your clip and avoid any hastiness in doing your purchase determination.

The World War Was A Threat Of Nuclear War - 1576 Words

What where the reasons for the ‘thaw’ in superpower relations in 1970s? The II World War was followed by redistribution of power, which was essentially non-European (Brzezinski, 1986:11). The United States, already with a position of global superpower and The Soviet Union, dominating the world with its size and ideologically and historically endeavoured to this position. According to Brzezinski ideological rivalry was, indeed one of the reasons for the competition, however he stresses that, after all, it was ‘expressed predominantly through the extension of power and influence over territory and people and through the acquisition of military might designed to intimidate or contain the opponent’(Brzezinski,1986:11). Without doubt, the Cuban†¦show more content†¦After Kennedy’s death and dramatic change of General Secretary in Kremlin, from Nikita Khrushchev to Leonid Brezhnev, a new era for relationship between superpowers began. Richard Nixon’s perception of the United States in national and international context differed from his predecessors. As a politician he did not see his country as a global leader, more as a ‘normal’ state (Westad, 2007:195). American involvement in international conflicts (especially war in Vietnam, presence in Western Europe or constant disagreement with the Soviet Union on Middle East), according to him, was a source of disorder in general policy of the country. Engagement with ‘peripheral issues’ led to negligence of home affairs and troubles. Nixon ‘inherited’ war in Vietnam from Kennedy and Johnson, but perceived it as a mistake and a distraction from more pressuring problems. Also, it was a big obstacle in normalisation of relations with the Soviet Union. This is one of the reasons why both Nixon and Kissinger wanted to open relations with China, as an instrument in pressuring Vietnamese to negotiate the settlement, but partly to show the dramatic front movement in foreign policy to show that they are not crippled and paralysed by war in Vietnam. Relationship with China and U.S.S.R. was in his perception a safe way to guarantee safe exit of American forces from Indochina. Soviets, from the other side, were cautious and afraid of emerging

After slavery was abolished, African Americans never had...

After slavery was abolished, African Americans never had the same rights as other U.S. citizens. In the 1950s the civil rights movement came about in order to try to gain equality among all people in the United States. For the most part, there were three presidents that had the most impact on the civil rights movement; D. D. Eisenhower, J. F. Kennedy, and L. B. Johnson. During the events that unfolded in the time period that these three men were presidents, Kennedy impacted the movement the most, Johnson continued that success, and Eisenhower was silently opposed but made a few contributions to supporting the civil rights movement. President Eisenhower was elected into office in 1952 and began term in 1953-1961. During his term many†¦show more content†¦This whole time Eisenhower was president, but he silently did not agree with desegregation or civil rights. In the case of Brown vs. Board of Education he had appointed Warren to the Supreme Court, and the case was decided unconstitutional. When the Montgomery Bus Boycott was in effect, Eisenhower allowed troops to make sure that it stayed a peaceful protest all while still opposing civil rights silently. Lastly, in the case of the Little Rock Nine Eisenhower only intervened because of a political standpoint. When the Little Rock Crisis happened he sent troops to protect the black students from the protestors in order to keep them safe, but still did not support the decision to allow them to attend the school. After Eisenhower’s terms came Kennedy who became president in 1961. Unlike Eisenhower, Kennedy silently supported the civil rights movement. In 1961, the first group of Freedom Riders traveled on bus right after the Supreme Court outlawed segregation on public transportation. These Freedom Riders were attacked and beaten shortly after their first journey however. 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Police Enforcement Attempt to Catch Sexual Predators

Tetzlaff-Bemiller, M. J. (2011). Undercover online: An extension of traditional policing in the united states . 5(2), 813-824. Retrieved from http://eds.b.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=55aa80b7-28ab-4e79-bcdc-1faa9e027f67@sessionmgr112vid=1hid=104 The author here from the University of Central Florida studied law enforcement officers who work under cover chatting investigations to catch sexual predators. Tetzlaff-Bemiller conducted a sample consisting of 17 telephone interviews who were members of special units the law enforcement personnel used to catch sexual predators. The data that was collected consisted of multiple parts. The first part consisted of 12 questions where questions were asked about their backgrounds, how they became part of their unit, what their work schedule is. The second part was more about the law enforcement personnel’s home lives, which asked about relationship statuses, children and social lives. 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Human Resource Management in Switzerland

