Background Jeffrey Brotman and James Sinegal established the retail store. It is among the top ten stores across the globe (seventh largest). In 1993, it created a merger with Price Club company. In 1994, the annual sales stood at $ 16 billion. Before the close of July 2012, Costco was marked as the fifth largest retail stire in the United States of America. Strategic Vision of Costco The retail store has put in place the following strategic visions:   * Offering best price and the most attractive value for customers.   * The company strives never to lose its focus in meeting the needs of the market.   * It values the dignity and respect for both its customers and employees. How the organization handles merits, promotions and adjustments Promotions are allowed for employees who have worked for the retail store for sometime. When it come to promotions, employees are promoted from within. Internal employees have the opportunity to access postings for promotions within the retail store. Selection Process The hiring process is done both online and through physical means. Hence, resumes and applications for employment opportunities can be received through the above means. Application forms are filled out by job seekers as part and parcel of the selection process. Part-time employees are also promoted to full-time workers on a regular basis especially after they prove to be reliable and efficient workers (Boyle, 2006). During the interview process, both individual and group interviews can be conducted. The above processes are also structured. Freshly hired employees are supposed to learn about the core operations of the retail store. Customer service is key during the orientation, training and development of employees. Hence, workers go through intensive capacity building and training programs. Salary Administration and Job design Job design is also a crucial factor at Costco. Teh rational behind job design is to make effective use of employees based on their individual abilities, professional background and talents. The human resource department at Costco is charged with the role of aligning job design and various tasks to be performed at the retail store. The department also plays the role of stabilizing employment portfolio based on the aspects of demand and seasonality. Evaluation/performance management Regular evaluation is a major performance management tool at the retail company. Evaluation aims at appraising the ability of employees. Performance of workers can only be established if they are evaluated regularly. Evaluation also assists in enhancing personal growth and future development of employees who are supposed to work for several years at Costco. Code of Ethics and labor Planning The following code of ethics have been instrumental in the holistic management of operations at Costco:   * Rewarding shareholders.   * Respecting suppliers.   * Caring for employees.   * Caring for members.   * Obeying the laws and regulations set up by the company. Code of ethics and labor planning The performance of employees at Costco is made possible through the process of effective labor planning. Labor panning at the retail store assists in scheduling employees in regards to different tasks, stabilizing employment and also staffing workers as