1. Organization- Organization is said to be the framework of many activities taking place in view of goals available in a concern. An organization can be called as a physical framework of various interrelated activities. Right from manpower planning to employees' maintainance, all activities take place within this framework. The nature of the organization is dependent upon it's goal. The business concern goal being profit- making. Clubs, hospitals, schools,etc. their goal being service. The objective of consultancy being providing sound advice. Therefore, it is organizational structure on which the achievement of goals of an enterprise depends upon. In personnel management, a manager has therefore to understand the importance of organizational structure.
2. Job- The second element, i.e., jobs tell us the activities to be performed in the organization. It is said that the goals of an enterprise can be achieved only through the functional department in it. Therefore, seeing the size of organization today, the nature of activities are changing. In addition to the three primary departments, personnel and research department are new additions. Various types of jobs available are :
   1. Physical jobs
   2. Creative jobs
   3. Proficiency jobs
   4. Intellectual jobs
   5. Consultancy jobs
   6. Technical jobs
3. People- The last and foremost element in personnel management is people. In a organizational structure, where the main aim is to achieve the goals, the presence of manpower becomes vital. Therefore, in order to achieve departmental goals, different kinds of people with different skills are appointed. People form the most important element because :
   1. The organizational structure is meaningless without it.
   2. It helps to achieve the goals of the enterprise.
   3. It helps in manning the functional areas.
   4. It helps in achieving the functional departmental goals.
   5. They make a concern operational.
   6. They give life to a physical organization.
   The different types of people which are generally required in a concern are :
   1. Physically fit people
   2. Creative people
   3. Intellectuals
   4. Technical people
   5. Proficient and skilled people

In personnel management, a personnel manager has to understand the relationship of the three elements and their importance in organization. He has to understand basically three relationships:-

1. Relationship between organization and job
2. Relationship between job and people
3. Relationship between people and organization.

Relationship between organization and job helps making a job effective and significant. Relationship between job and people makes the job itself important. Relationship between people and organization gives due importance to organizational structure and the role of people in it.

PLEASE NOTE:

If you are not an active, former, or retired employee(i.e. employed or once employed by Macy's or Bloomingdale's) calling this number will not benefit you.

The number is used for...

• 401k & Pension related questions
• Leave of absence, paid time off, and payroll related questions
• Health & welfare benefits related questions

This number IS NOT used for

• Calling to check on the status of a job application.
• Technical issues related to www.macysjobs.com.
• Suspected fraud related to job postings on Craigslist or other job boards
• Customer service related inquiries
• Credit related inquiries

Carlos Paulet is a top executive coach and leadership expert. Carlos managed large executive leadership development programs in Europe, based in Madrid, from 1999 to 2005, and then he established his first Latin American office in Lima, Peru in 2005 as well as in Bogotá, Colombia in 2007. An expert in leadership acceleration, he has worked as facilitator and coach with hundreds of top level executives in different parts of the world.

Carlos was a professor for the Masters programs of San Pablo CEU Business School in Spain and is currently a professor at Ricardo Palma University in Peru. Throughout his career, he has received numerous honors and awards from institutions in Spain and Latin America, including the HR Prize 2006 for his contributions to the field in his country. He is the author of numerous articles on leadership, feedback and coaching, and in 2005 he was a contributing author for "Coaching for Leadership: The Practice of Leadership Coaching from the World's Greatest Coaches, 2nd Edition" edited by Marshall Goldsmith and Lawrence Lyons. Carlos is also a member of the prestigious Foundation for International Leadership Coaching and part of the faculty of GILD (Global Institute for Leadership Development).

Clients

Siemens, Telefónica, Air Nostrum, ING Direct, Amadeus, Unilever, Adecco, KLM, Sun Microsystems, Club Gestión de Calidad, Caja de Burgos, Ernst & Young, Merck Sharp and Dohme, Price Waterhouse Coopers, Allianz, Carrera y Carrera, Alstom Transport, Care, Johnson & Jonson, 3M, BMW, Edelnor, Clínica Vesalio, GE, Kimberly Clark, OI , Terra, Nestlé, Oracle, Avon, American Express and Microsoft.

Languages

Born in Peru and raised in the Dominican Republic and Brazil, Carlos is natively proficient in English, Spanish and Portuguese.

The different types of costs:

• opportunity cost
• accounting cost or historical costs
• transaction cost
• sunk cost
• marginal cost