Question: Discuss about the Human Resource Management in Switzerland. Answer: Introduction A report on human capital by World Economic Forum in 2106, ranked Switzerland in the third position globally. This report was founded on the ability of a country to harness the skills and knowledge of its population for economic growth. Several factors contribute to utilization of human capital; education, employment, political and economic environment. The analysis provided by the report scrutinizes education in across the globe and discusses the relevance of the knowledge acquired to the various sectors within a country. Switzerland retained its third position from the previous year due to its ability to utilize its population in growing her economy (Martin Whiting, 2016). Previously, it had been ranked for its productive workforce which is a result of academic structures that the government has invested heavily. Human resource management in Switzerland is centralized; the federal office of personnel is tasked with the setting human resource policies. It is responsible for defining and coordinating human resource policies, managing the pay system, training workers and levering their absorption into the workforce and also fosters diversity within the workforce. Its workforce has one of the highest numbers of employees working in full-time jobs within the public sector. The government has laws in place that govern the employment of its citizens. Switzerlands human resource practice is primarily centralized and has position-based recruitment practice. Recruitment is done through direct applications to the ministry where applicants that achieve the merit required are shortlisted for interviews. Workers pay is managed by a system which is determined by a collective bargaining structure. Employee assessment is done annually through written reports by supervisors. Supervisors are expected to give details of activities carried out, quality of employee output, employee skills exhibited and relevance of the work. Employees can go up in their ranks as their performance and experience increase. Comparison of Switzerland, Malaysia and Nigeria HRM Case Presentations In Switzerland, age and gender influence the employment practice. These demographics are components of the workforce dynamics which are a contributing factor to the economy. The largest percentage of the employee comprises of middle age individuals of 40-49 years of age with 30% share in the workforce. Women are given more consideration in the employment of individuals to the public sector. Although women are given more consideration during employment, their numbers are still low in the public sector. They occupy 26.4% of the total workforce in the public sector while 11% of them hold top management positions. In Malaysia, human resource management is centralized, and all the functions are governed by the Ministry Of Human Resources. It is responsible for the development of skills, employment, regulation of the pay system, and the formulation of policies that govern markets and employee relations. The Malaysian public sector is centric to the improvement of performance of its citizens. It aims at projecting a structured system that determines human resource utilization. It provides guidelines on the recruitment of citizens into the workforce and their progression throughout their careers. The country has three ethnic groups: Malay, Chinese and the Indians. The largest percentage of the workforce is held by the Malay who has a population of 54.6% of the total population of the country. Ethnic imbalance in Malaysian public sector has been criticized for lack of equal representation of its citizens. Nigeria is one of the most populous countries in the world with over 1980 million people. Currently, the country is facing economic recession due the global fall in oil prices. Nigeria has been an economic powerhouse in the sub-Saharan Africa for decades, and the human resource index has played a key role in it (Van der Westhuizen, 2009). Its population comprises of the highest number of skilled middle-aged citizens that could be assimilated into the workforce. The country has invested a lot in education and health to ensure that the country has a productive workforce. Nigeria lacks a centralized human resource management body, and the employment function is delegated to the different ministries within the government. The government has adopted some of the International Labor Organization conventions for the management of human resource. HRM Procedure Many countries have developed guidelines used in the recruitment and deployment of their workforce. This facilitates the efficiency of work adaptation by employees and increases their productivity (Gold, 2013). Policies that govern how these activities are conducted are crucial in managing conflicts that may arise. Procedures provide guidelines on the employee welfare that includes their benefits, health, and wellbeing (Knill, Balint, 2008). The three countries have similarities and differences in their procedure development and applications The Switzerland government classifies employees into different ranks according to their qualifications. The central government delegates some of the responsibilities of the ministries or units within the government including the recruitment, contract terms, career progression and dismissal from work. The quality of work output is tracked by the central organ which determines the worthiness of the employee. The conditions that workers are exposed to are managed by a federal body and the respective ministries. Other responsibilities that are shared between the government and the ministries include the formulation of work ethics and the provision of equal employment opportunities for the citizens. The Malaysian government has a central human resource management function as in Switzerland. The citizens are given opportunities to work in different sectors in the government. The recruitment of workers is done through a central placement of workforce. Although the Malay community has dominated the public service over the past decades, there is an increasing number of applications from all its ethnic groups in the country. The government has invested in supplying its sectors with the quality workforce to aid in innovation. Contributing factors to the success of any institutions consist of a quality human resource, structure, appropriate strategies and a clear support system within the government. Recruitment practice in Malaysian government is focused on diversifying its workforce to ensure that quality output is realized. In the Nigerian government, the HRM procedures is a responsibility given to the different ministries within the government. This practice allows the ministries to develop their guidelines and strategies in employing their workers. The Federal civil service of Nigeria is a regulatory body that oversees the recruitment and placement of the workers. It is tasked formulating policies that govern how ministries recruit their employees and analyses the work output of these employees. It gives guidelines for determining the type of skills required for a particular post. HRM Issues/Implications Countries strive to utilize the labor provided by the population for economic growth. Population increase is a positive and a negative factor to any economy. Gold, J. (2013) argues that the ability of a country to absorb its population into its workforce is crucial and if the population is overwhelming then it may strain its other resources and slow the economic growth. Consumption rises while production goes down affecting the dynamics of the economy. The population of the three countries in comparison differs; Nigeria leads the pack with over 180 million inhabitants. The population is a factor that needs to be regulated to avoid straining the economy. Training and education given to employees form part of a pivotal role in the economic growth a country. Education gives a chance to citizens to improve their lives through employment opportunities provided by the government. Investing in education is important to a country as the workforce is supplied continually with staff that is knowledgeable. Training should regularly be given to the employees to keep them updated with the new trends such as technology. HRM Discussion Human resource management is crucial to any institution. A structured system of recruiting employee is important as employees can work in areas of their specialization. Potential employees are given a chance to apply for posts that they feel more qualified to serve. The three countries have made policies to regulate how the public sector works for improvement and stabilization of their economies (Nankervis, Rowley, Salleh, 2016). Employees betterment is important as they can fully contribute to the economy when their working conditions remain favorable. Recommendations and Conclusion A central placement human resource is manageable and transparent. It gives all the citizens an opportunity to work in areas they qualified to work. Employee needs should be given attention as they constitute the breath line to the success of an economy. Any conflict that may lead to strikes or go-slows should be avoided, and these problems should be mitigated. From an economic development perspective, countries should focus on educating the population, creating job opportunities and giving them a recommendable pay for their work. These factors would build a satisfied workforce whose output is of high quality. References Gold, J., (2013). Human resource development: Theory and practice. London publishers. Brewster, C., Mayrhofer, W., Morley, M. (2004). Human resource management in Europe: Evidence of Convergence. Amsterdam: Elsevier/Butterworth-Heinemann. Knill, C., Balint, T., (2008). Explaining variation in organizational change: the reform of human resource management in the European Commission and the OECD. Barcelona: CIDOB. Martin, M., Whiting, F., Chartered Institute of Personnel and Development. (2016). Human resource practice. Pearson. Nankervis, A., Rowley, C., Salleh, N., (2016). Asia Pacific human resource management and organizational effectiveness: Impacts on practice. New York. Van der Westhuizen, E. J., (2009). Managing people in the twenty-first century: integrative public human resource management in sub-Saharan Africa. (Van der Westhuizen, EJ 2005, 'Managing people in the twenty-first century: integrative public human resource management in sub-Saharan Africa'), Politeia, vol. 24, no. 2, pp. 142-160.) Unisa Press.